TheContractual AgreementBetween The City School District of Rochester, New York and The Association of Supervisors and Administrators of Rochester July 1, 2001 - June 30, 2003 |
||
|
|
|||||||||||||||||||||||||||||||||||||||
|
ARTICLE 1 RECOGNITION
The Board agrees to recognize the Association (hereinafter "ASAR") as the exclusive bargaining representative of the administrators of Rochester (as hereinafter defined). The term "administrator", and administrative personnel" for the purpose of this document shall include all certified employees in the administrative and supervisory salary schedule, with the exception of the Superintendent, Deputy Superintendents, Assistant Superintendents, Chiefs, Managing Directors, and Directors in the Department of Human Resources. ARTICLE 2 - NEGOTIATIONS PROCEDURES
1. Meetings of the negotiating committees may be initiated at the written request of either party. All subject matter to be negotiated should be submitted by the first Friday in March when school is in session. The parties shall arrange for a mutually satisfactory time and place for an initial meeting within a reasonable time thereafter. 2. Agreements reached by the negotiating committees shall be submitted in writing to the Board of Education and the Association for ratification. Upon ratification the agreement shall be signed by the President of the Board of Education, the Superintendent of Schools, and the President of ASAR. 3. If the Board of Education and the ASAR negotiating committee are unable to reach agreement, the parties shall each select a representative and the two representatives shall elect a third person mutually acceptable to them to act as chairman of an ad hoc committee. This committee shall take whatever steps it deems necessary in order to assist the parties to resolve their differences. 4. The costs of the services of the ad hoc committee, including per diem fees, if any, and actual and necessary travel and subsistence expenses, shall be shared equally by the Board of Education and ASAR. 5. The Board of Education agrees to furnish to the negotiating committee in accordance with reasonable requests, all available information concerning financial resources of the District, tentative budgetary requirements and allocations, and such other information as will assist the negotiating committee in developing intelligent, accurate, and constructive programs. 6. If joint meetings of the negotiating committees are scheduled during the school day, members of the committees shall be released from their regular duties without loss of pay and with substitutes provided when requested. 7. In the event the Board of Education is considering a change in policy which would come within the scope of this Agreement, or is considering any change in districtwide educational policy which has an impact on the terms and conditions of work, the Board of Education or the Superintendent of Schools shall so notify the President of the Association. The Association shall, within ten (10) days, notify the President of the Board of Education if the Association will exercise its right to negotiate these matters. The Board and the Association shall also negotiate on any appropriation of unanticipated additional sources of public revenue which are not specifically earmarked. The Association shall also have the opportunity to present its views to the Superintendent, designee and/or the Board at a mutually convenient time, on other revisions of educational policy which the Association may deem desirable. 8. The District recognizes that ASAR Unit members are organized in “councils” for the purpose of conducting ASAR business and for informational purposes. a. At the end of any monthly meeting of a council scheduled by the District, the ASAR Unit members who are members of that council will be permitted to meet in "executive session" for 30 minutes for the purpose of conducting ASAR business. b. The right to meet for ASAR business for 30 minutes will not begin past 3:30 p.m. In this case, the council meeting would be suspended for 30 minutes at 3:30 p.m. for ASAR business. c. The District recognizes the following groups as councils:
d. Once every month, Unit members housed at Central Office are permitted to meet for 30 minutes during work hours to conduct ASAR business. 9. The contract may not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties, and no departure from any provision of this Contract by either party or by members of the negotiating committee shall be construed to constitute a continuing waiver of the right to enforce such provision. 10. This Contract shall supersede any rules, regulations, or practices of the Board of Education which shall be contrary or inconsistent therewith. ARTICLE 3 DUES DEDUCTION 1. The Board of Education agrees to deduct from the salaries of the administrators who are members of the ASAR the dues levied by the ASAR as said administrator individually and voluntarily authorizes the Board to deduct and to transmit the monies promptly to ASAR. 2. ASAR shall certify to the Board the current rate of membership dues to the associations which are named in paragraph 1 above, and shall notify the Board of any changes in the rates of membership. 3. Dues deductions authorized by individual administrators shall be continuous unless revoked in writing. Any administrator desiring to have the Board discontinue deductions previously authorized must notify ASAR by September 15 of each year, in writing, and ASAR shall notify the Board in writing of said revocation. 4. Deductions shall commence and be consistent with the procedures developed jointly by the City School District and ASAR. 5. It is specifically agreed that the City School District and the Board of Education assume no obligations, financial or otherwise, arising out of the provisions of this Section, and ASAR agrees that it will indemnify and hold the District and Board harmless from any and all claims, actions, demands, suits or proceedings, by any employee or any other party arising from deductions made by the District or Board and remittance to ASAR of dues and any other fees under this Section. Once the funds are remitted to ASAR, their disposition thereafter shall be the sole and exclusive obligation and responsibility of ASAR. 6. Effective July 1, 1983, the Rochester City School District shall deduct from the wage or salary of employees in the bargaining unit who are not members of the ASAR the amount equivalent to the dues levied by the ASAR and transmit the same so deducted to the ASAR, in accordance with Chapters 677 and 678 of the laws of 1977 of the State of New York. ASAR affirms that it has adopted such procedure for refund of agency fee deduction as required in Section 3 of Chapters 677 and 678 of the laws of 1977 of the State of New York. This provision for agency shop deduction shall continue in effect so long as the ASAR maintains such procedure. The agency fee deduction shall be made following the same procedures as applicable as set forth earlier in this Section. ARTICLE 4 - ASSOCIATION RIGHTS 1. The City School District's daily courier service shall be extended to ASAR's use. 2. Duly authorized representatives of ASAR, certified to the District, shall have the right to transact official organization business on school property. Upon arrival, such authorized representatives shall report their presence to the principal or designee. The principal or designee shall then confer with the duly authorized representatives in order to facilitate the purpose of the visit provided such visit shall not interrupt normal school operations and is approved by the principal or designee. 3. When it is necessary for representatives of ASAR to engage in Association activities directly relating to the Association duties which cannot be performed other than during school hours, upon the approval of the Superintendent or designated representative within a reasonable time in advance, they shall be given such time, without loss of pay, as is necessary to perform any such activities. ASAR recognizes and agrees that this privilege should not be abused. 4. The President of ASAR shall be released from duties on a half-time basis to conduct Association business. The details of the released time are to be agreed upon mutually depending upon the assignment of the unit member elected President. In the event that release time is not possible, a $10,750 differential will be paid to the President for each contract year. 5. ASAR shall have the right to use bulletin boards or other communication media, and to use building facilities for the purpose of meetings concerned with the exercise of the rights established in this Agreement. ARTICLE 5 - SALARY
1. Effective July 1, 2001, the following salary brackets shall be established: Bracket I $85,000 to $100,000 Bracket II $75,000-$90,000 Bracket III $70,000-$85,000 Bracket IV $65,000-$80,000
2. The administrative title of record for each bracket will be as follows: Bracket I School Principal Bracket II Director Bracket III Assistant School Principal Bracket IV Administrator Tenure and seniority will be established for each of these four titles. See Appendix A for a definition of each bracket. 3. Effective July 1, 2001, all titles within ASAR will be placed within the four salary brackets. A joint committee of the District and Association with equal membership will determine the placement of each title in accordance with definitions contained within the Contract. Seniority will be established for each bracket based on unit members’ years of seniority in the titles held on June 30, 2001. 4. Effective July 1, 2001, all unit members in Brackets I, II, and III shall work eleven months (10 months and 20 days). A unit member placed in Bracket I, II, or III who worked 10 months and 10 days in 2000-2001 shall receive a 2.5% increase in annual base salary as of June 30, 2001. 5. Effective July 1, 2001, any unit member whose 2000-2001 salary is below the lowest salary level within the bracket in which that unit member was placed shall have their annual base salary increased to the lowest salary level within the bracket. The increase, however, must be at a minimum of 4% of the lowest salary level within the unit member’s bracket. 6. Effective July 1, 2001, unit members whose salaries are within their salary bracket range shall receive a 4% increase in their annual base salary. If this 4% increase results in the salary exceeding the upper limit of the bracket, the increase shall not exceed the upper limit provided the increase is at least the following minimums: Bracket I $3,100 Bracket II $3,100 Bracket III $2,635 Bracket IV $2,480 7. Effective July 1, 2001, unit members whose salaries are at or above the upper limit of their salary bracket shall receive a general salary increase as follows on their annual base salary: Bracket I $3,100 Bracket II $3,100 Bracket III $2,635 Bracket IV $2,480 8. Effective July 1, 2002, unit members whose salaries are within their salary bracket range shall receive a 3.75% increase in their annual base salary. If this 3.75% increase results in the salary exceeding the upper limit of the bracket, the increase shall not exceed the upper limit provided the increase is at least the following minimums: Bracket I $3,100 Bracket II $3,100 Bracket III $2,635 Bracket IV $2,480 9. Effective July 1, 2002, unit members whose salaries are at or above the upper limit of their salary bracket shall receive a general salary increase as follows on their annual base salary: Bracket I $3,100 Bracket II $3,100 Bracket III $2,635 Bracket IV $2,480 10. Persons appointed or promoted to an administrative position must be placed within the appropriate salary range as defined in Appendix A. The District may place the appointment anywhere within the salary range. In the event that a unit member is being promoted to a higher salary bracket and if the unit member’s current salary exceeds the upper limit of the bracket to which they are being promoted, the Superintendent may grant a promotional salary increase not to exceed the following amounts: Bracket I $3,100 Bracket II $3,100 Bracket III $2,635 11. On July 1, 2003, if a successor Agreement has not been executed, effective July 1, 2003, all unit members shall receive a 2.265% increase in their annual base salary. 12. Summer Work Schedule for Principals. a. Beginning July 1, 2001, Elementary Principals will be required to work a 10-month plus 20 day schedule subject to the following conditions. b Elementary and Secondary Principals will be notified by April 1 of required work days for the following July and August and requested to identify the remaining days to be worked in July and August. By April 15, the Principals must respond to this request and by May 1, their supervisors shall approve July and August work schedule of every Principal. c. The twenty (20) workdays in July and August are to be used to carry out the duties and responsibilities of the primary job title and assignment of the Principal. d. The Principal shall not be assigned to other roles or tasks during the twenty (20) days in July and August without his or her consent. e. The District may call Principals to Districtwide inservices, workshops, and meetings up to three (3) of the twenty (20) scheduled workdays in July and August. f. Beginning in the 2001-2002 school year, an Elementary Principal may request by the previous April 15, to work up to three (3) days less than twenty (20) days during July and August. The District must approve or disapprove this request by May 1, which shall not be unreasonably denied. If approved, the particular Elementary Principal’s salary shall be reduced by the daily pay rate (1/220) for each of the three (3) days not worked during that year. 13. Summer School Compensation. The following process shall be used for determining the rates of compensation for ASAR members who accept employment in summer school programs. The process is applicable to administrators who normally work 10 months and 10 days and those who work 10 months and 20 days, and when the number of summer school days plus the number of contractually requied workdays in July and August are greater than the number of available workdays in July and August. A. This process requires summer school administrators to be on duty every available workday during the months of July and August unless otherwise approved by the District. If approved, the administrator goes off payroll and forfeits pay at the normal rate for the number of days approved in item F below. The administrator is expected to be on duty for all the scheduled summer school days. B. Definitions. A = Total available work days in July and August B = Number of days required to work in July and August based on bracket assignment. C = Number of SUMMER SCHOOL work days between July 1 and August 31, inclusively. D = Number of days pay at the SUMMER SCHOOL rate. E = Number of days paid as a part of the annual salary. F = Number of days available for duty at assigned work site
C. Formulae: D=A-B F=A-C E=(C-D) + F D. Summer School Principals shall be compensated at the rate of 1/210th per day of the lowest salary level in the Bracket I salary range for that school year. This rate is applicable to the number of days determined in item D above. E. Summer School Principals will be compensated at a rate of 1/210th per day of the lowest salary level in the Bracket I salary range for that school year for assigned days of work completed prior to July 1 in preparation for the opening school year. F. Summer School Attendance Supervisors and Registrars (if ASAR members) shall be compensated at the rate of 1/210th per day of the middle of the salary range for Bracket IV for that year. This pay rate is applicable to the number of days determined in item D above. G. If an ASAR member is selected as the summer school registrar, he/she will be compensated at a rate of 1/210th per day of the middle of the salary range for Bracket IV for that year for the 15 days of work completed prior to July 1 in preparation for the opening of summer school. H. If an administrator teaches in summer school, the summer school rate shall be 1/200th of the salary he/she would be receiving if he were on the teachers’ salary schedule with full credit for all of professional experience. 14. Effective September 1, 1988, each Coordinating Administrator in Special Education shall receive a $750 differential. 15. School Coordinators of Health, Physical Education, and Athletics. Coordinators of Health, Physical Education, and Athletics (Department Heads) shall be assigned to middle and secondary schools upon the recommendation of the Superintendent of Schools. In addition to their regular duties, they shall supervise intramural and interscholastic athletics. They shall be paid a differential of $2,500 at the middle school and a differential of $4,000 at the secondary school to be added to their annual salaries. Coordinators of Health, Physical Education and Athletics are not eligible to apply for or hold any coaching positions with the District unless qualified candidates are not available and the coordinator obtains approval from the school principal. 16. Temporary Assignment in Higher Bracket Position. When an administrator is assigned by the Superintendent of Schools to the responsibilities of a higher bracket administrative position for 15 or more school days within the same school year, he shall receive the same pay for all days served as if regularly appointed in that position. 17. Adjust in Salaries. A salary is subject to audit and immediate correction at any time for error and/or adjustment of incorrect payment. 18. Salary Payments. Administrators shall receive their first paycheck no later than the third Friday in September and every two (2) weeks thereafter during the school year adjusted for days when schools are officially closed on Fridays. 19. Additional Time Worked. a. All "10 month plus 10 days administrators" employed beyond their normal assignment for comparable work of a professional nature shall be paid 1/210th of their annual salary for the actual days assigned and worked beyond their normal work year. b. All "11 month administrators" employed beyond their normal assignment for comparable work of a professional nature shall be paid 1/220th of their annual salary for the actual days assigned and worked beyond their normal work year. c. Effective July 1, 2001, all other work of a professional nature shall be paid at the rate of $26 per hour. Effective July 1, 2002, the rate is increased to $29 per hour. 20. Attendance Incentive a. To be eligible, a staff member must have worked 15 consecutive years as an administrator in the City School District beginning at the effective date of appointment contained in the Board Resolution approving the appointment. If no effective date is contained in the Board Resolution, the date of Board Resolution shall be used. b. Option I Plan A. If the Unit member has accrued at least 200 sick days as of June 30, 2000, he or she is eligible for the incentive, and B. If the Unit member has or will become eligible to retire on or before June 30, 2003, he or she is eligible for the incentive at that time. c. Option II Plan A. If the Unit member, when eligible to retire or anytime thereafter has used no more than two (2) sick days each of 12 years out of the last 15 years, he or she is eligible for the incentive. d. When eligible for the incentive under either Option I Plan or Option II Plan, the Unit member shall receive a credit of $10,000 in an account to be administered by the District for the member’s use in retirement to enhance standard health and dental benefits until the credit is exhausted. e. Each year worked beyond the year of retirement eligibility, if the unit member uses no more than two (2) sick days during the year, the amount of the credit is increased by $2,000 for up to five (5) years. f. If the Unit member becomes deceased, a surviving spouse will have access to the remaining credit for health and dental benefits until the credit is exhausted. g. In the Option I Plan, if the number of sick days falls below 200 after the annual allocation of ten (10) sick days or any part thereof to reach the maximum, the Unit member becomes ineligible and forfeits any credit accrued. j. An Appeals Committee, with three members appointed by the Superintendent and two members appointed by the ASAR President, can waive the penalty in (g.) in extraordinary situations. The waiver is good for only one year and cannot be renewed. In addition, the Appeals Committee shall review and act upon any appeal from a Unit member that the 15 year requirement in Article 5.20.b has been substantially met. 21. Principal’s Stipends. Effective July 1, 2001, Principals shall be paid an annual stipend based on the student enrollment of their school. The October BEDS Report shall be used to determine student enrollment for this purpose. The stipends shall be as follows: Student Enrollment Stipend 600-999 $1,000 1,000-1,399 $2,000 1,400+ $3,000 The stipend shall be paid beginning with the first paycheck in November. 22. Work Year for Non-Principals. a. Effective July 1, 2001, the work year for unit members will be as follows: Bracket I Eleven Months (10 Months Plus 20 Days) Bracket II Eleven Months (10 Months Plus 20 Days) Bracket III Eleven Months (10 Months Plus 20 Days) Bracket IV Ten Months Plus 10 Days b. Unit members in Brackets II, III, and IV will be notified by April 15 by their immediate supervisor of required work days for the following July and August and will be requested to identify any remaining days to be worked in July and August. By April 30, unit members must respond to this request and by May 10, their supervisors shall approve the July and August work schedule of every unit member. c. If a unit member accepts an administrative position in summer school, all or part of the 10-20 days of the unit member’s regular work year may be incorporated into the summer assignment.
23. Teacher Time - Administrators < | |||||||||||||||||||||||||||||||||||||||