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MASTER AGREEMENT

between the

Butler County Joint Vocational School District

Board of Education

and the

Butler Vocational Education Association

July 1,2001 - June 30, 2004

 

TABLE OF CONTENTS

ARTICLE  

I RECOGNITION
II DEFINITIONS
III NEGOTIATIONS
IV GRIEVANCE
V ORGANIZATIONAL RIGHTS
VI EMPLOYMENT CONTRACTS
VII REDUCTION IN FORCE
VIII PERSONNEL FILES
IX EVALUATION
X ASSOCIATION-ADMINISTRATION STEERING COMMITTEE (AASC) LOCAL PROFESSIONAL DEVELOPMENT COMMITTEE (LPDC) 
XI PROTECTION OF MEMBERS
XII JOB DESCRIPTIONS AND CLASSIFICATIONS
XIII POSTING, ASSIGNMENTS AND TRANSFERS
XIV LEAVES OF ABSENCE
XV WORK YEAR, WEEKS AND HOURS OF WORK
XVI INSURANCE
XVII SEVERANCE PAY
XVIII PAY PERIODS, PAYROLL DEDUCTIONS
XIX SALARY
XX DURATION
INDEX

 

SALARY SCHEDULES APPENDIX

2001-02 SALARY SCHEDULES (ALL STAFF) A1-H1

2002-03 SALARY SCHEDULES (ALL STAFF) A2-H1

2003-04 SALARY SCHEDULES (ALL STAFF) A3-H1

 

 

FORMS

Grievance K

Teacher Observation L1

Teacher Evaluation L2

Teacher Support Recommendations L3

Certified Support Staff Evaluation L4

Service Staff Evaluation M

Request for Leave N

Request for Tuition Reimbursement O

 

 


 

ARTICLE I - RECOGNITION

1.0100 The Butler County Joint Vocational School District Board of Education, hereinafter referred to as the "Board", hereby recognizes the Butler Vocational Education Association OEA/NEA, hereinafter referred to as the "Association", as the exclusive collective bargaining representative for all employees of the Butler County Joint Vocational School District, except those expressly excluded hereafter. Excluded from the bargaining unit are all central office employees and administrative assistants reporting to central office administrators; data processing consortium employees; non-certificated child care center staff; all part-time adult education teachers (excluding part-time adult education nursing instructors assigned to the Butler County Program of Practical Nurse Education); all casual substitutes (employees not employed in the same position for sixty (60) consecutive days); directors; principals; assistant principals and supervisors who have primary responsibility for hiring, firing and evaluating employees under their supervision and all seasonal and casual employees.
1.0200  Management Rights
1.0201 The Association recognizes that the Board has the sole responsibility for the management and control of the Butler County Joint Vocational School District and that the Board is specifically vested by law with the authority and responsibility of making the rules and regulations by which the School District will be governed. The Association agrees that, unless such authority is specifically limited by a specific provision of this agreement, the Board has and retains all of its rights and authority to manage and control the School District which the Board of Education possesses under Ohio law.
1.0202 The parties agree, notwithstanding any provision of R.C. 4117.08, that the Board of Education may exercise any right or authority retained by it, which is not specifically limited by the terms of this agreement, without bargaining with the Association with respect to the exercise of such right or authority, except that the Board shall bargain with respect to the effect of such exercise of authority may have on wages and working conditions.
1.0300 Non-Discrimination
There shall be no discrimination for the exercise of employment rights, either under this contract or under the Board rules and regulations, nor in the application of this contract because of race, color, creed, national origin, age, sex, religion, ancestry, marital status, or disability.

 


ARTICLE II - DEFINITIONS

2.0100 Days - Unless specified elsewhere in this contract, days shall mean Monday through Friday, excluding Christmas and other holidays defined by this contract.
2.0200 Employee - Any person in the bargaining unit as defined in 1.0100.
2.0300 Teacher - Any person in a position for which a teaching certificate/license is required and who is responsible for students in a classroom or lab setting.
2.0301 Certificated/licensed support employees -- Any person in a position for which a teaching certificate/license is required but who is not responsible for students in a classroom or lab setting.
2.0400 Support Service Employee - Any person in the bargaining unit in a position not requiring a teaching certificate/license
2.0500 Classification - For purposes of this contract, the following shall be the classification of service employees:
2.0501 Clerk-Typist
2.0502 Secretarial
2.0503 Maintenance
2.0504  Custodian
2.0505  Transportation/Bus Driver
2.0506   Instructional Specialists
2.0507 Technology Assistant
2.0600 Seniority
2.0601 Certificated/Licensed Staff
District
seniority for certificated/licensed staff shall be defined as the uninterrupted length of continuous service with the Board computed from the first date of employment as reflected in the Board minutes. In the case of identical seniority, dated applications shall be used in determining order of seniority. If a tie remains, said members shall participate in a drawing to establish their seniority ranking. Seniority shall be lost and employment terminated when an employee resigns, retires, or is discharged.
2.0602 Support Service Staff
District
seniority for support staff shall be defined as the uninterrupted length of continuous service with the Board computed from the first date of employment as reflected in the Board minutes. Seniority by classification is the employee's continuous service within a classification(s) measured from the date of entry into a classification(s). In the case of identical seniority dated applications shall be used in determining order of seniority. If a tie remains, said members shall participate in a drawing to establish their seniority ranking. Seniority shall be lost and employment terminated when an employee resigns, retires, or is discharged.
2.0603 Authorized Leaves of Absence
Authorized leaves of absence do not constitute an interruption in continuous service, but an employee shall not accrue seniority while on a leave of absence. In the case of identical seniority, dated applications shall be used in determining order of seniority. If a tie remains, said members shall participate in a drawing to establish their seniority ranking. Seniority shall be lost and employment terminated when an employee resigns, retires, or is discharged.
2.0604 Service Credit
Employees shall accrue one year of seniority if the employee has been employed for four (4) hours a day or more for 120 school days.
2.0605 Satellite Programs
A.  An employee who held a position at a regular site upon receivership of this District may not be bumped from that position by an employee laid off from another site. This provision shall not apply to anyone employed or transferred to said assignment following initial receivership.
B. "Super Seniority" provides staff members who have become employees of the district through receiverships to remain In their positions and/or buildings without threat of being "bumped" by someone else employed in the district with the same certification/ licensure, qualifications or greater years of seniority. The specific date of receivership of each satellite program are the dates used to determine "Super Seniority" status. Only staff members who were employees at D. Russel Lee Career Center prior to the Ross programs receivership on April 20, 1988 maintain "Super Seniority" status.
Satellite Programs Receivership Dates
Ross 04/20/88
New Miami 05/20/88
Talawanda 07/13/88
Fairfield - OWA, OWE, IOE 06/21/89
Edgewood - Home Ec 07/26/89
Lakota - OWA 04/17/91
Madison 06/19/91
Fairfield - OWE (2) 06/17/92
Edgewood - 
    OWA (2) 
    Business (2)
    Marketing (1)
    Home Ec (1)
03/17/93
Fairfield - Work and Family Life 06/21/93
Middletown 05/17/95
Monroe 05/17/95
C. For all other purposes where seniority is a factor, members whose units have been acquired by the Butler County Joint Vocational School District shall retain all seniority which was acquired in their previous school district.
2.0606 Seniority Lists
Seniority lists shall be provided to the Association by October 1 of each year. Corrections and/or additions and deletions shall be made by January 1 of the following calendar year. The seniority list for certificated/licensed staff shall include all certifications/licenses held by the member.
2.0700 Casual and Part-Time Employee:
2.0701 Casual Employees
An employee who would perform a temporary/occasional job/task that is not needed on a regular basis. The hiring of casual employees shall not be used to replace or displace a bargaining unit member.
2.0702 Part-Time Employees
An employee (excluding all part-time adult education teachers) in an assignment less than four (4) hours per day and less than one hundred-twenty (120) days during any school year.
2.0800 Employment of Retired Teachers

Individuals who have retired and are receiving benefits through the State Teachers Retirement System (STRS) are subject to the conditions set forth in this article and only the conditions set forth in this article shall apply to the employment of these individuals:

A. The salary to be paid shall be set at the level on the salary schedule as recommended by the Superintendent and approved by the Board of Education through negotiations with the teacher. Placement shall be determined solely through negotiations between the Board and the individual and shall not be subject to Chapter 3317 or any other section of Ohio Revised Code.
B. Teachers employed pursuant to this provision shall receive one year limited contracts and shall not be eligible to receive continuing contracts regardless of their years of service or license held.
C. Each one year contract shall automatically expire upon completion of the year and it is not necessary for the Board to conduct evaluations in accordance with 3319.111 nor to take formal action to not re-employ the employee pursuant to 3319.11 in order to terminate the employment relationship. The employment relationship shall end upon expiration of the contract in the same manner as a supplemental contract.
D. Returning retirees are not entitled/or eligible to receive any severance benefits or participate in any retirement incentive program provided by any collective bargaining agreement in effect between the Board and the Association.
E. Teachers employed pursuant to this provision shall not be eligible for any of the insurance plans offered by the Board of Education and shall not seek inclusion in any of the insurance plans offered by the Board of Education.
F. Re-employed persons are eligible for sick leave accumulation commencing with the first year such reemployment.
G. In the event of a reduction in force, the re-employed teacher will not have bumping rights under Article VII of this Master Agreement. Such reemployment will not jeopardize the continuation of existing programs nor result in the reduction of staff employed at the commencement of such reemployment contract.
H. Subject to the above provisions, returning retired teachers are part of the bargaining unit.

 


ARTICLE III - NEGOTIATIONS

3.0100 Issues of Bargaining
For the purposes of this contract, issues of bargaining shall be recognized as being salaries, hours, fringe benefits, and terms and conditions of employment, and the continuation, modification, or deletion of this collective bargaining agreement.
3.0200 Negotiations shall be initiated at least sixty (60) days but no more than one hundred-twenty (120) days, prior to the expiration of the contract by the President of the Association to the Treasurer or by the Superintendent to the President of the Association.
3.0201 The initiating party shall include the following:

A.      Date of the request;
B.      List of items (e.g. salary, benefits, contract language) being submitted for negotiation;
C.      Person to contact in order to establish meeting dates.
3.0202 The receiving party shall respond within ten (10) days and include the following:
A.      Date of the response;
B.      Acknowledgment of receipt of negotiations request;
C.      List of items the receiving party wishes to submit for negotiation;
D.      Person to contact.
3.0300 Negotiations Meetings
3.0301 The parties shall meet at a time and place established under Section 3.0200 of this article for the first negotiation meeting. A time, place and date for the next session shall be established before concluding the first and each successive professional negotiation meeting.
3.0302 Specific proposals shall be exchanged by the parties at the first meeting unless otherwise mutually agreed. The party requesting negotiation shall present and explain its specific proposals first. The other party will then present and explain its proposals.
3.0303 All bargaining sessions shall be in executive session. Only members of the bargaining teams, consultants (as provided for in this procedure), and others as mutually agreed to between the bargaining teams shall be in the room in which the bargaining session is being held.
3.0400 Dispute Resolution Procedure
It is the intent of the parties to rely upon the procedures outlined in Chapter 4117 Ohio Revised Code for the resolution of any dispute which may arise in any bargaining under this contract.
3.0500 Severability
3.0501 The parties agree that this contract represents the entire and complete agreement between them and supersedes any and all prior oral or written agreements or understandings between the Board, its staff members covered by this agreement and the Association.
3.0502 All Board resolutions, policies, practices, procedures, rules or regulations and employee benefits or terms and conditions of employment which are contrary to or inconsistent with the terms of this agreement or which deal with subjects covered by this agreement are superseded by this agreement.
3.0503 If any provisions of this contract shall be found to be contrary to law by a court of competent jurisdiction, then that provision shall be deemed invalid except to the extent permitted by law, but all other provisions hereof shall continue in full force and effect for the term of the contract.
3.0504 Any section of this contract found to be invalid, pursuant to 3.0501 above, shall be renegotiated. Negotiations on such section only shall commence within fifteen (15) days of the request to bargain. Negotiations shall be in conformance to the procedures set forth above.
3.0505 In - term Bargaining- Any bargaining which takes place during the term of this agreement, either through mutually agreed upon reopener or as may be required by law, shall be in conformance with procedures set forth in this article.

 


ARTICLE IV - GRIEVANCE

4.0100 Purpose
The purpose of this grievance procedure is to secure, at the lowest possible administrative level, the resolution of any dispute over the terms of this agreement. Both parties agree that grievance proceedings shall be kept as informal and confidential as appropriate at all levels of the procedure. The parties further agree that this procedure shall be available to all employees covered by this agreement, and no reprisals of any kind shall be taken against any employee initiating or participating in the grievance procedure.
4.0200

Definition
For purposes of this article, a grievance is any complaint or dispute involving the interpretation, application or alleged violation of this agreement.

4.0300 Grievant
A grievance may be filed by the employee or employees affected by the action being grieved, except that the Association may file a grievance which involves two or more members or a right granted the Association by this agreement.
4.0400 As used in this article, "day" shall be as defined in Section 2.0100.
4.0500 Grievance Procedure
4.0501 Step One - A grievance within the meaning of this article shall be presented directly to the employee's immediate supervisor or other appropriate administrator within twenty-five (25) days of the occurrence of the event giving rise to the grievance. The grievance shall be submitted in writing on the agreed upon grievance form 3130 F1 (Appendix K) and the grievance shall contain a concise statement of the facts upon which the grievance is based and a reference to the specific provision(s) of this agreement allegedly violated, misinterpreted or misapplied. The supervisor shall meet with the grievant to discuss the grievance (the grievant may be accompanied by a representative of his/her choice) within seven (7) days of the filing of the grievance. The supervisor shall respond to the grievance in writing within seven (7) days after the meeting to discuss said grievance.
4.0502 Step Two - If the grievance is not satisfactorily adjusted at Step One, the grievant may submit the grievance in writing to the appropriate administrator within seven (7) days of the receipt of the Step One response. Within seven (7) days after the receipt of the grievance at Step Two, the administrator shall hold a meeting with the grievant and an Association representative to discuss an attempt to resolve the grievance. The grievant shall be notified in writing of the decision at Step Two within seven (7) days after the meeting.
4.0503 Step Three - In the event that the grievance is not satisfactorily adjusted at Step Two, the grievant may appeal the grievance to the Superintendent by submitting the grievance to the Superintendent within seven (7) days of the receipt of the Step Two response. Within seven (7) days after the receipt of the grievance, the Superintendent shall hold a meeting with the grievant, an Association representative, and such other persons as may be deemed appropriate, to discuss and attempt to resolve the grievance. The grievant shall be notified in writing of the decision at Step Three within seven (7) days after the meeting.
4.0504 Step Four - If the grievance has not been satisfactorily resolved at Step Three, the BVEA may, within seven (7) days of the Step Three decision, demand arbitration of the grievance by filing a letter of intent to arbitrate with the Treasurer of the Board.
4.0600 Arbitration
4.0601 In the event a grievance is submitted to arbitration, the arbitrator shall be selected from the Arbitration Panel jointly complied and agreed upon by the Board and the Association. The arbitrator for any particular arbitration proceeding shall be selected in the same sequence in which the arbitrators are listed:

Arbitration Panel
(To be selected in order of appearance)
William Heekin
Frank Keenan
John Murphy
Edward Goggins
Mitchell Goldberg

4.0602 The cost for the services of the arbitrator, including per diem expenses, if any, and the actual and necessary travel and subsistence expenses shall be shared equally by the Board and the BVEA.
4.0603 The arbitrator shall not have the power to add to, subtract from, or modify this contract.
4.0604 When issued in accordance with these procedures, the opinion and award of the arbitrator shall be binding on all parties.
4.0700 The failure to timely file a grievance, or to appeal a grievance to the next step of the grievance procedure, shall render the grievance null and void and no longer subject to this grievance procedure.
4.0800 All meetings provided for in this procedure shall be held at a mutually agreed to time which will afford a fair and reasonable opportunity for all persons, including witnesses, necessary to be present to attend. Whenever possible, grievance meetings shall be held during non-working hours. When a grievance meeting is held during working hours, at the request of management, employees required to attend will be paid for the time spent at the meeting.
4.0900 No grievance meeting or adjustment of a grievance shall take place without the knowledge of the Association. The Association shall be entitled to attend any grievance meeting. The President of the Association shall receive a copy of the written decision rendered at each step of the grievance procedure.
4.1000 The time limits for filing and processing a grievance may be extended upon mutual consent of the parties.

 


ARTICLE V - ORGANIZATIONAL RIGHTS

5.0100 Association Rights
5.0101 The Association shall have the privilege of displaying organizational materials on bulletin Boards in each staff lounge.
5.0102 The Association shall have the right to insert organizational materials in the members mailboxes and a copy of the materials will be given to the appropriate administrator at the time of distribution to members.
5.0103 The Association shall have the right to represent any member at any employment related matter which is, or has the potential, to lead to discipline or job security, except that normal evaluation conferences shall be excluded.
5.0104 Upon request and with the prior approval of the appropriate administrator, the Association may use school facilities for appropriate activities of the Association provided no other school related activities are scheduled for the area and time requested, and provided further that the building is used during the work hours of the custodial staff
5.0105 The President of the Association or his/her designee and the Uniserve consultant shall be allowed to visit school facilities for the purpose of meeting with employees covered by this agreement, provided that the appropriate administrator is notified in advance of the meeting, and provided that such visits do not interfere with the normal work duties of the President, his/her designee or the staff member(s) involved.
5.0106 With the prior approval of the appropriate administrator, the Association may make Association related announcements over the school's public address system prior to or at the end of the secondary school day and at faculty meetings.
5.0200 The Board shall provide a copy of the Board agenda and non-confidential Board pack of materials prior to the Board meeting, and all Board minutes (as soon as they are available), to the Association President or his/her designee.
5.0201 The following reports will be regularly provided to the Association at no cost: SM's, budget reports, revenue accounts, the Budget Appropriation, and the Estimate of Receipts.
5.0202 The Board shall provide a copy of current Board policies to the Association and maintain a copy in the school media center.
5.0203 The Association and the Board shall share the cost of providing a copy of this contract to all staff members.
5.0300 When a new member of the bargaining unit is employed, the Superintendent's office will supply the Association President with the name, address, telephone number (unless unlisted), position and site location of the new employee.
5.0400 Dues Deduction
5.0401 When authorized in writing by the employee, the Board's Treasurer will deduct, from the employees' paycheck, Association dues and assessments. Said deductions shall be made in equal installments in each pay period from the second pay in October until the last pay in June. Exceptions to this time schedule must be approved by both the Association Treasurer and Board Treasurer. Said deductions shall continue until the Board's Treasurer receives (1) written notice from the employee to discontinue the deductions, and (2) proof that the employee has notified the Association Treasurer of the request to discontinue dues deductions. The dues and assessments deducted will be promptly transmitted to the Association's Treasurer.
5.0402 Those members who join after October 1 of any school year shall have their dues deducted in equal amounts divided over the remaining payrolls of the school year in which they join the Association.
5.0500 Fair Share Fee
5.0501 Payroll Deduction of Fair Share Fee - Effective with the second payroll of January, 1996, the Board shall deduct from the pay of all employees in the bargaining unit who elect not to become or to remain members of the Association, a Fair Share Fee for the Association's representation of such non-members during the term of this contract. No non-member filing a timely demand shall be required to subsidize partisan political or ideological causes not germane to the Association's work in the realm of collective bargaining.
5.0502 Each year thereafter, payroll deduction for fee payers will commence on the second payroll of January.
5.0503 Notification of The Amount of Fair Share Fee - Notice of the amount of the annual Fair Share Fee, which shall not be more than one hundred percent (100%) of the unified dues of the Association for full-time employees and one-half () dues for part-time employees except casual, daily rate substitutes, shall be transmitted by the Association to the Treasurer of the Board on or about September 15 of each year during the term of this contract for the purpose of determining amounts to be payroll deducted, and the Board agrees to promptly transmit all amounts deducted to the Association.
5.0504 Schedule of Fair Share Fee Deductions
A. All Fair Share Fee Payers - Payroll deduction of such Fair Share Fees shall begin at the second payroll period in January except that no Fair Share Fee deductions shall be made for bargaining unit members employed after December 31 until sixty (60) days after initial employment.
B. Upon Termination of Membership During the Membership Year The Treasurer of the Board shall, upon notification from the Association that a member has terminated membership, commence the deduction of the fair share fee with respect to the former member, and the amount of the fee yet to be deducted shall be the annual Fair Share Fee less the amount previously paid through payroll deduction.
5.0505 Transmittal of Deductions -The Board further agrees to accompany each such transmittal with a list of the names of the bargaining unit members for whom all such Fair Share Fee deductions were made, the period covered, and the amounts deducted for each.
5.0506 Procedure For Rebate - The Association represents to the Board that an internal rebate procedure has been established in accordance with Section 4117.0-9 of the Revised Code and that a procedure for challenging the amount of the representation fee has been established and will be given to each member of the bargaining unit who does not join the Association and that such procedure and notice shall be in compliance with all applicable state and federal laws and the constitutions of the United States and the State of Ohio.
5.0507 Entitlement To Rebate -Upon timely demand, non-members may apply to the Association for an advance reduction/rebate of the Fair Share Fee pursuant to the internal procedure adopted by the Association.
5.0508 Indemnification of Employer - The Association, on behalf of itself and the OEA and NEA, agrees to indemnify the Board for any cost or liability incurred as a result of the implementation and enforcement of this provision provided that:
A. The Board shall give a ten (10) day written notice of any claim made or action filed against the employer by a non-member for which indemnification may be claimed;
B. The Association shall reserve the right to designate counsel to represent and defend the employer;
C. The Board agrees to (a) give full and complete cooperation and assistance to the Association and its counsel at all levels of the proceeding, (b) permit the Association or its affiliates to intervene as a party if it so desires, and/or (c) to not oppose the Association or its affiliates' application to file briefs amicus curiae in action;
D. The Board acted in good faith compliance with the Fair Share Fee provision of this Agreement; however there shall be no indemnification of the Board if the Board intentionally or willfully fails to apply (except due to court order) or misapplies such Fair Share Fee provision herein.
5.0600 Nothing in this article shall inhibit or interfere with the rights of any employees objecting to the payment of Association dues or Fair Share Fees based on religious grounds. The rights of such members shall be resolved under the provisions of Section 4117.09 (C) of the Ohio Revised Code, allowing for the contribution of an equivalent amount to a charitable organization.

 


ARTICLE VI - EMPLOYMENT CONTRACTS

6.0100 Teachers covered by this agreement shall be employed under individual written contracts as provided for in R.C. 3319.08.
6.0101 If the contract is a limited contract, the contract shall include the term of the contract, the work year of the employee and the employee's rate of pay.
6.0102 If the contract is a continuing contract, the employee shall be notified of his/her work year and his/her rate of pay through an annual salary notice as provided for in R.C. 3319.082 and/or R.C. 3319.12.
6.0200 Non-renewal, Termination and Discipline
6.0201 Non-renewal of Certificated/Licensed Employees
The non-renewal of a teacher's or a certificated/licensed support staff employee's limited contract shall not be subject to the grievance procedure. Rather, the appeal procedure and provisions established in 3319.11 shall constitute the exclusive appeal procedures and rights for and in connection with appealing the non-renewal of a teacher's or certificated/licensed support employee's limited contract.
6.0202 Termination of Certificated/Licensed Employees
The termination of a teacher's or certificated/licensed support staff employee's contract shall be governed by 3319.16 and 3319.161 and shall not be subject to the grievance procedure established in this contract.
6.0203 Termination of Support Service Employees
The contract of a support service employee's contract may be terminated for one of the reasons listed in and in accordance with, the provisions of R.C. 3319.081.
6.0300 Discipline
6.0301 While it is expected that most violations of reasonable Board and administrative rules and regulations will be taken care of through verbal communication between the member and his/her supervisor, persistent and/or serious violations of Board and/or administrative rules and regulations may result in formal disciplinary action.
6.0302 If requested, an employee shall be entitled to have a representative of his/her choice at any meeting which may lead to or result in disciplinary action against the employee.
6.0303 The Superintendent shall have the right to suspend an employee under the provisions of this article for up to ten 10 days without pay. Prior to a suspension being imposed, the employee and the Association shall be notified of the possibility of the suspension, the reasons for the possible suspension, and the right to meet with the Superintendent to discuss the reasons for the possible suspension.
6.0304 Notwithstanding any of the above, it is understood that the progressive disciplinary procedure described above does not apply to the offenses and conduct described below:
A. Bringing intoxicants or controlled substances into, or consuming the same in, the School District's facilities and vehicles, or being under the influence of the same while on duty.
B. Conviction of stealing from the Board, employees, students or the public.
C. Improper conduct with students.
D. Fighting on the job or the use of insulting or abusive language towards supervision, students or the public.
E. Causing injury or the destruction of property through deliberate action or gross negligence.
F. Offenses similar in nature to the offenses listed above for which in the judgment of the Superintendent the progressive discipline procedures is not appropriate. The decision of the Superintendent may be grieved.
G. Any of the above described items may be cause for immediate suspension or termination.
6.0305 No member of the bargaining unit shall be suspended or disciplined except for just cause.
6.0306 Supervisors, directors or any other administrator with the authority to discipline will notify an employee that an impending conference is disciplinary in nature or that it may lead to discipline and that the employee has the right to Association representation at such a conference.

 


ARTICLE VII - REDUCTION IN FORCE

7.0100 The Board reserves the right to lay off employees and to determine the reason for layoff.
7.0200 The Association shall be notified of the layoff and the reasons for the layoff.
7.0300 Reductions shall be made through attrition to the extent possible.
7.0301 Certificated/Licensed Staff
A. Staff reductions by suspension of teachers' contracts shall be effected by giving preference to teachers on continuing contracts and then to those with greater seniority holding limited contracts.
B. Teachers may exercise bumping rights based on areas of certification/license held at the time of the reduction in force. Areas of certification/license shall be defined as any subject or area listed on the certificate/license held by the teacher.
7.0302 Support Service Staff
A. Staff reductions in one or more classifications covered by Article II section 2.0500 covered by this Master Agreement shall be determined by the following procedures:
1. The Board shall lay off employees within a classification or classification series on the basis of seniority by classification(s) held by the employee in the affected classification(s).
2. Staff reduction shall be affected by giving preference to those employees on continuing contracts and with greater seniority within a classification or classification series and that reduction shall occur first with the least senior employees on limited contracts.
7.0400 The following procedures shall be utilized when making the reduction:

Twenty (20) days prior to the effective date of layoffs, the Board shall prepare and post for inspection in a conspicuous place a list containing the names, seniority dates and classifications and/or certifications/ licensure of the employees to be laid off. Each employee to be laid off shall be given advance written notice of the layoff. The layoff notice shall state the reasons for the layoff, the effective date of the layoff and a statement advising the employee of his/her rights of reinstatement from the layoff.

7.0500 Recall

Employees whose contracts have been suspended shall have the following rights to recall:

7.0501 First recall shall be of employees with suspended continuing contracts in order of seniority in the employee's area of certification/licensure or classification.
7.0502 If vacancies cannot be filled by employees with continuing contracts, then laid off employees with limited contracts shall be recalled, by seniority, in their area(s) of certification/licensure or classification.
7.0503 The recall list shall be maintained for a period of two years, which shall include the first time period up to the first student day after the second year of the layoff. Thereafter, an employee on the layoff list shall lose his/her right to recall.
7.0504 No new employee shall be hired while there are laid off employees available who are certified/licensed or hold the qualifications to fill a vacancy except where the vacancy is in a program from which an employee was laid off because the program was subject to disinvestment procedures due to declining or lack of enrollment.
7.0505 If an employee on layoff refuses a position offered by the Board which is similar to work previously held by the employee and for which the employee is certificated/licensed or qualified, the employee's recall rights shall be terminated.
7.0506 No new support service employee(s) shall be hired to fill a vacancy in a classification where there is a laid off employee(s) who may possess the necessary skills and qualifications to perform the job description requirements/duties of the current vacancy. The laid off employee(s) may be offered and accept such vacancy based on the salary schedule of the position and in accordance with Section 13.0300 of this Master Agreement. If the employee(s) refuses to accept a position outside of his/her classification, the employee(s) shall remain on the recall list.
7.0507 The Board has fulfilled its responsibility herein by sending a written notice of a job vacancy to an employee on the layoff list by certified mail at the last address left by the employee. Unclaimed, refused or non-deliverable notices, as well as the failure to respond within ten (10) days from the date of the mailing, shall constitute refusal of the vacancy.
7.0600 Members on layoff shall be permitted to carry group medical, hospitalization and dental insurance in accordance with COBRA regulations.

 


ARTICLE VIll - PERSONNEL FILES

8.0100 The personnel file for each employee shall be maintained in the Superintendent's office. Said file shall be considered confidential except for information which is considered "directory information".
8.0200 During normal working hours and upon reasonable advance request, an employee shall be able to review his/her personnel file, and shall have the right to have a representative present with him/her while reviewing the file.
8.0300 An employee shall be provided a copy of, and the opportunity to read and initial, a document before it is placed in the employee's personnel file. Upon refusal of the affected employee to sign or initial a document intended for placement in the personnel file, such document may be filed so long as the date of the refusal has been noted on the material. The initials or signature of an employee does not constitute agreement with the contents of the document.
8.0400 Anonymous letters or material shall not be placed in an employee's file.
8.0500

All written reprimands shall be placed in the file after compliance with Section 6.0300 in this contract.

8.0600 Reprimands, except for reprimands for conduct which, if repeated, could result in termination, will be removed after two years if the employee has not received another reprimand for the same or similar offense in that time period.
8.0700 Any employee who challenges any material which has been placed in his/her personnel file has the right to grieve the inclusion of said material in his/her file using the timely, relevant, accurate and complete standards of Chapter 1347 of the Ohio Revised Code, provided, however, that the provision of Section 9.0113 of this agreement governs the application of the grievance procedure to evaluations.

 


ARTICLE IX - EVALUATION

9.0100 Evaluation of Certificated/Licensed Staff
The purpose of evaluation of staff members is to improve the quality of instruction and services received by the students, to strengthen professional competence by identifying and correcting deficiencies, and providing a basis for personnel decisions including promotions and contract status.
9.0200 Process
9.0201 It is important that the participants recognize that the evaluation process begins the first day of the employee's work year and continues throughout the contract period.
9.0202 Evaluation materials will be distributed to all staff members within the first month of each school year and will include observation/evaluation instruments (district forms 3220 F1 - F2 Appendix L1 - L2), timelines and implementation procedures.
9.0203 All staff in the district, who are so required by the Department of Education, will complete an individual professional development plan according to guidelines and submit their action plan to the appropriate administrator. The IPDP will not be part of the evaluation process.
9.0300 Observations
9.0301 Formal observations shall be defined as an observation of a minimum of thirty (30) minutes that results in completion of a written observation form and is followed by a post conference.
9.0302 In the case of certificated/licensed support staff, observations may be in the form of conferences with the employee to discuss pending projects, concerns over work and work habits, and/or more informal types of observations of how the employee goes about his/her daily work.
9.0303 An informal observation shall be defined as an observation that provides a base line, the accumulation of which provides a recognition of normal classroom/job activities. These informal observations may take place at anytime and are intended to allow for an "all inclusive" picture of the teacher's professional work life. Problems which may be observed during these informal observations must be brought to the teachers attention within a reasonable time of the occurrence.
9.0304 During the post-observation conference, suggested improvements and the means/resources available will be given to the staff member, in writing, for assistance to correct deficiencies. Appropriate timelines will be established for implementation of the recommendations. These timelines will include reasonable time between observations to provide staff adequate time to accomplish suggestions which have been given. Follow-up observations/conferences will be conducted to specifically evaluate the progress being made by the employee in implementing the recommended improvements.

9.0304 shall apply to teachers who are being evaluated during the year they are up for nonrenewal consideration as their evaluations are to be conducted in accordance with 3319.111 of the Ohio Revised Code.

9.0305 Teachers whose performance has been found deficient or who would benefit from additional assistance will be formally observed periodically until performance meets standards.
9.0306 All formal observations and evaluation report(s) will be signed by the evaluator and the staff member. The staff member will have the opportunity to make a written response and have it attached to the formal observation or evaluation report.
9.0307 A copy of the observation and the evaluation report will be given to the staff member, immediate supervisor and the original filed in the district office.
9.0308 The Administrative staff is responsible for administering the appraisal process for their staff as outlined in the Board of Education "Organizational Chart' but may assign appraisal assistance to supervisory staff directly responsible for a particular area.
9.0400 Application of Grievance/Arbitration Provisions to Evaluations
9.0401 Any evaluation occurring in the year in which an employee's limited contract is due to expire, in which it is stated in the evaluation report for that evaluation that it may be or will be recommended that the employee's contract not be renewed, shall not be subject to the grievance procedure.
9.0402 With respect to all other evaluations, the substance of an evaluation shall not be subject to the grievance procedure, but the alleged failure to follow or comply with the evaluation procedures established in the Article shall be subject to the grievance procedure. In the event it is determined by an arbitrator that the evaluation procedures were not followed, the arbitrator may order removal of the involved evaluation from the employee's personnel file.
9.0500 Evaluation Forms and Materials
The current observation forms in Appendix L shall be utilized for the observation and evaluation of employees until such time as a different or revised document(s) is agreed to replace either or both.
9.0600 Sequence of Evaluation
9.0601 New Teachers on a Limited Contract
All teachers new to the district will be evaluated each year for the first three years of employment. A minimum of two formal observations and an evaluation will be completed and provided to the employee no later than January 15 of that year and two additional formal observations and an evaluation will be completed no later than April 10. After the third year of employment, the staff member will be evaluated as per the guidelines outlined in the Master Agreement.
9.0602 Teachers on a Limited Contract up for nonrenewal
All limited contract, certificated/licensed employees not new to the district will be evaluated in the year they are up for nonrenewal consideration in accordance with 3319.111,Ohio Revised Code. A minimum of two formal observations and an evaluation will be completed and provided to the employee no later than January 15 of that year and two additional formal observations and an evaluation will be completed no later than April I0 of the year in which the teacher is up for nonrenewal consideration.
9.0603 Teachers on Continuing Contract or a Limited Contract not up for nonrenewal Consideration
The evaluation schedule for continuing contract teachers and teachers on limited contract who are not up for nonrenewal consideration will be once every three years of employment or by specific request of the administrator based on identified needs or deficiencies regarding the teacher's performance, or the teacher. The process shall be based on at least two formal observations and a final evaluation conducted prior to the end of the school year.
9.0604 Limited Probationary Contract in Lieu of a Continuing Contract
A. If a limited contract teacher has fulfilled all the requirements for a continuing contract, and in the opinion of the evaluator, there is a question of whether to grant continuing status but the administrator feels that another year of assistance may correct areas of concern, then in that event, a one year probationary contract may be offered to the teacher.
B. If a probationary contract is awarded to the teacher, a separate letter shall list the specific areas of concern which need to be improved and the evaluation process for the following year shall focus on these noted deficiencies.
C. This probationary contract may be granted without going through the procedure contained in 3319.11, Ohio Revised Code, to grant a probationary contract and shall replace and supersede such statutory requirements.
9.0700 Evaluation of Support Service Employees
The purpose of evaluation of support service staff members is to improve the quality of instruction and services received by the students, to strengthen professional competence by identifying and correcting deficiencies, and providing a basis for personnel decisions including promotions and contract status.
9.0800 Process
9.0801 It is important that the participants recognize that the evaluation process begins the first day of the employee's work year and continues throughout the contract period and shall be reflective of the total job of the staff member.
9.0802 Evaluation materials will be distributed to each staff member who is to be evaluated during that contract year within the first month of each work year, and will include evaluation instruments (district form 3220 F3 Appendix L3), timelines and implementation procedures.
9.0803 At the beginning of the year in which the evaluation will conducted the employee will be informed as to who his/her evaluator will be.
9.0900 Sequence of Evaluation
9.0901 All employees new to the district will be evaluated each year for the first three (3) years of employment.
9.0902 Support service employees on continuing contract will be evaluated once every three years of employment or by specific request of the administrator/supervisor based on identified problem(s)/ concern(s) regarding the employee's performance.
9.0903 Additional evaluations may be made at the request of the employee or administrator/supervisor.
9.1000 Scope of Evaluation
9.1001 The evaluation shall be based on the employees job duties.
9.1002 Deficiency/Problem Areas
Any deficiency or problem area noted on the final evaluation must have been brought to the employees attention within a reasonable time of the occurrence and specific directives given to the employee for correction of the problem.
A. The occurrence report shall include the date, time, short summary of the incident, and specific directives for correction of the identified problem(s)/concern(s).
B. The occurrence(s) shall become an attachment to the employee's final evaluation placed in the personnel file if the appropriate/acceptable corrections are not made prior to the employee's evaluation.
C. Multiple and persistent violations of reasonable Board and administrative rules and regulations may result in disciplinary action under section 6.0500.
9.2000 Evaluation Forms and Materials
The current observation form in Appendix M shall be utilized for the observation and evaluation of employees until such time as a different or revised document(s) agreed to replace either or both.

 


ARTICLE X - ASSOCIATION-ADMINISTRATION STEERING COMMITTEE (AASC)
&
LOCAL PROFESSIONAL DEVELOPMENT COMMITTEE
(LPDC)

10.0100 Superintendent/Association Council
10.0101 A committee shall be established that will consist of the Superintendent, appropriate administrators selected by the Superintendent, the Association President and one Association representative from each site and each classification appointed by the Association President. They shall meet at least once a month at a mutually convenient time to discuss matters of mutual concern. It shall not be a forum to discuss grievance or negotiations, although problems which may lead to grievance may be discussed.
10.0102

Members who wish to have items added to the agenda will bring the topic and details to a representative of the AASC. When appropriate, the member who has requested the addition of an item may be asked to attend the AASC meeting to present his/her opinions.

10.0103 Minutes of the AASC meeting will be prepared and posted by the Association at each site within 10 days after each meeting.
10.0104 District Committees shall be open to all staff. All staff are urged to participate to develop recommendations which will be presented to the total staff for input. Those areas of the recommendations which affect wages, hours and working conditions, will be addressed by the Administration and the Association through negotiation.
10.0200 Local Professional Development Committee
10.0201 Purpose and Authority
The purpose of the LPDC is limited to the review and approval of the individual professional development plans and professional development activities for re-certification and licensure as specified by ORC 3319.11 and OAC 3301-24.
10.0202 Selection of Committee members
The LPDC shall be comprised of seven (7) members as follows:
1. Four (4) teachers appointed by the President of BVEA under the operating rules of the Association
2. Three (3) administrators appointed by the Superintendent
3. When an administrator's certificate or license is up for discussion, the Superintendent will appoint an additional administrator to sit on the LPDC for that specific employee and one (1) teacher will abstain from voting on the administrator's contract.
10.0203 Term Limits
1. The term limit for members of the LPDC shall be for no more than four (4) years. In the first year of operation, two (2) Association members will serve for two (2) years (but may be appointed for a second term), and one (1) Administrator will be appointed for two (2) years (but may be appointed for a second term).
2. Vacancies which occur during the term of office shall be filled by the parties using its own internal procedures and shall be for the remainder of the term of the office of the member leaving the committee (but they may be appointed for a subsequent term).
10.0204 The LPDC shall formulate the procedures for its operation consistent with the guidelines set forth by the State Department of Education and Ohio law.
10.0205 LPDC Appeals Procedures
1. The LPDC shall determine its own appeals procedure.
2. The LPDC appeals procedure is not subject to the grievance procedure outlined in this contract.
10.0206 Compensation
Members shall be compensated at the rate of $ 19.00 an hour for all meetings of the LPDC attended outside of the regular workday to a maximum of $700.00 per person.

 


ARTICLE XI - PROTECTION OF MEMBERS

11.0100 Student Discipline
11.0101 Rules and regulations governing discipline and procedures for student control at DRLCTC shall be reviewed by the staff and administration prior to March 1 for the following school year.
11.0102 A DRLCTC Student Discipline Committee shall be established by the building administration to review procedures and to make recommendations to the Association/Administrative Steering Committee by April 1 each year.
11.0103 After the AASC has reviewed and approved recommended changes and procedures by the DRLCTC Student Discipline Committee, the revised procedure(s) shall be published and be in effect for the following school year unless disapproved by the Board.
11.0104 The administration shall give all reasonable support and assistance with respect to maintenance of student discipline in the classroom(s), laboratory facilities, buildings and school property.
11.0200 Complaints Against Staff
11.0201 Upon receiving a complaint against a member, the immediate supervisor shall give a copy to the member involved if written, or discuss it within ten (10) working days following the receipt of the said complaint.
11.0202 If a conference is deemed necessary by the member, the immediate supervisor or the complainant, the supervisor shall arrange such a conference.
11.0203 Members are expected to arrange time for conferences with students and/or complainants either during the school day or immediately after the close of school, provided the student and/or the complainants request the conference at least one day in advance. The time and length of the conference should be kept as flexible as possible in order to accommodate all parties concerned. Members are not expected to interrupt their work to arrange a conference unless the immediate supervisor approves.
11.0204 The supervisor shall forward a letter to the complainants indicating the disposition of said matter. A copy of same shall also be given or sent to the member involved.
11.0205 This provision does not apply to complaints of alleged or suspected child abuse or neglect which shall be reported to the appropriate authorities as required by law.

 


ARTICLE XII - JOB DESCRIPTIONS AND CLASSIFICATION

12.0100 The Board shall have the authority to devise and write all job descriptions for each job classification employees are employed in under this agreement. The Association shall be furnished a copy of each job description for each job classification employees are employed in under this agreement. Job descriptions will be reviewed and revised where appropriate.

 


ARTICLE XIll - POSTING, ASSIGNMENTS AND TRANSFERS

13.0100 A vacancy is an opening, resulting from the creation of a new position or from the resignation, retirement, termination or reassignment of an employee, which the Board decides to fill. Whether to fill a position or replace an employee shall be at the sole discretion of the Board. Vacancies shall be filled in accordance with the terms of this agreement.
13.0200 All bargaining unit positions for which any member of the unit may be qualified will be posted at all sites. Postings shall take place within ten (10) days of the vacancy unless the Board/designee determines not to fill said position.
13.0201 Vacancies shall be posted for five working days. Vacancy postings shall include the date of posting, the application deadline, the qualifications for the position, the location of the position, the hours of work, the months of employment, and the rate of pay.
13.0202 Vacancies shall be filled by the most qualified applicant. In the event all relevant factors are equal, the applicant with the greatest seniority will be offered the position. In the case of non-teaching vacancies, classification seniority will be considered first, then system wide seniority.
13.0203 During the summer months, notice of vacancies will be sent to the Association President and building representative(s) designated by the President of the Association. Employees who request to be considered for vacancies during the summer shall be treated as having applied for a position which becomes vacant for which they are certified/licensed.
13.0204 Employees who so request, shall be notified of vacancies which occur during the summer.
13.0205 Application for transfer to known vacancies must be in writing from the employee and will be accepted in the Superintendent's office.
13.0300 Support Service Employees
13.0301 In the case of non-teaching vacancies, a regular support service employee filling the vacancy shall be allowed a reasonable training period, if necessary. Such training period shall not exceed thirty (30) working days. If during this trial period the employee is unable to fill the position satisfactorily, or if the employee rejects the position, the employee shall be returned to his/her former position. The employee's position may be filled by a substitute during this period.
13.0302 Upon initial employment, non-certificated support service employees shall be employed on a probationary status for a period of ninety (90) work days. During this ninety (90) day period, the probationary employee may be discharged at the sole discretion of the Board and said discharge is not subject to review through the grievance procedure or 3319.081 Ohio Revised Code.
A. At the end of the ninety (90) day probationary period, if the employee is employed, the employee shall receive a limited contract from the date of full time employment until June 30.
B. If the employee is re-employed by the Board after that date, the employee will receive a two year limited contract.
13.0303 Temporary Transfers
A. A support service employee may be temporarily transferred due to unusual circumstances such as a position being vacated by another member and prior to its being filled. The temporary transfer shall not exceed thirty (30) days.
B. Employees who have been temporarily assigned will not lose any salary should the position be at a lower rate of pay. If the position to which the member has been transferred is regularly paid at a higher rate of pay, then the member shall receive the higher rate of pay from the fifth day the member reported for the new assignment.
C. The district will make every reasonable attempt to secure substitutes for all absent staff.
13.0304 No member shall be placed on a lower step or salary due to an involuntary transfer. However, a member may opt for such position on his/her own.
13.0400 Assignments/Reassignments of Certificated/Licensed Employees
13.0401 The Superintendent retains under this agreement the sole authority and discretion to assign and reassign employees, except as such authority may be specifically limited by this agreement and said reassignment shall not be for arbitrary or capricious reasons.
13.0402 In the event it is necessary to reassign an employee who has not requested such a reassignment, the employee will have the opportunity to discuss the reassignment, and the reasons therefore, with the Superintendent.
13.0403 Members to be reassigned shall be informed in writing of the proposed reassignment including specific reasons for said reassignment and will be given at least twenty (20) days notice except in emergency situations.
13.0404 The Superintendent will meet with the member to discuss the reasons which necessitated the reassignment and offer options available to the member.
13.0405 No member shall be required to transfer or to be reassigned to an assignment for which he/she is not certificated/licensed.
13.0500 Assignment/Reassignment of Custodial Staff
Assignment/reassignment in the custodial classification shall be made
using seniority within the custodial classification to determine shift assignments.

 


ARTICLE XIV - LEAVES OF ABSENCE

14.0100 Sick Leave
14.0101 Each employee covered by this agreement shall be entitled to fifteen (15) days sick leave with pay per year, which shall be credited at the rate of one and one-fourth days per month for each calendar month under contract. Employees may accumulate sick leave to a maximum of days equal to the employee's yearly contract, or one hundred ninety (190), whichever is greater. Newly hired employees who have no accumulated sick leave, and any employee who has been employed in the Butler County Joint Vocational School District for a period of five (5) years who has exhausted their sick leave, will be advanced up to five (5) days of sick leave. Advanced sick leave days which are not subsequently earned by the employee before the employee leaves the District's employment will be deducted from the employee's last paycheck.
14.0102 A new employee who, preceding their employment by the Board, has been in the employ of another Board of Education, state, county or municipal government in Ohio will receive full credit up to the number of days in the employee's yearly contract, or as otherwise specified in this agreement, for sick leave accumulated in such previous employment.
14.0103 Sick Leave Use
A. Sick leave will be granted for absence due to personal illness, injury, exposure to contagious disease which could be communicated to others, and for absence due to illness or injury in the employee's immediate family.
B. Sick leave will be granted due to pregnancy or recovery therefrom. A teacher may use accumulated sick leave for a period of thirty (30) work days (not including holidays or vacation periods and excluding summer vacation). In the event that additional sick leave is needed due to medical conditions involving either the mother or child, the employee may request additional accumulated sick leave with a physician's statement of circumstances. This provision does not apply for purposes of child care leave as outlined under section 14.0700.
C. Sick leave will also be granted for absence due to death in an employee's immediate family.
14.0104 If an employee is absent due to illness for more than twenty (20) days per month, a sick leave form will be submitted at the end of each applicable month.
14.0105 For purposes of this Article, an employee's immediate family shall include father, mother, husband, wife, child, grandparents and grandchildren, brother, sister, mother-in-law, father-in-law, daughter-in-law, son in-law, brother-in-law and sister-in-law.
14.0106 In order to qualify as paid sick leave, an employee must notify the administration of the use of sick leave one and one-half (1-1/2) hours prior to the start of the employee's workday, except in the case of emergency, and should submit a sick leave form (district form 3000 F1/4000 F1 Appendix N) to their supervisor on the day of return to work but no later than the following pay day.
14.0107 Sick/Personal Leave Attendance Incentive - Certified/Licensed Staff
A. There shall be an attendance incentive for full-time certified/licensed staff in the bargaining unit for the combined limited use and non-use of sick and personal leave as follows:
Total days absent Incentive
0 $500
1 $450
2 $400
3 $350
B. Teachers who work less than regular full-time status will be eligible for attendance incentives calculated on the following pro-rated formula:
Actual
Days Worked
Hours Per Day = Total Hours = ____% of
attendance
incentive

Regular Work Year
(Days)
7.5 Hours Per Day = Regular
   Work Year
   (Hours)
Teachers employed on a full-time regular contract basis after the school year begins, shall be eligible for the attendance incentive based upon the following formula: the teacher's number of actual contracted days under full time status shall be divided by the assigned work year, and the fraction derived from that computation shall be applied against the dollar amounts of the incentive.
Actual Contracted
Days
X Amount
of Incentive
= ____ Prorated
Incentive

Assigned
Work Year (Days)
X
(i.e., a teacher with no days absent who works .93 of the regular contracted school year shall be eligible to receive .93 x $500 or $465 as the incentive).
C.  The Board Treasurer will send out a letter the first payroll in May to all members of the bargaining unit as a reminder of the attendance incentive payment. Attendance incentive pay will be paid on the last check in June not subject to STRS contribution
14.0108 Sick/Personal Leave Attendance Incentive - Support Service Staff
A. There shall be an attendance incentive for full-time support service staff employees in the bargaining unit for the combined limited use and non-use of sick and personal leave as follows:
Total days absent Incentive
0 $400
1 $350
2 $300
3 $250
B. Support service staff who work less than regular full-time status will be eligible for attendance incentives calculated on the following pro-rated formula:
Actual
Days Worked
X Hours Per Day = Total Hours = ____% of
attendance
incentive

Regular Work Year
(Days)
X 7.5 Hours Per Day = Regular
   Work Year
   (Hours)
C. Support service staff employed on a full-time regular contract basis after the regular contract begins (based on total of annual contract days), shall be eligible for the attendance incentive based upon the following formula: the number of actual contract days actually worked shall be divided by the annual contract days assigned to the position, and the fraction derived from that computation shall be applied against the dollar amounts of the incentive.
Actual Contract
Days
X Amount 
of Incentive
= ____ Prorated
Incentive

Assigned
Work Year (Days)
X
D.  The Board Treasurer will send out a letter the first payroll in May to all eligible support service staff as a reminder of the attendance incentive payment. Attendance incentive pay will be paid on the last check in June not subject to SERS contribution.
14.0200 Personal Leave
14.0201 Employees covered by this agreement shall be entitled to up to three (3) days of personal leave, with pay, per school year. Such leave shall not accumulate from year to year.
14.0202 Personal leave is to be used for the purpose of transacting business or attending to affairs or problems of a personal nature which cannot be scheduled or attended to outside the employee's regular work hours.
14.0203 Except in the case of an emergency, personal leave cannot be used to extend a holiday, a vacation period, or any other leave period, or in lieu of sick leave, or within ten (10) school days of the beginning or end of the applicable student year, except with the approval of the Superintendent.
14.0204 Except in cases of emergencies, a request to take personal leave must be made in writing on the appropriate form (district form 3000 F1/4000 F1 (Appendix N) to the employee's immediate supervisor at least three (3) days prior to the date for which the leave is requested. Personal leave must be approved in advance in order for it to qualify as such under this article.
14.0205 Sick Leave/Personal Leave Attendance Incentive - Certified/Licensed Staff
A. There shall be an attendance incentive for full-time certified/licensed staff in the bargaining unit for the combined limited use and non-use of sick and personal leave as follows:
Total days absent Incentive
0 $500
1 $450
2 $400
3 $350
B. Teachers who work less than regular full-time status will be eligible for attendance incentives calculated on the following pro-rated formula:
Actual 
Days Worked
Hours Per Day = Total Hours = ____% of
attendance
incentive

Regular Work Year 
(Days)
7.5 Hours Per Day = Regular 
   Work Year
   (Hours)
C. Teachers employed on a full-time regular contract basis after the school year begins, shall be eligible for the attendance incentive based upon the following formula: the teacher's number of actual contracted days under full time status shall be divided by the assigned work year, and the fraction derived from that computation shall be applied against the dollar amounts of the incentive.
D. The Board Treasurer will send out a letter the first payroll in May to all members of the bargaining unit as a reminder of the attendance incentive payment. Attendance incentive pay will be paid on the last check in June not subject to STRS contribution.
Actual Contracted
Days
X Amount 
of Incentive
= ____ Prorated
Incentive

Assigned  
Work Year (Days)
X
(i.e., a teacher with no days absent who works .93 of the regular contracted school year shall be eligible to receive .93 x $500 or $465 as the incentive)
14.0206 Sick Leave/Personal Attendance Incentive - Support Service Staff
A. There shall be an attendance incentive for full-time support service staff employees in the bargaining unit for the combined limited use and non-use of sick and personal leave as follows:
Total days absent Incentive
0 $400
1 $350
2 $300
3 $250
B. Support service staff who work less than regular full-time status will be eligible for attendance incentives calculated on the following pro-rated formula:
Actual
Days Worked
X Hours Per Day = Total Hours = ____% of
attendance
incentive

Regular Work Year
(Days)
X 7.5 Hours Per Day = Regular
   Work Year
   (Hours)
C. Support service staff employed on a full-time regular contract basis after the regular contract begins (based on total of annual contract days), shall be eligible for the attendance incentive based upon the following formula: the number of actual contract days actually worked shall be divided by the annual contract days assigned to the position, and the fraction derived from that computation shall be applied against the dollar amounts of the incentive.
Actual Contract
Days
X Amount 
of Incentive
= ____ Prorated
Incentive

Assigned
Work Year (Days)
X
D.  The Board Treasurer will send out a letter the first payroll in May to all eligible support service staff as a reminder of the attendance incentive payment. Attendance incentive pay will be paid on the last check in June not subject to SERS contribution.
14.0300 Professional Leave
14.0301 Employees who are required by the District to attend, or who attend with the approval of the Superintendent, seminars, workshops, conferences, etc., related to the employee's employment shall be reimbursed for the cost of such attendance, including travel, lodging and registration, as approved by the Superintendent.
14.0302 Professional commitments must be approved by the Superintendent prior to any agreement on the part of staff to participate in any local, state or national activity.
14.0400 Association Related Meetings
14.0401 Based on the number eligible, officially elected delegates or alternates may attend the annual NEA/OEA Representative Assembly by notifying the Superintendent of said leave at least ten (10) days prior to the absence.
14.0402 The Board is not obligated for any expenses related to the assembly except to provide time for said delegates or alternates.
14.0403 The Board shall be responsible for providing substitutes in the absence of said delegates or alternates.
14.0404 The Association may utilize up to ten (10) work days a year for release time purposes provided it pays the full cost of the substitutes salary, medicare and workers compensation for the days utilized.
14.0500 Jury Duty/Court Appearance
When an employee is called for jury service or is subpoenaed to appear in any judicial proceeding in which the employee is not a party, the employee shall submit the remuneration received for jury duty to the Treasurer's office and shall receive his/her regular pay.
14.0600 Unpaid Leaves of Absence
14.0601 Upon a written request, the Board may grant a leave of absence without pay for a period of not more than two (2) years for educational, professional or other purposes, and shall grant such leave where illness or other disability is the reason for the request. Employees granted such leave shall not accrue seniority during the period of the leave, but shall not lose previously accrued seniority.
14.0602 All requests for leaves under this article must be in writing and must specify the details which make the leave necessary. Such requests must include the date the leave is to begin and to terminate.
14.0603 Employees shall be entitled to military leave in accordance with applicable state and federal law.
14.0604 Upon the request of any bargaining unit employee, a leave of absence without pay shall be granted to care for a newborn infant or for the adoption of a minor child. Such leave shall be for the remainder of the semester or its equivalent in which leave is requested and, at the option of the employee, for the subsequent two semesters.
14.0700 Child Care Leave
14.0701 If an employee wishes to remain home with a newly born or newly adopted child four (4) years of age or less, he/she shall be granted unpaid child care leave for up to one (1) year subject to the following conditions:
A. An employee wishing child care leave shall submit a written request to the Superintendent at least thirty (30) calendar days prior to the initiation of child care leave. In the event of an adoption, if thirty (30) days notice cannot be given, then the employee shall request child care leave as soon as the employee becomes aware that the adoption is to take place. The notice for child care leave shall state the approximate date the leave shall begin and the date the employee will return to work. The return date shall be at the start of a semester or the start of the school year.
B. Prior to the effective date of the unpaid leave, the applicant must have been employed by the Butler County Joint Vocational School District for a least one (1) full school year.
C. While on leave pursuant to this provision, the employee shall not accrue seniority or service credit on the salary schedule, however, time on leave shall not constitute a break in seniority.
D. Child care leave shall not extend a limited contract past its term.
14.0800 Assault Leave
14.0801 An employee who is physically assaulted while performing his/her work duties which results in the employee being unable to perform his/her duties shall be entitled to assault leave. Said leave shall be for a maximum of twenty ( 20) days per work year, which leave shall not be chargeable to sick leave or any other leave, and shall be at no loss of pay. Assault leave shall not be accumulative.
14.0802 In addition to a full disclosure of the circumstances surrounding the assault, a physician's statement verifying the employee's disability may be required by the Superintendent when assault leave is requested.
14.0900 Rights While on Leave
14.0901 A member on extended and approved unpaid leave for any reason shall be entitled to request and receive the right to continue to be covered by any or all District group insurance, providing the insurance company or hospital service association involved permits such continuance of coverage of the person on leave of absence and the member pays to the Treasurer of the Board in advance each quarter the full amount of the quarterly group plan premium of such coverage. Any overpayment of premium shall be refunded to the member upon termination of leave. No other compensation or fringe benefits shall be provided.
14.0902 A member whose request for a casual day(s) of unpaid leave is approved shall reimburse the Board the cost for all District group insurance premiums for said day(s) of unpaid leave.
14.0903 In accordance with the Family Leave Act, group health insurance benefits shall be continued to a maximum of twelve (12) weeks, on the same basis as when the employee is actively working, for an employee on paid or unpaid leave due to the birth or adoption of a child or to care for a newly born or adopted child; or in order to care for the spouse, son, daughter or parent of the employee because the spouse, son, daughter or parent has a serious health condition; or because of a serious health condition of the employee. The twelve (12) week period shall begin on the first day the employee takes leave under this provision. The twelve (12) weeks limitation shall not apply so long as an employee is on paid sick leave, but all time on paid sick leave under this provision shall count towards the twelve (12) weeks during which the employee is entitled to continuation of group health insurance benefits.
14.1000 Reinstatement Rights
Upon returning to service at the expiration of a leave of absence, the member resumes the contract status which he/she held prior to the leave. When an individual who is on an authorized leave of absence determines that he/she wishes to return to active employee status prior to the expiration of the full term of said leave of absence, the Board, through its authorized representative, shall make every effort to return the individual to the same contract status that the individual had prior to leaving, subject, however, to the then current needs of the School District. Notification of return to service shall be made in writing to the Superintendent prior to April 1 of the previous contract year.

 


ARTICLE XV - WORK YEAR, WEEKS AND HOURS OF WORK

15.0100 Certificated/Licensed Employees Work Year and Days
15.0101 Work Year
A. The base work year for certificated/licensed employees shall be one hundred eighty-three (183) days. Bargaining unit employees assigned to a satellite program may elect to work additional school days of the associate school district calendar based on mutual agreement between the employee and the associate school district of assignment. The payment of the additional time/days will be by the associate school district.
B. Teachers new to the District are expected to attend a two day orientation prior to the start of the school year.
C. The salaries established in the salary schedule for certificated/ licensed staff shall be computed for one hundred eighty three (183) days of work. Certificated/licensed personnel who are contracted in excess of 183 days shall be paid the per diem rate for the days worked.
15.0102 Work Day
A. All full-time members are entitled to a duty free one-half () hour lunch period.
B. The standard work day for certificated/licensed staff shall be seven and one-half (7 ) hours in length.
C. Secondary teachers shall have a minimum of thirty (30) minutes per day preparation time during the work day. Any academic instructor with four (4) or more class preparations will have an assigned planning period during the student day.
D. Duties and duty periods shall be assigned equitably among all certificated/licensed staff. If a teacher is assigned less than six periods of teaching, he/she shall have duties assigned during non-teaching non-planning periods.
15.0103 Adult Education
The daily schedule for all adult education teachers and instructional specialists shall remain flexible, and shall include an average of twenty-five (25) student/client contact hours per week based on standard work week.
15.0104 Staff Meetings
Staff meetings for all members shall be within the work day, except that up to two (2) hours of meetings per month may be scheduled outside the work day.
15.0200 Parent Conferences
Parent conferences scheduled pursuant to the school calendar, which are held outside the normal work hours, will be attended by secondary teaching staff and the other employees who are directed to do so by the Superintendent. Employees required to work on parent conference days outside those normal work hours shall be compensated for the hours worked with a day off which shall be the day before Thanksgiving and if a second day is necessary, it shall be the work day prior to Spring Break.
15.0300 Inclusion
Classroom teachers who have assigned to their class a student who has been identified with a disability under the Individuals with Disabilities Education Act (IDEA) shall be part of the student's team which develops the student's Individualized Education Plan (IEP) and have direct input into the student's IEP. Additionally, such teachers shall be provided training, inservice programs and professional assistance to enable the teacher to implement the student's IEP.
15.0400 Support Service Employees
15.0401 Holidays
A. All support service employees shall be allowed the following days with pay which fall during the term of their contract: Labor Day, Thanksgiving Day, Christmas Day, New Year's Day, Martin Luther King Day, President's Day, Memorial Day and Fourth of July.
B. A holiday falling on a Saturday shall be observed on the Friday preceding the holiday. A holiday falling on a Sunday shall be observed on the Monday following the holiday.
C. In order to qualify for pay for holidays not worked, an employee must work the scheduled work day before and the scheduled work day after the holiday unless the employee's absence was excused because of a vacation, injury or illness or other excused absence. A doctors excuse for personal illness or injury may be required.
D. Support service employees covered by this agreement shall be paid for holidays not worked on the basis of the employee's straight time hourly rate. The provisions of this article are not applicable to certified/licensed employees covered by this agreement.
E. Holiday hours not worked shall count as hours worked for overtime purposes.
15.0402 Work Week
A. The standard work week, excluding custodial staff, shall be Monday, 12:01 a.m. through Sunday, 12:00 a.m.
B. The custodial staff work week shall be Sunday, 12:01 a.m. through Saturday, 12:00 a.m excluding summer cleaning.
C. The standard hours of work shall be thirty seven one-half (37) hours per week.
15.0403 Work Day
A. The standard work day for service members shall not exceed seven and one-half (71/2) hours, excluding lunch.
B. Full-time non-teaching employees shall be entitled to a duty free, unpaid, one-half hour lunch period each day, and shall be entitled to a fifteen (15) minute break during the first four (4) hours of work and a fifteen (15) minute break during the second four (4) hours of work. Part-time non-teaching employees shall be entitled to a fifteen (15) minute break per day scheduled at the mutual convenience of the employee and the supervisor.
15.0404 Vacations
A. Employees covered by this agreement who are contracted to work 260 days in each contract year shall be granted a vacation with pay as follows:

After one (1) year of continuous service - two (2) weeks.
After eight (8) years of continuous service - three (3) weeks.
After sixteen (16) years of continuous service - four (4) weeks.

B. Those employees hired prior to January 1, 1993 and eligible for vacation can accrue unused vacation on a monthly basis.
C. For employees hired after January 1, 1993 no vacation shall be taken until after the completion of one year of continuous service. Vacations will not be credited for any fractional part of the year of service except where, after an employee has completed one year or more of continuous service the employee is laid off, retires or dies, in which event the employee will receive payment on a pro-rata basis for the vacation accrued at the time of layoff, retirement or death. An employee whose employment is terminated, for whatever reason, after earning his/her vacation, but who has not taken such vacation, shall be paid the vacation pay earned.
D. No vacation leave days will show on the pay stub of an employee or be available to that employee during his/her first year of employment and shall be accruing at the rate of .833 days per month.
E. On the first day of the second year of employment, ten (10) days of vacation leave will be recorded on the employment records for the employee and will appear on the employee's pay stub.
F. The employee will then accrue vacation leave at .833 days per month.
G. During the eighth year of employment, the employee will accrue vacation rate at 1.25 days per month so that on the first day of the ninth year an additional five (5) days of vacation leave will be available to the employee. However, during the eighth year the employee will only be entitled to two (2) weeks of vacation (based on accrual) based on continuous service.
H. During the sixteenth year of continuous employment, the employee will accrue vacation time at the rate of 1.67days per month so that on the first day of the seventeenth (17) year an additional five days of vacation leave will be available to the employee. However, during the sixteenth year the employee will only be entitled to three (3) weeks of vacation (based on accrual) based on continuous service.
I. An employee may accrue and carry forward the maximum of two (2) years accumulated vacation leave.
J. The administration will endeavor to grant vacation at the time the employee requests for vacation insofar as it is possible to do so in accordance with the staffing needs and work load of the School District. In cases of conflict, the employee with greater seniority shall be given preference, provided no other vacation is scheduled for the time period requested. It is understood that the number of employees allowed to go on vacation during any one time period will be determined by the administration, and the administration reserves the right to arrange vacation schedules in accordance with the needs of the School District.
K. It is the intent of the parties to this agreement that employees shall take their vacation and not draw pay in lieu thereof. Vacation leave may be accumulated to a maximum of the amount of vacation leave an employee can earn in a two year period based on the employee's years of service.
15.0405 Overtime
A. Support service employees covered by this agreement who physically work thirty-seven and one-half (37) hours in any work week, shall be paid one and one-half times their regular straight time hourly rate for all hours worked in excess of thirty-seven and one-half (37 ) hours, except that overtime hours worked on Sundays and holidays shall be paid at double the regular straight time hourly rate. Holidays that fall within the thirty-seven and one-half (37) shall be included as hours physically worked.
B. So far as is practical, opportunities to work overtime in a particular job classification shall be offered on a rotational basis among the employees in that job classification, provided the employees are fully qualified to perform the overtime work required.
C. Employees who work an overtime shift or decline overtime will move to the bottom of the rotation list.
D. In the event all employees in a classification decline the overtime, the least senior employee(s) may be required to work the overtime or the administrator supervisor may use a substitute employee at the Board approved substitute hourly rate.
E. In an emergency/calamity situation, mandatory overtime will be assigned based on the rotation list.
15.0406 Call-In Pay
A. Employees not regularly scheduled to work on Saturday who are called in to work shall be guaranteed a minimum of two (2) hours work and shall be compensated at the applicable rate. Employees not regularly scheduled to work on Sunday but who are called to work on Sunday shall be guaranteed a minimum of two (2) hours work and shall be compensated at double their regular rate of pay. Employees called to work on a holiday shall be guaranteed a minimum of two (2) hours work and shall receive their regular rate of pay in addition to the holiday pay.
B. Any support service employee who is not regularly scheduled to work on Sunday but who is required to work on Sunday shall be paid at the rate of double the employee's regular rate of pay for the hours worked that day.
15.0407 Compensatory Time
A support service employee who works overtime hours may elect to take compensatory time at the rate of one and one-half hours for each hour of overtime worked in lieu of pay for such overtime hours. A maximum of sixty-five (65) hours of compensatory time may be accumulated. An employee's immediate supervisor must approve the taking of compensatory time before such time can be taken. In the event the operational needs of the School District prevent an employee from taking compensatory time within ninety (90) days of the date such time was earned, the employee shall be paid for the overtime hours worked applicable to such compensatory time in the next pay period.
15.0408 Shift Differential
Custodians working third shift beginning after 9:30 p.m., shall be paid a shift differential of .25 an hour for all hours physically worked.
A. Third shift custodians who work either the first or second shift will not receive this shift differential pay.
B. This shift differential shall not be paid to a custodian for hours not physically worked which shall include, but not be limited to; holidays, vacation days, sick days, personal leave days, and overtime.
15.0500 Calamity Days
ln the event that, due to weather conditions or for some other reason, a particular program (e.g. the adult education program, the secondary education program) is closed, employees assigned to that program which is closed shall not be required to report to work. All other employees, unless notified by radio announcement or telephone not to report to work, shall be required to report to work, except that employees assigned to satellite locations shall be subject to the school closings/calamity day provisions of the satellite location's school district. Twelve month employees covered by this Agreement (i.e. custodians and secretaries) shall be required to report to work, unless notified not to do so.
15.0600 Regardless of length of service, there shall be in-service for all classifications.

 


ARTICLE XVI - INSURANCE

16.0100 Effective during the period of this master contract, the following insurance programs shall be available for all members covered by the contract. Appropriate information and application forms will be provided to all new members by the administration at time of pre-employment processing and it is desirable that such applications be completed and filed at that time if the member desires insurance coverage. A notification regarding the annual open enrollment period will be posted in each school building prior to and during such annual open enrollment period.
16.0101 Coverage becomes effective on the first day of active service.
16.0102 Eligible members who have elected not to take insurance coverage shall not be eligible for such coverage until the open enrollment period, September 1 to September 30.
16.0103 Changes in types of coverage (i.e., single to family) must be done in compliance with the carriers requirements. Contact the Treasurer's office for information and applications.
16.0200 AlI insurances provided pursuant to the master contract shall be subject to the conditions set forth in any insurance contract secured by the Board. The insurance coverage provided as of the execution date of this contract shall be provided as afforded through the Butler County Health Insurance program for the term of this contract. However, if said insurance coverage is not available for reasons beyond the control of the parties, this section shall be reopened for negotiations. (Butler County Health Insurance Plan, dental and life insurance)
16.0300 Butler County Health Insurance Plan
16.0301 The Board will pay 90% of single contract cost, 90% of the single plus one, and 90% of family contract costs for all full-time employees who work thirty (30) or more hours per week and one hundred-twenty (120) days or more per year. Employees who work less than six (6) hours per day and one hundred-twenty (120) days or more per year will receive the following proration of benefits:
Hours/Day Board
6 90%
5 - 5.5 75%
4 - 4.75 60%
16.0302 Any current employee (excluding all part-time adults) working less than four (4) hours per day but working 120 days or more will be grandfathered at their current level of benefits including the Board's percentage of premium contribution.
16.0400 Butler County Dental Insurance Plan
16.0401 The Board will pay 90% of single contract cost, 90% of the single plus one, and 90% of family contract costs for all full-time employees who work thirty (30) or more hours per week and one hundred-twenty (120) days or more per year. Employees who work less than six (6) hours per day and one hundred-twenty (120) days or more per year will receive the following proration of benefits:
Hours/Day Board
6 90%
5 - 5.5 75%
4 - 4.75 60%
16.0402 Any current employee (excluding all part-time adults) working less than four (4) hours per day but working 120 days or more will be grandfathered at their current level of benefits including the Board's percentage of premium contribution.
16.0500 Term Life Insurance
16.0501 The Board of Education will provide $30,000 of term life insurance for all eligible members with premiums fully paid by the Board.
16.0502

The insurance will provide double indemnity in the case of accidental death or dismemberment, disability coverage benefits and conversion privilege, as well as guaranteed insurability.

16.0600 The foregoing medical insurance shall be continued for any eligible member who pays the member's portion set forth in this article during any period when such member is on the active working payroll, compensated leave of absence, disability leave of absence with less than thirty (30) days, or for members working only during the regular school year and not working during the summer break period, until such members either resign their employment status or fail to return to active working status at the commencement of the next school year. Members on non-compensated approved leave of absence, (including disability leave of absence of over thirty (30) days duration), who desire health insurance coverage may do so by paying the full 100% premium for such insurance to the Treasurer of the Board on or before the first (1st) day of the month prior to any month such coverage is desired to be continued. It is understood that the Board has no responsibility for any cancellation of a member's insurance coverage.

 


ARTICLE XVII - SEVERANCE PAY

17.0100 Members retiring from the Butler County Joint Vocational School District shall be granted severance pay determined on the basis of one-fourth (1/4) of the unused sick leave days accumulated up to a total of forty-five (45) days. The per diem rate is based on their placement on the salary schedule at the time of retirement.
17.0200 The retiring member will receive severance pay within thirty (30) days following retirement certification to the Treasurer. The employee must file official notification from the retirement system and notify the Treasurer in writing. (Note: Changes in accordance with IRS requirements.)
17.0300 Receipt of payment for accrued but unused sick leave shall eliminate all sick leave credit accrued by the member.
17.0400 Retirement, as used in this article, shall mean retirement under one of the State of Ohio Retirement Systems.
17.0500 An employee who dies while in active service to the district shall be deemed to have retired the day prior to death and the severance benefits accrued shall be paid to the employee's family.

 


ARTICLE XVIII - PAY PERIODS, PAYROLL DEDUCTIONS

18.0100 All regularly contracted members will be paid twenty-six (26) times per year except in the year there are twenty-seven (27) pays. The year there are 27 pays, the annual salary will be divided by 27 pays rather than 26. The pay days will be every other Friday.
18.0101 All employees of the Board will be required to utilize direct deposit for their paychecks.
18.0200 The Board shall provide, through its Treasurer, payroll deductions of the matters listed below as a service to the members, without charge to members.
18.0201 State, Federal, Local Income Taxes and Medicare
18.0202 Retirement
18.0203 Premiums for insurance purchased through the District.
18.0204 Association dues - Political Contributions (EPAC) - Fair Share Fee
18.0205 Tax sheltered annuities, provided there is a minimum of five enrollees for any new company.
18.0206 United Way donations (employee contribution must be a minimum of $10.00 per pay)
18.0207 Credit Union
18.0208 Purchase of Ohio Tuition Credits
18.0209 Purchase of past service credit for STRS
18.0300 STRS/SERS Pick-Up
The Board of Education of the Butler County Joint Vocational School District herewith agrees with the Butler County Vocational Education Association to pickup (assume and pay) contributions to the State Teachers Retirement System and the State Employees Retirement System upon behalf of the members in the bargaining unit on the following terms and conditions:
18.0301 An amount equal to the member's total contribution will be picked up and paid on behalf of each member including contributions on supplemental earnings.
18.0302 The Board shall compute and remit all applicable contributions to STRS and SERS based upon annual salaries and any other earned compensation(s)*.
18.0303 The pick-up percentage shall apply uniformly to all members of the bargaining unit and no member covered by this provision shall have the option to elect a wage increase or other benefit in lieu of the employer pick-up.
18.0304 The pick-up shall become effective immediately upon the signing of this document.
18.0305 Definitions
*Annual Salary - The adjusted salary plus the employer pick-up of the member's contribution to STRS and SERS. Adjusted Salary - The annual salary minus the employer pick-up (salary which appears on the member's W-2 form).
18.0306 Said pick-up shall not result in additional cost to the Board of Education

 


ARTICLE XIX - SALARY

19.0100 Teachers and Certificated/Licensed Support Staff
19.0101 Effective with each employee's first day of the 2001-2002 school year, the base of the salary schedule shall be increased by five (5%) percent. The salary schedule to be implemented is attached and designated as Appendix A1.
19.0102 Effective with each employee's first work day of the 2002-2003 school year, the base of salary schedule shall be increased by five (5%) percent. The salary schedule to be implemented is attached and designated as Appendix A2.
19.0103 Effective with each employees first work day of the 2003-2004 school year, the base of the salary schedule shall be increased by five (5%) percent. The salary schedule to be implemented is attached and designated as Appendix A3.
19.0200 Support Service Employees
19.0201 Effective with each employee's first work day of the 2001-2002 school year, the Board shall implement the attached salary schedules (Appendices B1 - H1) calling for a five (5%) percent increase.
19.0202 Effective with each employee's first work day of the 2002-2003 school year the Board shall implement the attached salary schedules (Appendices B2 - H2) calling for a five (5%) percent increase.
19.0203 Effective with each employee's first work day of the 2003-2004 school year, the Board shall implement the attached salary schedules (Appendices B3 - H3) calling for a five (5%) percent increase.
19.0204 Support service employees hired on or after September 1, 1995, shall be paid pursuant to the attached salary schedules for the 2001-2002, 2002-2003, and 2003-2004 school years. (Appendices E1, 2, 3; F1, 2, 3; G1, 2, 3; H1, 2, 3).
19.0300 The amounts appearing on said schedule shall be the member's "regular rate of pay."
19.0400 Extended Service Contracts
19.0401 Certificated/licensed employees whose contracts extend beyond the base year of one hundred eighty-three (183) days shall be paid at the regular daily rate of pay for all additional days of extended service
19.0402 The following schedule shall be in place for the term of the contract for members currently holding extended service contracts:
Agricultural 0-30days
CBE 0-5 days
Marketing 0-5 days
Impact 0-5 days
Work and Family Life 0-5 days
Grads 0-7.5 days
CBIP 0-7.5 days
DCHO 0-5 days
19.0403 The specific number of days granted shall be based on the request submitted by the teacher in the spring of the preceding year and approval of the administration based on state program requirements and approved local program activities.
19.0500 Supplemental Contracts and Stipends
19.0501 Teachers shall be provided a supplemental contract and be paid at the rate of $120 per day for work outside the standard contract year, such as curriculum development and related type services payable within thirty days of completion of the work as approved by the immediate supervisor/administrator.
19.0502
Activity Amount/Year
Yearbook Sponsor $600.00
National Vocational Honor Society Advisor $300.00

Career Technical Student Organization Activity Fund Coordinator

$500.00
Advisor positions worked less than the regular 183 work days shall be eligible for the stipend based on the effective start date applying the following formula:
Actual contract 
days

183
Amount of
Stipend
= Prorated Stipend
19.0503 Special Committee/Activity Participation and Curriculum Development as Per Formula:

Total number of hours (as verified by project supervisor)
7.5 hours

X $80.00
(List of activities to be developed and submitted i.e. form #2210 F1)
19.0600 Placement of Certified/Licensed Personnel On The Pay Schedule
19.0601 Certified/licensed personnel shall be placed on the salary schedule based on the following:
A. Bachelor's
Teachers and certificated/licensed support employees who meet the following qualifications shall be placed on the bachelor's column of the salary schedule:
1. Teachers and certificated/licensed support employees with a bachelor's degree qualifying for appropriate certification/ licensure.
2. Vocational teachers who have not obtained a bachelor's degree but who have the requisite number of years of work-related experience to qualify for a vocational teaching certificate/license.
B. Bachelor's With 150 Hours
Personnel meeting certification/licensure requirements shall be placed on the Bachelor's 150 hour column of the salary schedule, including the following:
1 Personnel with a bachelors degree with one hundred fifty (150) semester hours and holding an appropriate certificate/license.
2. Vocational certified/licensed teachers who have obtained 30 semester hours or 45 quarter hours of course work in the area of licensure or in an area related to the teaching field since the initial issuance of such provisional certificate or professional licensure.
C. Master's
The following personnel will be eligible for placement on the Master's column of the salary schedule:
1. Certificated/licensed personnel holding a master's degree or equivalent as outlined in the Ohio Vocational Certification/ Licensure Laws and Regulations.
2. Vocational certificated/licensed teachers who were issued a vocational teaching certificate/license prior to obtaining a bachelors degree who hold a professional certificate/license and have completed the requirements for a bachelor's degree.
D. Master's + 15
1. Personnel with a master's degree who have earned an additional fifteen (15) semester hours after earning the masters degree shall be placed on the Masters +15 hour column of the salary schedule. The hours may be graduate hours, undergraduate hours or a combination of both.
2. Vocational certificated/licensed teachers who were issued a vocational teaching certificate/license prior to obtaining a bachelors degree who hold a professional certificate/license and have completed the requirements for a bachelors degree with one hundred fifty (150) semester hours.
19.0602 Any degree referred to above shall mean an earned degree from an accredited institution. Three (3) quarter hours shall equal two (2) semester hours.
19.0700 Previous Work Experience
19.0701 Teaching Experience
Credit shall be given for all years of teaching in a school approved and accredited by their respective State Department of Education. A year's teaching experience will not be granted for less than one hundred twenty (120) days of actual contract teaching experience in any one school year in a single district. Fractional years will not be counted for schedule placement purposes. This does not apply to employment of retired teachers under section 2.0800 in this Master Agreement.
19.0702  Military Credit
Active military years service as defined by ORC 3307.62 may be credited for salary placement up to five (5) years. Anything less than eight (8)consecutive months of continuous service will not be credited as a year's service.
19.0703 Verification of Experience
All experience, teaching, military, etc., shall be verified by substantiating documents from the appropriate agency.
19.0704 Work Experience
Credit for full-time work experience prior to hiring will be allowed on the following basis:
A. Five (5) years of experience (2000 hours per year except for nursing experience at 1750 hours per year) including apprenticeship or equivalent training in the vocational area to be taught as approved by the State Department of Education shall qualify the applicant for placement equivalent to the bachelor's degree and no experience.
B. Work related experiences (2000 hours per year except for nursing experience at 1750 hours per year) beyond requirements for basic certification/licensure for all teachers will be credited at a rate of one (1) year salary credit for every two (2)years of related full time, full year vocational experience for all years of experience in the field over five (5) except that no teacher shall be given more than five (5) years credit on steps of the salary schedule.
19.0800 Required Notification of Change in Classification
If additional training qualifies an employee to move from one salary class to another, written notification must be given to the Superintendent prior to the beginning of the employee's contract year and an updated official transcript of credits shall be filed before October 1 to claim the salary reclassification. Salary adjustments will only be made at the beginning of the school year.
19.0900 Placement of Support Service Employee Personnel on the Salary Schedule
19.0901 One year service credit for each year of military service shall be granted to new employees to a maximum of five (5) years on the salary schedule at the time of employment.
19.1000 Advancement
19.1001 A member shall advance one step on the salary schedule for each year of experience in the District.
19.1002 A support service employee promoted across job classifications shall be placed one (1) step lower for each progressive pay schedule crossed.
19.2000 Internal Substitution
Every reasonable effort will be made to secure substitutes for teachers when they are absent from duty.
19.2001 If, in the event a substitute cannot be found, and a member of the unit is assigned to cover an absent teacher's work assignment, he/she shall receive $19.00 per class period worked.
19.2002 Members may retain records of partial periods worked until a full period is accumulated.
19.2003 Any member assigned to weekend duties accompanying students to meetings required and approved for a Career Technical Student Organization), shall be paid $100.00 per day for each day spent in the performance of these duties.
19.2004 Any member assigned to duties after the end and before the start of a school year accompanying students required and approved for a Career Technical Student Organization, shall be paid $100.00 per day for each day spent in the performance of these duties.
19.3000 Vacation Pay
19.3001 Vacation pay shall be based on hours normally worked.
19.3002 Vacation pay shall be computed by adding the members regular rate of pay in effect on the last day worked before vacation.
19.3003 A member shall be compensated for any pay rate increases scheduled to occur during vacation.
19.4000 Travel Allowance
If a member is required to use his/her own vehicle during the course of his/her work, the District shall reimburse the employee at thirty-two cents (.32) per mile.
19.5000 IRS 125 Plan
The Board shall make available to the members the 125 cafeteria plan.
19.6000 Retirement Incentive
19.6001 Any employee who retires from the employment of the Board in the year in which the employee becomes eligible to receive retirement benefits under the State Teachers Retirement System or the School Employees Retirement System shall receive a sum equal to 35% of the employee's accumulated but unused sick leave based on the following:
  • Any age with 30 years of service credit; or
  • Age 55 with 25 or more years of service credit; or
  • Age 60 with five or more years of service credit.

This payment shall be in lieu of severance pay provided under Article 17 of this agreement.

19.6002 Any employee who fulfills the above requirement for retirement provided by any state retirement system, must designate in writing his/her retirement by April 1 and retire at the end of that school year or designate in writing sixty (60) days prior to the date of retirement and retire in the year in which he/she becomes eligible in order to receive the benefits of this provision.
19.7000 Tuition Supplement
19.7001 Tuition assistance will be paid to employees to assist in the tuition costs not to exceed four hundred ($400) in any one calendar year and will be for tuition costs only when he/she has completed the course with at least a "C" or "Pass" grade.
19.7002 All courses, technical courses included, must be pre-approved by the Superintendent or designee within thirty (30) days prior to the starting date of the course (district form 3242 F1 Appendix O). Courses will relate to the member's present assignment or be designed to improve professional competence that would benefit the district.
19.7003

The employee must have been employed by the district for two (2) for two (2) consecutive semesters to be eligible to participate in this program.

19.7004 A supplement shall not be paid for any course where the employee has previously received financial aid for the course in question in the form of scholarship, fellowship or grant-in-aid, except in the case of a teacher who has received a tuition certificate in recognition of his/her services as a cooperating teacher for supervising a student teacher.
19.7005 Tuition reimbursement will not occur if the member receives a supplement contract as per Section 19.0501.

 


ARTICLE XX - DURATION

This contract shall become effective July 1, 2001 upon ratification and approval by both parties and shall continue in full force and effect through June 30, 2004.

This contract was executed on the 15th day of May 2001.

FOR THE BUTLER COUNTY JOINT VOCATIONAL SCHOOL DISTRICT BOARD OF EDUCATION

FOR THE BUTLER VOCATIONAL EDUCATION ASSOCIATION
Michael Oler, Board President David Edmundson, Association President
Wayne Bethel, Treasurer James W. Meredieth, Association Vice-President
Joseph L. Lupo, Superintendent Diana Herbe, Agent of Record

INDEX

Adult Education Daily Schedule

Advisors & Coordinators

Agreement Duration

Annual Salary

Anonymous Letters

Arbitration

Assignment/Reassignments

Custodial Staff 

Assault Leave

Association - Administration Steering Committee (AASC)

Association Dues Deduction

Indemnification of Employer

Transmittal of Deductions

Association

Announcements 

Bulletin Boards

Mail

Related Meetings

Representation

Rights

Board Policy

Board Rights and Responsibilities

Calamity Days

Casual Employees

Call - In Pay

Change in Classification 

Child Abuse or Neglect 

Child Care Leave

Compensatory Time

Complaints Against Staff

Continuing Contract - Certified/Licensed Staff

Contract Duration

Contract Printing Costs

Course of Study/Curriculum Development

Court Leave

Definitions

Degree

Dental Insurance

Direct Deposit

Discipline

Association Representation

Duty-Free Lunch

Employment Contracts

Support Service Staff

Teachers

Evaluation

Sequence of Evaluation - Teaching Staff

Sequence of Evaluation - Support Service Staff

Occurrence Report

Extended Service Contracts

Extended Time Approval

Fair Share Fee

Employee Rights

Entitlement to Rebate

Fair Share Fee Deductions

Procedure for Rebate

Family Medical Leave Act (FMLA)

Fighting on the Job

Grievances

Arbitration

Association Representation

Definition

Procedure

Health Insurance

Holidays

Improper Conduct with Students

Inclusion

Initial Placement of Certified/Licensed Staff

Initial Placement of Support Service Staff

Insulting or Abusive Language

Insurance

Coverage

Eligibility

Plan

Internal Substitution

Intoxicants and Controlled Substances

IRS 125 Plan

Job Classifications

Job Descriptions

Job Postings

Jury Duty/Court Appearance

Just Cause

Leaves of Absence - Unpaid

Life Insurance

Limited Probationary Contact

Local Professional Development Committee (LPDC)

Compensation

Selection of Members

Term Limits

Management Rights 

Military Credit

Military Leave

National Vocational Honor Society Advisor

Negotiations

Dispute Resolution Procedure

Issues of Bargaining

In-term Bargaining

Severability

Non-renewal of Certificated/Licensed Employees

Non-discrimination

Notification of Change of Classification

Ninety (90) Day Probationary Period

Observations

Overtime

Parent Conferences

Part-Time Employees

Pay Periods

Payroll Deductions

Association Dues

Fair Share Fee

Period Substitutes

Personal Leave

Personal Leave Attendance Incentive

Certified/Licensed Staff

Support Service Staff

Personnel Files

Pregnancy

Preparation Time

Procedure for Rebate

Recall Rights

Professional Leave

Progressive Discipline

Recognition

Reduction in Force

Regular Rate of Pay

Reinstatement Rights

Reprimands

Retirement

Retirement Incentive

Returning Retired Teachers

Rights While on Leave

Salaries

Advancement

Placement of Certified/Licensed Staff 

Placement of Support Service Staff 

Satellite Programs

Schedule of Fair Share Fee Deductions 

Seniority 

Seniority Lists 

Severance Pay 

Shift Differential

Sick Leave

Immediate Family

Pregnancy

Sick Leave Attendance Incentive

Certified/Licensed Staff 

Support Service Staff

Special Committee/Activity Participation 

Staff Meetings 

Stealing

Stipends

STRS/SERS Pick-Up

Student Discipline Committee

Super Seniority

Supplemental Contracts 

Suspension Without Pay 

Teaching Experience 

Temporary Transfers

Termination 

Travel Allowance (mileage) 

Transfers

Tuition

Course(s) Pre-Approval

Eligibility

Payment

Reimbursement

Union Leave

Unpaid Leaves of Absence

Use of School Facilities

Vacancies

Vacations

Accumulation

Vacation Pay

Verification of Work Experience

VSO Activity Fund Coordinator

Weekend Duties

Work Day

Support Service Staff 

Teachers

Work Experience

Work Related Experience

Work Week - Support Service

Work Year - Certified/Licensed Staff

Yearbook Sponsor