Compilation 8/16/2010
HILLSBOROUGH CLASSROOM TEACHERS ASSOCIATION and SCHOOL BOARD OF HILLSBOROUGH COUNTY
PROPOSED CHANGES 2010-2013 Teacher Contract 1.3
Recognition
1.3.1
The School Board of Hillsborough County (hereinafter referred to as the Board) hereby recognizes the Hillsborough Classroom Teachers Association (hereinafter referred to as the Association) and agrees that the Association shall be the exclusive bargaining agent for classroom teachers, guidance counselors, Head Start teachers, Speech Language Pathologists, Adult Education teachers, Pre-K teachers, District Resource teachers, pupil personnel (exceptional child, social workers), curriculum coordinators, team leaders, department heads, vocational teachers, occupational specialists, media specialists, teachers of the homebound, teachers of the migrants, case workers, diagnosticians, psychologists, ROTC instructors, hereafter referred to as teachers.
2.1.1
The work year shall be 199 198 days for ten month teachers, 206 203 days for ten and one-half month teachers, 216 213 days for eleven month teachers, and 253 days for twelve month teachers as determined by the School Board Calendar.
2.1.9
The District shall establish two early release days. These days will be assigned to the last day of the third nine weeks, and the last day of the school year. Early release days shall be designated as teacher work time. The scheduling of early release days may be changed upon consultation agreement between the School District of Hillsborough County and the Hillsborough Classroom Teachers Association. If specials or a duty-free lunch are not provided during the student portion of on early release days, comp time shall be granted for loss of planning or lunch. If both specials and a duty-free lunch are not provided during the student portion of early release days, the teacher shall be provided with a restroom break.
2.2.2
Employee vacation requests shall be granted whenever possible. Vacations shall normally be taken during the summer months and on non-student days. during the regular school year.
2.5.2
When the need exists, teachers presently employed full-time may be employed for an additional period provided that their regular day is extended by the equivalent of one period hour.
2.7
Planning and Lunch Periods
2.7.1
Teachers shall have daily planning time during which they will not be responsible for students, attendance at faculty meetings, or be assigned to other duties except for emergencies. The school office shall maintain a duty roster available for teacher examination, to ascertain the equity of emergency assignments. 1
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2.7.4
Planning time for Middle school teachers, working on teams, shall normally be scheduled to accommodate team planning.
2.7.5
Elementary teachers, K-5, shall be provided with a weekly minimum of two and onehalf hours of planning time within the student day (equivalent to thirty consecutive, uninterrupted minutes per day). Elementary teachers’ planning time shall take place before or after the student day and during the day when students are with special services teachers or in the case of kindergarten teachers when an aide is present.
2.8.1
Secondary teachers shall be notified of their tentative program schedule, including and planning period (senior high), or grade level assignment for the ensuing year prior to the start of the initial spring transfer period. (For the purposes of this provision, secondary shall be defined as grades six (6) through twelve (12). In addition, they will be notified of any changes in their tentative program, schedule, or grade level assignment for the ensuing year, including the schools to which they will be assigned, as soon as practicable. No teacher shall be transferred from a nonclassroom position requiring specific certification or license to a classroom without the consent of the teacher.
2.8.2
Teacher schedules shall be made without regard to age, race, creed, color, national origin, gender, marital status, sexual orientation, or membership in any teacher organization. Qualifications and experience levels of teachers will be given consideration in terms of school, schedule, program, or grade level assignment. Normally, nNo more than four (4) consecutive classes shall be assigned to special services teachers.
2.8.3
A faculty shall be given at least three days’ workdays’ notice before a change is made in a school’s class or bell schedule except in emergency cases. A change in a school’s class or bell schedule shall accommodate a teacher’s right to have duty-free lunch and guaranteed planning during the normal student day, Any exceptions shall be submitted to the appropriate Area Director for approval who shall then notify the Association.
2.8.4
Floating Teachers When it becomes necessary to utilize floating teachers, the following guidelines shall apply: A. Floating teachers shall have access to the same teaching resources, facilities, and materials as their non-floating colleagues. B. Floating teachers shall be provided with a cart containing a lockable storage area. C. Floating teachers shall, to the extent possible, have their classes scheduled on the same floor and/or geographic area. D. Whenever possible, no teacher shall be required to float in consecutive school years. 2
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2.10.1
In arranging schedules for personnel who are assigned to more than one school, an effort shall be made to limit the amount of interschool travel. Such personnel shall be notified of any change in their schedules by June 1st of each year. Any exception to this must be approved by the appropriate Assistant Superintendent. Personnel shall have their schedules arranged so that on paydays they are assigned to their respective home schools.
2.11.4
Computation of Salary for Job Sharing Participants The period of service for purposes of this program shall be 1989 days. Payment and benefits for this period of employment shall be computed as follows: A.
Payment shall equal 50 percent of the individual’s salary based on degree and experience for 1887 days and 100 percent of the individual’s salary for 11 nonpupil days.
B.
In addition to the above salary amounts, the teacher shall also receive: 1.
Sick leave computed at the rate of 4 hours one-half day per month for each month worked.
2.
Five (5) Six half-days (24 hours) of personal leave charged to accumulated sick leave per year.
2.11.4
E. Assignments will constitute, for salary purposes, more than one-half of the school year thus entitling the teacher to one year of service on the salary schedule, and credit for tenure purposes. (it should be noted that years of service in this program shall not satisfy the three year requirements for tenure).
3.1.1
School Improvement Plan waivers shall be considered part and parcel to the collective bargaining agreement. Provisions shall be noted in a memorandum of understanding.
3.2.1
The principal or his/her designee may request teachers to submit a copy of their lesson plans or outlines used for the teaching week at the end of the last day of that teaching week. The principal may request the copies at the end of a particular unit. Teachers shall use the county elementary lesson plan or secondary lesson plan outline format. The teacher’s plans are to be used as a guide in order to fulfill the county’s instructional objectives and to assist the teacher in conducting a planned instructional program. Current lesson plans shall be available in the classroom for inspection at all times. Teachers shall not be routinely required to submit a copy of their lesson plans or outlines to the site administrator.
3.2.4
Unit members assigned to assist in the development of Individual Educational Plans (IEPs) shall be released from other non-classroom assignments for that purpose. Whenever possible, IEPs should be scheduled during the normal teacher workday.
3.2.6
While teachers must successfully teach the standards and curriculum of the District, enrichment activities may be included at the discretion of the teacher. Teachers are encouraged to investigate and utilize successful methods of presenting curriculum in 3
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the classroom. 3.3
Parent Conference Day/Night
3.3.1
Parent conferences shall be scheduled after school and at night. This time shall not exceed five hours each semester and a maximum of four (4) scheduled conference days/nights per school year, and shall be in lieu of work time on the scheduled parent conference day. This school parent conference day will be a paid holiday day if parent conferences are held as scheduled in this item.
3.3.3
Schools shall not schedule conference nights or open house on the second Thursday of any month except in a case of emergency. The exception must be approved by the Assistant Superintendent for Administration.
3.4.1
Duties for Student Safety and Class Coverage The principal or his designee may assign duties necessary for the safety of students, within or beyond the workday. These duties shall be distributed equitably and posted. Elementary ESE teachers in self-contained classrooms shall not be assigned duties of the type referenced in this section for students other than those in their own classroom. The supervision of students allowed to remain on campus prior to the start of the teacher workday and after the end of the teacher workday shall be the responsibility of the administration.
3.4.4
Elementary and Secondary teachers who absorb students from an absent teacher’s class will be granted compensatory time. FUSE and co-teachers will be granted compensatory time when their partner is absent. Elementary teachers who absorb students for a full day from an absent teacher’s class will be granted two three hours of compensatory time. Secondary teachers who absorb students for one period are granted one hour of compensatory time. Secondary teachers who absorb students for more than one period will receive time for time, up to a maximum of two three hours. Compensatory time shall be taken as described in 3.5.1 with the exception that time may be used on faculty meeting day if no pre-notified faculty meeting is scheduled.
3.4.5
In the event it is necessary to assign a teacher substitute duties during their planning period, the teacher may choose to be compensated either by compensatory time or a rate of pay to be negotiated. The rate of pay shall be no less than the highest hourly rate for a substitute teacher. These involuntary assignments shall be made on a rotating basis to include all instructional faculties and should be posted and distributed to all impacted employees. Schools may elect to rotate within departments except in those departments with fewer than 10 members. Small departments shall be joined together for purposes of involuntary substitute assignments. When no substitute is available for special services teachers (i.e., music, PE, art), elementary teachers losing planning time within the day shall be compensated for the amount of planning time lost.
3.5
Compensatory Time
3.5.1
Administrators shall grant compensatory time for duties assigned beyond the normal work day, and the compensatory time need not be used immediately. Teachers shall 4
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notify the site office in advance of utilization of said compensatory time. However, such compensatory time shall not encroach upon instructional time. When the request for utilization interferes or conflicts with a planned activity, the administrator shall have the right of approval. The principal at each site shall be responsible for maintaining an accounting of accumulated compensatory time. A teacher shall be provided with an accounting of their accumulated compensatory time upon request. 3.5.3
Accumulated compensatory time shall carry over from year to year at the school where earned. Contractually approved compensatory time shall transfer with the individual to any position covered under the teacher contract at any work site. Prior to departing at the end of the school year, the principal will provide each teacher with an accounting of their accumulated compensatory time.
3.6.3
Participation on school-based committees shall be voluntary. when possible. If involuntary committee assignments become necessary, those assignments shall be equitably distributed. Committee meetings should occur on regularly assigned meeting dates when possible.
3.7.1
Faculty meetings and inservice education programs shall be no longer than a total of twenty-five (25) minutes per week beyond the normal workday, except for school accreditation. No more than one faculty meeting per week shall occur on time beyond the normal workday. Meetings called in accordance with this portion of the contract shall NOT include solicitations for money. Attendance at meetings called to include a solicitation for funds, shall be voluntary.
3.7.3
Tuesdays may be used for necessary school related meetings including, but not limited to, principal called faculty, building committee, and grade level meetings. This day may be extended by 25 minutes beyond the work day and is set aside specifically for all necessary meetings to help insure guaranteed personal planning time for teachers on the remaining days of the work week. This language is not intended to prohibit teachers from collaborating with colleagues on an informal basis. In addition to the Tuesday meetings, the principal shall have the right to call one additional faculty/grade level meeting per month for any given teacher. On election days in Hillsborough County, as determined by the Hillsborough County Supervisor of Elections, no faculty or other school related meetings shall be held beyond the normal workday.
3.7.4
Teachers shall normally be provided with a minimum of one workday advance notice for all after school meetings provided for in Sections 3.7.1 and 3.7.3.
3.7.6
If the principal or his designee, through documented classroom observations, determines that a teacher is having difficulty with classroom instruction or management, the principal or designee may recommend that the an individual teacher may be required to participate in an inservice program not conducted for the general faculty.
3.7.11
Staff at MSC schools shall be offered inservice opportunities equal to those offered to staff on traditional calendars including the summer inservice institutes.
3.15
Student Schedule Changes 5
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3.15.1
Schedule changes for students shall not be routinely approved. All recommended schedule changes shall be reviewed by the affected teacher(s), counselor(s), and administrator to determine the validity of such proposed changes. An individual parental request for a student schedule change shall not be utilized for evaluator purposes nor negatively interpreted against the teacher.
3.16.2
Least Restrictive Environment (LRE) Students With Disabilities (SWD) shall be equitably distributed. whenever possible.
3.17.6
Teachers shall be granted compensatory time when duty-free lunch is missed because of a district or school any administratively required or approved field trip.
3.23.1
If a classroom teacher is placed in charge of a building during the absence of the administrator from the building, the teacher will remain in the classroom unless an emergency requires him to go to the office. The special area teacher will temporarily take the teacher’s place in the classroom until the teacher is able to return if at all possible. If an emergency requires the acting principal to leave the classroom, a non-classroom teacher will temporarily take the teacher’s place in the classroom until the teacher is able to return. However, if the principal is expected to be absent for five days or longer, a substitute shall be hired to teach the classes of the Acting Principal.
3.23.3
The acting principal shall have the authority to make decisions in dealing with problems which might occur during the absence of the school administrator. The acting principal’s responsibilities should not include participation in the evaluation process or discipline of his/her colleagues. Such matters should be referred to the appropriate area director.
4.2.1
Any teacher who has suffered an assault in connection with his/her employment shall immediately make a written report, within seventy-two hours of being physically and mentally able to do so, of the circumstances thereof to his/her administrator in triplicate on the appropriate form. The administrator must verify the facts connected with the assault including names of those involved and submit the original report of the assault to the Assistant Superintendent for Administration and Operations and send a copy of the report to Risk Management within seventy-two hours of the event being reported. A copy of the assault report shall be retained by the principal, and a copy furnished the individual assaulted. shall be made available to the Association and the individual who suffered the assault as allowable by law.
4.2.3
School Security and/or the appropriate outside local government agency shall investigate any reported teacher assault and make a full report, within three workdays to the Office of Risk Management Professional Standards. Such reports shall be available to the Association and the individual who suffered the assault as allowable by law.
4.2.5
Confirmations of assault and or battery upon a school employee shall result in said student being expelled and placed in an alternative school setting for at least one year. Except in situations prohibited by law and/or situations where an alternative school setting does not exist, no student shall be assigned to the classroom of a teacher they have previously assaulted. 6
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4.3.4
Corporal punishment shall be administered only by the principal of the school or a person within the school another administrator designated by the principal (example: Assistant Principal for Student Affairs) in accordance with Florida statutes.
4.3.7
Teachers shall normally receive a written report, on the county referral form, of action taken within three (3) workdays after a student is referred to the administration for disciplinary action. If the report is not issued, the responsible administrator shall inform the teacher as to the reason(s) why.
6.5.2
A committee consisting of representation from the Association and the Curriculum and Instruction Division will be established to determine best practices for class size and teaching assignments for Elementary, P.E., Music and Art. The committee will also determine best practices regarding alternative teaching models and co-teaching models.
6.5.3
The Board and the Association agree to establish a committee to review alternative salary plans for consideration. This committee will report to the Superintendent and the Board on the viability of such plans in lieu of the current step plan.
6.6.2
The purpose of this committee is to act in an advisory capacity to the building administrator. The committee shall meet on a monthly basis to provide faculty input in developing an administration-faculty team approach to solving problems, making improvements, and arriving at decisions in areas affecting the general faculty and/or student body. Minutes from all each monthly Steering Committee meetings shall be published and distributed provided to the Association’s building representative and/or Executive Director.
6.7.1
The School Effectiveness Assessment Team (SEAT) assists schools identified with needs for improvement. The district shall maintain trained school assessment teams with broad-based teacher representation. The association shall appoint the teacher members of the team which also consists of district appointed administrators. The team’s findings will be used to improve school effectiveness.
7.1.1
E. A furnished room to be used as a faculty lounge. Such room will be in addition to the aforementioned teacher workroom. All buildings that contained a furnished room to be used as a faculty lounge during the 2009-2010 school year shall continue when possible to maintain such faculty lounge. All additional buildings that can accommodate providing a furnished room to be used as a faculty lounge shall do so. In both cases, such room will be in addition to the teacher workroom referenced in paragraph 7.7.1(D).
7.1.1
K. Each site will guarantee reasonable and free access to copiers during the workday.
7.1.8
Faculty only areas, to include private staff areas lounges and restrooms, shall be off limits to students.
8.1.1
Whenever a complaint is registered against a teacher without first going to the teacher involved, it shall be Board policy to notify the teacher immediately of the complaint. The following information shall be provided to the teacher: 7
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A.
Name of complainant;
B.
Description of allegation;
C. Remedy requested, if any. The administrator may offer the aggrieved his assistance in arranging a conference at a date and time acceptable to all parties. 8.1.2
If the conference does not resolve the problem, the administrator or his representatives their designee may then become the third party to the conference.
8.1.3
In accordance with state law and School Board policy, no employee shall be subjected to retaliation for filing a complaint.
8.2.1
The Association may request an administrative review with the appropriate Assistant Superintendent through the General Manager Director of Employee Relations when the Association has a concern which it feels affects the welfare of the teachers and/or the system; the use of this procedure does not negate the use of other remedies in the contract. The timelines contained in the grievance procedure shall be suspended when administrative review is used to attempt to solve a problem.
8.3.2
Personnel, at all levels, are responsible for taking corrective action to prevent harassment at any of the School Board’s sites or activities. The Office of Professional Standards may be contacted for assistance.
9.4.1
The Association shall be provided with school mail service. The Association will have the right to place Association materials in teachers’ mail boxes. Copies of all generally distributed materials placed in teachers’ boxes shall normally be furnished to the principal. The Association shall be permitted to utilize the district email service (IDEAS) as a vehicle for distributing Association materials to its members.
9.13.2
The Classroom Teachers Association may designate up to five Association members each to receive a nonpaid Leave of Absence in order to serve as official delegates to the NEA and AFT conventions in July. These Association members will be allowed a maximum of five days unpaid leave from the extended year program or 12-month position. The Association may request additional delegates which must be approved by the Superintendent.
10.1.2
Seniority shall accrue to all full-time teachers. A teacher contracted for more than 1998 days of service shall not accrue extra time for seniority.
10.1.3
In the event of a tie in the beginning employment dates, seniority shall accrue from the date recorded on the electronic hiring action.by the placement supervisor on the Personnel Transaction Authorization form.
11.2.3
A. Teachers who are placed in the pool due to unit loss will be eligible for transfer as all other teachers. B. If a teacher is placed into a pool due to unit loss or a loss of funding and the teacher’s position is reconstituted/reinstated no later than one week prior to the scheduled pool, the teacher shall have the right to return to the position. 8
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11.2.10
Administrators shall notify the office of Personnel Services Supervisors of Teacher Placement of all vacancies as soon as they are known. A vacancy does not exist until a resignation or leave is signed and submitted.
11.2.16
Teachers shall be notified of implementation of a MSC (Modified School Calendar) at their school for the following year by March 1 of the current year. If the teacher does not desire to be assigned to a school on a MSC Program, that teacher shall notify the principal in writing by April 1 that he/she is opting out of the MSC Program.
11.2.17
All advertised/listed vacancies assigned to a school on a MSC shall be noted as such. Before a teacher accepts transfer, the teacher will be notified of any impact on the annual salary if transfer occurs.
11.3.2
If appropriate, a hearing will be held involving the teacher, principal, Association, and the Chief Officer for Assistant Superintendent for the Division of Human Resources.
11.3.3
Following the hearing, the Chief Officer for Assistant Superintendent for the Division of Human Resources will make recommendations to the Superintendent.
11.4.6
E. For the purposes of unit loss, elementary teachers shall be divided into (1) prekindergarten, (2) kindergarten, (3) K-5, including Title I, PEP, Migrant Language Arts, Computer, and ESOL (3)(4) Autistic Autism Spectrum Disorders, (4)(5) Strings (Music) (5)(6) Reading Coach or other screened positions, (6)(7) Special certification areas. Special certification areas shall be considered separate subject areas.
12.2.4
E. Enrollment forms and applications for benefits may be obtained from the Division of Human Resources. Non-Instructional Personnel Office.
12.3.2
All claims for sick leave must be approved by submitted to the principal who shall make the report to the payroll section with a payroll voucher, and by such person as is designated by the Superintendent for this purpose. All such claims shall be substantiated by filling of the appropriate form immediately upon return of the teacher to duty or during the course of his illness, as may be needed. The Superintendent is authorized to require a certificate of illness from a licensed physician or from the County Health Officer if such is deemed necessary. Full compensation shall be made for the time missed for justifiable absence in accordance with the Florida School Laws.
12.3.6
Teachers who are employed for a normal extended year program shall earn one additional day of sick leave. Teachers who are employed for one MSC Intersession shall earn one-half day of sick leave. Teachers who are employed for two or more MSC Intersessions shall earn one additional day of sick leave.
12.4.1
Teachers may be employed while on personal leave from the school system for a maximum of one school year. Upon expiration of the leave, the teacher will return to the county placement pool for reassignment. For all personal leaves unrelated to employment elsewhere, the teacher shall be returned to the school and subject area 9
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where he or she previously serviced. Leave forms shall indicate conditions for returning to the same position or the county pool. Teachers obtaining employment as a teacher in a different Florida school district while on non-paid personal leave shall be required to resign employment from the Hillsborough district. However, the preceding sentence shall not apply to individuals who are employed as a teacher in another Florida school district as a result of: A. a spouse’s work-related transfer; B. the attainment of an advanced degree or additional area of certification; C. a move necessitated by family care. Other situations not addressed above may be reviewed by the CTA Executive Director and General Manager of Employee Relations. 12.7.2
Any use of a substitute for a teacher who is on inter-school visitation must have prior written approval of the General Area Director or the Chief Officer for General Director of Human Resources.
12.8
Professional Duty Out-Of-County
12.8.1
The request of an individual for Professional Duty leave outside of Hillsborough County must be submitted on an Out-of-County Travel Authorization and Reimbursement Claim form (SB00077) to the appropriate administrator for approval at least ten working days prior to the effective date of leave. When no reimbursement is requested or when internal account funds are used, the Out-of-County Travel Authorization and Reimbursement Claim form must be received in the Division of Human Resources at least three workdays prior to the effective date of leave. Approval for use of a substitute allocation and/or travel must be made provided by the appropriate Assistant Superintendent. However,sSuch leave shall be granted when the teacher can demonstrate that he or she is an officer or board member of the state or national curriculum or subject area group which is sponsoring the event for which the leave is sought. In order to qualify, the teacher’s present assignment must be in that curriculum or subject area group. (When compensation is anticipated, see 12.5.3)
12.11.2
The principal/designee or administrator in charge, upon notification by an employee of an on-the-job injury, shall complete in detail a “Notice of Injury” report and forward it in the next school mail to the Risk Management and Safety Office. A copy of the injury report shall be provided to the Association when outside medical treatment is warranted.
12.16.2
Teachers granted military leave must, upon their release, present themselves for duty within 31 days and must make themselves available to report to work no later than 90 days from the date of discharge from active service. Returning teachers must submit a copy of their honorable discharge papers from the service. Failure on the part of the teacher to submit this verification will invalidate the leave of absence and constitute a break in service. Circumstances surrounding a dishonorable 10
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discharge will be considered on an individual basis. 12.18.2
An employee may request and take up to three (3) days of leave in any 12-month period if the employee, a family member, or household member is the victim of domestic or sexual violence. An employee requesting such leave must first use any paid leave available to the employee; if none is available, the employee may then use unpaid personal leave.
12.18.3
Upon request, teachers shall be granted leaves in accordance with the following provisions: A. With thirty (30) days notice, a teacher shall be granted up to thirty (30) days leave without pay for the purpose of campaigning in an election as a candidate for a state or federal public office. B. The Board shall extend to the teacher who is elected or appointed to a state or federal public office a leave of absence without pay as needed to fulfill the terms of office.
12.19.7
With the exception of documented health or maternity leave, a teacher may be eligible for two (2) leaves within a five (5) year period. Non-tenured teachers’ entitlement to health and family care leaves shall be limited to that provided under the Family Medical Leave Act (FMLA). Note: moved to 12.20.3
12.20.3
(previously 12.19.7) With the exception of documented health or maternity leave, a teacher may be eligible for two (2) leaves within a five (5) year period. Non-tenured teachers’ entitlement to health and family care leaves shall be limited to that provided under the Family Medical Leave Act (FMLA).
13.6.1
Whenever a teacher is temporarily absent from school and temporarily unable to perform his duties as a result of an assault/battery incurred in the scope and course of his employment and not the result of his own negligence, he will be paid his full salary less the amount of any workers’ compensation payment or award made for temporary disability due to said assault/battery for the actual period of such temporary absence, as verified by a doctor, for a total period of up to 12 months from the date of such assault/battery. Such pay shall not exceed the amount an employee is entitled to receive under his contract. Absences directly attributable to an assault/battery will not be charged to sick leave. See Section 15.2 12.11 for additional requirements.
13.9.1
All employees shall report on-the-job injuries to their supervisor immediately. A Notice of Injury report shall be completed in detail by the administrator or supervisor and forwarded to the Supervisor of Risk Management and Safety office in the next school mail. A copy of the injury report shall be provided to the Association when outside medical treatment is warranted.
14.3
Early Retirement Plan
14.3.1
The School Board shall provide an early retirement plan for teachers hired before July 1, 2007 with twenty-five or more years of creditable service but less than twenty-eight years of service and who have reached age 55 but are less than age 60 11
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and have applied for retirement under the Florida Retirement System no later than June 30, 2008. Teachers who become eligible for the plan after June 30, 2008, but before July 1, 2010, may petition a District/CTA committee to request entrance into the plan for an effective date no later than July 1, 2010. The Chief Officer of Human Resources and the Classroom Teachers Association will select the employees who will serve on this committee. The early retirement plan shall provide for no more than the total difference in retirement income between the retirement benefit based on average monthly compensation and creditable service as of the member’s early retirement date and the early retirement benefits. 14.3.2
The early retirement plan document shall govern eligibility and benefits.
16.3.1
C. Teachers who are teaching out-of-field because of pool placement shall not be evaluated for knowledge of subject matter. D.C.When the teacher is out-of-field in a subject area, and is also fulfilling a 300 hour ESOL requirement, the ESOL course work may be substituted for one course (3 hours or 60 inservice points) within the six-hour requirement, unless there is no current ESOL requirement.
17.6.2
Salary for the extended year/MSC Intersession program shall be equal to the hourly salary received during the regular school year immediately prior to the beginning of the extended year program.
17.6.3
Junior ROTC personnel shall be paid for 253 days of service under one of the following formulas. Each instructor shall select the formula he/she prefers. Once the instructor selects his/her preferred formula, that method of compensation shall remain in effect.
17.6.5
Paychecks and W-2 forms shall be distributed within the workday in a manner to guarantee confidentiality. When necessary, paychecks and W-2 forms shall be sealed-mailed to the employee’s current address. District forms related to an employee’s employment with the district and/or compensation shall be distributed in a manner to guarantee confidentiality.
17.6.6
New employee paychecks will be direct deposited to a local financial institution of the employee’s choice from a list approved by the School Board. Current employees who are not on direct deposit will have until June 30, 2010 to enroll. Ten-month employees shall have the option of having their annual salary paid over a twelve month period. Ten-month employees electing this option shall sign up for the extended year payments program which will provide four (4) paychecks during the summer recess.
18
AUXILIARY EXTENDED SCHOOL YEAR (ESY) EMPLOYMENT
18.1
General Provisions
18.1.1
The School District of Hillsborough County and the Hillsborough Classroom Teachers Association agree to the deletion of all general provisions listed under Auxiliary Employment. New provisions will be collaboratively bargained and reestablished through a Memo of Understanding for future use. 12
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18.12
Extended Year Program For Remediation And/Or Enrichment (Summer School)
18.12.1
The Assistant Superintendent for Administration shall identify the school centers that will be open for the extended year program.
18.12.2
The Assistant Superintendent for Administration shall specify which sites will be sending students to open one through five sites.
18.12.3
Elementary feeder school students and students from the center attending the extended year program will be listed and sent to the extended year program center administrator.
18.12.4
Teachers desiring to be employed in the extended year program shall make application to their building administrator to be forwarded to the Division of Human Resources.
18.12.5
Each building administrator shall develop a list, by subject area (elementary shall be considered a subject area), of those teachers who have applied for employment in the extended year program. This list shall be sent to the extended year program center administrator.
18.12.6
A list of students to attend the extended year program will be sent from the closed site to the appropriate one through five site.
18.12.7
The open site administrator shall hire qualified applicants from each closed site, in proportion to the number of each school’s students attending the site, within each subject area.
18.12.8
Seniority shall be used to determine those teachers who will lose employment within each subject area when enrollment is not sufficient to maintain teacher units at a school site. Unit loss shall occur by whole units. The loss of one unit will not affect more than one teacher unless it is voluntary.
18.12.9
Normally, administrators shall hire from among the available certificated personnel for extended year employment prior to seeking out-of-field personnel.
18.12.10 Magnet schools receiving students from Feeder schools for the Extended Year Program shall hire qualified applicants from the Feeder schools in proportion to the number of students attending the Magnet School Extended Year Program. 18.2.11
Modified School Calendar Intersession Program and application and hiring procedures shall occur for each MSC Intersession within a school year.
18.2.12
Seniority shall be used to determine those MSC employees who will lose employment when enrollment is not sufficient to maintain units for program.
18.2.13
Any MSC teacher not employed during an intersession and that is interested in auxiliary employment, shall be eligible for substitute teaching opportunities available in the district during the intersession time period. This substitute employment will be paid at the current rate of pay for substitute teachers. 13
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19.1.2
Group I Supplements A. Group I supplemented positions shall include Department Heads, Head Counselors, Head Football Coach, Head Volleyball Coach, Head Basketball Coach (Boys and Girls), Head Baseball Coach, Head Softball Coach, Head Track Coach (Boys and Girls), Head Wrestling Coach, Head Soccer Coach (Boys and Girls), Head Swimming Coach (Boys and Girls), Head Flag Football, Varsity Cheerleader Coach, Dancerette Coach, Business Manager, Band Director, Choral Director, Orchestra Director and Subject Area Leader (Middle school).
19.1.3
Group II Supplements A.
Group II supplemented positions shall include Yearbook Sponsor, Newspaper Sponsor, Majorette Sponsor, Drama Director, Middle School Team Leader, Elementary School Team Leader, ESE Specialist, and Elementary Safety Patrol Coordinator.
19.1.5
D. Age, race, creed, color, national origin, gender, marital status, sexual orientation, or membership in any teacher organization shall not be a factor when employing persons into supplemented positions.
21.1.1
All teacher files shall be maintained under the following conditions: A. All material placed in a teacher’s file and originating within the school district shall be available to the teacher or the teacher’s CTA representative at his/her request for inspection. Material originating within the school district which is derogatory to a teacher’s conduct, service, character or personality shall not be placed in a teacher’s file unless the teacher has had an opportunity to read it. The teacher shall acknowledge that he/she has read such material by affixing his/her signature to the actual copy to be filed. Such signature in no way indicates agreement with the content of such material. If the teacher refuses to sign, the Division of Human Resources may file the material. The teacher shall have a right to answer any material filed and his/her answer shall be reviewed by the Chief Officer Assistant Superintendent for the Division of Human Resources and attached to the file copy. Before disciplinary action is brought against a teacher, any material to be used in the action must be reviewed with the teacher. Site administrators shall not incorporate letters, complaints, or personal notes into the evaluation process, which have not been reviewed with the teacher. B. Teachers and other persons shall have the right to supplicate any information in personnel files. C. Any written compliment created by an adult relating to a teacher’s job performance shall be promptly called to the teacher’s attention and, if requested, shall be included in the teacher’s personnel file. In addition, should the teacher directly receive written compliments from an adult regarding his/her performance, he/she may have them placed in their personnel file.
21.3.1
When an annual contract teacher is not renominated, the reasons for such non14
Compilation 8/16/2010
renomination shall be given to the teacher in writing with a copy to be sent to the Division of Human Resources with the renomination list, but not later than March 30. Teachers who are not renominated may request an administrative review before a committee made up of the Chief Officer of Assistant Superintendent for Personnel and Human Resources, the General Manager Director of Employee Relations, and the appropriate General Director of Instruction. The administrative review will also be attended by the parties involved including the appropriate director(s) and the Association staff member. 21.3.2
A request for review shall be made by the teacher or through the Association to the Chief Officer for Human Resources no later than fifteen workdays after notice of nonrenomination is received. Upon receipt of the request, a date for review shall then be set by the committee. No review of a teacher non-reomination shall be set earlier than fifteen nor later than thirty workdays after a request is received by the Chief Officer for Human Resources. The district shall prepare a review packet to be provided to the teacher and his/her representative no less than two weeks prior to the scheduled date of the administrative review. In the event the number of nonrenominations exceeds the number of reviews that can be accommodated within the current language timeframe, the Hillsborough Classroom teachers Association shall be notified.
21.4.7
Highly qualified teachers, as defined by state and federal statute, who teach in Renaissance Schools,as defined by percent of students on free and reduced (90% or above – Elementary; 85% or above – Middle; 75% or above – High) students on free and reduced lunch) shall be paid a salary differential of 5% of their base salary with one or more years of verified teaching experience; or 2% of their base salary with no prior teaching experience. for 5 years or less experience or a salary differential of 10% for 5 years prior experience. Tier 2 salary differential pay will be paid to all eligible instructional personnel at schools that meet prior year school performance goals. Tier 2 pay will be a flat amount to be multiplied by the percentage of their assignment at an eligible school during the prior year. The amount of the Tier 2 pay will be determined annually based on available funding.
22.1.3
New teachers shall have completed three consecutive years of teaching in Hillsborough County and shall have received a fourth appointment without reservation. A teacher who has previously held a continuing or professional services contract in any county public school district in this state shall serve a probationary period of two consecutive years, and shall have received a third appointment without reservation.
23.1.1
When a teacher is involved in an accident related to his/her employment which the Superintendent feels warrants his/her review, the Superintendent shall hold a hearing with the parties involved in order to insure due process. Within ten days after the review, the Superintendent will send his/her findings to the teacher. Under this provision, the teacher may be suspended without pay up to ten days. Any Hillsborough County teacher who is recommended to be suspended from duty may be reassigned to office duties in lieu of suspension by the Office of Professional Standards. 15
Compilation 8/16/2010
23.1.2
If the teacher does not agree with the Superintendent’s findings, he/she may appeal the Superintendent’s decision to the School Board in writing within ten days. After the ten day period, the Superintendent’s decision is final.
23.3.6
Teachers may request the building representative to be present at any meeting or conference related to a teacher’s conduct or performance. The building representative will provide counsel to the teacher and act as a witness during the conference. An Association member shall have the right to be represented by the Association’s building representative or a member of the Association staff at any meeting or conference related to their conduct or performance. If it is determined corrective action is needed, the teacher shall be given assistance and a reasonable period of time for correction. When appropriate, progressive discipline shall be applied.
23.3.7
Teachers may request a member of the Association staff to be present at any meeting or conference related to a teacher’s conduct or performance where a county-level administrator is present.
24.9.1
If the aggrieved person is not satisfied with the disposition of his grievance at Level II, or if no decision has been rendered within fifteen school days after the Level II hearing, he/she may file the grievance on a Level III form with the School Board through the Superintendent, with a copy to the General Manager of Director for Employee Relations, either directly or through the Association’s representative within five school days after a decision by the Superintendent, or fifteen workdays, whichever is sooner.
24.9.5
Prior to the Level III hearing, the General Manager of Director for Employee Relations shall provide the Board and the Association with a verbatim record of the Level II hearing with supporting documents. In addition, they both shall be provided all the documentation to be considered at the Level III hearing.
26.1.1
The portion of this agreement traditionally called non-money items shall become effective when approved by the Board and the Association and shall continue in effect to and including June 30, 20103, and from year to year or day to day thereafter until a new contract is ratified by the Board and the Association. If either party desires to make changes in the agreement, the parties must deliver to each other, by the first working day in May, 20103, or the first working day in May in any year the contract is extended, a written document setting forth the changes desired.
26.2
Money Items
26.2.1
The portion of this agreement traditionally called money items shall become effective when approved by the Board and the Association and shall continue in effect to and including June 30, 200811, and from year to year or day to day thereafter until a new money contract is ratified by the Board and the Association. If either party desires to make changes in the agreement, the parties must deliver to each other by the first working day in June, 200811, or by the first working day in June in any year the money contract is extended, a written document setting forth the changes desired. 16
Compilation 8/16/2010
In witness whereof, the Parties hereto have caused their duly authorized representatives to execute this Agreement on this 11th day of December,2007.
_____________________________________ Charles W. Raburn Date Chief Negotiator
________________________________ Nicholas Whitman Date Chief Negotiator
School District of Hillsborough County
Hillsborough Classroom Teachers Association
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