Tentative teachers contract for Rochester School District.

1. Tentative Agreement for the 201l – 2013
Master Contract
Between the
School Board
Of
Independent School District #535
And the
Rochester Education Association
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2. ARTICLE VI - SICK LEAVE, HOSPITAL LEAVE, AND MEDICAL LEAVE
6.1 Added Language and M.O.U. for explanation
Newly Employed Licensed Staff: Effective with the 2012/2013 school year, licensed staff
new to the district will be required to participate in the pool by donating one sick leave
day to the emergency sick leave pool upon employment.
Currently Employed Licensed Staff: Licensed staff members will be notified of the open
enrollment for participation in the emergency sick leave pool at the beginning of each
school year. Employees who have not participated in the past will have the opportunity
to donate one sick leave day and to sign up to participate.
C. When a teacher depletes all accumulated sick leave and does not have access to
hospital leave or the emergency sick leave pool (See MOU XX), up to an additional
thirty (30) days may be used for illness with the cost of the daily substitute being
deducted from the teacher’s pay.
Adjusted article to include Paternity leave
ARTICLE VII - MATERNITY, PATERNITY, ADOPTION, AND INFANT CARE LEAVE
7.1 Notice of Maternity, Paternity, Adoption, and Infant Care Leave
7.4 Adoption Leave
A. With physician's recommendation, benefits afforded to maternity disability will be
afforded to support adoptive parents.
B. The benefit will include paid hospital leave and paid sick leave in accordance with
the duration defined by the physician.
Moved language from Article 8
7.5 Paternity Leave
Paternity leave shall be granted for a period of up to 5 paid days under a code 9
to support the recovery of spouse following childbirth or for adoption. Leave
days do not need to be consecutive but taken within the medically prescribed
disability period. Additional days may be accessed through the use of family sick
leave to support recovery and infant/adoptive child care needs.
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3. Added Language for clarification of when leave is available
Leave for Infant Care
A leave of absence without pay will be granted to any teacher for the purpose of infant
care inclusive of adopted children.
A. An infant care leave shall commence on the first day approved by the School Board
for the leave. The maximum length of the infant care leave shall be the remainder of
the school year in which the leave began plus the following school year. A teacher
shall not be entitled to more than one Infant Care Leave per child. A teacher shall
have the right to return as per Section 7.5.
Added language to improve application process
13.4 Sabbatical Leave Applications:
A. Staff members who wish to apply for a sabbatical leave must access the sabbatical
leave application information on the ISD 535 District website under the Human
Resources Department. Applications must be completed in their entirety and
submitted through their building administrator to the Director of Human Resources
no later than January 15, preceding the year of absence. Applicants should be
prepared to present a brief presentation and answer questions related to their
sabbatical leave request to the sabbatical leave committee.
Moved language from Article… No change in language
ARTICLE XV - JOB SHARE OPTION
A. A job share occurs when two teachers share a 1.0 regular contract position.
B. All job sharing proposals shall be submitted to the administrator prior to April 1st.
Reference the job share guidelines on the Human Resources website prior to
submission of request.
C. Only non-probationary teachers will be considered for job share.
D. When two teachers agree to job share and receive administrator approval, each will be
granted a leave of absence for the portion of their job not being worked for a
maximum of (2) consecutive years. If the job share is continued beyond (2) years, the
teachers will be required to reduce their employment to the amount of the job share
they are working.
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4. Change in language regarding in-service rates. Also see Appendix
19.1 Required in-service courses other than those considered as a condition of employment
shall be offered during the workday. There will be no charge for such courses and no
credit will be granted. The District may offer such required in-service courses outside the
workday. Teachers who choose to take the required in-service course at times other than
during the workday shall be compensated at a rate in accordance with Schedule F.
Change in language to support electronic transfer
20.2 The District agrees to remit these dues and/or fees to the Association once each month
through electronic transfer. An alphabetical list of teachers for whom deductions have
been made and the amount of each deduction shall accompany the first remission. Any
changes in personnel from the list previously furnished shall be submitted to the
Association electronically.
New language for electronic transfer
20.3 Upon receipt of a properly executed authorization card from the member involved, the
school district will deduct from the member’s paycheck the amount the member has
agreed to contribute to The NEA Fund For Children and Public Education. The school
district is responsible to transmit contributions, along with a roster of contributors, on a
monthly basis to Education Minnesota.
ARTICLE XXIV - FRINGE BENEFITS
New Language to expand Insurance committee membership
24.1 B.The Employee Insurance Benefit Review Committee (EIBRC) shall comprise three
members appointed by the District and three appointed by the Association. This
committee will be convened to discuss benefit changes if the Association and the District
agree to initiate discussion. As of July 1, 2012 the Employee Insurance Benefit Review
Committee (EIBRC) will be expanded to include a representative from each employee
unit for the purpose of reviewing and recommending future changes to the Insurance
plans and design options. See the Memorandum of Understanding in Appendix XX.
C. Changes in the benefit plans may be recommended by the EIBRC.
Recommendations shall be implemented if approved by the Association and by the
District. This provision expires effective 06/30/2012 and is replaced with the
provisions contain in the Memorandum of Understanding (Appendix XX).
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5. Updated language to meet requirements
D. The Employee Insurance Committee shall establish an appeals procedure to resolve
benefit interpretation disputes between an insured and the District's insurance office.
If the resolution recommended through the appeal procedure is not acceptable to the
employee or the District, the dispute may be appealed to the Plan Administrator. The
Plan Administrator’s determination of the individual's benefit dispute shall be final.
The Master Contract grievance procedure is not available to the insured in these
matters.
Added language to define district contribution
24.2 Health/Hospitalization Insurance
A. Effective January 1, 1998, the District will pay one hundred percent (100%) of the single
premium for full-time teachers and for part-time teachers employed for a .5 position or greater.
Part-time teachers employed less than .5 who were employed as of December 31, 1997 and who
were receiving a District contribution toward the health/hospitalization premium shall continue
to receive that same contribution during the term of this Agreement. Part-time employees
employed on or after January 1, 1998 for less than a .5 position shall not be eligible for a District
contribution toward health/hospitalization insurance premiums, whether single or dependent.
Effective upon expiration of this agreement, the district contribution to premium will be equal to
the actual District dollar amount contribution to health insurance premiums effective June 30,
2013.
B. The District will pay seventy percent (70%) of the eligible dependent's premium for full-
time teachers, part-time teachers employed for a .5 position or greater, and part-time teachers
employed for less than a .5 position hired prior to January 1, 1998 and who were receiving a
District Contribution toward health/hospitalization insurance, and the employee will pay the
remaining thirty percent (30%). (NOTE: Cost shifting language in the Plan of Benefits may
alter the dependent premium for the employee. Effective upon expiration of this agreement, the
district contribution to premium will be equal to the actual District dollar amount contribution
to health insurance premiums effective June 30, 2013.
C.If two (2) employees both eligible for paid dependent benefits are husband and wife, the
District shall pay one hundred percent (100%) of the dependent premium. Effective upon
expiration of this agreement, the maximum district contribution to premiums (as defined above)
will be limited to the actual contribution in effect June 30, 2013.
D. The District will pay ninety (90%) of the single premium for full-time teachers and for part-
time teachers employed for a .5 position or greater. Part-time teachers employed for less than
a .5 position shall not be eligible for a District contribution toward health/hospitalization
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6. insurance premiums, whether single or dependent. Effective upon expiration of this agreement,
the district contribution to premium will be equal to the actual District dollar amount
contribution to health insurance premiums effective June 30, 2013.
E.The District will pay sixty percent (60%) of the eligible dependent’s premium for full-time
teachers and for part-time teachers employed for a .5 position or greater. Effective upon
expiration of this agreement, the district contribution to premium will be equal to the actual
District dollar amount contribution to health insurance premiums effective June 30, 2013.
Change in language to clarify practice
24.7 Disabled Employee Health Care Benefit
The District shall not terminate, suspend or otherwise restrict the participation in or the
receipt of benefits otherwise payable under any policy of group insurance to any teacher
who becomes totally disabled while employed by the District solely on account of
absence caused by such total disability. One hundred percent (100%) of the premium
cost of the plan(s) in which the employee was enrolled at the time of disability shall be
paid by the employer. (Note: Language in the LTD plan of benefits may alter the
individual dental and individual health insurance premium for employees receiving long
term disability benefits from the district's long term disability carrier.) (In accordance
with Chapter 340, 62A.147 and 62A.148.) One hundred percent (100%) of the premium
cost shall be paid by the employer during the time the employee is receiving Long Term
Disability (LTD) benefits.
ARTICLE XXV - EXTRA CURRICULAR ASSIGNMENTS
Change in language
25.1 The pay schedule for extracurricular assignments will be found in Appendices B and C
(attached) for 2012-2013.
New language to define criteria for framework. Also see Appendix
25.2 The point value reflected on the Extra Curricular pay schedule is based on a weighted
formula that incorporates numerous factors including, but not limited to: hours, student
contact time, number of participant, safety, coordination, additional supervision
responsibilities, and feeder program applicability.
Change in language to identify committee and responsibilities
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7. 25.5 A. Any request for a new extra-curricular position shall be brought forward for
consideration to the Extra Curricular Steering Committee (See B below).
B. An Extra Curricular Steering-committee of eight (8) members will be established
to, evaluate and reevaluate the relative relationships and point values regarding new
and existing positions on the Extracurricular Pay Schedules. The Association and
the District each shall appoint four (4) members to the standing committee.
The committee shall make recommendations to the District and the Association
regarding changes to the Extracurricular Pay Schedules and proposed
implementation time lines.
Change in Dates
ARTICLE XXVI - SALARY SCHEDULE
26.1 Salary Schedule
A. The salary schedule for the 2011-2012 and 2012-2013 school year is found in
Appendix D, attached.
C. If negotiations for a successor Contract are not completed at the commencement of
the 2013-2014 school year, teachers shall continue to be paid the 2012-2013 rate of
pay until a successor Contract is ratified by the parties and fully implemented, at
which time, the 2013-2015 Contract shall govern a teacher's compensation effective
as of and retroactive to July 1, 2013.
Added language to include homebound instruction
26.4 Additional Compensation Calculations
A. All teachers employed in positions which require licensure in the alternate school,
adult education classes, driver's education, homebound instruction, and other
similar programs which run beyond the normal school day, shall be paid at an
hourly rate based on the BA top step, (not to include longevity steps), divided by
1400 hours or the pro rata rate as arrived at through the following formula,
whichever is greater:
Change in Language to define assignments
B. Teachers involved in , teaching K-12 summer school, and after school programs
shall be paid for time worked based on an hourly rate determined by dividing the
MA+10, Step Five (5), annual salary by 1400 hours.
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8. New language for summer school
C. Effective September 1, 2012: Compensation for summer school will occur in the
form of a stipend based on the required work schedule and duties. Stipend will be
payable in August. The stipend for teaching summer school will be based on a
formula that incorporates the hourly rate described in item B multiplied by total
student instructional time and total required prep time.
D. Summer school teachers will be expected to commit to the duration of the
assignment. Any unforeseen absence (e.g. illness, emergency leave, or district
required activities) will result in a stipend reduction based on the alternative
program hourly rate multiplied by the number of hours absent. Absences for
personal reasons will not be approved and will be considered in violation of the
summer school teaching assignment responsibilities.
ARTICLE XXIX - CALENDAR
New language for Work week
The Friday of pre-school workshop week for 2012 and 2013 shall be a flexible work day.
1. In the event of catastrophic circumstances or unforeseen events, the district reserves
the right to require teachers to be present on the flexible work day
2. Building administrators reserve the right to require documentation of completion of
the duty day related to the time granted for the flex day. Individuals who have not
met the requirement in the intent of the flexible day shall be required to work on that
Friday.
New language to clarify holidays
H. The calendar shall include no less than four (4) paid holidays. These holidays are
included as a part of the total 192 teacher work days referenced in A (above). The
K-12 paid holidays shall include Labor Day, Thanksgiving Day, Presidents' Day or
Martin Luther King Day, and Memorial Day.
ARTICLE XXXIII - ASSIGNMENTS in Addition to the Normal Work Year
Additions to language to define assignments
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9. 33.4A. All openings for positions which require elementary, secondary, and vocationally
licensed teachers, including alternate school, After School Academy (ASA), Before School
Academy (BSA), night school, summer school, and other programs which require licensed
teachers shall be posted in accordance with Article "XXXVI." Any work in the above
listed programs is not subject to the teacher tenure act (122A.41).
New language for hiring practices
E. Such position(s) shall be posted and filled on the basis of the following hiring
criteria
• Currently tenured Rochester Public School teachers will have first priority
rights to available positions.
• Teachers who have experience with the student population and/or program to
be served will be given first consideration in assignment selection. (Note: This
could override District seniority).
• Regular contract Rochester Public School teachers may or may not be required
to submit to an interview.
C. Eliglility
• Teachers on track 3, probationary teachers who are not meeting standards, and
those recommended for non-renewal for performance reasons are not eligible
to apply for alternative school program positions.
• Any alternative program employee who is not holding a regular teaching
contract will be required to submit to an interview prior to receiving the next
school years assignment.
ARTICLE XXXVII - TRANSFER
Change in language to create more efficiency in transfer
1. Spring transfers shall be carried out within an appropriate time period, which shall
generally begin after April 1, and be completed prior to the end of the school year.
Teachers will be provided at least three (3) weekdays to be informed of vacancies and
to consider alternatives.
Change in language for clarification
37.2 In-building Transfer
A. Transfers from one grade and/or subject assignment to another grade and/or
subject assignment within the same building shall be accomplished on the basis of
established seniority in the area of licensure, and Full Time Equivalent (FTE)
contract before those positions are opened to involuntary or voluntary transfers.
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10. All such openings shall be posted by the school principal for the information of all
building staff.
New language
B. Probationary teachers are eligible to participate in the In-building Transfer
process.
Change in language for clarification
37.4 Voluntary Transfer
A. Probationary teachers may not access voluntary transfer rights unless there is a
mutual agreement between the administrator, teacher and Director of Human
Resources.
Change in placement in contract for clarification
37.5 Upgrade – Part-Time Teachers. No appointment of a new teacher shall be made while
there is available a presently employed part-time teacher, who has completed one year of
probation with the district, and is currently employed on April 1 of their second year.
The presently employed part-time teacher must have appropriate district seniority and
have a contractual relationship with the District thirty percent (30%) or greater of the full-
time teacher duty week. Such a part-time teacher who requests an increased contractual
relationship into an instructional area for which the teacher is properly licensed but has
not acquired seniority rights shall be interviewed and given due consideration prior to the
appointment of a new teacher to the position.
ARTICLE XXXVIII - UNREQUESTED LEAVE OF ABSENCE
(LAYOFFS AND RECALL)
Change in language to align with statute
Anywhere the contract makes reference to the Minnesota Statue 122A. 40, language
change to Minnesota Statue 122A 41, since Rochester became a City of the First Class.
New language to support seniority rights for unit membership
38.2 Establishment of a Seniority list
C. Teachers employed in ABE, ECFE or other District employment groups that secure
a teaching contract within this bargaining unit will have their seniority date back-
dated to their original hire date upon completion of probation (in accordance with
MN Statute 122A.41) provided there has been no separation in employment
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11. between the prior position and the teaching assignment. This provision does not
apply to day-to-day substitute or intermittent service.
Moved language placement
A. The District shall establish a seniority list for each area of licensure. In order to
be placed on this seniority list(s), the teachers must be currently teaching in their
field of licensure or they must have taught one (1) class for a period of sixty (60)
school days or more in the District. Seniority shall be established from the date a
contract is signed with the District. In the event that teachers have equal
seniority, their seniority ranking shall be determined by the following tiebreaker
method.
1. Total years teaching (in and out of Rochester)
2. Highest degree in field of seniority being challenged
3. Total credits beyond the BA
4. Most continuing education credits in each individual’s teaching field
5. File folder number
New Language for communication
C. 1. No appointment of a new teacher shall be made while there is available on
unrequested leave or underemployment (partially employed but not their full
FTE), a teacher who is properly licensed to fill such a vacancy.
2. Notification of vacancies to teachers on unrequested leave shall be by
telephone, U.S. mail and/or email; however, if no response is received, the last
attempt will be made via certified mail to the last known address of the teacher
as recorded in the office of the Director of Human Resources.
ARTICLE XXXIX - WORK LOAD, PREPARATION PERIODS, CLASS SIZE,
INTERACTIVE TELEVISION
New Language for online assignments
39.4 Online Teaching
The District has the right to assign online teaching as a part of the normal duty day. Any
online teaching assignments in excess of a full-time position will be compensated in
accordance with the online teaching salary schedule (Appendix E).
a. Minimum of five (5) students unless agreed to by the teacher.
b. Compensation for development of the course will be paid at the
curriculum writing rate.
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12. c. Assignment only of teachers with the appropriate Minnesota licensure.
d. Assignment of an online class will follow guidelines for assignment of a
regular class.
e. Prep time for online classes will follow prep time guidelines as set forth in
the contract for live classes.
f. Online classes, unless part of a teacher’s regular assignment will be posted
for hire in accordance with the district’s hiring policy.
g. See Appendix E for online pay schedule.
New language to support creativity and innovation in program options
ARTICLEXXXX - PILOT PROPOSAL
In the event the District and/or the Association has an interest to initiate a pilot program
or strategy that could be in conflict with current contract language contained in this
agreement, proposals shall be considered through a waiver process. A waiver must be
obtained from both the Association and the District. If such a waiver is obtained, the
collective bargaining agreement will be deemed modified by a Memorandum of
Understanding (MOU) that has been created through the framework of a labor
management committee. The Labor Management Committee (LMC) will be comprised of
equal representation from the Association and the District. The LMC will be co-chaired
by one representative from the Association and one representative from the District.
Said MOU must contain: beginning and end date, intended purpose, outcomes, decision-
making method, and any other applicable procedures and/or parameters to be followed
during the pilot. The MOU must also reference any and all article provision(s) to be
waived during the duration of the pilot program and must be signed by appropriate
representatives of the District and the Association. The Master Contract is modified only
to the extent necessary to implement the aspects of the pilot proposal. Upon completion
of the pilot, the LMC will forward any recommendation(s) for change to the Association
and the School Board.
Adult Basic Education and Early Childhood Family Education
Moved language placement to be included in contract
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13. Hours, Compensation and benefits were moved within the contract instead of having it as
an appendix.
 For Adult Basic Education
New Language for transfer
1. Prek-12 Contract Transfer: ABE teachers are also eligible to transfer into a Prek-12
contract teaching position in accordance with the teacher voluntary transfer process
(Article XX.) Note: Prek-12 contract teachers cannot access ABE positions through
the teacher voluntary transfer process or the ULA recall process.
New language for family sick leave
4.2 Sick leave may be used in the event of the illness or disability of the employee, or a
member of the employee’s household who requires the attendance of the employee, or for
an emergency medical or dental treatment which is not routine in nature and which
cannot be scheduled at a time other than during work hours.
Change in Language for wages
Salary
The salary for 2011-2012 school year is $25.07 per hour and 2012-2013 school year is
25.44 per hour.
 For Early Childhood Family Education
New Language for Transfer
Prek-12 Contract Transfer: ECFE teachers are also eligible to transfer into a Prek-12
contract teaching position in accordance with the teacher voluntary transfer process (Article
XX) Note: Prek-12 contract teachers cannot access ECFE positions through the teacher
voluntary transfer process or the ULA recall process.
Change in language regarding wages
Salary
Those hired on or after January 1, 2009, will have a starting salary of $20.85 per hour
for2011-2012 and $21.16 per hour for 2012-2013. The ECFE teachers will receive the
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14. same percentage increase (decrease) that is negotiated by the REA for the Master
Contract salary schedule.
New Language to add benefits
Health Insurance
Teachers in the ECFE Program will be eligible for health/hospitalization, pursuant to
the conditions and requirements contained in Article XXIV of the 2011-2013 Master
Contract between the School Board of Independent School District #535 and the
Rochester Education Association.
HOURLY RATES FOR PROFESSIONAL DUTIES OUTSIDE OF CONTRACT DAY
(APPENDIX F)
Attending in-service training outside duty $28/hour
day
Curriculum Writing $34/hour
Presentation Trainer $40/hour (Inclusive of 1 hour of pay for preparation
for every two hours of presentation)
Site Staff Development Chair Compensation
The chairperson’s responsibility is to coordinate and lead staff development for site staff and to
make recommendations for district-wide staff development.
2012-2013 Stipend
Satellite programs
ESC $1,500
Hawthorne $1,500
Northrop $1,500
Elementary Schools with less than 35 staff
Bishop $2,000
Churchill $2,000
Elton Hills $2,000
Folwell $2,000
Franklin Montessori $2,000
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15. Hoover $2,000
Longfellow $2,000
Lincoln $2,000
Pinewood $2,000
Washington $2,000
Golden Hill $2,000
Elementary Schools (36-60 staff); Middle schools (less than 50 staff)
Bamber Valley $2,500
Franklin $2,500
Gage $2,500
Gibbs $2,500
Jefferson $2,500
Riverside $2,500
Sunset Terrace $2,500
Friedell $2,500
Middle schools (55-75 staff)
John Adams $3,000
Kellogg $3,000
Willow Creek $3,000
High schools
Century $3,250
John Marshall $3,250
Mayo $3,250
Total dedicated to Staff Development Stipends $65,250
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16. Change in Language to reflect support for new legislative requirements
MEMORANDUM OF AGREEMENT
PROFESSIONAL GROWTH PLAN
(APPENDIX H)
PARTIES: THE DISTRICT AND THE ASSOCIATION
DATE: May 10, 2012
RE: PROFESSIONAL GROWTH PLAN
Whereas the 2011 legislative session has adopted revisions to state statute that allows for the
development of a teacher evaluation system and;
Whereas the REA and the School District #535 recognize that teacher evaluation is a critical
component to high quality instruction and teacher performance
Be it therefore resolved that the parties agree to continue the work of the PGP District committee
as follows:
• A PGP committee will be established with the primary focus on professional growth
through a collaborative evaluation process.
• Membership on the district-wide PGP committee is based on an equal representation of
district administration and REA representation. The superintendent and REA president
shall select their representatives and appoint a co-chairperson from each party. The
committee will operate on a consensus decision-making model.
• The PGP district committee is empowered to make modifications to and/or to create a
new process in order to improve the overall PGP process as needed.
• The committee will be responsible for developing an appraisal process that complies with
new legislative requirements to become effective at the beginning of the 2013/2014
school year.
• The scope of the committee work will include appraisal methodology and process
accountability.
_________________________ _____________________________
For the District Date For the Association Date
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17. Change in language to improve sick leave pool
MEMORANDUM OF AGREEMENT
Emergency Sick Leave Pool
PARTIES: THE DISTRICT AND THE ASSOCIATION
DATE: May 10, 2012
RE: Emergency Sick Leave Pool
Introduction
The Rochester School Board of Independent School District #535 and the Rochester Education
Association recognize the stress and strain put on a teacher and family when a serious illness
strikes the teacher. A significant illness can result in the loss of time and wages depending on
the individual teacher’s situation. In support of the teacher, and in acknowledgement of the
value of that staff person to the district, the School Board and Association have developed an
emergency sick leave pool (ESLP) where teachers who have exhausted their leave options may
apply for additional days available as part of the pool. The pool will be filled by donations
made by members of the teacher’s employee unit to support colleagues experiencing such
circumstances.
Definition of Serious Illness
A serious illness is defined as life threatening and/or fully debilitating. In most circumstances,
the serious illness will require the absence of a teacher for a minimum of three weeks.
Donor Eligibility
Newly Employed Teachers: Effective with the 2012/2013 school year, teachers new to the
district will be required to participate in the pool by donating one sick leave day to the pool
upon employment.
Currently Employed Teachers: Teachers will be notified of the open enrollment for participation
in the employment sick leave pool at the beginning of each school year. Teachers who have not
participated in the past will have the opportunity to donate one sick leave day and to sign up to
participate.
All donations are confidential and nonrefundable. Once time is donated the teacher cannot
retract that donated sick leave for any reason and must continue to participate in the pool.
Recipient Eligibility
Membership will be open to all who are eligible for school district long term disability insurance.
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18. Teachers who have exhausted all teacher paid sick leave days, may access the ESLP when the
serious illness requires the employee to be absent from work for an extended period of time that
result in absence from work for 3 weeks or more in duration.
The maximum use of days per school year will normally not exceed 70 days per teacher contract
year.
Teachers will become ineligible for the ESLP when they become eligible to receive benefits from
other benefit plans such as long term disability or worker’s compensation, etc.
Process for Approval
In the case of atypical situations, the Director of Human Resources or designee and a
representative of the REA Executive Board will meet to determine approval.
Upon consensus, the eligibility for sick leave benefits and/or the maximum number of days used
can be modified through mutual agreement between the Director of Human Resources and a
representative of the REA Executive Board.
The decision on approval of individual requests is final and is not subject to the grievance
procedure.
_____________________________ _____________________________
For the District Date For the Association Date
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19. New M. O. U. for Special Education
MEMORANDUM OF UNDERSTANDING
SPECIAL EDUCATION
LABOR MANAGEMENT STANDING COMMITTEE
PARTIES: THE DISTRICT AND THE ASSOCIATION
DATE: May 10, 2012
RE: Special Education Workload
It is mutually understood that District 535 and REA will establish a Special Education Labor
Management Committee to identify factors that influence special education teacher workloads in
District 535 and to develop a set of recommendations to address the issues that influence
workloads.
The Special Education Labor Management Committee will be comprised of members from the
teachers unit appointed by the REA President, and administrators appointed by the
Superintendent of Schools or designee. The committee will have an equal number of teachers
and administrators. The committee will be co-chaired by a REA representative and a District
535 administrator.
The committee will reach agreement by consensus.
The committee will establish a meeting schedule that will allow it to address concerns and issues
on a timely basis.
The committee will address special education teacher workload through a framework that
ensures teachers can address the special instructional needs of students with disabilities and can
meet the unique requirements of their positions.
As a guiding principle, the committee will review literature, national and local models, survey
information, and, if needed, make site visits and review existing programs or projects for
determining caseloads and workloads.
The recommendations of this Special Education Labor Management Committee will not be
binding on either REA or District 535. Recommendations may be implemented by action of the
Administration if they are not in conflict with the terms and conditions of employment,
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20. Minnesota statute, or School Board policy. Otherwise, recommendations will only be
implemented if they are made a part of the negotiations process.
_____________________________ _____________________________
For the District Date For the Association Date
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21. New M.O.U. for Health Insurance
MEMORANDUM OF UNDERSTANDING
Health Insurance
PARTIES: THE DISTRICT AND THE ASSOCIATION
DATE: May 10, 2012
RE: Employee Insurance Benefits Review Committee and
Insurance Plan
It is mutually understood that District 535 and REA will participate in an established Labor-
Management Committee to identify factors that influence employee insurance plan provisions
and to work collaboratively with other employee groups to develop plan modifications and
options that meet the interest of both the District and employees.
Based on national trends in the health care costs and continuing escalation of other insurance
premiums, along with the changing needs of individual employees and their families, the
Association and District have agreed that it is in the best interest of the teachers eligible for
participation in the District employee insurance plans, that continuous research be conducted to
identify a new framework for the health plan(s) that provide multiple options for employees.
Providing options in insurance plans offers employees more choice in selecting the best plan
options for their needs. The changing landscape of healthcare and dental care require continuous
monitoring and change in order to efficiently make optimal use of our resources while affecting
strategies to mitigate cost.
The Employee Insurance Benefit Review Committee (EIBRC) will be expanded to include a
representative from each employee unit for the purpose of reviewing and recommending future
changes to the Insurance plans and design options. The District and representatives from each
unit will share the responsibility to communicate plan design and future changes to all eligible
participants prior to approval. Recommendations shall be implemented if approved by
consensus.
The EIBRC will be comprised of equal representation from all employee groups and the District.
The committee will be co-chaired by a member from the District and a member selected by the
committee. The committee will be responsible for researching and creating plan design changes
and enhancements that serve to meet the needs of employees while effectively controlling costs.
Note: The committee members may invite other individuals and/or organizations to serve as
advisors upon authorization from the co-chairs.
21

22. The initial work of the committee will be to research and develop new health insurance plan
design option(s) scheduled for implementation no later than January 1, 2014.
_____________________________ _____________________________
For the District Date For the Association Date
22

23. New Framework for Extra Curricular Salary Schedule
The salaries for extra-curricular activities of the schools will be paid according to the following
Schedules. Each point will be compensated at $112 per point. Not all of the cells listed below may be
funded by the district during any given school year. The existence of a salary in any cell does not guarantee
that the position has been funded.
2012-2013 Extra Curricular Salary Schedule – ATHLETICS
Step A represents 0 to 2 years of service
Step B represents 3 to 6 years of service and an additional $300 added to Step A
Step C represents 7 or more years of service and an additional $600 added to Step B
23

24. Head B)
2956.58
3256.58
3856.58
MSHSL
(Assist
B/Head
9th)
2515.30
2815.30
3415.30
MSHSL
(Assista
nt 9th)
2074.02
2374.02
2974.02
MSHSL
Volleyb
all
39.4
4412.80
4712.80
5312.80
MSHSL
(Assista
nt
Varsity/
Head B)
24

25. 2012-2013 Extra Curricular Salary Schedule – ATHLETICS (Continued)
Points Head Head Head Asst. Asst. Asst.
Level Type at $112 Step A Step B Step C Step A Step B Step C
MSHSL Golf 34.6 3875.20 4175.20 4775.20
(Assistant Varsity/Head
MSHSL B) 2596.38 2896.38 3496.38
MSHSL Alpine Ski 34.6 3875.20 4175.20 4775.20
(Assistant Varsity/Head
MSHSL B) 2596.38 2896.38 3496.38
MSHSL Cross Country 34.6 3875.20 4175.20 4775.20
(Assistant Varsity/Head
MSHSL B) 2596.38 2896.38 3496.38
MSHSL Tennis 34.6 3875.20 4175.20 4775.20
(Assistant Varsity/Head
MSHSL B) 2596.38 2896.38 3496.38
MSHSL (Assist B/Head 9th) 2208.86 2508.86 2808.86
MSHSL Lacrosse 34.6 3875.20 4175.20 4775.20
(Assistant Varsity/Head
MSHSL B) 2596.38 2896.38 3496.38
MSHSL Game Manager (Yearly) 2704.00 2904.00 3104.00
MSHSL Forensics/Speech 20.6 2307.20 2422.56 2543.69
(Assistant Varsity/Head
MSHSL B) 1545.82 1845.82 2445.82
MSHSL (Assist B/Head 9th) 1315.10 1615.10 1915.10
MSHSL Robotics 15.2 1702.40 1787.52 1876.90
(Assistant Varsity/Head
MSHSL B) 1140.61 1440.61 1740.61
25

26. 2012-2013 Extra Curricular Salary Schedule – ACTIVITIES
Step A represents 0 to 2 years of service
Step B represents 3 to 6 years of service sustains percent increase across the board
Step C represents 7 or more years of service sustains percent increase across the board
26

27. 27

28. Points Head Head Head Asst. Asst. Asst.
Level Type at $112 Step A Step B Step C Step A Step B Step C
Activity Yearbook and Class
Salary Schedule for 2011-2012 34.0 3808.00 4135.00 4488.00
Activity Winter Pep Band 11.1 1243.20 1443.20 1669.20
Activity
STEP Jazz Band
BA-0 BA-10 11.1 1243.20 1443.20 1669.20
BA-20 MAEQ- MA-0 MA-10 MA-20 ED SP DOC
Activity Fall Pep Band/Marching 16.0 1792.00 1992.00 2218.00
0
= Activity Drum-line Advisor 1200.64 1500.64 2100.64
Activity
STEP Student Council
1 34396 36357 28.6 3203.20 3395.20 3582.20
38642 40451 40898 42064 43406 44595 47082
Activity
STEP Show Choir Director
2 35239 37329 28.6 3203.20 3395.20 3582.20
39811 41773 42268 43570 44895 46049 48514
Activity
STEP Newspaper No 36371 38731 28.6 3203.20 3485.20 3797.20
3 classroom 41456 43622 44159 45491 46816 47962 50405
Activity
STEP Musical Director
4 37501 40055 28.6 3203.20 3395.20 3582.20
43078 45462 46031 47379 48707 49884 52296
Activity
STEP 5 Musical Assistant
39925 42770 46061 47523 48073 2146.14 2342.14 2538.14
48571 49859 51016 53415
Activity
STEP 6 Musical Assistant
41025 43944 47326 50609 51310 2146.14 2342.14 2538.14
52716 53976 55789 56754
Activity
STEP 7 Musical Assistant
44430 47533 51132 53818 54563 2146.14 2342.14 2538.14
56058 57396 59279 62153
Activity
STEP 8 Sound
44430 47533 51132 56653 57425 1505.50 1580.78 1659.82
58977 60367 61509 64495
Activity
STEP National Honor 44430 47533 20.5 2296.00 2434.00 2572.00
9 Society 51132 56653 57425 58977 60367 64009 67073
Activity
STEP Debate - Non MSHSL 47533 20.5 2296.00 2578.00 2890.00
10 44430 51132 56653 57425 58977 60367 64009 67073
Activity Vocational (BPA) 20.5 2296.00 2434.00 2572.00
STEP 11 44430 47533 51132 56653 57425 58977 60367 64009 67073
Activity Vocational (DECA) 20.5 2296.00 2434.00 2572.00
STEP 12 46230 49333 52932 58453 59225 60777 62167 65809 68873
Activity Vocational (HOSA) 20.5 2296.00 2434.00 2572.00
STEP 13 46230 49333 52932 58453 59225 60777 62167 65809 68873
Activity Vocational (Skills USA) 20.5 2296.00 2434.00 2572.00
STEP 14 46230 49333 52932 58453 59225 60777 62167 65809 68873
Activity Math League 15.9 1780.80 2062.80 2374.80
STEP 15 46730 49833 53432 58953 59725 61277 62667 66309 69373
Activity Science Olympiad 15.9 1780.80 2062.80 2374.80
STEP
Activity 16 46730 49833 15.9 1780.80 2062.80 2374.80
53432 58953 59725 61277 62667 66309 69373
STEPSalary Schedule Bowl
Knowledge
17 Crew 46730 49833 7.0 53432784.00
58953878.00
59725 972.00
61277 62667 66309 69373
Activity Link
STEP 2012-2013Class Advisor
for
Activity 18
Junior 47230 50333 4.5 53932540.00
59453585.00
60225 667.00
61777 63167 66809 69873
STEP
Activity Chemical Health Officers50333 4.2
19 47230 53932500.00
59453 60225 61777 63167 66809 69873
STEP 20 47230 50333 53932 59453 60225 61777 63167 66809 69873
STEP
Middle 21 47730 50833 54432 59953 60725 62277 63667 67309 70373
STEPSTEP
School 22 47730 50833 BA-10 BA-20 MAEQ- MA-0 62277
BA-0 54432 59953 60725 MA-1 MA-2 ED
63667 67309DOC70373
Activities 0 0 0 SP
STEP 23 47730 50833 54432 59953 60725 62277 63667 67309 70373
=
Activity
STEP School Play/Musical
24 48330 51433 12.2 1366.40 1449.40 1533.40
55032 60553 61325 62877 64267 67909 70973
STEP 0
Activity Technical 915.49 961.26 1009.33
STEP 1 34912 36902 39221 41058 41511 42695 44057 45264 47788
Activity Student Government 13.4 1500.80 1610.80 1714.80
STEP 2 35768 37889 40408 42400 42902 44224 45569 46740 49242
Activity Jazz Band 12.2 1366.40 1449.40 1533.40
STEP 3 36917 39312 42078 44277 44821 46173 47518 48682 51161
Activity
STEP WEB Leader 4 7.0 784.00
38064 40656 43724 878.00 46721 48090 49438 50632 53081
46144 972.00
STEP 5 40524 43411 46752 48236 48794 49300 50606 51782 54217
Elem
STEP 6 41641 44603 48036 51368 52080 53506 54786 56626 57605
Activities
STEP 7 45097 48246 51899 54626 55381 56899 58257 60169 63085
Activity
STEP Student Government
8 45097 4.6
48246 515.20
51899 585.00
57503 653.00
58286 59862 61272 62432 65462
Activity
STEP Safety Patrol 9 45097 4.6
48246 515.20
51899 585.00
57503 653.00
58286 59862 61272 64969 68079
STEP 10 45097 48246 51899 57503 58286 59862 61272 64969 68079
STEP 11 45097 48246 51899 57503 58286 59862 61272 64969 68079
STEP 12 46897 50046 53699 59303 60086 61662 63072 66769 69879
STEP 13 46897 50046 53699 59303 60086 61662 63072 66769 69879
STEP 14 46897 50046 53699 59303 60086 61662 63072 66769 69879
STEP 15 47397 50546 54199 59803 60586 62162 63572 67269 70379
STEP 16 47397 50546 54199 59803 60586 62162 63572 67269 70379
STEP 17 47397 50546 54199 59803 60586 62162 63572 67269 70379
STEP 18 47897 51046 54699 60303 61086 62662 64072 67769 70879
STEP 19 47897 51046 54699 60303 61086 62662 64072 67769 28
70879
STEP 20 47897 51046 54699 60303 61086 62662 64072 67769 70879
STEP 21 48397 51546 55199 60803 61586 63162 64572 68269 71379
STEP 22 48397 51546 55199 60803 61586 63162 64572 68269 71379
STEP 23 48397 51546 55199 60803 61586 63162 64572 68269 71379
STEP 24 48997 52146 55799 61403 62186 63762 65172 68869 71979

29. The compensation for NBPTS and Certificate of Clinical Competency is $1,500.00, paid
annually for the life of the certificate.
29

30. For Your
Information
INDIVIDUAL SALARY INCREASES
ADJUSTED TWO YEAR
TWO
BASE YEAR YEAR COMPOUNDED
PLACEMENT 2010-11 2011-12 +$ +% 2012-13 +$ +% +$ +%
-
151 4.7611
BA 1 (2,3) 33722 35239 7 4.4984% 36917 1678 % 3195 9.4737%
184 8.0594
BA 3 (4,5) 35658 37501 3 5.1694% 40524 3022 % 4866 13.6455%
315 4.2980
BA 4 (5,6) 36766 39925 9 8.5917% 41641 1716 % 4875 13.2590%
1.5000
BA TOP 43559 44430 871 2.0000% 45097 666 % 1538 3.5300%
217 6.0412
MA 1 (2,3) 40096 42268 2 5.4165% 44821 2553 % 4725 11.7848%
273 6.0028
MA 3 (4,5) 43293 46031 8 6.3233% 48794 2763 % 5501 12.7057%
418 7.9345
MA 5 (6,7) 47130 51310 0 8.8693% 55381 4071 % 8251 17.5075%
112 1.5000
MA TOP 56299 57425 6 2.0000% 58286 861 % 1987 3.5300%
232 5.7177
EDS 1 (2,3) 43721 46049 8 5.3245% 48682 2633 % 4961 11.3467%
286 3.8037
EDS 3 (4,5) 47022 49884 2 6.0868% 51782 1897 % 4760 10.1220%
125 1.5000
EDS TOP 62754 64009 5 2.0000% 64969 960 % 2215 3.5300%
131 1.5000
DOC TOP 65758 67073 5 2.0000% 68079 1006 % 2321 3.5300%
30