COLLECTIVE BARGAINING AGREEMENT

between

ALTOONA AREA SCHOOL DISTRICT

and

ALTOONA AREA EDUCATION ASSOCIATION

September 1, 2013 through August 31, 2016

TABLE OF CONTENTSAGREEMENT ................................................................................... 1

WITNESSETH .................................................................................. 1

Article I ..............Recognition .......................................................... 2

Article II .............Negotiation Procedures ...................................... 2

Article III ............Absences from Duties ......................................... 2

Article IV ............Assault Cases ...................................................... 2

Article V .............Association Meetings .......................................... 3

Article VI ............Bereavement Leave ............................................ 3

Article VII ...........Board Personnel Committee Meetings .............. 4

Article VIII ..........Coaching Stipends .............................................. 4

Article IX ............Damage Claims ................................................... 4

Article X .............Dental Insurance ................................................. 5

Article XI ............Department Heads ............................................. 5

Article XII ...........Dues Deduction, Maintenance of

Membership, and Fair Share .............................. 5

Article XIII ..........Emergency Leave Days ....................................... 6

Article XIV ..........Emergency Situations ......................................... 7

Article XV ...........Extended Year ...................................................... 7

Article XVI ..........Extra Duty Advisors ............................................. 8

Article XVII .........Extra Duty Teaching ............................................ 8

Article XVIII ........Grandfathered Clause ......................................... 8

Article XIX ..........Grievance Procedure ........................................... 8

Article XX ...........Health Insurance ...............................................12

Article XXI ..........Jury Duty ............................................................14

Article XXII .........Just Cause .........................................................14

Article XXIII ........Length of Day, Teacher Assignment,

In-Service, and Teacher Responsibilities .........14

Article XXIV ........Liaison Committees .......................................... 17

Article XXV .........Life Insurance ....................................................18

Article XXVI ........Master’s Equivalency ........................................18

Article XXVII .......Maternity Leave .................................................18

Article XXVIII ......Mileage ..............................................................19

Article XXIX ........Notification of Assignment ...............................20

Article XXX .........Office Space and Released Time .....................20

Article XXXI ........Parent/Teacher Conferences ...........................20

Article XXXII .......Pay Periods ........................................................22

Article XXXIII ......Payment of Credits ............................................22

Article XXXIV .....Payroll Deduction ..............................................24

Article XXXV ......Personal Day and Perfect Attendance .............24

Article XXXVI .....Personnel File ....................................................25

Article XXXVII ....Posting of Vacancies .........................................26

Article XXXVIII ...Principal’s Assignment .....................................27

Article XXXIX ......Professional Development Committee ............27

Article XL ...........Professional Dress Code ...................................28

Article XLI ..........Rating Procedure ...............................................28

Article XLII .........Religious Holidays .............................................31

Article XLIII ........Reporting Off Work ............................................31

Article XLIV ........Reprimand Meeting ..........................................31

Article XLV .........Sabbatical Leave ...............................................32

Article XLVI ........Salary Adjustment .............................................32

Article XLVII .......School Year ........................................................32

Article XLVIII ......Seniority Suspension and Recall System ........33

Article XLIX ........Severance Pay ...................................................34

Article L .............Sick Leave ..........................................................35

Article LI ............Summer School .................................................36

Article LII ...........Transfer Policy ...................................................37

Article LIII ..........Video Taping ......................................................38

Article LIV ..........Vision Coverage .................................................38

Article LV ...........Work Assignment ..............................................38

Article LVI ..........Workers’ Compensation Claim .........................39

Article LVII .........Professional Salaries ........................................39

Article LVIII ........Effective Date and Duration .............................40

Appendix A ........Extra Duty Sponsor Stipends ............................42

Appendix B ........Drugs and Alcohol .............................................45

2013-14 Professional Salary Schedule ......................................49

2014-15 Professional Salary Schedule ...................................... 51

2015-16 Professional Salary Schedule ......................................53

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AGREEMENTTHIS AGREEMENT, made this 19th day of May, 2014, by and between the BOARD OF SCHOOL DIRECTORS OF THE ALTOONA AREA SCHOOL DISTRICT (hereinafter referred to as the “Dis-trict”), and the ALTOONA AREA EDUCATION ASSOCIATION (herein-after referred to as the “Association”).

WITNESSETHWHEREAS, the Board of School Directors of the Altoona Area School District (AASD) and the Altoona Area Education Associ-ation (AAEA) believe that the development and operation of ed-ucational programs of the highest quality for the benefit of the students and the community is a responsibility which requires for its effective discharge consultation among the Board, the Super-intendent, the Administrative Staff (Assistant Superintendents, Assistants to the Superintendent, Secondary Principals, Full-time Elementary Principals or Assistant Principals or Assistant to the Principal, Coordinators, Directors), and members of the teach-ing staff speaking through their elected representatives. Since these groups have the same ultimate aim of providing the best possible educational opportunity consistent with the community resources for all pupils enrolled in the school, relationships must be established and maintained which are based upon this com-mon interest and upon the concept of education as a public trust and as a professional calling.

WHEREAS, the Board of School Directors, the Superintendent, Administrative Staff, and the members of the teaching staff can best attain their objectives and discharge their responsibilities if each utilizes the ability, experience, and judgment of the other in formulating polices and making decisions that involve matters of mutual concern and which affect the quality of the District’s educational program, it is the purpose of this Agreement to set forth the policies and standards governing such matters of mutu-al concern to the parties.

WHEREAS, the District and the Association recognize that they must comply with the provisions of Act 195 of the Common-wealth of Pennsylvania known as the “Public Employe Relations Act” and in consideration of the mutual covenants and condi-tions hereinafter set forth, hereby agree as follows:

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ARTICLE IRECOGNITION

The District hereby recognizes the Association as the exclusive and sole representative for collective bargaining for all employees included in the bargaining unit as certified by the Pennsylvania Labor Relations Board, Certification No. PERA-R-166-C. Included in this unit are teachers, school counselors, home and school visitor, school nurses, dental hygienists, librarians, and depart-ment heads. Further, effective October 24, 2006, the unit was amended (under PLRB Case No. PERA-U-06-240-W) to include the positions of occupational therapist and physical therapist.

ARTICLE IINEGOTIATION PROCEDURES

Negotiation procedures will be conducted according to Act 195 of the Commonwealth of Pennsylvania known as the “Public Em-ployee Relations Act”.

ARTICLE IIIABSENCES FROM DUTIES

Absence from duties, for reasons of AAEA, Pennsylvania State Education Association (PSEA), National Education Association (NEA), or other professional organization business may be ap-proved by the Superintendent to a reasonable extent -- provided that the District shall be reimbursed by the organization in an amount equal to the daily rate paid the substitute employee for each such absence.

ARTICLE IVASSAULT CASES

Bargaining unit members have the right to use reasonable force to quell a disturbance, to obtain possession of weapons or other dangerous objects, for the purpose of self-defense, or for the pro-tection of persons or property.

Principals shall be required to report to the Superintendent all cases of assault suffered by teachers in connection with their employment.

If the teacher elects to bring charges, he/she shall notify the Su-perintendent’s Office.

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ARTICLE VASSOCIATION MEETINGS

Upon request to the proper authority, the Association shall be permitted to meet within the school under circumstances which will not interfere with the instructional program.

ARTICLE VIBEREAVEMENT LEAVE

A. For death of a current spouse, child, parent, or step-parent, five (5) days of leave will be provided for full-time employ-ees.

B. Three (3) days of leave will be provided for full-time employ-ees for death in the employee’s immediate family which shall include: brother, sister, grandparent, grandchild, daughter-in-law, son-in-law, parent-in-law, a near relative who resides with the employee, or any person with whom the employee resides.

C. For death of a first cousin, great-grandparent, aunt, uncle, niece, nephew, brother-in-law, or sister-in-law, one (1) day of leave will be provided for full-time employees.

D. Bereavement leave must be taken at the time of the indi-vidual’s death or if extenuating circumstances, with written approval from the Superintendent. Bereavement leave days will be counted as workweek days, regardless of whether the employee is scheduled to work. Therefore, holidays and school cancellation days will not entitle an employee to extend Bereavement Leave. However, if an employee is scheduled for a Personal Day(s) and he/she experiences a death in the family, the time shall be charged against Be-reavement Leave, as afforded by this Article.

E. If the employee is still physically, mentally, or emotionally unable to perform his/her duties, he/she shall be entitled to take whatever sick leave time he/she has available in accordance with Article L, Sick Leave.

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ARTICLE VIIBOARD PERSONNEL COMMITTEE MEETINGS

The Association’s Executive Committee shall meet with the Board Personnel Committee and the Administration to discuss person-nel problems and practices and the administration of this Agree-ment. Meetings shall be scheduled when needed.

Requests for said meeting will be submitted to the Superinten-dent and Chairman of the Personnel Committee of the Board, and said meeting will be scheduled within two weeks of the re-quest. An agenda will be submitted five (5) days in advance so that they may be prepared to react to the questions posed.

Discussion shall include, but shall not be limited to, the items on the agenda.

ARTICLE VIIICOACHING STIPENDS

The District shall determine the starting salary for all newly hired coaches. The District shall apply the same annual percentage increase to the coaches’ stipends as the parties have provided to the teachers in this collective bargaining agreement. For 2013-14, incumbent coaches shall receive a 2.5% increase; for 2014-15, incumbent coaches shall receive a 3.0% increase; and for 2015-16, incumbent coaches shall receive a 3.0% increase.

Stipends shall be the total compensation for the position. Any additional payments to the stipends provided in this Agreement must have prior Board approval.

ARTICLE IXDAMAGE CLAIMS

The District will review a damage claim, which is not covered by other insurance programs for reimbursement, when an employee sustains damage to personal property. Said damage must have resulted from an unusual occurrence while on duty in the school, on school premises, or on a school sponsored activity.

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An employee must submit a written request to the Superinten-dent of Schools detailing the occurrence that caused the dam-age, along with a receipt outlining the replacement cost. The replacement must be an exact replica of the item(s) damaged, unless there are extenuating circumstances. The Superintendent will have the authority to approve or disapprove said request.

ARTICLE XDENTAL INSURANCE

The District agrees to pay full premium for individual or family coverage for a dental program for the duration of this Agreement. Family coverage shall be limited to spouse and dependent chil-dren. The dental program shall have coverage for 100 percent of the customary charge of preventive services and 85 percent of the customary charge for general services. The dental program shall be chosen by the District, after consulting with the Association.

ARTICLE XIDEPARTMENT HEADS

Department heads shall receive the following stipends during the term of this Agreement:

Teachers in Department0 to 10 $2,150.0011 to 20 $2,250.0021 + $2,450.00

ARTICLE XIIDUES DEDUCTION, MAINTENANCE

OF MEMBERSHIP, AND FAIR SHAREThe District shall provide payroll deduction of dues for those members of the bargaining unit who wish to have it deducted.

Employees who are members of the Association on the effective date of this Agreement or who become members during its term shall maintain their membership for the school year by paying annual dues and assessments.

Employees may resign from membership in the Association fif-teen (15) days prior to the first day of each school year.

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Each non-member in the bargaining unit represented by the Asso-ciation shall be required to pay a fair share fee as provided for by Act 84 of 1988. The District and the Association agree to comply with all the provisions of the said law, and the Association agrees to extend to all non-members the opportunity to join the Association.

The Association shall indemnify and hold the District harmless against any and all claims, suits, orders, or judgments brought or issued against the District as a result of the action taken or not taken by the District under the provision of this Article.

The Association will defend the District in any such lawsuit at the expense of PSEA and through an attorney of its selection.

ARTICLE XIIIEMERGENCY LEAVE DAYS

A. Each bargaining unit employee may take up to two (2) emer-gency leave days per school year for a bona fide emergency. The term emergency shall be defined as an unforeseen sit-uation requiring action by the employee to avoid probable harm to the health, safety, or well-being of the employee, the employee’s current spouse, child, or any member of the employee’s immediate family [as defined by Article VI, Be-reavement Leave].

Categories of leave which may be considered:

1. Bereavement (other than those categories covered by the Contract)

2. Childcare emergencies3. Household emergencies4. Legal emergencies5. Medical emergencies for employee’s immediate family6. Religious holidays

B. Employees shall substantiate the emergency nature of the request via Aesop, providing relevant detail for the date(s) of absence.

C. Final approval rests with the Director of Human Resources; documentation may be requested to substantiate the request.

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D. Misuse of the Emergency Day privilege shall be referred to the Professional Development Committee of the AAEA and the Superintendent, which may result in loss of pay for said day(s) and permanent revocation of this privilege for an in-dividual.

E. Use of approved Emergency Leave does not count against an employee’s perfect attendance.

ARTICLE XIVEMERGENCY SITUATIONS

Teachers will not be expected to supervise other teachers’ class-es during their preparation time during the school day, except in case of emergency, unless reimbursed at the extra duty teaching rate. There shall be no limit within reason to the number of such assignments a teacher will accept without remuneration in emer-gency situations with the following exceptions:

The inability of the District to find a suitable substitute when a teacher has reported off work within the specified time limits shall be considered an emergency situation; however, no teacher shall be assigned another teacher’s class when a suitable substitute is not available more than two (2) times during a school year without reimbursement. During the third and subsequent times during a school year when a teacher is required to take a class because of a lack of suitable substitutes, he/she will be reimbursed at the extra duty teaching rate.

ARTICLE XVEXTENDED YEAR

The Administration shall determine the number of days school counselors and librarians will be required to work beyond the regular academic year. Days worked beyond their regular assign-ment will be reimbursed at the respective per diem rate. Notifica-tion of additional days of work shall be included in the Notifica-tion of Assignment as described in Article XXX. During extended school year days, hours of work are from 7:30 AM to 3:30 PM with one hour for lunch (12:00-1:00 PM).

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ARTICLE XVIEXTRA DUTY ADVISORS

The starting stipends for extra duty advisors are outlined in Ap-pendix A in the back of this Agreement. Advisors already receiv-ing stipends above their extra duty category will not receive an increase.

Should an employee be absent for more than five (5) consecutive days, during which the time period for which the extra duty is active and another employee must cover the responsibilities, the stipend will be reduced a proportionate amount.

ARTICLE XVIIEXTRA DUTY TEACHING

Teachers of K-12 after-school programs, K-12 homebound, and K-12 summer school shall receive payment at a rate of $25.00 per clock.

ARTICLE XVIIIGRANDFATHERED CLAUSE

Any staff member who has received credit for a Master’s Equiv-alency, Master’s, Master’s + 30, or Doctorate on any previous salary schedule will continue to receive said credit for placement on the present schedule.

ARTICLE XIX GRIEVANCE PROCEDURE

A. Definitions1. A “grievance” shall be defined as an allegation by a

member of the bargaining unit or class of members that there has been a violation, misapplication, or misinterpretation of the terms of this Agreement as it affects such members or class of members.

2. An “aggrieved person” is the person or persons mak-ing the complaint.

3. A “party in interest” is the person or persons making the complaint and any person who might be required to take action, or against whom action might be taken, in order to resolve the complaint.

4. The term “days” when used shall mean working school days.

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B. PurposeThe purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems which may from time to time arise affecting the welfare or working conditions of professional employees. Grievance procedures will be kept as informal and confi-dential as may be appropriate at any level of the procedure.

C. General Procedures1. Since it is important that the grievance be processed

as rapidly as possible, the number of days indicated at each level should be considered a maximum, and every effort should be made to expedite the process.

2. In the event a grievance is filed at such time that it cannot be processed through all the steps in this grievance procedure by the end of the teacher work year, the time limits set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of the school year or, if extending into post teacher work year, shall not exceed the below mentioned maximum time limits.

3. The failure of an employee to proceed to the next level of the grievance procedure within the time limits set forth shall be deemed to be an acceptance of the deci-sion previously rendered. The failure of an Administra-tor at any level to communicate his decision in writing within the specified time limits set forth herein shall automatically advance the grievance to the next step.

4. Nothing herein contained will be construed as limiting the right of any employee having a grievance to dis-cuss the matter informally with appropriate members of the Administration and to have the grievance ad-justed without the intervention of any employee orga-nization, provided the adjustment is not inconsistent with the terms of this Agreement.

5. At all levels an assignee of the AAEA may attend any meetings, hearings, appeals, or other proceedings re-quired to process the grievance.

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D. Initiation and Processing1. Level One The educator with a professional concern shall bring

the matter to the attention of his immediate Adminis-trative Officer (Principal, Supervisor, or Director) with the objective of resolving the matter at the building level. This matter may be handled by the individual and/or by the building representative, or a represen-tative of the Association. If the informal action fails to resolve the matter, the person or persons initiating the grievance shall, with the help of the Association, pres-ent the grievance in written form for the immediate Ad-ministrative Officer’s formal response. The immediate Administrative Officer shall have five (5) days from the date the formal grievance is received to respond.

The employee must file a grievance, on the approved grievance form at Level Two of the initiation and process-ing stage, within thirty (30) days of the date said griev-ance occurred or when the employee knew or by reason-able diligence should have known of the occurrence.

2. Level Two If action at Level One fails to resolve the grievance,

the person or persons initiating the grievance shall, with the help of the Association, then present the writ-ten grievance to the Superintendent’s Designee within five (5) days after the Administrative Officer’s formal response is received or due to be received from Level One. The Superintendent’s Designee shall reply to the grievance within fifteen (15) days after the presenta-tion of the grievance at Level Two.

3. Level Three If action at Level Two fails to resolve the grievance

to the satisfaction of the affected parties, the griev-ance, with bargaining unit representation, shall be referred to the Superintendent. Said appeal must be filed within five (5) days after the Designee’s response is received or due to be received from Level Two. The Superintendent shall respond in writing to the appeal within five (5) days after receipt of the appeal.

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4. Level Four If action at Level Three fails to resolve the grievance to

the satisfaction of the affected parties, the grievance, with bargaining unit representation, shall be referred to the Board. Said appeal must be filed within five (5) days after the Superintendent’s response is received or due to be received from Level Three.

5. Level Five If action at Level Four fails to resolve the grievance

within thirty (30) days to the satisfaction of the affect-ed parties, the aggrieved person may, within five (5) days after a decision by the Board, request in writing that the Association submits the grievance to arbitra-tion. If the Association desires, it will request arbitra-tion in writing to the District on the grievance form in accordance with Section 903 of Act 195. Within five (5) days of said notice, the Association shall request the American Arbitration Association (AAA) to submit a list of arbitrators to both parties. Within twelve (12) days of the receipt of such list of arbitrators, the Dis-trict and the Association will strike names as provided for in Section 903 of Act 195.

The arbitrator selected shall be immediately notified by both par-ties of his/her selection. The arbitrator so selected shall promptly conduct such investigations and hearings as he/she may deem requisite and necessary to bring about a proper determination of the grievance submitted to him/her. The arbitrator shall render his/her decision within fifteen (15) days of said hearings. The ar-bitrator shall be without power of authority to make any decision which requires the commission of an act prohibited by law or to alter, add to, or subtract from the terms of this Agreement. The decision of the arbitrator shall be submitted to the District and the Association, and it shall be final and binding upon both parties.

Under circumstances where both parties decide it would be ad-vantageous, a tripartite form of arbitration may be employed. The Association and the District each shall choose one arbitrator and the third arbitrator shall be chosen in accordance with the proce-dure set forth above.

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The cost for services of the arbitrator, including any per diem ex-penses, actual and necessary travel, or subsistence expenses, and the costs of the hearing room and court reporter shall be borne equally by the parties to the grievance. Any other expenses incurred shall be paid by the party incurring the same.

All grievances, which cannot be resolved at Level One, are to be re-corded on the form mutually agreed upon as part of this Agreement.

ARTICLE XXHEALTH INSURANCE

(HOSPITALIZATION/PRESCRIPTION DRUG)A. The District will make coverage available to the employee

and eligible children, without employee premium sharing.

B. The District will make coverage available to spouses of em-ployees in limited circumstances:1. Spouses who work for any of the following entities will

not be covered:a.) Commonwealth of Pennsylvania;b.) Public School District;c.) State System of Higher Education Universities or

state owned Universities funded by the State of Pennsylvania; or

d.) State-related Universities of Pennsylvania [Penn-sylvania State University, University of Pittsburgh, Lincoln University, and Temple University].

2. Effective July 1, 2013, employees who wish to enroll their eligible spouse for coverage will be responsible to contribute $1,000.00 per year; contributions will be deducted pre-tax.

Effective July 1, 2014, employees who wish to enroll their eligible spouse for coverage will be responsible to contribute $1,249.50 per year ($52.06/pay for 24 pay periods); contributions will be deducted pre-tax.

Spouses may be enrolled at the time of hire, during open enrollment (held once a year), or at the time of a qualifying event (as per IRS guidelines).

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B. It shall be the responsibility of the employee to provide written notification to the Benefits Office within thirty (30) calendar days of any change in dependency or marital sta-tus. The employee shall receive a written notification ac-knowledgement as proof of providing said notification. Any employee who fails to provide the District with proper notifi-cation shall be liable for all premiums paid beyond the prop-er level of employee entitlement, as well as any incurred claims that resulted.

C. Effective July 1, 2014, the District will purchase for the employee and covered dependents an IRS Qualified High Deductible Health Plan (QHDHP), at no premium cost to the employee. The QHDHP will be subject to IRS regulations and will include an annual deductible of $1250 for individ-ual coverage and $2500 for coverage above individual.

The deductible will remain at IRS qualification requirements for the life of the collective bargaining agreement. The Dis-trict will pay 50% of the deductible in both the 2014-2015 and 2015-2016 plan years. This reimbursement shall be de-posited upfront into the employee’s Health Savings Account (HSA) once a plan year, based upon the employee’s cover-age election. There shall be no cash option. The employee will pay the remaining amount of any deductible incurred.

Rx co-pays shall be applicable once the HSA plan deduct-ible is met. For the 2014-2015 plan year, employees will pay the following Rx co-pays at the point of service: $10 for Generic Prescriptions; $30 for Preferred Brand Prescrip-tions; $45 for Non-Preferred Brand Prescriptions; and $45 for Specialty Prescriptions.

Effective with the 2015-2016 plan year, employees will pay the following Rx co-pays at the point of service: $10 for Ge-neric Prescriptions; $15 for Preferred Brand Prescriptions; $30 for Non-Preferred Brand Prescriptions; and $30 for Specialty Prescriptions.

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Subsequent to the HSA plan implementation, which was effective July 1, 2014, the parties reached an extended agreement; employees shall be reimbursed, on a monthly basis, the difference between the 2014-2015 and 2015-2016 co-pay rates for the Preferred Brand, Non-Preferred Brand, and Specialty Prescriptions. Employees will be re-quired to pay the above-listed co-pay rates for the 2014-2015 plan year, at the point of service, once their deduct-ible is met. However, they will be reimbursed the difference on a monthly basis, during the 2014-2015 plan year, with the first reimbursement beginning December, 2014.

ARTICLE XXIJURY DUTY

In the case of jury duty, an employee shall submit to the District the monies received for jury duty service, and the employee will be compensated his/her regular wage for the time involved.

ARTICLE XXIIJUST CAUSE

No employee shall be dismissed, issued a disciplinary suspen-sion, or issued a written reprimand without just cause.

The arbitrator shall have the jurisdiction to determine whether just cause exists, and if so, the appropriate remedy.

Grievances regarding disciplinary suspension and dismissals shall be filed initially at Level Three of the Grievance Procedure, Article XIX.

ARTICLE XXIIILENGTH OF DAY, TEACHER ASSIGNMENT,

IN-SERVICE, AND TEACHER RESPONSIBILITIESA. Principals shall endeavor to attain a situation wherein no

Junior or Senior High School teacher is assigned any more than three class periods in succession without an interrup-tion for lunch, planning period, or conference period unless there is an emergency situation.

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B. No elementary teacher shall be assigned lunch duty or noon related activities unless there is an emergency situation. No secondary teacher shall be assigned lunch duty unless in lieu of a principal’s assignment or an emergency situation. Bargaining unit members shall be required to sign out and sign in at their respective buildings during their one-half hour duty-free lunch period if they leave the building. If the Admin-istration decides that an emergency situation exists, bargain-ing unit members will not be permitted to leave the building.

C. The regular work day for a teacher shall be seven and one-half (7 1/2) continuous hours, including a thirty (30) minute duty-free lunch break.

During in-service days:1. All bargaining unit members shall contribute up to one

(1) hour per in-service day beyond the normal seven and one-half (7 1/2) continuous hours work day, not to exceed nine (9) contributed hours per school year.

The teacher day shall terminate at the end of the in-service program or at the end of one additional hour, whichever comes first.

2. In addition to in-service time, members of the bargain-ing unit may be expected to attend up to two one hour meetings per month beyond the school day for sched-uled administrative meetings. Such meetings shall be held immediately after the regular teacher day.

D. Each instructional staff member shall be responsible for informing the proper administrative official in case of per-sonal absence or tardiness. Exceptions to the above reg-ulations shall be dealt with through the proper administra-tive channels and in conjunction with the Association. The teaching staff, department heads, and the Administrators of each building will strive to insure the proper reporting of instructional employee absence and tardiness.

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E. The educators’ responsibilities in the areas of staff obliga-tions, pupil accounting, discipline, preparation, materials and records, grading, and pupil-teacher relationships will be carried out according to the provisions of School Board policies.

F. Teachers will be responsible for the contents of any printed or duplicated materials distributed at any District related meeting.

G. The District and the Association recognize that teachers, when relieved of non-teaching duties, should be utilized in professional capacities to the educational advantage of the District. It shall be the express responsibility of the admin-istrative staff, or their designee, to insure that such utiliza-tion, within the limits outlined below, is effected:

1. During any unassigned time accruing to the teachers through the provisions of this Article, (with express exclusion of guaranteed preparation periods as out-lined herein) teachers may be expected to participate on an expanded scale in other incumbent profession-al activities.

2. “Professional assignments” assigned by the depart-ment head or building principal in cooperation with the staff, shall include but not be limited to: curriculum development and adaptation, selection and review of instructional materials, departmental or interdepart-mental conferences or work, parental or student con-ferences, professional committees on human relations or disruptive students, or other educational problems.

H. Secondary teachers shall have at least five (5) prepa-ration periods per week and, where possible, at least one (1) per day. The length of the preparation periods shall be one (1) regularly scheduled period for that building and teaching assignment or a minimum of forty (40) minutes, whichever is greater.

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I. Every elementary teacher in the bargaining unit shall have a minimum of two hundred-fifty (250) minutes weekly preparation time. Preparation time shall be a fifty (50) min-ute period of time per day, if possible, or two (2) periods of time per day equaling fifty (50) minutes (one period to be twenty [20] minutes in length and one period to be thirty [30] minutes in length).

J. Elementary teachers may leave their classrooms when an itinerant teacher is present and may use this additional time for preparation, conferences, or other professional activities. When an itinerant teacher of art, music, or physical educa-tion is absent from duty for any reason, and said itinerant is scheduled for 1/2 day or more of classroom instruction on that day, the District shall provide a substitute teacher for that itinerant, as long as a substitute is available.

K. At all levels, preparation periods are not to be construed as conference or meeting periods and shall not be used as such, unless done so voluntarily. Teachers will not be re-quired to supervise students during their preparation time. During inclement weather, emergency situations shall apply to this item of the contract.

L. Teachers will keep accurate records of attendance, using the accepted state attendance guidelines/District policy.

M. Emergency situations within the aforementioned subsec-tions shall be determined by the Superintendent and/or respective Assistant Superintendent.

ARTICLE XXIVLIAISON COMMITTEES

A Liaison Committee for each school building shall be chosen by the building faculty at the most convenient time after the fi-nal adoption of this Agreement. The purpose of this Committee shall be to meet with the building principal every four (4) weeks during the school year to review and discuss school problems and practices.

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ARTICLE XXVLIFE INSURANCE

A term life insurance policy of $40,000 minimum will be provided for all bargaining unit members. Bargaining unit members who earn in excess of $40,000 shall receive term life insurance equal to the salary of the bargaining unit member expressed in one thousand dollar units up to a maximum cap of $50,000.

ARTICLE XXVIMASTER’S EQUIVALENCY

The District will recognize a Master’s Equivalency for those mem-bers who have earned credits prior to December 31, 2002, with the following conditions: thirty-six (36) credits, if at least thirty (30) are related to the member’s assignment and are approved by a committee composed of two (2) members of an Association Committee and two (2) members of the Administration appointed by the Superintendent. Salary for these members will be outlined in the Salary Schedules, with respect to undergraduate or grad-uate differential.

ARTICLE XXVIIMATERNITY LEAVE

Female employees of the District shall be provided with maternity leave under the following provisions:

A. The employee shall notify the Superintendent in writing at least twenty (20) days prior to the beginning of the leave.

B. Upon the written request of the employee, maternity leave shall be granted for up to one full year. The maternity leave may be extended up to one additional year with the approv-al of the Board of School Directors. In the event an employ-ee wishes to return prior to the end of a school year, the employee must work a minimum of three (3) full weeks prior to the last student day, unless said timeframe encompass-es the employee’s FMLA leave entitlement period of twelve (12) weeks. In such instances, the employee would be ex-pected to return at the expiration of her FMLA entitlement.

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C. An employee may return to work when the employee’s phy-sician, in consultation with the employee, determines that the employee is able to resume her duties. The employee must indicate her intention to return to work at least twenty (20) days prior to her actual return.

D. The employee may use any or all accumulated sick days during the maternity leave with an excuse provided by the physician.

E. If the employee chooses not to use accumulated state man-dated sick leave, or if her accumulated sick leave expires during the leave, she may be permitted to continue any or all of her benefits by remitting the costs for these benefits to the District.

F. On returning to service from maternity leave, the employee shall be returned to the same position she occupied prior to the leave. If that position no longer exists, the employee may be given another position for which she is properly cer-tified.

G. If all accumulated sick days are used, half days may be used for a time not to exceed that which is provided for by an excuse from the physician and to be in accordance with the provisions set forth under Article L, “Sick Leave”.

ARTICLE XXVIIIMILEAGE

Bargaining unit members who are required in the course of their work to use their personal automobiles on authorized school business shall be reimbursed in accordance with the prevailing IRS rate at the time travel occurred. The District shall not be ob-ligated for any back pay liability to a bargaining unit member al-ready reimbursed for mileage driven under this provision in the event of retroactive changes to the mileage reimbursement rate.

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ARTICLE XXIXNOTIFICATION OF ASSIGNMENT

Each teacher shall receive a tentative notification five (5) school days prior to the last student day in the school year as to the next year’s teaching assignment. Secondary schools will be exempt from the above deadline should difficulties arise in the computer scheduling process which are beyond the control of the Adminis-tration. The notification shall include:

1. Subjects to be taught.2. Grade(s) to be taught.3. If possible, the building assignment of the individual

teacher--including the periods and rooms where his/her assignment occurs.

Final notification of changes occurring after the last student day shall be given by August 1. Any changes made following August 1 would be the result of late resignations, retirements, maternity leaves, or events, which cannot be controlled by the Administration.

ARTICLE XXXOFFICE SPACE AND RELEASED TIME

The District will provide office space for the Association at an annual rental fee of $1.00 and will allow the President up to one-half day of released time for Association business. The Asso-ciation shall be responsible for all telephone charges. If adminis-trative arrangements permit, the chairperson of the Professional Development Committee shall have his/her principal’s assign-ment and preparation period scheduled the last two periods of the day to expedite the work of the Association.

ARTICLE XXXIPARENT/TEACHER CONFERENCES

During the term of this Agreement, bargaining unit members will fulfill the obligation for parent/teacher conference days in the fol-lowing manner according to grade level:

HALF-DAY KINDERGARTENDuring the week of Thanksgiving, conference periods will be made available on Monday morning, Monday afternoon, Monday evening, Tuesday morning, Tuesday afternoon, Tuesday evening,

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Wednesday morning, and Wednesday afternoon. Each teacher may schedule any combination of the above totaling seventeen (17) hours in fulfillment of the three (3) parent/teacher confer-ence days. Teachers will coordinate schedules for the conve-nience of parents whenever possible.

GRADES KINDERGARTEN-6During the week of Thanksgiving, conference periods will be made available on Monday evening, Tuesday morning, Tuesday afternoon, Tuesday evening, Wednesday morning, and Wednes-day afternoon. Each teacher may schedule any combination of the above totaling ten (10) hours in fulfillment of the two (2) par-ent/teacher conference days. Teachers will coordinate schedules for the convenience of parents whenever possible.

GRADES 7-12Secondary conferences will be held during the fall and late win-ter. The fall session will be composed of one Tuesday or Thurs-day evening session of three (3) hours in length and one Friday morning session of three (3) hours in length with teachers being excused at the end of the Friday morning session. For the fall, the Junior High’s session will be held on Tuesdays and the Senior High’s session will be held on Thursdays. The late winter session will be scheduled either Tuesday or Thursday evening and will be four (4) hours in length with the Senior High’s session being held on Tuesdays during odd numbered calendar years and the Junior High’s session being held on Tuesdays during even num-bered calendar years. The Friday following the conference will be a scheduled day off for secondary staff and will not be used for snow make-up.

For teachers who serve in a capacity with the District where Par-ent/Teacher conferences are not held, those teachers must per-form educationally related duties, in accordance with the respec-tive Assistant Superintendent’s direction, to ensure the requisite number of hours are met and to be entitled to leave when other instructional employees are released.

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ARTICLE XXXIIPAY PERIODS

The District agrees to pay the professional salary over the entire year. There shall be bi-weekly pay periods. Salary payments will be made every other Friday. If possible, when payday falls on a holiday, payment will be made on the day immediately preceding the holiday. All employees are required to sign up for direct deposit.

Employees, who separate from service, for any reason, prior to the end of the school year, may be paid a lump sum at the time of separation for any remaining salary owed to them as of the date of their separation from service.

ARTICLE XXXIIIPAYMENT OF CREDITS

A. The District shall reimburse the employee seventy-five (75%) percent of the cost of tuition at the graduate credit rate of $591.33 per credit. A grade of “B” or better is required for re-imbursement for these first twenty-four (24) graduate credits.

A reimbursable credit, prior to permanent certification level,

shall be defined as any credit acceptable to the Department of Public Education for permanent certification. However, it is understood that the District will not reimburse employees for any Intermediate Unit (IU) credits.

Payments shall be made each October, February, and June, and shall occur on the next scheduled accounts payable check-run, as long as administrative arrangements permit.

The employee will pay the remaining costs of tuition for cred-its earned and other related charges. Such requests shall be honored for credits earned within 12 months prior to the month in which payment is to be made, as long as the em-ployee was in active status with the District during the time classes were taken. Proof of payment must be submitted to the Superintendent’s Office by September 15, January 15, and May 31, or requests for payment may not be honored.

The District will provide for credit reimbursement for princi-pal certification and school counseling certification.

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B. For credit payment beyond the plus 24 level, the District will reimburse fifty percent (50%) for credits earned in the field of education or an area of certification. Said credits will be accepted only from fully accredited colleges and universi-ties as listed by the Department of Education, Division of Teacher Certification, or four-year institutions accredited by the Association of American Universities and/or for the six Regional Associations or the National Council for Accredita-tion of Teacher Education from the U.S. Office of Education.

These credits will be defined as follows:

1. Graduate courses** leading to or applicable to a high-er degree, with emphasis in the field of expertise in which the professional is teaching. A grade of “B” or better is required for reimbursement.

** So defined by the University as Graduate Credit Course.

2. Credits that must be taken to obtain certification so that the professional may teach another subject other than that specified on his/her certificate, but demand-ed because of scheduling, or college courses in his/her teaching field or applicable to his/her teaching techniques (see paragraph below).

Courses in the two above categories must be sub-mitted to the Professional Development Committee (PDC), as defined in Article XXXIX, and the Superinten-dent. The employee must receive approval from both the PDC and the Superintendent prior to enrolling in a graduate course or in any administrative certification program in order to ensure quality standards.

C. A maximum of twelve (12) credits per year may be approved for payment. Evidence of the amount paid by the employee must be submitted with the request for payment. It is un-derstood that IU credits will not be counted toward the max-imum of twelve; therefore, IU credits will not be reimbursed.

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D. In the event an employee leaves for employment in another District within four years of attaining credits, for which he/she was reimbursed, the following obligations shall apply:

1. An employee who leaves the District within two (2) years of attaining credits, for which the District reim-bursed, shall owe the District 100% of the amount of reimbursement.

2. An employee who leaves the District within three (3) years of attaining credits, for which the District reim-bursed, shall owe the District 75% of the amount of reimbursement.

3. An employee who leaves the District within four (4) years of attaining credits, for which the District reim-bursed, shall owe the District 50% of the amount of reimbursement.

The above-defined reimbursement parameters will not be applicable in cases of furlough; effected teachers will not be responsible for reimbursing the District.

E. Final approval of credits taken will be the prerogative of the School Board.

ARTICLE XXXIVPAYROLL DEDUCTION

The District will provide payroll deduction for instructional em-ployees who wish to have premiums for their income protection plan, annuity plan, or benefits deducted from their salary.

ARTICLE XXXVPERSONAL DAY AND PERFECT ATTENDANCE

A. Each instructional employee shall be granted two (2) per-sonal days each school year in addition to any accrued per-sonal days or perfect attendance days.

B. Any instructional employee who demonstrates perfect at-tendance (no use of sick leave or leave without pay) in any given school year shall receive $50.00 and one (1) addi-tional personal day, or one hundred dollars ($100.00).

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C. Each instructional employee may accrue eight (8) person-al days, nine (9) with perfect attendance, but may not use more than eight (8) in any given school year.

D. Any unused personal days, above the aforementioned limit in C, will be rolled over into sick leave.

E. A maximum of seven (7) elementary staff members and a maximum of seven (7) secondary staff members may take a personal day during any given school day. Staff members not requiring a substitute will not be counted as part of the previously stated maximums.

F. Twenty-four (24) hours advance notice shall be given by the employee in order to be eligible for a personal day(s) unless otherwise approved by the Superintendent. Personal days will not be granted on the Teacher opening day of school.

G. Instructional employees at the secondary level are prohibit-ed from using personal days on Parent/Teacher Conference days, unless written approval is received from the Superin-tendent in conjunction with the AAEA. If an employee must use a personal day on a Parent/Teacher Conference day, the employee must notify his/her building principal in ad-vance in order that alternative arrangements for parental contacts can be made.

ARTICLE XXXVIPERSONNEL FILE

No material derogatory to an employee’s conduct, service, char-acter, or personality shall be placed in his/her personnel file un-less the employee has had an opportunity to review the material. The employee shall acknowledge that he/she has had the op-portunity to review such material by affixing his/her signature to the copy to be filed with the expressed understanding that such signature in no way indicates agreement with the contents there-of. The employee shall have the right to submit a written answer to such material, and his/her answer shall be reviewed by the Superintendent or his/her Designee and attached to the copy.

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An employee shall have the right, upon request and by schedul-ing an appointment, to review the contents of his/her personnel file with the exception of any references and test results. The em-ployee shall be entitled to have a representative of the Associa-tion accompany him/her during such review.

Although the District agrees to protect the confidentiality of per-sonal references, academic credentials, and other similar docu-ments, it shall not establish any separate personnel file that is not available for the employee’s inspection.

No file shall be removed from the Superintendent’s Office and, when available for employee inspection, shall be inspected in the pres-ence of the Superintendent or his/her designated representative.

A record of the review, signed by the employee and District repre-sentative, will be kept in the employee’s personnel file.

ARTICLE XXXVIIPOSTING OF VACANCIES

A. The District agrees to post all Instructional, Supervisory, and Administrative vacancies that are a result of resigna-tions, retirements, or newly created regular status positions within the bargaining unit formally and universally to all schools.

B. Employees shall continue to complete the Intention Form and submit it to the Administration. All Intention Forms which indicate an intention to resign or retire must be hand delivered to the appropriate administration office as indicat-ed on the Intention Form by the employee or the President of the Association.

C. Vacancies shall be posted no later than twenty (20) school days prior to the last student school day.

D. Vacancies shall be posted ten (10) school days. The posting shall consist of a job title, certification requirements, build-ing, and grade level (for K-6 positions). The posting shall also contain a deadline for receiving requests for transfers.

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E. Requests for transfer letters must be delivered to the ap-propriate Assistant Superintendent and Director of Human Resources before the stated deadline, as indicated on the posting.

F. The Administration shall retain the right to determine the placement of personnel who request transfers under the provisions of this Article, and the Administration is under no obligation to honor any request for transfers.

ARTICLE XXXVIIIPRINCIPAL’S ASSIGNMENT

Principal’s assignments shall be at the discretion of the Adminis-tration, and employees shall not receive any additional compen-sation for performing such activities.

The Administration will make a good faith attempt to distribute these assignments in an equitable manner.

ARTICLE XXXIXPROFESSIONAL DEVELOPMENT COMMITTEE

A Professional Development Committee comprised of one (1) As-sociation representative and one (1) District representative shall report to the Superintendent or his/her Designee, in writing, the following recommendations:

A. Requests from employees for authorization to attend seminars, workshops, conferences, in-service training sessions, and other professional educational meetings.

B. Amounts of expense money for each approved request.C. Annual budget amounts for the purposes of the above-

mentioned activities.D. Emergency Leave requests.E. Tentative approval of credits as per Article XXXIII, Pay-

ment of Credits.

If the members of the Committee cannot reach a consensus on a recommendation, they may both forward a written opinion to the Superintendent. The Superintendent shall consider and study all written recommendations submitted to him/her and shall render his/her decision to the Committee.

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ARTICLE XLPROFESSIONAL DRESS CODE

All faculty members shall be physically clean, neat, well groomed, and dressed in a manner reflecting professional status.

Acceptable Attire:MEN:1. Dress shirt, suit, sport jacket, or blazer with tie2. Sweater over top of collared shirt with tie3. Dress slacks (no cargo pants)

WOMEN:1. Dress or pant* suit2. Jacket, blouse, or sweater3. Skirt, gaucho, or dress pant* * Pant length to be at ankle or lower (calf of leg must be

covered).

Unacceptable Attire:1. Tight or too revealing2. Shorts, jeans, sweatshirts, sneakers/tennis shoes3. Unkempt, untidy, or rumpled

Acceptable Attire for Field Trips, with Principal’s Approval:1. School logo, collared shirt2. Casual pant (no jeans or shorts)3. Appropriate shoes for location

ARTICLE XLIRATING PROCEDURE

A. Only the Superintendent, Assistant Superintendents, Direc-tors, Supervisors, Principals, and Assistant Principals may observe (for a maximum of one [1] hour’s time) members of the bargaining unit as certified in the recognition clause for the purpose of collecting data for rating. Based upon data collected as outlined in this Article, the Superintendent, As-sistant Superintendents, Directors, Supervisors, or the Prin-cipals may assign a rating to a member of the bargaining unit even though they have not observed said member over the course of the school year. However, Principals, Super-

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visors, or Directors may not recommend an unsatisfactory rating for classroom performance without having observed the employee being rated at least once during the school year. Any observation for over one (1) hour shall be conduct-ed upon prior consultation with the employee with the ex-ception of the employee who has received an unsatisfactory rating and/or a letter from the Superintendent indicating a concern with the teacher’s professional responsibilities in relation to his/her classroom activities. Said observation shall then be limited to one hundred fifty (150) minutes.

B. Both scheduled and unscheduled observations shall be re-corded on the appropriate forms. All visits shall be recorded.

C. The Record of Observation Report shall become a part of the employee’s file for two (2) years. The Record of Obser-vation Report may not be placed in the employee’s file until the employee has had a conference with the observer and given an opportunity to respond to the report. The original copy shall be given to the person observed. A copy shall be retained by the observer, and another copy shall be forward-ed to the office of the appropriate Assistant Superintendent.

D. In the event an Administrator or Supervisor requires, for ob-servation purposes, an elementary teacher to teach a spe-cific subject at a certain time, a two (2) day prior notice of the date and time of the visit will be given to the teacher.

E. Each such visit for the purpose of observation shall be re-corded on a standardized form which has been cooperative-ly developed by the Administration and the Association.

F. Observation reports shall be accumulated for the purpose of establishing a rating.

G. All observations for rating shall be affected in accordance with the following provisions:

1. Teachers who have received an Unsatisfactory or Needs for Improvement for the preceding semester or term -- at least once every thirty (30) school days.

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2. Non-tenured teachers and tenured teachers new to the District -- at least once every forty-five (45) school days.

3. All other instructional employees -- minimum of once each school year.

4. The final rating assigned by the appropriate adminis-

trative staff member shall be made after proper invita-tion is given to the staff member involved and in his/her presence, and if he/she desires, in the presence of an Association representative.

5. Any criteria used by the Administrator to arrive at the final rating shall be made available to the staff mem-ber upon his/her request.

6. It shall be agreed that the Administration may use, as sources for the final rating, conferences with the staff member and all written information available with the understanding that all such written information must be researched and prepared by an Administrator or Supervisor of the District. The Administration agrees to use any relevant information to arrive at the employ-ee’s final rating.

7. The Office of the Superintendent shall inform any in-structional employee who receives an Unsatisfactory rating, by letter, within one (1) month of the close of the semester or term for which the rating is assigned.

8. Each employee shall have the right to examine his/her Personnel File in accordance with Article XXXVI, Personnel File.

9. If an evaluator determines a teacher’s rating is Needs Improvement or Unsatisfactory, the reasons shall be set forth in specific terms as specified in a Profes-sional Improvement Plan. Teachers may, in writing, request a demonstration of the ways of improvement recommended by the Administrator, Director, or Su-pervisor if the procedures and methods so recom-

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mended in writing are not clear to them. The evaluator will then arrange a demonstration of these methods and procedures for the teacher at a time mutually agreed upon. The demonstration shall take place no later than twenty (20) school days after said request has been made.

10. The District and the Association will use a mutually agreed upon rating system which uses Commendable, Satisfactory, Needs Improvement, and Unsatisfactory (CSNU).

ARTICLE XLIIRELIGIOUS HOLIDAYS

A member of the bargaining unit may use emergency day(s) for a recognized religious observance.

ARTICLE XLIIIREPORTING OFF WORK

All absences from work shall be reported to a District-provided service or a principal if the District-provided service is not avail-able in emergency situations. After initial consultation with the Association, the service shall operate according to the directions approved by the Administration. Employees failing to report off work will be charged leave without pay for the day(s) in question.

ARTICLE XLIVREPRIMAND MEETING

An Administrator may not issue a reprimand (official letter for the Personnel File, suspension, or termination) without formally meeting with the employee. An Administrator will notify the em-ployee in writing that the meeting is to occur and the employee has the right to have a designated representative of the bargain-ing unit present. The purpose of this meeting shall be to review, discuss, and document the reasons for the reprimand. Said doc-umentation shall appear in the reprimand to be placed in the employee’s personnel file. Employees that have been suspended from work, pending the outcome of an investigation, shall be in-vited to attend a formal meeting as well. Failure of the employee to appear for the meeting will not restrict the District from issuing a disciplinary sanction.

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ARTICLE XLVSABBATICAL LEAVE

A teacher with ten (10) or more years service, at least five (5) in the District shall be eligible, upon application, for a sabbatical leave subject to the conditions of the School Code.

Requests for sabbatical leave shall be filed on standard District forms applicable to the request and submitted to the Superinten-dent of Schools at least sixty (60) days prior to the school term of the desired leave, except for medical reasons.

ARTICLE XLVISALARY ADJUSTMENT

A professional employee may enter a new salary category on the first payday in March and September of each year, provided that he/she has met all of the requirements of the new category.

ARTICLE XLVIISCHOOL YEAR

The school year shall be 190 days for bargaining unit employees beginning their first full year of employment with the District. This includes 180 teaching days, two (2) parent/teacher conference days (as defined elsewhere in this Agreement), three (3) in-ser-vice days, four and one-half (4½) days at the beginning of the year [one-half (½) day opening meetings and one-half (½) day classroom preparation time], and one-half (½) day at the end of the year.

The school year for all other bargaining unit employees shall be 186.5 days. This includes 180 teaching days, two (2) parent/teacher conference days (as defined elsewhere in this Agree-ment), three (3) in-service days, one (1) day at the beginning of the year [one-half (½) day opening meetings and one-half (½) day classroom preparation time], and one-half (1/2) day at the end of the year.

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ARTICLE XLVIIISENIORITY SUSPENSION AND RECALL SYSTEM

The District agrees to suspend employees who are rated satisfac-tory at the time of suspension on the basis of seniority. Seniority shall be defined for the purpose of this Agreement as the length of continuous service within the District within their areas of cer-tification from the first day of work.

Seniority shall be determined on the basis of a normal school year as outlined in Article XLVII, School Year. Employees who work more than the normal school day or the normal school year shall not be considered to have gained seniority beyond the employee who works the normal school year.

Seniority shall not be interrupted for an employee who is on an approved maternity leave, sabbatical leave, an approved leave of absence, or who is on paid sick leave as provided for in this Agreement. The above leaves shall be considered as continuous service. All other types of leave shall be considered to be an inter-ruption of service and shall not be counted as continuous senior-ity. An employee’s continuous service shall be broken so that no prior period or periods of employment shall be counted and his rights to seniority shall cease upon the following:

1. Voluntary termination.2. Discharge.3. Failure to return from an approved leave.

Professional employees who are eligible for suspension and who have the same seniority shall be suspended by lot.

RECALL RIGHTS FOR SUBSTITUTE POSITIONSAll suspended members of the bargaining unit shall have for the life of this Agreement first right of recall for full-time substitute positions which may occur within their areas of certification, sub-ject to the following conditions:

A. Bargaining unit members who desire substitute work must indicate so in writing to the Superintendent’s Office within ten (10) calendar days from the date of their suspension.

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B. Members of the bargaining unit who refuse assignment shall lose their recall right.

C. The rate of pay for teachers suspended under this Article shall be based upon the step of attainment that the bar-gaining unit member would have achieved had they been employed at this time.

D. Bargaining unit members when returned to full-time em-ployment with the District shall be placed upon the salary schedule at the step beyond their placement at the time they were suspended.

E. Suspended employees shall continue to receive group fringe benefits granted to full-time employees as a part of this Agreement at their own expense for one year. To receive full-time benefits, the employees will be required to meet the regulations established by the District for the payment of the premiums.

ARTICLE XLIXSEVERANCE PAY

All members of the bargaining unit covered by this Agreement will be entitled to severance pay when they retire from employment with the District if said bargaining unit member has had a mini-mum of five (5) years’ service in the District.

Severance pay shall be an amount equal to $75.00 per accu-mulated but unused sick days and accumulated but unused personal days to an amount not to exceed $7,500.00, except in cases where the bargaining unit member has reached age 55 or completed 25 years of service with the District. After reaching 55 years of age or having completed 25 years of service with the District, there shall be no limit to the amount of severance pay for which the bargaining unit member is eligible.

All types of separation pay will be distributed in accordance with the District’s Special Pay Plan and/or Healthcare Savings Plan, as per eligibility stated in the Special Pay Plan Document.

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In the event of the death of an active bargaining unit member, all accrued severance pay shall be paid in accordance with the Beneficiary Designation provided by the employee on the group life insurance benefit form.

ARTICLE LSICK LEAVE

A. In the second year of employment and each year thereafter, bargaining unit members shall be eligible for accumulative sick leave as provided by law.

B. In the third year of employment, each bargaining unit mem-ber, upon exhausting all accumulated personal sick leave, shall be paid for up to 85 days at one-half his/her per diem for any extended illness. The number of sick leave days at full and half pay must not exceed 186.5, except in the case where the professional has accumulated more than said number at full pay. Once an employee has used all of his/her accumulated days at full pay, a five-day continuous ab-sence shall be necessary before one-half salary payment begins. In cases of extended illness, payment will be retro-active to the first day of absence.

Once the professional has used 85 days at half pay during a two (2) year period, he/she will not be entitled to this pro-vision of the contract again until having completed an addi-tional full year of service.

C. A bargaining unit member may use up to five (5) sick leave days per school year for the following reasons:

1. Sudden illness of dependent.

2. Immediate family needs medical attention. Immedi-ate family is defined as the following persons: parent, spouse, child or legal dependent.

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D. All requests for use of sick time for more than two (2) consec-utive days must be approved by the Superintendent or his/her Designee and must be accompanied by a medical ex-cuse unless otherwise determined by the Superintendent or his/her Designee. Employees will provide the medical excuse to his/her assigned Principal, unless instructed otherwise.

E. A Sick Leave Bank shall be established to which employees may contribute days of personal sick leave. The Sick Leave Bank shall be administered by the Sick Leave Bank Com-mittee, which will be comprised of Association members exclusively. The Committee shall establish rules and regu-lations, and shall furnish to the District a copy of the same. The Committee shall certify to the District the contributors thereto, and the District agrees to honor said withdrawals upon proper certification by the Committee.

The Association shall indemnify and hold the District harmless against any and all claims, demands, suits, or any other form of liability that shall arise out of or by reason of action taken or not taken by the District for purposes of complying with any provision of this Section, or in reliance of any list, notice, or assignment furnished under such provision.

F. Sick leave will not be granted to employees who elect to have cosmetic surgery.

ARTICLE LISUMMER SCHOOL

All positions will be offered to personnel from the regular staff through a posting.

For new programs: In the event that two or more qualified, (i.e., experience in similar program, no significant rating difference, etc.) professional employees of the District apply, first consider-ation will be given to the employee with the greatest number of years’ service in the District.

For established programs: Uninterrupted service and satisfactory yearly evaluation in the program shall be the criteria for selection.

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ARTICLE LIITRANSFER POLICY

ELEMENTARYIn the event that it becomes necessary to transfer professional personnel from building to building as a result of reduction in force, said professional personnel will be transferred according to district-wide seniority. Under these conditions, personnel will first be asked to volunteer for transfer. If voluntary transfer is not accepted, the person within the building with the least dis-trict-wide seniority will be the first person to be transferred. The placement of transferred personnel will be at the discretion of the Administration.

Professional personnel who will be transferred will be informed of the transfer at a scheduled conference with the building principal where the reasons for said transfer will be presented. If the pro-fessional does not agree to the transfer, appeal may be made to the Assistant Superintendent at a scheduled meeting.

Association representatives may be present at all such meetings.

Transfer of professional employees who have the same certifica-tion and the same district-wide seniority shall be determined by lot.

SECONDARYIn the event that it becomes necessary to transfer professional personnel from building to building or department to department as a result of reduction in force, the Administration shall first ask for volunteers to transfer. If no voluntary transfers are accepted, the person from within the department in the building with the required certification and with the least district-wide seniority will be transferred unless a sound educational reason can be demonstrated for not transferring the certified person with the least seniority. The placement of transferred personnel will be at the discretion of the Administration.

Professional personnel who will be transferred will be informed of the transfer at a scheduled conference with the building principal where the reasons for said transfer will be presented. If the pro-fessional does not agree to the transfer, appeal may be made to the Assistant Superintendent at a scheduled conference.

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Association representatives may be present at all such meetings.

Transfer of professional employees who have the same certifica-tion and the same district-wide seniority shall be determined by lot.

ARTICLE LIIIVIDEO TAPING

Video taping of classroom presentations can be a valuable tool to-ward improvement of teaching techniques. No such taped presen-tation shall be viewed by anyone other than the teacher involved and his/her supervisors without the permission of the teacher. No teacher shall be forced to participate in this type of activity.

ARTICLE LIVVISION COVERAGE

The District agrees to provide payroll deduction for employees wishing to enroll in the Association’s designated vision plan. The Association shall be responsible for choosing one vision care plan and employees shall be responsible for the full premium of the vision coverage and any additional incurred expenses. The Association will be responsible for any re-enrollment of coverage requirements if it changes providers.

ARTICLE LVWORK ASSIGNMENT

The right of professional work assignment rests with the Board of School Directors and the Administrative Staff. The District realiz-es, however, that professional employees will not be transferred indiscriminately and shall provide a justifiable reason.

Where any change of elementary grade, secondary subject, or building assignment (the high school complex shall be consid-ered one building) is not voluntarily made, the reason for such change shall be given, in writing, to the person whose assign-ment is to be changed.

In the presence of proper justification, the right of appeal shall be exercised only where harassment is a factor as determined by the Association.

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ARTICLE LVIWORKERS’ COMPENSATION CLAIM

No member of the bargaining unit may receive both Workers’ Compensation benefits and sick leave benefits for the same work related injury. In cases of a work-related injury, employees are required to treat with one of the designated Health Care Provid-ers for ninety (90) days from the date of the first visit. Failure to seek treatment from one of the designated Health Care Providers, except for medical emergencies, will relieve the Employer or its insurer from liability for the payment of services during the ninety (90) day period. Employees who elect to take sick leave benefits and subsequently receive Workers’ Compensation benefits shall reimburse the District the full amount of Workers’ Compensation payments. The employee’s sick leave days will be reinstated equal to that dollar amount. If the employee wants restored all sick leave days, for which he/she was absent due to that injury, he/she must reimburse the District the dollar amount equal to the sick leave time not already reimbursed by Workers’ Compensation.

ARTICLE LVIIPROFESSIONAL SALARIES

The salary increases for bargaining unit members are reflected in the Salary Schedules in the back of this Agreement and repre-sent the following increases:

Year 1 (2013-2014) Step Movement and provide 2.5%Year 2 (2014-2015) Freeze Step Movement and provide 3%Year 3 (2015-2016) Step Movement and provide 3%

Any member working less than the 7 1/2 hour day will receive a prorated share of the increase.

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The District reserves the right to establish the entry step of any new employee. The District, at its sole discretion, may or may not give credit for prior teaching experience attained outside the Dis-trict. A new teacher to the District must have worked ninety (90) consecutive days in a school year for the District in order to be eligible to advance a step on the salary schedule for a succeed-ing year. Employees who do not work for ninety (90) consecutive days in the District will not receive credit for movement on the salary schedule for a succeeding year.

MASTER’S DEGREEThe salary for a Master’s Degree shall be $1,400.00 above the salary for a Bachelor’s Degree.

MASTER’S + 30The salary for a Master’s + 30 shall be $2,400.00 above the Bachelor’s Degree. The Master’s + 30 must be thirty (30) gradu-ate credits as earned after the Master’s Degree.

DOCTORATEThe salary for a Doctorate shall be $3,600.00 above the salary for a Bachelor’s Degree.

ARTICLE LVIIIEFFECTIVE DATE AND DURATION

The provisions of this Agreement will become effective on Sep-tember 1, 2013, and will remain in force and effect until August 31, 2016.

This Agreement may be extended after August 31, 2016, for such additional time and under such conditions as may be agreed to in writing by the parties hereto. Any such extension shall be evi-denced by an amendment to this Agreement, to which both par-ties shall signify their approval by duly executing the same.

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IN WITNESS WHEREOF, the interested parties affix their signa-tures this 19th day of May, 2014.

BOARD OF SCHOOL DIRECTORS OF THE ALTOONA AREA SCHOOL DISTRICT

By___________________________________________________Maryann Joyce-Bistline, President

ALTOONA AREA EDUCATION ASSOCIATION

By___________________________________________________Doug Rosenberry, President

AAEA REPRESENTATIVES DISTRICT REPRESENTATIVES

_________________________ _________________________

_________________________ _________________________

_________________________ _________________________

_________________________ _________________________

_________________________ _________________________

_________________________ _________________________

_________________________ _________________________

_________________________ _________________________

_________________________ _________________________

_________________________ _________________________

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APPENDIX AEXTRA DUTY ADVISOR STIPENDS

Pay Schedule Position

A $4,048.00 Band Director - SR HIGH

B $3,164.00 Band Director - JR HIGH (8th & 9th) Play Director - SR HIGH MLTV Advisor - SR HIGH

C $2,817.00 Intramural Sports Director - SECONDARY Choral Director - SR HIGH Cheerleader Advisor - SR HIGH Cheerleader Advisor - JR HIGH - Maroon Cheerleader Advisor - JR HIGH - White Student Council Advisor - SR HIGH Planetarium Director - SR HIGH

D $2,481.00 Pep/Jazz Band Director - SR HIGH Band Director - JR HIGH (7th) Show Director - JR HIGH After-School Detention - SR HIGH After-School Detention - JR HIGH (8th & 9th) After-School Detention - JR HIGH (7th)

E $2,138.00 Jazz Band Director - ELEMENTARY Jazz Band Director - JR HIGH - Varsity Jazz Band Director - JR HIGH - Junior Varsity Vocal Ensemble Advisor - JR HIGH Orchestra String Director - SR HIGH Orchestra String Director - JR HIGH Choral Director - JR HIGH (8th & 9th) Choral Director - JR HIGH (7th) Band/Majorettes/Colorguard Advisor - SR HIGH Speech League Advisor - SR HIGH Play Director Assistant - SR HIGH Saturday Detention - SR HIGH Student Council Assistant - SR HIGH Student Council Advisor - JR HIGH (9th) Student Council Advisor - JR HIGH (8th) Student Council Advisor - JR HIGH (7th)

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F $1,885.00 Cheerleader Assistant - SR HIGH Colorguard / Silk Advisor - SR HIGH Majorettes Advisor - JR HIGH (8th & 9th) Saturday Detention - JR HIGH (8th & 9th) Saturday Detention - JR HIGH (7th)

G $1,538.00 Horseshoe Advisor - SR HIGH Yearbook Advisor - JR HIGH Lioneers Advisor - SR HIGH Mt. Echo Advisor - SR HIGH Newspaper Advisor - JR HIGH Senior Class Advisor

H $1,367.00 Theater Arts Coordinator - ELEMENTARY Technology Liaison - ELEMENTARY Technology Liaison - JR HIGH (9th) Technology Liaison - JR HIGH (8th) Technology Liaison - JR HIGH (7th) Technology Club Advisor - SR HIGH Technology Club Advisor - JR HIGH Earth-Keepers Advisor - SR HIGH ETC Advisor - SR HIGH Foreign Language Club Advisor - SR HIGH FBLA Advisor - SR HIGH FBLA Advisor - JR HIGH Junior Academy of Science Advisor - SR HIGH After-Glo Advisor - SR HIGH Astronomy Club Advisor - SR HIGH Computer Club Advisor - SR HIGH FHA-HERO Advisor - SR HIGH Mock Trial Advisor - SR HIGH Girls’ League Advisor - SR HIGH Homecoming Advisor - SR HIGH Internal Fund Coordinator - SR HIGH Youth in Government Advisor - SR HIGH Lion Ambassadors Club Advisor - SR HIGH National Art Honor Society Advisor - SR HIGH National Honor Society Advisor - SR HIGH Interact Club Advisor - SR HIGH

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Interact Club Assistant - SR HIGH Intramural Advisors (per sport) - JR & SR HIGH Majorettes Advisor - JR HIGH (7th) Reading Club Advisor - JR HIGH Honor Society Advisor - JR HIGH Math Club Advisor - JR HIGH Horseshoe Assistant Advisor - SR HIGH Key Club Advisor - SR HIGH Key Club Assistant Advisor - SR HIGH Peer Leadership Program Advisor - SR HIGH SADD Advisor - SR HIGH Scholastic Scrimmage Team Advisor - SR HIGH Senior Class Assistant Advisor Junior Class Advisor Junior Class Assistant Advisor Sophomore Class Advisor Ninth Grade Advisor Technology Liaison – SR HIGH – A-Building Technology Liaison – SR HIGH – B-Building Technology Liaison – SR HIGH – B-Building

I $525.00 Chess Club Advisor - SR HIGH Chess Club Advisor - JR HIGH Technology Liaison - WP KIMMEL Safety Patrol - ELEMENTARY Interscholastic Reading Club Advisor - SR HIGH Interscholastic Reading Club Advisor - JR HIGH General Interest Club Advisor - SR HIGH

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APPENDIX BDRUGS AND ALCOHOL

The District recognizes that the misuse of drugs and/or alcohol is a serious problem with legal, physical and social implications for the whole school community. As such, the District is very much concerned about the problem that may be caused by the misuse of drugs and/or alcohol by employees, especially as such use relates to the safety, efficiency and productivity of all employees.

Therefore, employees are prohibited from possessing, or being un-der the influence of, illegal controlled substances/narcotics or alco-holic beverages while engaged in official District business or while performing in any capacity as a District employee where students are participating. Employees may be asked to submit to a drug/alcohol test when “Reasonable Suspicion” exists. “Reasonable Suspicion” testing must be determined by a supervisor or manager who has been trained in the specific contemporaneous, articula-ble observations concerning the appearance, behavior, speech, or body odors of the employee. In cases where a supervisor/manager believes that “Reasonable Suspicion” exists, the Human Resources Director (or designee) will be notified and appear on site to examine the circumstances and determine the appropriate course of action. Additionally, the AAEA President (or designee) will be notified and afforded the opportunity to appear on site as well.

Once it has been determined that reasonable suspicion exists, be advised that it is a violation to refuse consent to test for these purposes or to test positive for alcohol or illegal drugs. Policy violations may result in disciplinary action, up to and including termination, dependent upon the specific circumstances and/or frequency of occurrence surrounding the incident. Any employee who tests positive his/her first time shall not be permitted to work and shall be evaluated by a Substance Abuse Professional (SAP) to determine what assistance the employee needs in resolving problems associated with the use of controlled substances and/or alcohol. If the employee requires treatment, the SAP will facil-itate the employee’s treatment and will monitor participation in the program to determine whether or not the employee has fol-lowed the prescribed rehabilitation program. Cost for evaluation and treatment will be the responsibility of the employee if it is not covered by the District’s health insurance plan.

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Employees will be returned to work after the District receives cer-tified recommendation to return to full duty. Failure to cooperate with an agreed-upon treatment plan may result in discipline, up to and including termination. An employee who returns to full duty, after satisfying the recommended treatment plan, and sub-sequently tests positive within one (1) calendar year of his/her return, will not be afforded the benefits of this Article again and will be immediately terminated.

Any employee testing positive for controlled substances will be given an opportunity to request, within 72 hours of being noti-fied of a verified positive test result by the Medical Review Of-ficer, that the split specimen be analyzed in a different DHHS certified laboratory for the presence of the drug(s) for which a positive result was obtained. If the split specimen fails to recon-firm the presence of the drug(s) found in the primary specimen, the MRO shall report the test result as negative. An employee who requests that the split specimen be tested must pay for the cost of the split specimen unless the results are negative. After a positive drug or alcohol test, there is no opportunity to have a “second collection”. All drug and alcohol testing, except for Return-To-Duty testing, is considered “on-duty” time and thus employees are in compen-sable status for all time, including travel time to and from the collection site. An employee removed from duty, pending the out-come of a reasonable suspicion test, may use Personal Days or Leave Without Pay. If the test result is negative, the employee will be made whole for any wages lost or paid leave used. If an em-ployee is removed from duty and referred to treatment following a positive test for controlled substances and/or alcohol, he must use paid sick leave (with the option of personal leave once full pay sick leave expires); and/or if the employee is without paid sick leave, he must request Board approval for leave without pay, which approval shall not be unreasonably denied.

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Employees who are experiencing work-related or personal prob-lems resulting from drug, narcotic, or alcohol abuse or depen-dency may request, or be required to seek, counseling help and shall be granted a leave of absence to undertake rehabilitation treatment. The employee will not be permitted to return to work until certification is presented to the Office of Human Resourc-es that the employee is capable of performing his job. Partici-pation in counseling, including District-sponsored or required counseling, is confidential and would not have any influence on performance appraisals. Job performance, not the fact that an employee seeks counseling, is to be the basis of all performance appraisals. Participation in a treatment program does not insu-late an employee from the imposition of discipline for violations of this or other District policies.

The District will, to the extent feasible, provide continuing aware-ness programs about the harmful effects of drug and alcohol abuse.

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2013-2014 STEPS IN RELATION TO SERVICE YEARS

Year Step

1 1

2-4 2

5 3

6 4

7 5

8 6

9 7

10 8

11 9

12 10

13 11

14 12

15 13

16 14

17 15

18 16

19 17

20 18

21 19

22-26 20

27 21

28-29 22

30 23

31 24

32 25

33 26

34+ 27

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2013-2014 SALARY SCHEDULE

Step B MEQ UG MEQ G M M+30 Doctorate

$700 $800 $1,400 $2,400 $3,600

1 $39,563 $40,263 $40,363 $40,963 $41,963 $43,163

2 $39,876 $40,576 $40,676 $41,276 $42,276 $43,476

3 $40,189 $40,889 $40,989 $41,589 $42,589 $43,789

4 $40,502 $41,202 $41,302 $41,902 $42,902 $44,102

5 $42,236 $42,936 $43,036 $43,636 $44,636 $45,836

6 $43,970 $44,670 $44,770 $45,370 $46,370 $47,570

7 $45,704 $46,404 $46,504 $47,104 $48,104 $49,304

8 $47,438 $48,138 $48,238 $48,838 $49,838 $51,038

9 $49,172 $49,872 $49,972 $50,572 $51,572 $52,772

10 $50,906 $51,606 $51,706 $52,306 $53,306 $54,506

11 $52,640 $53,340 $53,440 $54,040 $55,040 $56,240

12 $54,374 $55,074 $55,174 $55,774 $56,774 $57,974

13 $56,108 $56,808 $56,908 $57,508 $58,508 $59,708

14 $57,842 $58,542 $58,642 $59,242 $60,242 $61,442

15 $59,576 $60,276 $60,376 $60,976 $61,976 $63,176

16 $61,310 $62,010 $62,110 $62,710 $63,710 $64,910

17 $62,636 $63,336 $63,436 $64,036 $65,036 $66,236

18 $63,350 $64,050 $64,150 $64,750 $65,750 $66,950

19 $64,064 $64,764 $64,864 $65,464 $66,464 $67,664

20 $65,084 $65,784 $65,884 $66,484 $67,484 $68,684

21 $66,104 $66,804 $66,904 $67,504 $68,504 $69,704

22 $67,124 $67,824 $67,924 $68,524 $69,524 $70,724

23 $68,144 $68,844 $68,944 $69,544 $70,544 $71,744

24 $69,164 $69,864 $69,964 $70,564 $71,564 $72,764

25 $70,184 $70,884 $70,984 $71,584 $72,584 $73,784

26 $71,204 $71,904 $72,004 $72,604 $73,604 $74,804

27 $72,224 $72,924 $73,024 $73,624 $74,624 $75,824

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2014-2015 STEPS IN RELATION TO SERVICE YEARS

Year Step

1-2 1

3-5 2

6 3

7 4

8 5

9 6

10 7

11 8

12 9

13 10

14 11

15 12

16 13

17 14

18 15

19 16

20 17

21 18

22 19

23-27 20

28 21

29-30 22

31 23

32 24

33 25

34 26

35+ 27

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2014-2015 SALARY SCHEDULE

Step B MEQ UG MEQ G M M+30 Doctorate

$700 $800 $1,400 $2,400 $3,600

1 $41,960 $42,660 $42,760 $43,360 $44,360 $45,560

2 $42,273 $42,973 $43,073 $43,673 $44,673 $45,873

3 $42,586 $43,286 $43,386 $43,986 $44,986 $46,186

4 $42,899 $43,599 $43,699 $44,299 $45,299 $46,499

5 $44,499 $45,199 $45,299 $45,899 $46,899 $48,099

6 $46,099 $46,799 $46,899 $47,499 $48,499 $49,699

7 $47,699 $48,399 $48,499 $49,099 $50,099 $51,299

8 $49,299 $49,999 $50,099 $50,699 $51,699 $52,899

9 $50,899 $51,599 $51,699 $52,299 $53,299 $54,499

10 $52,499 $53,199 $53,299 $53,899 $54,899 $56,099

11 $54,099 $54,799 $54,899 $55,499 $56,499 $57,699

12 $55,699 $56,399 $56,499 $57,099 $58,099 $59,299

13 $57,299 $57,999 $58,099 $58,699 $59,699 $60,899

14 $58,899 $59,599 $59,699 $60,299 $61,299 $62,499

15 $60,633 $61,333 $61,433 $62,033 $63,033 $64,233

16 $62,367 $63,067 $63,167 $63,767 $64,767 $65,967

17 $63,693 $64,393 $64,493 $65,093 $66,093 $67,293

18 $64,407 $65,107 $65,207 $65,807 $66,807 $68,007

19 $65,121 $65,821 $65,921 $66,521 $67,521 $68,721

20 $66,121 $66,821 $66,921 $67,521 $68,521 $69,721

21 $67,121 $67,821 $67,921 $68,521 $69,521 $70,721

22 $68,124 $68,824 $68,924 $69,524 $70,524 $71,724

23 $69,144 $69,844 $69,944 $70,544 $71,544 $72,744

24 $70,164 $70,864 $70,964 $71,564 $72,564 $73,764

25 $71,184 $71,884 $71,984 $72,584 $73,584 $74,784

26 $72,204 $72,904 $73,004 $73,604 $74,604 $75,804

27 $73,224 $73,924 $74,024 $74,624 $75,624 $76,824

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2015-2016 STEPS IN RELATION TO SERVICE YEARS

Year Step

1 1

2-3 2

4-6 3

7 4

8 5

9 6

10 7

11 8

12 9

13 10

14 11

15 12

16 13

17 14

18 15

19 16

20 17

21 18

22 19

23 20

24-28 21

29 22

30-31 23

32 24

33 25

34 26

35+ 27

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2015-2016 SALARY SCHEDULE

Step B MEQ UG MEQ G M M+30 Doctorate

$700 $800 $1,400 $2,400 $3,600

1 $42,450 $43,150 $43,250 $43,850 $44,850 $46,050

2 $42,763 $43,463 $43,563 $44,163 $45,163 $46,363

3 $43,076 $43,776 $43,876 $44,476 $45,476 $46,676

4 $43,389 $44,089 $44,189 $44,789 $45,789 $46,989

5 $44,989 $45,689 $45,789 $46,389 $47,389 $48,589

6 $46,589 $47,289 $47,389 $47,989 $48,989 $50,189

7 $48,189 $48,889 $48,989 $49,589 $50,589 $51,789

8 $49,789 $50,489 $50,589 $51,189 $52,189 $53,389

9 $51,389 $52,089 $52,189 $52,789 $53,789 $54,989

10 $52,989 $53,689 $53,789 $54,389 $55,389 $56,589

11 $54,589 $55,289 $55,389 $55,989 $56,989 $58,189

12 $56,189 $56,889 $56,989 $57,589 $58,589 $59,789

13 $57,789 $58,489 $58,589 $59,189 $60,189 $61,389

14 $59,389 $60,089 $60,189 $60,789 $61,789 $62,989

15 $61,123 $61,823 $61,923 $62,523 $63,523 $64,723

16 $62,857 $63,557 $63,657 $64,257 $65,257 $66,457

17 $64,183 $64,883 $64,983 $65,583 $66,583 $67,783

18 $64,897 $65,597 $65,697 $66,297 $67,297 $68,497

19 $65,611 $66,311 $66,411 $67,011 $68,011 $69,211

20 $66,611 $67,311 $67,411 $68,011 $69,011 $70,211

21 $67,611 $68,311 $68,411 $69,011 $70,011 $71,211

22 $68,614 $69,314 $69,414 $70,014 $71,014 $72,214

23 $69,634 $70,334 $70,434 $71,034 $72,034 $73,234

24 $70,654 $71,354 $71,454 $72,054 $73,054 $74,254

25 $71,674 $72,374 $72,474 $73,074 $74,074 $75,274

26 $72,694 $73,394 $73,494 $74,094 $75,094 $76,294

27 $73,714 $74,414 $74,514 $75,114 $76,114 $77,314