Collective Bargaining Agreement 2009-2012

8/9/2019 Collective Bargaining Agreement 2009-2012

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BETWEEN

NORTHWESTERN LEHIGH SCHOOL DISTRICT

AND

NORTHWESTERN LEHIGH EDUCATION ASSOCIATION

July 1, 2009, through June 30, 2012


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TABLE OF CONTENTS

Article Title Page

I. RECOGNITION 4

II. TERMS OF AGREEMENT 4

III. NO STRIKE - NO LOCK-OUT PROVISION 4

IV. NONDISCRIMINATION CLAUSE 4

V. EFFECTIVE DATE AND SIGNATURE 4

VI. GRIEVANCE PROCEDURE 5

A. DefinitionsB. General ProceduresC Steps

VII. ASSOCIATION RIGHTS 8

A. Dues DeductionsB. NWLEA LeaveC. Association PresidentD. Fair Share

VIII. CONDITIONS OF EMPLOYMENT 10

A. Just CauseB. WaiversC. School YearD. School DayE. Member Preparation TimeF. Member MeetingsG. Lump Sum PaymentH. Salary and Benefit Day RecordsI. Professional DevelopmentJ. Participation in District Negotiations, Hearings,

Legal MeetingsK. Fractional or Percentage Contracts

IX. FRINGE BENEFITS 13

A. Health InsuranceB. Disability InsuranceC. Life Insurance

D. VisionE. Tuition Reimbursement


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X. LEAVES OF ABSENCE 16

A. Personal DaysB. Bereavement LeaveC. Pregnancy Disability Leave and Child Rearing Leave

XI. SALARY PROVISIONS 18

A. Salary PlacementB. Retirement Severance

C. Homebound InstructionD. Printing of Agreement

APPENDICES

Title PageAppendix A-1Appendix A-2Appendix A-3

2009-2010 Salary Schedule2010-2011 Salary Schedule2011-2012 Salary Schedule

222324

Appendix B-1 Interscholastic Athletics 25Appendix B-2 Extracurricular Activities 27Appendix C Behavior Interventionist/Therapeutic Case Manager 30

MEMORANDUM OF UNDERSTANDING 31


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AGREEMENT BETWEENNORTHWESTERN LEHIGH SCHOOL DISTRICT

AND NORTHWESTERN LEHIGH EDUCATION ASSOCIATION

I. RECOGNITION

The Northwestern Lehigh Education Association (NWLEA), (the Association), is herebyrecognized by the Northwestern Lehigh School District (the District) as the bargaining agent forthe Districts professional bargaining unit members, hereafter (members) comprised of librarians,

nurses, guidance counselors, school psychologists, behavior interventionists, therapeutic casemanager, and classroom teachers, being those employees properly included in a bargaining unitas defined in the Pennsylvania Public Employees Bargaining Law (Act 195), as amended fromtime to time, providing for collective bargaining for public employees.

Both parties agree that this Agreement shall set forth the terms and conditions to which each partyagrees to be bound, and that this Agreement has been reached voluntarily without undue orunlawful coercion or force by either party.

II. TERMS OF AGREEMENT

The term of this Agreement shall begin on July 1, 2009, and shall continue in full force and effectuntil June 30, 2012, or until such later date as the parties may hereinafter agree is to be the

extended date. Any such extended date shall be evidenced by an amendment to this Agreement,to which amendment both parties shall signify their approval by executing the same amendment.

III. NO STRIKE NO LOCK-OUT PROVISION

Both parties agree to faithfully abide by the provisions of Act 195. As a condition of the variousprovisions of this Agreement to which the parties have agreed, the Association pledges thatmembers shall not engage in a strike (as that term is defined in Act 195) during the term of thisAgreement, and the District pledges that it will not conduct, or cause to be conducted, a lock-outduring the term of this Agreement.

IV. NONDISCRIMINATION CLAUSE

The District and the Association agree that they will not discriminate against any member on thebasis of race, creed, color, national origin, sex, age, marital status, religious beliefs, politicalactivities, qualified handicaps or participation in the affairs of the Association for the term of thisAgreement. This clause is not subject to the grievance/arbitration section of this contract.

V. EFFECTIVE DATE AND SIGNATURE

This Agreement is made and entered into this 21st day of April 2010, by and between theNorthwestern Lehigh Education Association and the Northwestern Lehigh School District.

NORTHWESTERN LEHIGH SCHOOL DISTRICT

By: ______________________________________President

NORTHWESTERN LEHIGH EDUCATION ASSOCIATION

By: _______________________________________President


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No grievance shall be considered or go forward unless it follows appropriate steps andis filed in a timely manner.

2. Step 2:If Step 1 fails to resolve the grievance to the members satisfaction, the member shallmove the grievance to Step 2 within ten (10) days following the receipt of the Prinicpal/Supervisor or Administrators response. The formal grievance on the Step 2 form mustbe submitted to the Director of Human Resources for formal processing of the

grievance; including date stamp and delivery of the grievance form to thePrincipal/Supervisor or Administrator. The Director of Human Resources will beresponsible for informing all parties of the time frame requirements associated withprocessing the grievance.

The Principal/Supervisor or Administrator shall reply with a written response on thestandard grievance form within ten (10) days following receipt of the written grievance.

3. Step 3:If Step 2 fails to resolve the grievance to the members satisfaction, the member mustsubmit a formal written grievance appeal of the decision on the Step 3 form to theSuperintendent within ten (10) days following the receipt of the Principal/Supervisor orAdministrators written response. The appeal shall include a copy of all documents

dealing with said grievance and the grievance, and the grounds for regarding thedecision as incorrect. The formal written grievance appeal must be submitted to theDirector of Human Resources for formal processing of the grievance; including datestamp and delivery of the grievance form to the Superintendent. The Director of HumanResources will be responsible for informing all parties of the time frame requirementsassociated with processing the grievance.

The Superintendent or designee shall hear the formal written grievance within fifteen(15) days following the receipt of the formal grievance. Written notice of the time andplace of the appeal hearing shall be given at least five (5) school days prior to thehearing to the aggrieved Bargaining Unit Member and the Association. An official ofthe Association will be present at the hearing.

Within ten (10) school days of hearing the appeal, the Superintendent or designee shallcommunicate to the aggrieved Bargaining Unit Member and the Association his/herwritten decision with supporting reasons.

Initiation of Group Grievance: When the Association or Bargaining Unit Members inone or more schools have a grievance affecting the Association as a whole, thechairperson of the Grievance Committee of the Association and in the name of theAssociation may initiate a group grievance by proceeding immediately to Step 3 withthe grievance being addressed to the Superintendent within ten (10) days of itsoccurrence. The formal grievance form must be submitted to the Director of HumanResources for formal processing of the grievance; including date stamp and delivery ofthe grievance form to the Superintendent. The Director of Human Resources will be

responsible for informing all parties of the time frame requirements associated withprocessing the grievance.

4. Step 4:If Step 3 fails to resolve the grievance to the members satisfaction, the member mustaddress a formal, written appeal of the Step 3 decision to the Northwestern LehighSchool Board of Directors President, Secretary and the Superintendent on the Step 4form within ten (10) days. The formal grievance form must be submitted to the Directorof Human Resources for formal processing of the grievance; including date stamp anddelivery of the grievance form to the School Board and the Superintendent. TheDirector of Human Resources will be responsible for informing all parties of the timeframe requirements associated with processing the grievance.


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The Board of School Directors, at its next regularly scheduled Board meeting shall holda hearing on the grievance in executive session. The Board shall respond, in writing,within ten (10) days after its Board Meeting Hearing.

5. Step 5:a. If Step 4 fails to resolve the grievance to the satisfaction of the affected party or

parties, the Association may make a written request for binding arbitration on theStep 5 form as provided in Section 903 of Act 195 to the Bureau of Mediation. If

the grievance fails to meet the criteria of Section 903 of Act 195, the decision ofStep 4 shall be final. The proceedings shall be initiated by filing with the Presidentand the Secretary of the Board a notice of arbitration. The notice shall be filedwithin 30 (thirty) days after receipt of the decision of the Employer under theGrievance Procedure.

b. The following procedure shall be used to secure the services of an arbitrator:

(1) A joint request by the parties shall be made to the Bureau of Mediation tosubmit a list of persons qualified to function as an impartial arbitrator in thedispute in question.

(2) The arbitrator shall limit himself/herself to the interpretation of the

Agreement and shall not add to nor subtract anything from the Agreementbetween the parties. The decision of the arbitrator shall be final and binding.

(3) The costs for the services of the arbitrator, including per diem expenses, ifany, and actual and necessary travel and subsistence expenses, and the costof the hearing room other than a District facility shall be borne equally by theDistrict and the Association.

D. Failure of the member to proceed to the next step of the grievance procedure within thetime limits set forth shall be deemed to be in acceptance of the decision previouslyrendered and shall constitute a waiver of any future appeal concerning the particulargrievance. Failure of a Principal/Supervisor or Administrator at any step to communicatehis/her response to the member within the specified time limits shall result in the grievanceproceeding to the next step. All time limitations shall be measured in District business daysrather than school days beyond the end of the school year.

E. Professional legal counsel costs, if any, will be borne by the party incurring such costs.

F. Nothing herein is to preclude a member or the Association from withdrawing the grievancewithout prejudice at any step of this grievance procedure. If at any step before a decisionis rendered the member desires to withdraw the grievance, the Association shall submit awritten withdrawal request to the person or body processing that step of the grievance. Nofurther action or response will then be required to that grievance.

G. The District shall provide the forms necessary to administer this grievance procedure.


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VII. ASSOCIATION RIGHTS

A. DUES DEDUCTIONS

1. The District shall deduct from the members salary of the membership dues of theAssociation of PSEA or NEA, and transmit the deductions to the Association, providedthe Districts Business Administrator has been presented with cards signed by theindividual members authorizing such deductions together with a list of all suchconsenting members.

2. The dues deducted in accordance with this Section shall be transmitted to theAssociation on a monthly basis.

3. The Association shall indemnify, defend, and hold the District harmless against any andall claims, demands, suits, or other forms of liability that shall arise out of or by reasonof action by the District in the reliance upon the payroll deduction authorization cardssubmitted by the Association to the District.

4. All payroll deductions authorization cards shall be collected and approved by theAssociation which shall submit the same to the Districts Business Administrator.

5. Payroll deduction authorization cards shall be printed at the expense of the Association

and presented to the Districts Business Administrator a minimum of seven (7) schooldays prior to the first regularly scheduled pay in October to qualify for payrolldeductions during the school year.

Second semester members may qualify for payroll deductions in the second semesterby using the same procedure above for filing authorization cards and presenting thesame a minimum of seven (7) school days prior to the first regularly scheduled pay inMarch.

6. All members within the bargaining unit covered by this Agreement who are members ofthe Association at the time this Agreement is ratified or who, after becoming membersthereof during any year of the term of this Agreement, must retain their membership inthe Association for the balance of that year, provided that any such member(s) mayresign from the Association during a period of fifteen (15) school days prior to theexpiration of this Agreement. It is the Associations responsibility to collect dues forthose members who do not or will not sign payroll deduction authorization cards.

B. NWLEA LEAVE

The District agrees to recognize the duly elected Officers of the Association and members ofthe Associations Representative Council. Annual notification of the Officers and Councilmembers will be presented to the Superintendent by September 15 of each school year.The Superintendent will be notified of changes to Officers and Council members within 30calendar days. The identified individuals shall be granted leave with pay to attend official

functions of the PSEA or the NWLEA not to exceed a total number of nine (9) school workdays in each year of this agreement. No member as defined above may use more than one-half of the allotted days, and no more than three (3) members may have leave on the sameday without permission of the Superintendent. The Association shall be responsible forexpenses incurred by its representative. The Association shall pay for the substituterequired for all leaves for official functions of PSEA, NWLEA, and NEA.


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C. ASSOCIATION PRESIDENT

The District agrees to provide for release time for the Association President from bus, hall,recess, and cafeteria duty on short notice in order to pursue appropriate Associationfunctions such as investigating working conditions and potential grievances during theworkday.

D. FAIR SHARE

1. Any member covered by this Agreement who is a member of the Association, or whojoins the Association during the term of this Agreement, shall remain a member of theAssociation for the duration of this Agreement, provided that any such member mayresign from the Association during a period of fifteen (15) days prior to the expiration ofthis Agreement.

2. Any member covered by this Agreement who is not a member of the Association shallbe required to pay to the Association an amount equal to the fair share fee as definedin Act 84 of 1988. It is understood that the Districts function for fair share collectionshall be entirely ministerial.

3. Notwithstanding the provisions of Sections 1 and 2 above, any member covered by thisAgreement who is a member of and adheres to the established and traditional tenets or

teachings of a bona fide religious body or sect which has historically held conscientiousobjections to joining or financially supporting labor organizations shall not be requiredto join or financially support the union; provided however, that each such member shallbe required to pay, in lieu of a fair share fee to the union, a sum equal to the fair sharefee to any of the following non-religious charitable organizations which are exempt fromtaxation under Section 501I(3) of the Internal Revenue Code:

The following six (6) charities were agreed upon:(a) Community Fire Companies(b) Ambulance Corps(c) United Way(d) Northwestern Lehigh Scholarship Fund-General Account(e) American Cancer Society(f) Northwestern Lehigh Educational Foundation

4. In the event of any dispute whatsoever over the provisions of this Article or thecompliance by any person or party with the requirements of this Article, the disputeshall be resolved in accordance with the applicable provisions of Act 84 of 1988.

5. The Association shall indemnify and hold the District harmless from all claims, suits,judgments including legal fees, costs, and expenses or from other forms of liabilityresulting from the Districts compliance with this Article. The Association and theDistrict agree to comply with all requirements of law relevant to agency shop/fair share.Copies of all reports or documents filed with the Secretary of Labor and Industrypursuant to agency shop law shall simultaneously be given to the Secretary of the

Board of School Directors.

6. In the event that any part of this provision is contrary to the provisions of law, then onlythat part of this provision shall be stricken from this Agreement and in all other aspectsthis Agreement shall be valid and continue in full force, effect, and operation.


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VIII. CONDITIONS OF EMPLOYMENT

A. JUST CAUSE

The District agrees that no member of the Association shall be disciplined, discharged, orgiven a written reprimand without just cause.

B. WAIVERS

The parties agree that all negotiable items have been discussed during the negotiationsleading to this Agreement, and that no additional negotiations of this Agreement will beconducted on any item, whether contained herein or not, during the life of this Agreement.

C. SCHOOL YEAR

The length of the school year for returning 10-month members shall not exceed onehundred ninety one (191) contract days. There shall be eleven (11) in-service days for staffdevelopment, curriculum development, and/or special projects as approved by theAdministration included within the 191 contract days.

New members hired for or during each school year will be scheduled five (5) additionaldays with all days to be completed prior to the first staff day of the next school year. New

members will be returned to the regular members schedule following their first year.

D. SCHOOL DAY

The work day shall be seven (7) hours and thirty (30) minutes, including a thirty (30) minuteduty-free lunch period.

E. MEMBER PREPARATION TIME

Each member employed in the Northwestern Lehigh School District shall be entitled to twohundred (200) minutes of unscheduled member/pupil time per week. The School District willmake every effort to schedule a forty (40) minute preparation period in each studentinstructional day. The preceding sentence is not subject to the provisions of the grievanceprocedures contained in this Agreement.

F. MEMBER MEETINGS

To facilitate a well rounded in-service program, to continue formal as well as self-evaluationyearly, and to have all members available for District meetings and engagements, thefollowing will be followed:

1. During the 2009-2010, 2010-2011, 2011-2012school years there shall be eleven(11) full days of in-service to include two (2) orientation days prior to the start of thestudent school year (which may include teacher preparation, faculty meetings,principal goal sharing, staff development, student orientations and/or Association

activities), and one (1) record day after the close of the student school year, and Theremaining eight (8) days shall be scheduled during the school year and will includestaff development activities and may include grade, department, building and districtcurriculum development activities. The in-service days shall be planned incollaboration with the District Professional Development Council with theAdministration having the final decision making authority for the content of the in-service days.

2. All members will be required to attend a maximum of ten (10) after-school facultymeetings per year, with no single meeting exceeding one hour in length. As part ofthe professional position, members of the bargaining unit will be required to attendtwo (2) evening educational activities as designated by the School Administration.


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G. LUMP SUM PAYMENT

All members (excluding long term substitutes) will be required to complete a lump sumrequest form prior to the first day of employment. This form indicates the members electionto receive either the 12-month payment option or the 12-month payment option with lumpsum payment in June. The election is irrevocable for the identified school year and willremain in effect until the member changes their election prior to the beginning of thefollowing school year. The District shall distribute such checks to each member on the last

pay date of June, dated for that pay date.

H. SALARY AND BENEFIT DAY RECORDS

At the beginning of each school year, a record will be given to each returning member thatstates his/her salary for that school year, the number of unused sick days accumulated,including the newly posted days and the number of personal days accumulated includingthe newly posted days. Members on leave will receive the record when returning to activeemployment.

I. PROFESSIONAL DEVELOPMENT

For the purposes of curriculum development, extra overtime hours (not within contractual

time) may be made available to members by the Districts administration at an hourly rate of$29.00 per hour for 2009-2010 and $30.00 per hour for 2010-2011, and $31.00 per hour for2011-2012.

1. Absence with pay may be granted to members for the purpose of enrichment of themember in performing duties which may be beneficial to, or in the service of, theDistrict. Upon application and approval of the Superintendent, the District shall providereimbursement for expenses (meals and lodging based on the current District StandardDaily Rate Allowance) incurred while attending such programs. Professional absenceprograms are defined as those educational workshops, conferences, and meetings thatare within the scope of the members field of certification and assignment. Travel tosuch programs involving the use of a members personal automobile shall bereimbursed at the current allowable rate established by the IRS. This mileage rate shallapply when other means of transportation are used as well unless the other means oftransportation is less expensive. In that case, the District shall reimburse the lesseramount.

J. PARTICIPATION IN DISTRICT NEGOTIATIONS, HEARINGS, LEGAL MEETINGS

Whenever any member is required by the School Board or Superintendent to participateduring working hours in negotiations, grievance proceedings, conferences, or meetings,he/she shall suffer no loss of pay. Whenever any member is a necessary witness in anyunfair labor practice proceedings before the Pennsylvania Labor Relations Boardassociated with the District and initiated by the member, he/she shall suffer no loss in payfor working time missed due to testifying in and traveling to and from said proceedings on

the day or days in which the teacher is required to testify.

K. FRACTIONAL OR PERCENTAGE CONTRACTS

1. Fractional or percentage contracts will be established based on program, student andDistrict needs. Fractional or percentage contracts greater than 50% will receive limitedbenefits and the value of the benefits will be a pro-rated based on the fractional orpercentage value of their contract. The prorated benefits are limited to sick days,personal days, salary, vision, life insurance, and long-term disability only. There will beprorated reimbursement for tuition and fractional employee contributions for healthbenefits.


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2. Members with a fractional or percentage contract will be required to attend 11 in-servicedays. The following guidelines will be used when establishing fractional or percentagecontracts:

Working 5 days a week:Salary on Schedule x % of contract = salary/year7.5 hrs x % of contract = work hours/day

must work 191 days snow make-up days determined by District calendar

must attend all District days* must attend all Building days*

*Must complete a timesheet to receive additional compensation for working a fullday instead of a fractional or percentage day.

Working less than 5 days a week:Salary on Schedule x % of contract = salary/year180 student days x % of contract = student work days + 11 in-service days

number of student days determined by % of contract snow make-up days are variable and based on District calendar must attend all District days** must attend all Building days**

**Must complete a time sheet to receive additional compensation for attendance at

in-service day.

This fractional or percentage contract benefit proration will apply to employees inthis category hired after the date of the contract signing. Benefit coverage forcurrent employees in this category shall remain as currently applied for the durationof their employment in these positions.

3. Implementation of salary and benefits for full-year percentage contracts*:Prorated salary 100% salary on schedule times the contract

%Sick days working 5 days per week ** 10 days times the contract %Sick days working less than 5 days per

week**

Number of days working per week times 2

Personal days working 5 days perweek**

3 personal days times the contract %

Personal days working less than 5 daysper week**

Number of days working per year times.0157

Health benefits employee contribution Annual contribution is equal to (100% minus% contract) times the total premium withheld over 22 pays

Vision reimbursement Maximum of $180 times the contract % foreach of the benefit periods in the contract forqualifying expenses

Life Insurance Policy value equal to $50,000 times contract%

Long-term Disability Benefit calculated using prorated salaryamount

Tuition Reimbursement Benefit of KU rate per credit times contract %

* Salary and benefits for employees working less than a full year (191 or 196 days) will beprorated based on the number of days remaining in the school year. Sick and personaldays will rounded to nearest 0.5 or 1.0.

** If the employees contract % would change, the number of unused days at the time ofthe change would be converted to the equivalent number of days for the new contract %,rounded to the nearest 0.5 or 1.0.


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IX. FRINGE BENEFITS

A. HEALTH INSURANCE

During the term of this Agreement, the District shall make available to full-time membersand part-time members with contracts of 50% or greater, the then current Lehigh Countyhealth insurance consortium health insurances options defined below with correspondingcoverages, deductibles, co-pays and member contributions for the selected plan. TheDistrict health insurances are provided as a package and members electing health

insurance are enrolled to receive medical, prescription and dental coverages. TheAssociation understands and agrees that any and all changes unilaterally implemented bythe medical insurance carrier, prescription drug carrier, and/or dental insurance carrier willbe accepted immediately and incorporated into the current Collective BargainingAgreement and not subject to the grievance procedure. In the event the Lehigh Countyhealth insurance consortium dissolves or is abandoned, the Board shall have the right,following consultation with the Association, to implement plan equivalents to the LehighCounty health insurance consortium plan coverages, co-pays and deductibles in effect priorto the dissolution. The District also reserves the right to implement a state-wide or nationalhealth insurance program. The District shall have the right to change insurance carriers orbecome self-insured provided the new carrier provides equivalent coverages deductiblesand co-pays.

Members hired after the date of the contract signing with contracts of 50% or greater andless than 100% will be required to pay the percentage differential between a 100% contractand their percentage contract times the total health premium as a member contribution forthe elected health benefits. The amount of the member contribution will be deducted overtwenty-two (22) bi-weekly payroll payments for the 2010-2011 and 2011-2012 years.

1. MEDICAL

a. For the 2009-2010 year only Classic Indemnification medical insurance coverage,currently Highmark Blue Shield, for physicians, hospitalization and major medicalcoverage, with $250 deductible for the individual member and $750 deductible forfamily and 80% coverage for the next $1,750, at and 100% thereafter, shall beprovided by the District for each member and his/her immediate family, includingdependent children who qualify as full-time students until the attainment of twenty-three (23) years of age.

Members selecting this plan shall be required to contribute the applicableemployee contribution identified in the following table for the health packagededucted over twenty-two (22) bi-weekly payroll payments.

b. A PPO A medical insurance plan for physicians, hospitalization and majormedical coverage with no deductibles for either individual or family coverage and a$10 office visit co-pay for in-network providers shall be provided by the District foreach member and his/her immediate family, including dependent children whoqualify as full-time students until attainment of twenty-five (25) years of age.

Members selecting this plan shall be required to contribute the applicable employeecontribution identified in the following table for the health package deducted overtwenty-two (22) bi-weekly payroll payments for the 2010-2011 and 2011-2012years.

c. A PPO B medical insurance plan for physicians, hospitalization and majormedical coverage with a $250 deductible for individual and $500 deductible forfamily and $15 office visit co-pay for in-network providers shall be provided by theDistrict for each member and his/her immediate family, including dependentchildren who qualify as full-time students until attainment of twenty-five (25) yearsof age.


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d. A PPO C medical insurance plan for physicians, hospitalization and majormedical coverage with $500 deductible for individuals, $1,000 for family, and $20office visit co-pay for in-network providers shall be provided by the District for each

member and his/her immediate family, including dependent children who qualify asfull-time students until attainment of twenty-five (25) years of age.


Employee Contribution Table for Health Plan and Level of Coverage(22 Bi-Weekly Payroll Deductions)

2009-2010 2010-2011 2011-2012

Level ofCoverage

Classic PPO A PPO B PPOC

PPO A PPO B PPOC

Single $18.83 $29.05 $13.52 $0.00 $41.01 $23.79 $11.44

Husband& Wife

$45.64 $70.47 $32.77 $12.61 $99.55 $57.71 $27.74

Parent &Child

$38.88 $60.00 $27.82 $10.70 $84.71 $48.97 $23.62

Parent &Children

$42.69 $65.76 $30.62 $11.78 $92.75 $53.84 $25.90

Family $49.44 $76.23 $35.45 $13.64 $107.57 $62.41 $30.02

2. PRESCRIPTIONS

During the term of this Agreement, the District shall make available the then currentLehigh County health consortium prescription insuranceoptions defined below withcorresponding coverages and co-pays.

RetailBrandNon-Formulary

RetailBrandFormulary

RetailGeneric

Mail BrandNon-Formulary

MailBrandFormulary

MailGeneric

$45.00 $25.00 $10.00 $90.00 $50.00 $20.00

3. DENTAL

The District shall provide dental coverage, currently United Concordia, through the thencurrent Lehigh County health consortium standard health insurance coverage formembers and his/her immediate family. The dental coverage is part of the healthinsurance package.


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4. For the medical, prescription and dental coverage stated above where a spouseis employed by the District, the spouse would be provided coverage as a dependentonly. The spouse identified as the health insurance subscriber shall not be responsiblefor the member contribution defined above. The District shall make available for anyspouse who incurs a loss of money due to this coverage a non-cumulative total sum of$2,000 during any one year. The District shall distribute these fund dollars for eachschool year effective July 1, on the first applied, first paid basis. There shall be noreimbursement to any member of the bargaining unit who shall apply after the $2,000fund for that year has been exhausted.

B. DISABILITY INSURANCE

The District will provide a long-term disability policy that contains a seventy-five (75)calendar day elimination period provision, and will begin on the seventy-sixth (76) day orfollowing the cessation of sick leave, whichever comes later, providing payment of 66 2/3%of the base salary up to a maximum of $2,700 a month for the term of this agreement untilage sixty-five (65), less all applicable offsets defined by the Insurance Carrier. Nomembers shall receive both sick leave payments from the District and disability benefitsfrom the Insurance Carrier in the application of the LTD insurance. In the event of suchduplication, the member shall render the disability payments which represent duplication tothe District.

C. LIFE INSURANCE

The District will provide at its cost a term life and accidental death and dismembermentpolicy in the amount of $45,000for the 2009-2010 school year. Effective with the 2010-2011 school year,$50,000will be provided by the District to all full-time members of theAssociation.

D. VISION

The District shall make available for the vision care of full-time members of the Associationas a group, the non-cumulative total sum of $10,000 for 2009-2010, and $11,000 per yearfor 2010-2011 and 2011-2012.

The maximum reimbursement for a member of the Association shall be $180.00 for 2009-2010, and a total of $180 for the two-year period 2010-2011 and 2011-2012for anexamination by a licensed vision care practitioner and/or for a change of lenses.

The District shall distribute the vision care fund dollars for each school year effective July 1on the first-applied first-paid basis. There shall be no reimbursement to any member of theAssociation who shall apply after the fund for that year has been exhausted. An itemizedproof of payment must be submitted to the Business Administrator for reimbursement. Allrequests for reimbursement must be submitted no later than August 1 following the end ofthe school year.

E. TUITION REIMBURSEMENT

The District shall reimburse a member of the Association for additional college creditsearned as follows:

1. The course or courses shall be approved by the applicable Principal and theSuperintendent prior to registration and payment of tuition.

2. Not more than nine (9) credits shall be reimbursed for each school fiscal year (July 1through June 30). Effective with the 2010-2011 school year, members taking coursesafter attaining the MS level will be reimbursed up to six (6) credits per school year.


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3. When a member is on Board approved professional development leave for educationalstudy, a maximum of eighteen (18) credits will be reimbursed for a full year and nine (9)credits for one-half year under the provisions of Act 66 of 1996.

4. All course work shall be applicable to the members professional assignment/certification. Members wishing to take course work beyond theirassignment/certification, and that relates to applicable certifications within the scope ofpublic education shall be approved by the Superintendent.

5. Approved courses shall be reimbursed at actual cost up to the current KutztownUniversity rate per graduate credit.

6. The member shall earn a passing grade of C or better, or Pass in a course whichcan only be taken pass/fail to receive course reimbursement and/or credit toward thepay scale.

7. All requests for reimbursement of the classes completed by June 30 must be submittedto the Superintendent no later than July 15 of each school year with a grace period of30 calendar days or there will be no reimbursement.

8. Members with fractional or percentage contracts will receive pro-rated tuitionreimbursement. The current Kutztown University rate will be used to calculate the pro-

rated amount of tuition reimbursed to the member. The prorated amount will be basedon the fractional or percentage value of their contract. Example: A 60% contract willreceive tuition reimbursement at 60% of the current Kutztown University rate.

9. Members utilizing disability leave, medical sabbatical leave, or unpaid leave are noteligible for tuition reimbursement during their leave.

X. LEAVES OF ABSENCE

A. PERSONAL DAYS

1. Full-time members shall be entitled three (3) days absence with pay per school year forpersonal reasons.

a. Members may elect to surrender up to their maximum annual allotment of three (3)days and be paid for those days at the rate of $50 per day on an annual basis only.To activate this pay, the member would initiate a request voucher at the buildinglevel to be signed by the member, confirmed by the Principal/Supervisor, andforwarded to the Business Administrator by June 1 for processing for the first pay inJuly. At retirement, a members unused personal days will be converted to sickdays for retirement severance.

b. Personal day requests shall be made three (3) days in advance, on the requiredform and submitted to the Principal/Supervisor for approval. No reason or

explanation is required to utilize a personal day.

c. If the need for a personal day cannot be scheduled three (3) days in advance dueto an emergency situation, the personal day can be arranged by the member callingthe substitute coordinator and communicating the need. Upon return, the requiredabsence forms shall be completed by the member and processed.

2. The member may carry forward an unlimited number of unused personal daysfrom year to year. A member may use no more than five (5) personal days in any oneschool year and must give ten (10) days notice for any request that exceeds three (3)consecutive work days. As per this agreement, no exceptions will be made to the


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conditions of this article, and no attempts will be made for the future translation ofunused personal days to cash value.

The use of personal days shall not result in more than 10% of the staff being absentfrom any building for extended sick leave, personal, and/or unpaid days on any givenday. The use of personal or unpaid days shall not be permitted during the first or lastfive (5) student days of the school year.

B. BEREAVEMENT LEAVE

Members will receive bereavement time for the loss of the members immediate familymember or a relative of the member as outlined below. The member will receive theirregular full day pay when utilizing Bereavement Leave.

Three (3)days

For death of immediate family, as defined in Section 1154(b) of thePennsylvania School Code; father, mother, brother, sister, son, daughter,husband, wife,parent-in-law or near relative who resides in the samehousehold, or any person with whom the employee has made his/herhome.

One (1) day For the death of a near relative, as defined in Section 1154I of thePennsylvania School Code; first cousin, grandfather, grandmother,aunt,uncle, niece, nephew, son-in-law, daughter-in-law, brother-in-law or sister-

in-law.

C. PREGNANCY DISABILITY LEAVE AND CHILD REARING LEAVE

1. Definition

a. Disability leave due to pregnancy is the period of time before the birth of thechild(ren) and/or after the birth of the child(ren). A physicians statement in writingcertifying the disability of the member may be required.

b. Child rearing leave is the period of time requested by the parent to care for thechild(ren). In the case of childbirth, child rearing leave commences with the first

scheduled work day after the birth of the child(ren).

2. Pregnancy Disability Leave

a. Any member desiring a disability leave shall request such leave to the Director ofHuman Resources at the earliest possible time. The disability leave shall begin ona date determined jointly by the members physician and the member.

However, if disability occurs due to unforeseen circumstances, no advancednotification is required for disabilityonly for the tentative return to work afterdisability. The member may return to work based on her ability to perform allrequired duties upon receipt of written certification from the physician.

b. The member on paid disability leave shall receive full pay with all benefits inaccordance with the contract. The number of paid disability days are in accordancewith the accumulated sick leave days. The use of such sick leave may require theemployee to execute and return to the District the sick leave form including thephysicians statement certifying the disability.

c. If a miscarriage or loss of the child occurs during disability leave, the member shallhave the option of returning to work at a time determined by the physician andcoordinated between the member and the Director of Human Resources.


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d. After the paid disability leave is completed, the member has the right to requestunpaid child rearing leave. Child rearing leave commences with the first day afterdate of the birth. The leave then must comply with the requirements of child rearingleave section of this Agreement.

3. Child Rearing Leave

a. A member may take a leave of absence without pay and fringe benefits for childrearing. The leave shall terminate at a time consistent with the commencement of

a nine (9) week rating period. Child rearing leave shall not exceed eighteen (18)calendar months (not working months) unless agreed upon by the administrationand member. Leave for childrearing must end within 18 months after the birth, or inthe case of adoption, placement of the child. In no case will childrearing leave begranted for children who have reached their fifth birthday. The leave mustterminate at the beginning of the nine (9) week grading period prior to the childturning 5 years of age.

b. A written request for child rearing leave must be made to the Director of HumanResources at least thirty (30) calendar days prior to beginning the leave. Thenotice shall also state the time when the member intends to return to employmentwhich shall comply with Section.2.

c. In cases where a member requests and begins child rearing leave in which the lossof the child occurs during the leave, the member shall be entitled to return toemployment at a time coinciding with a nine (9) week rating period.

d. At the conclusion of child rearing leave, the member shall return to the originalposition or a position of like status and pay. The member shall advance on the payscale without loss of seniority if the leave is for two (2) grading periods (of nine (9)weeks each) or less and in all other aspects be accorded all rights and benefits of amember of the District.

e. The District shall permit a member to purchase health benefits through COBRA andqualify for conversion of life insurance coverage benefits during child rearing leaves.The member will be notified by the participating insurance carrier.

f. The adoption of a child qualifies an adopting parent to the same rights to childrearing leave as granted herein to a natural parent. The member shall notify theDirector of Human Resources in writing at the earliest possible time of his/her intentto adopt. Taking possession of a child leading to a decree of adoption shall qualifyas a proper time for the commencement of the child rearing leave.

XI. SALARY PROVISIONS

A. SALARY PLACEMENT

1. Guidance Counselors: Guidance Counselors will be paid on a 1.0 ratio basisconsistent with their step as outlined in Appendix A Salary Schedule. During the termof this Agreement, counselors may be asked to provide summer service up to amaximum of twenty (20) work days, and shall be paid on a per diem basis for daysworked.

2. The Bachelors Plus 24 credit hours salary scheduled is defined as a BachelorsDegree plus 24 additional creditseither undergraduate or graduate. The Masters plus24 credit hours salary scheduled is defined as an earned Masters degree or its statedcertified equivalent, plus the designated number of credits earned after earning theMasters or its equivalent but not required to attaining that degree.


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3. For any member hired after July 1, 1993, an earned Masters degree (not equivalency)is required for movement to the Masters column and beyond on the salary schedule,and additional credits to be counted for movement on the salary schedule shall beearned after the Masters degree.

B. RETIREMENT SEVERANCE

Members of the Bargaining Unit employed prior to the signing of this agreement with twenty-

five (25) years or more of credited teaching service with PSERS and fifteen (15) or moreyears of service in the Northwestern Lehigh School District; and upon written notice ofretirement to the Director of Human Resources following the required timeframes anddeadlines identified in Chart A shall be eligible for the retirement severance benefits relevantto the members years of service with PSERS:

Chart AAnticipated Retirement Deadline for Submitting

Retirement NoticeIf completing the full current school year and retiring at theend of the current school year.

February 1

If working more than 95 teaching days of the currentschool year, but retiring before the end of the current

school year.

October 1

If working less than 95 teaching days of the current schoolyear, but retiring before the end of the current school year

February 1 of the school yearprior to the school year ofretirement

The elimination of all retirement severance plans (unused sick day conversion and medicalbenefits conversion) will apply to members hired after the date of the contract signing.

1. Unused Sick Day Conversion

a. Unused sick days will be converted to an amount for a post retirement 403(b)contribution according to the following conversion chart:

Number of UnusedSick Days

2009-2010, 2010-2011 and 2011-

2012Rate per day

0-50.5 $35.0051-100.5 $50.00101-150.5 $57.50151-225.5 $65.00

226+ $70.00

b. The post retirement 403(b) contribution will be made by the 10th of the monthfollowing the month of retirement.


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2. Medical Benefits Conversion Formula

a. Medical insurance will be provided by the District from available insurance dollarsutilizing the following chart for eligible retirees.

Year of CreditedPSERS Service

Available InsuranceDollars

2009-2010 and2010-2011

Available InsuranceDollars

2011-2012

Less than 31years

$18,500 $12,000

31 years to lessthan 36 years

$14,000 $9,000

36 or more years $9,500 $6,000

b. The District will provide to all eligible retirees an opportunity to acquire the thencurrent retirement medical insurance package, until the member qualifies forMedicare or the exhaustion of the retirees available insurance dollars (except thoseretirees otherwise covered in Section e). Coverage shall begin immediately uponretirement and be continuous until the specified available insurance dollars areexhausted. It is expressly understood that any changes with regards to medicalcoverage shall apply to all retirees regardless of when they became eligible forretiree medical benefits. After the exhaustion of the available insurance dollars andif the retiree is still eligible for Act 43 benefits, the retiree will be able to purchasethe then current retirement medical insurance package with personal dollars.

c. Retirees will be required to pay the then current monthly PSERS InsurancePremium Assistance Rate to the District prior to the first of the month for whichinsurance coverage is provided. If the District does not receive the premiumassistance payment by the tenth of the month for which the insurance coverage isprovided, a $25 late charge will be deducted from the retirees medical availableinsurance dollars and if not received by the end of the month, the premiumassistance amount will be deducted from the retirees available insurance dollars.

d. After submitting the premium assistance amount to the District, it will be theretirees responsibility to submit his/her request to PSERS for the PremiumAssistance refund.

e. Eligible retirees may elect to purchase spousal insurance at the beginning of a planyear, or when there is a change in family status, through the District with personaldollars (not retiree available insurance dollars). Payment for spousal/dependentcoverage is required to be made to the District prior to the first of the month forwhich the insurance coverage is provided. If the District does not receive thepayment for the spousal/dependent coverage by the tenth of the month for whichthe insurance coverage is provided, a late charge of $25 will be added to therequired payment or the late charge will be deducted from the retirees availableinsurance dollars if no payment is received.

Any retiree failing to make the required payment by the end of the month for whichinsurance coverage is requested will have his/her spousal/dependent coverageterminated consistent with COBRA guidelines.

f. The following process would apply in the event the retiree becomes eligible forMedicare coverage before the exhaustion of the available insurance dollars:The retiree would be required to enroll in both Medicare Part A and Part B. (Thepremium for Part B would be deducted from the monthly Social Security paymentas required by Medicare.) The retiree would then additionally receive the District-paid supplemental group insurance coverage which when combined with the


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Medicare coverage would provide the retiree with coverage equivalent to the thencurrent insurance retirement medical insurance package provided to retirees notreceiving Medicare benefits. The cost of this supplemental District paid coveragewould be deducted from the retirees available insurance dollars.

g. In the event of the retirees death, any monies remaining in the medical availableinsurance dollars will be forfeited.

C. HOMEBOUND INSTRUCTION

Compensation for homebound instruction shall be paid at the rate of $29.00 per hour for the2009-2010 school year, $30.00 per hour for 2010-2011 school year, and $31.00 per hour for2011-2012 school year.

D. PRINTING OF AGREEMENT

The employer shall furnish and pay for the printing of this agreement to be given to eachmember within twenty (20) working days following its formal approval.


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APPENDIX A-1Northwestern Lehigh School District

2009-2010 SALARY SCHEDULE

Step BS BS+24 MS MS+241 39,495 40,395 41,645 43,145

2 39,995 40,895 42,145 43,645

3 40,495 41,395 42,645 44,145

4 41,195 42,095 43,345 44,845

5 41,895 42,795 44,045 45,545

6 42,895 43,795 45,045 46,545

7 43,895 44,795 46,045 47,545

8 44,895 45,795 47,045 48,545

9 46,095 46,995 48,245 49,745

10 47,295 48,195 49,445 50,945

11 49,095 49,995 51,245 52,745

12 51,295 52,195 53,445 54,945

13 53,795 54,695 55,945 57,445

14 57,175 58,075 59,325 60,825

15 61,375 62,275 63,525 65,025

16 66,675 67,575 68,825 70,325

17 71,995 72,895 74,145 75,645

Note: See the attached Memorandum of Understanding for 2009-2010 salary proration.


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Step BS BS+24 MS MS+24

1 40,030 40,930 42,180 43,680

2 40,530 41,430 42,680 44,180

3 41,030 41,930 43,180 44,680

4 41,730 42,630 43,880 45,380

5 42,430 43,330 44,580 46,080

6 43,430 44,330 45,580 47,080

7 44,430 45,330 46,580 48,080

8 45,430 46,330 47,580 49,080

9 46,630 47,530 48,780 50,28010 47,830 48,730 49,980 51,480

11 49,630 50,530 51,780 53,280

12 51,830 52,730 53,980 55,480

13 54,330 55,230 56,480 57,980

14 57,710 58,610 59,860 61,360

15 61,910 62,810 64,060 65,560

16 67,210 68,110 69,360 70,860

17 72,530 73,430 74,680 76,180


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Step BS BS+24 MS MS+12 MS+24

1 40,533 41,433 42,683 43,683 44,6832 41,033 41,933 43,183 44,183 45,183

3 41,533 42,433 43,683 44,683 45,683

4 42,233 43,133 44,383 45,383 46,383

5 42,933 43,833 45,083 46,083 47,083

6 43,933 44,833 46,083 47,083 48,083

7 44,933 45,833 47,083 48,083 49,083

8 45,933 46,833 48,083 49,083 50,083

9 47,133 48,033 49,283 50,283 51,28310 48,333 49,233 50,483 51,483 52,483

11 50,133 51,033 52,283 53,283 54,283

12 52,333 53,233 54,483 55,483 56,483

13 54,833 55,733 56,983 57,983 58,983

14 58,213 59,113 60,363 61,363 62,363

15 62,413 63,313 64,563 65,563 66,563

16 67,713 68,613 69,863 70,863 71,863

17 73,033 73,933 75,183 76,183 77,183


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APPENDIX B-1

Northwestern Lehigh School DistrictINTERSCHOLASTIC ATHLETICS

A committee of an equal number of Association members and Administrators will meet to determine theallocation of the new money in each category. If the committee cannot agree on a mutual recommendation

by September 10th

of the year of the increase, the results of their deliberation shall be forwarded to theSuperintendent who will make the final decision on any outstanding issues.

1. COMPENSATION PLAN FOR INTERSCHOLASTIC ATHLETICS AS FOLLOWS:

ATHLETICS ACTIVITY 2009-2010Equipment Manager 3,842.31Head Boys Baseball 5,098.76Head Girls Softball 5,098.76Head Basketball/Boys 6,300.17Head Basketball/Girls 6,300.17Cheering: / Football 2,277.31

Winter / Basketball 2,703.59Winter / Wrestling 2,277.31Cross Country 3,315.94Head Field Hockey 5,098.76Head Football 7,501.62Head Soccer, Boys 5,098.76Head Soccer, Girls 5,098.76Head Track (2) 5,098.76Head Wrestling 6,300.17

The compensation plan for interscholastic athletics will be established to provide total increases of 1% for2010-2011 and 1% for 2011-2012.

2. ASSISTANT COACHING SALARIES:

The salaries will be established at the rate of 60% of the head coachs salary during the first two (2)years of service. With three (3) or more years of service, salary will be established at 70%.

3. ALL COACHES remaining with the same program for ten (10) or more years willreceive an additional increment of $200.00 to the above-stated salaries.

4. SPECIFIC CONDITIONS:

a. Reimbursement of $17.50 per event (scouting) plus travel expense as per mileageagreement will be paid with the approval of the Director of Activities and Principal.


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APPENDIX B-1, continued

b. Head coaches are to be selected in advance of assistant coaches and are toparticipate in the selection of assistant(s) when possible.

c. Each coach may be entitled to attend a clinic, one per year, and reimbursementby the Board will be made upon receipt of valid itemized expenses and uponapproval of Principal and Director of Activities. Each coach may be reimbursed

with a maximum fee of $200.00.

d. Reimbursement for additional time needed due to post regular league scheduleappearances shall be made at greater of 2 % of the coaching salary per week or$90 per week.

5. STIPENDS as listed on the appendix are to be paid on the following schedules:

a. CHECK PAYABLE DATES: These checks will be held by the Principaluntil all obligations have been fulfilled.

Fall Season = Last pay in November Winter Season = First pay in March Spring Season = Last pay period in June

b. Coaches will receive pay when all obligations, uniforms, equipment, etc., have beenproperly accounted for and returned to the Director of Activities. At this time, theDirector of Activities and the Principal will approve final payment of salaries.


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APPENDIX B-2

Northwestern Lehigh School DistrictEXTRA-CURRICULAR ACTIVITIES

1. COMPENSATION PLAN FOR EXTRA-CURRICULAR ACTIVITIES AS FOLLOWS:

ACTIVITY 2009-2010

Business Education Dept. Head 2,548.56Language Arts Dept. Head 2,548.56Math Department Head 2,548.56Fine Arts Department Head 2,548.56Physical Educ. Dept. Head-K-12 2,548.56Science Department Head 2,548.56Social Studies Department Head 2,548.56HIGH SCHOOL ADVISORSAV Technology Coordinator 1,969.18Band Director 5,137.52Band Director, Jazz 892.89Bandfront 2,600.58

Bandfront, Asst. 1,280.48Chorus 2,238.52Class Advisors: Senior (2) 1,498.34

Junior (2) 1,047.93Sophomore (2) 892.89

Credo 941.93Debate Coach 2,218.16FBLA 941.93FHA 941.93National Honor Society 1,695.17Student Council 2,671.58Tiger Talk 2,696.04

Yearbook 4,439.90Yearbook Business Manager 941.93School Drama (Fall) Director 2,703.61Musical (Spring) Director 2,703.61Musical (Spring) Music Dir. 1,668.04Musical (Spring) Choreographer 1,280.48Musical (Spring) Art/Tech Dir 1,280.48Scholastic Scrimmage 1,169.51Indoor Twirling 2,548.56Indoor Twirling, Asst (60%) 1,529.14


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ACTIVITY 2009-2010MIDDLE SCHOOL ADVISORSActivity Manager 1,085.17Computer Coordinator 2,480.36Band, A ** 2,756.31Band, B ** 945.03

Chorus, A 1,395.21Chorus, B 1,395.21Drama 1,345.62Student Council 2,302.56Yearbook 1,211.06Subject Area Contact Person/LA 902.65Subject Area Contact Person/M 902.65Subject Area Contact Person/Sci 902.65Subject Area Contact Person/SS 902.65

ACTIVITY 2009-2010ELEMENTARY ADVISORS

Computer Coordinator (2) 2,083.49Subj. Area Contact Person/LA (2) 902.86Subj. Area Contact Person/M (2) 902.86Subj. Area Contact Person/SCI (2) 902.86Subj. Area Contact Person/SS (2) 902.86

The compensation plan for extra-curricular activities will be established to provide total increases of 1% for2010-2011 and 1% for 2011-2012.

2. Extra-Curricular Stipends, 2009-2010, 2010-2011 and 2011-2012:

After-School Day ClubsEach School Board-approved club will be sanctioned to operate at a

minimum level of ten (10) two-hour sessions per academic school year. After school day isdefined as the end of the student day.

3. Reimbursement for workshops/clinics, to include travel expenses, registration, meals,etc., will be paid upon approval of the principal (mileage at IRS rate)

4. a. After school day clubs, activities, and intramurals are to be paid at a rate of$35.00 per two-hour sessions.

b. Scorers, timers, and event chaperones are to be paid at $35.00 per event; $37.50 fordouble-headers (ex., 1 varsity and 1 junior varsity contest).

c. Event sellers and collectors are to be paid at $32.50.


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5. The job description for department heads now in existence will prevail. Any changesin this job description will be reviewed with the Association as to its impact upon thecurrent negotiated stipend.

6. Stipends as listed on the appendix are to be paid per the following schedule:

Last pay period in November First pay period in March

Last pay period in Junethese checks will be held by the principals until all obligations havebeen fulfilled.


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APPENDIX C

Behavior Interventionist/Therapeutic Case Manager

SalarySalary is defined below for the 2010-2011 and 2011-2012 school year.

Salary by Position 2010-2011 2011-2012

Therapeutic Case ManagerStep 1 No experience to 2yrs $42,215 $43,481Step 2 2+ yrs of experience $44,560 $45,896Step 3 5+ yrs of experience $46,905 $48,312

Behavior InterventionistStep 1 No experience to 2yrs $33,973 $34,992Step 2 2+ yrs of experience $35,861 $36,936Step 3 5+ yrs of experience $37,748 $38,880

Working Conditions and benefits are defined below for the 2010-2011 and 2011-2012 school years.All conditions of the Collective Bargaining Agreement apply to these two job classifications except for thespecific working conditions and benefits as outline below.

Working Conditions Therapeutic Case Manger Behavior Interventionist

Work Year August 15 through June 30 August 15 through June 30Work Hours 7.5 hours per day

hour paid lunchNo prep time

7.5 hours per day hour paid lunch

No prep timeContracted Work Days 185

(180 student days and5 in-service days)

185(180 student days and

5 in-service days)Additional Work Days(i.e.: CPI training, additionaltraining days, etc.)

Approved by Directorof Student Services

Approved by Building Principal andDirector of Student Services

Payment for Additional WorkDays

Paid at ProfessionalDevelopment Rate

Paid at ProfessionalDevelopment Rate

Benefits Therapeutic Case Manger Behavior InterventionistTuition Reimbursement 3 credits per school year at the

current Kutztown University rate C or better or Pass in a course 50% of tuition must be paid back

to the District if employment endswithin 3 yrs of receiving thetuition reimbursement

3 credits per school year at thecurrent Kutztown University rate

C or better or Pass in a course 50% of tuition must be paid back

to the District if employment endswithin 3 yrs of receiving thetuition reimbursement

Salary Placement New hires without specific schoolrelated experience will be placedon Step 1 of the salary scale.

Step increase will be given forexperience as outlined.

New hires without specific schoolrelated experience will be placedon Step 1 of the salary scale.

Step increase will be given forexperience as outlined.


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MEMORANDUM OF UNDERSTANDING

THIS AGREEMENT is made and entered into by and between the NORTHWESTERN LEHIGH SCHOOLDISTRICT BOARD OF SCHOOL DIRECTORS (hereinafter called BOARD) and the NORTHWESTERNLEHIGH EDUCATION ASSOCIATION (hereinafter called ASSOCIATION)

The purpose of this Memorandum of Understanding (MOU) is to outline the current application of specificArticles contained within the Collective Bargaining Agreement between the Northwestern Lehigh SchoolBoard and the Northwestern Lehigh Education Association ratified on April 21, 2010.

It was impossible to postpone necessary School District operations during the collective bargainingprocess. Due to the timing of the settlement between the parties several Articles of the Agreement wereimplemented under the previous collective bargaining agreement. The specific Articles implementedduring the Collective Bargaining process as well as the specifics relative to the implementation of thecollective bargaining agreement are outlined below.

Page 10 VIII. F.Conditions ofEmployment

MemberMeetings

During the 2009-2010 school year two (2) in-service days wereused as orientation days prior to the start of the student schoolyear and one (1) day as a record day after the close of thestudent school year and the remaining eight (8) in-service dayswere scheduled both during the student school year andoutside the student school year as part of the professional

development/in-service program a.k.a. summer academy ortrade days.

Due to the timing of this settlement and the need to have timelyinformation distributed to the staff for their planning, the sameapplication will be followed for the 2010-2011 school year. Thecalendar for professional development for the 2010-2011school year was planned prior to the ratification of the contract.

For the 2011-2012 school year, the professionaldevelopment/in-service program will follow the contractlanguage agreed to on February 8, 2010.

Page 13-15 IX. A. 1.FringeBenefits

Medical For the 2009-2010 school year, only the Classicindemnification medical insurance plan will be offered toeligible members. For the 2010-2011 and 2011-2012 schoolyears, eligible members will choose a PPO A or PPO B orPPO C medical insurance plan.

For the term of the contract, in the event the member selectsan alternate level of coverage during the school year due to aqualifying life status change, the member contribution for theentire year will be based on the level of coverage selected.The difference between the recalculated total annualcontribution owed and the amount of employee contributionpreviously deducted will be withheld or refunded over the

remaining number of payrolls through the end of June of theapplicable school year.

For the 2009-2010 school year only, the established annualmember contribution will be reduced to an amount equal to20/26 of the established annual member contribution based onthe level of coverage selected during the school year. Payrolldeductions will be adjusted for the four (4) bi-weekly payrolls ofMay 14, 2010 through June 25, 2010 to reflect the balanceowed to the District according to the prorated Classiccontribution table Addendum A-1 included with this MOU.


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For the 2010-2011 and 2011-2012 school years, the annualmember contribution will be based on the plan and the level ofcoverage selected for each of the school years. The annualcontribution has been adjusted to be withheld over twenty-two(22) bi-weekly payrolls from September through June of theapplicable school year. The adjusted bi-weekly deduction fortwenty-two (22) pays has been identified in the applicablesection of the table included in the Collective Bargaining

Agreement.Page 22 Salary

SchedulesFor the 2009-2010 school year only, the total salary paid tomembers not retiring in the 2009-2010 school year will be areduced amount from the amount identified in the salaryschedule. Each member not retiring in the 2009-2010 schoolyear will receive 20/26 of the salary increase over the 2008-2009 salary. The remaining 6/26 will be utilized to distribute aone-time non-PSERS eligible pay adjustment to membersidentified by the Association to provide assistance to pay forincreases to the employee contributions for health insurance.Members retiring within the 2009-2010 school year will receivethe amount identified in the salary schedule, prorated asnecessary based on number of days worked.

Pages 25through 29

AppendicesB-1 and B-2

Specific compensation amounts for each of the identifiedactivities for the 2010-2011 and 2011-2012 years will beincorporated into the Collective Bargaining Agreement throughan addendum to the Agreement based on the results of thelanguage included in these appendices.

Page 30 Appendix C Salary increases for the 2009-2010 school year will becalculated with the same conditions set forth above for theremainder of the bargaining unit, resulting in the following2009-2010 salaries:Therapeutic Case Manager: $ 51,693.Behavioral Interventionist: $ 41,601.

Benefits for the 2009-2010 school year shall be the same asidentified in the CBA and MOU as applicable.


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Addendum A-1to Memorandum of Understanding

Prorated 2009-2010 Classic Contribution

Single H&W P&C P&Cren Family2009-2010 Annual Contribution $414.18 $1,004.12 $855.40 $939.12 $1,087.58Bi-Weekly Contribution

(1/26 of Annual) $15.93 $38.62 $32.90 $36.12 $41.83Amount for 20 bi-weekly

contributions $318.60 $772.40 $658.00 $722.40 $836.60

2008-2009 Monthly Contribution $25.00 $65.00 $65.00 $65.00 $65.002008-2009 Prorated Contribution

$30.00 $78.00 $78.00 $78.00 $78.00Contributions Withheld

(Sept 2009 through April 2010) $240.00 $624.00 $624.00 $624.00 $624.002009-2010 Balance Owed

$78.60 $148.40 $34.00 $98.40 $212.602009-2010 Amount over four (4 )Payrolls $19.65 $37.10 $8.50 $24.60 $53.15

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Collective Bargaining Agreement 2009-2012

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