ARTICLE IX SALARIES AND RATES OF PAY

Central Falls School District

Section 1. Salary Scale

The District shall provide each teacher with a copy of the negotiated salary scale for each school year not later than the orientation meeting the day before school begins.

The District shall provide, at the same time, a copy of any negotiated changes in fringe benefits.

The salary shall be:

Step	2018-2019	2019-2020	2020-2021
1	$  48,098	$  49,300	$ 50,533
2	$  48,621	$  49,837	$ 51,083
3	$  50,189	$  51,444	$ 52,730
4	$  53,848	$  55,194	$ 56,574
5	$  57,509	$  58,947	$ 60,421
6	$  61,168	$  62,697	$ 64,264
7	$  64,827	$  66,448	$ 68,109
8	$  68,487	$  70,199	$ 71,954
9	$  72,147	$  73,951	$ 75,800
10	$  75,806	$  77,701	$ 79,644
11	$  76,329	$  78,237	$ 80,193
12	$  79,624	$  81,615	$ 83,655

Horizontal Scale

National Board for Professional Teaching Standard $6,000

The District’s agrees to pay one-half (1/2) of the assessment fee for new candidates, when other sources of outside funding are unavailable.

Master’s Degree in field shall receive a bonus of $400.

Section 2. Salary Classification Status

1) For professional staff to move horizontally on the salary scale, they must successfully obtain the specified number of credits and/or specified degrees listed.

Each credit earned toward a listed increment must represent one (1) semester hour of approved graduate study at a college or university and be verified by an official transcript. Undergraduate credits may be applied towards an increment only if the staff member can demonstrate that the course(s) are directly related to his/her teaching assignment.

Said undergraduate credits must be earned during the staff member's employment in the Central Falls School District. In lieu of applying credit towards a bonus, a staff member may use fifteen (15) hours of professional development credit as one credit towards a salary classification.

Likewise, CEUs awarded for workshops and/or conferences may be applied towards the salary scale. However, CEUs  earned  during  the  time  the  District  has  granted .the individual a professional leave may not be applied towards the salary scale.

2)  Neither college nor  professional development credit nor CEUs submitted and accepted for the BA+15, BA+30, BA+45 or BA+60 classifications can be resubmitted or utilized for post master's degree classifications.

3)  Applications for changes in salary classification status will be processed by the Superintendent's Office only twice annually. Applications with official transcripts, certification of professional development_credit, and/or certification of earned CEUs must be submitted prior to September 15th and February 15th if the salary received during the ensuing semester is to reflect the desired change in classification. Application forms are available from respective building principals or request may be made at the Superintendent's office.

Section 3. Salary Step Classification

Teachers hired prior to February 1st  shall proceed to the next salary step as of September 1st of each subsequent year.

Teachers hired after January 31st shall proceed to the next salary step as of February 1st of each subsequent year.

The procedure above shall not apply when computing eligibility for longevity pay nor for tenure.

For all teachers hired after ratification of this Agreement, a teacher must have received compensation for 135 days in order to be credited for one year.  All step increases will begin the succeeding year.

Section 4. Extra Compensations

A.   High School Content Leaders

Content Leader positions at the high school level shall consist of the following:
1. English/ ESL/ Modern Languages/ Social Studies
2.  Mathematics/Arts
3.  Science/ Physical Education/ Health
4.  Special Education/Reading

Content leaders shall be selected from those teachers who hold a master’s degree in the subject area and/or a Master of Arts in Teaching and/or secondary administration, provided the individual is certified to teach in that department and from those who have had at least three years teaching experience in the system.

A content leader shall be allowed one (1) administrative period equal to an instructional period per day in order to support/mentor teachers in their content area, and carry out curricular and other content leader responsibilities. The content leader administrative period shall be eliminated in the beginning of the 2018-2019 school  year.   Content leaders may conduct classroom visits (including serving as RIIC peer observer) for the purpose of supporting and mentoring teachers.

Content leaders shall work a 185 work year.  Compensation for content leaders shall be
$2,000 per school year.

No content leader shall be required to cover for absent teachers when substitutes are unavailable.

The High School Content Leader Positions shall be eliminated at the end of the 2018-2019 school year.

B. Middle  School Team Leaders

Compensation for middle school  team leaders shall be $2,000 per school year.  Middle school team leaders shall work a 185 day work year. Middle School Team Leaders will not be required to perform administrative duties. The Middle School Team Leader Positions shall be eliminated at the end of the 2017-2018 school year.

C. Athletic Coaches

Head coaches shall receive $3,825 per season. Head Football coach shall receive $4,420 per season. Assistant coaches shall receive $2,975 per season, except assistant football
coaches whose compensation shall be $3,315 per season. Middle School Coaches shall receive $3,825 per season.

Athletic coach positions will be filled with applicants who meet the posted qualifications. If there is more than one qualified candidate, seniority will govern.

No teacher in the system may coach more than (2) sports in a given year.

Coaches who are not members of the bargaining unit shall be given a one season contract and their position shall be re-posted annually.

All head coaches shall be evaluated annually by the Athletic Director. All assistant coaches shall be evaluated annually by their respective head coach. After three years in
the same coaching position, coaches shall be evaluated once every three years thereafter in that particular sport.

The evaluation instrument(s) shall be mutually agreed upon by the District and the Union. Should a coach be found deficient in any significant area( s ), it shall be the sole
responsibility of the administration to further evaluate the performance of said coach.

D. Athletic Director

Compensation  for the Athletic Director shall $12,000  per year. The Athletic Director shall receive two (2) administrative periods each equal to an instructional period each day to carry out the responsibilities of his/her position.

In order to carry out the duties of the AD with regard to both the High School and Middle School  athletic program  the AD may be excused  by the High School  principal  from attending some home events.

E. Reform Coach

Compensation for Reform Coach shall be on a ratio of 1.15 on the salary scale for a standard teacher work year plus fifteen (15) days or an equivalent number of hours or a combination thereof.

F. Teacher Coaches

Compensation for Teacher Coaches shall be at a ratio of 1.10 on the salary scale for a standard teacher work year plus ten (10) days or an equivalent number of hours or a combination thereof. Teacher coaches at the High School shall be scheduled to teach one course each semester.

G. Mentor Coordinator

Compensation of Mentor Coordinators shall be 1.12 on the salary scale. The Mentor Coordinator shall receive eight (8) days per year to carry out the responsibilities of his/her position.

H. Extra Curricular Activities Salaries

All vacant Extra Curricular positions that are funded will be posted on an annual basis.

Extra Curricular positions will be filled based on seniority from among the candidates that meet the posted qualifications.

All extra curricular activities must have prior written approval from the Superintendent of schools in order for advisors to be compensated.

Extra curricular activities not enumerated herein or elsewhere in this contract shall be compensated  at the rate of $2,000  providing prior written approval  has been obtained from the Superintendent.

I.  Proficiency Based Graduation Requirements (PBGR) Leaders

Compensation for the two CFHS PBGR leaders shall be $1,500 per school year.  In order to support his/her colleagues, the PBGR leaders shall not have an advisory.

J. Principal Leadership Team

The Principal Leadership Team is a school-based group of individuals who work to provide strong organizational process for school redesign and ongoing improvements. The Principal’s Leadership Team will function to distribute leadership to get teachers (and other stakeholders) voices at the table when planning redesign goals, strategies and to when assessing progress toward a specified set of goals.

The Principal’s Leadership Teams are focused on creating and supporting change when and as needed to meet school goals. The team will develop specific strategies in coordination with the School Based Teams. Prior to the creation of the Principal Leadership Teams, the District shall create a description of the roles, responsibilities and the meeting obligations of Principal Leadership Team members.

Each school will have a Principal’s Leadership Team that consists of 4-6 members, including at-least 4 teachers. One-half of the teachers will be selected by the site based principal with input and collaboration of the School Based Team with the approval of the Superintendent.  One-half of the teachers will be elected by their peers.

The Principal’s Leadership Teams may be organized by grade level, content, or initiative.  Teachers who serve on the principal’s leadership team will receive a stipend of $2,000 per year, to be paid in two installments of $1,000 in January and June.

Members on the Principal Leadership Team may not serve simultaneously on the School Based Team except for the CFTU appointee on the School Based Team, who may serve on both teams. Members will serve one-year terms.

Section 5. Longevity

Teachers shall receive longevity payments in recognition of service to the Central Falls School District as part of their regular salary as follows: 

Section 6. Medical Insurance

A. Coverage

The District agrees to provide each teacher with medical coverage on an individual or family basis as desired by the teacher.   The employer will provide the medical benefits summarized in Appendix B.

Any benefits specified within this Article for which a teacher's spouse and/or family members are entitled or eligible shall also apply to a teacher's  same-sex or opposite-sex partner.    To  add a  domestic  partner,  a  teacher  must  sign  an  affidavit  included in Appendix E.

B. Dental Insurance

Delta Dental Family Plan for Levels I, II, III, & IV. ($1,200 maximum).  Effective upon the next open enrollment period, the annual maximum benefit for dental insurance shall be $1,500.

C. Medical Insurance Waiver

Any  teacher  not  wishing  to receive  medical  coverage shall receive  from  the District $2,500. Such teachers shall sign a waiver form prior to September 15th of that school year.

A teacher whose spouse is also a Central Falls School district employee and is already receiving family medical coverage shall receive from the District an annual payment of $2,500.

Waiver payments shall be distributed in February and June of each school year.

D. Teachers on Leave

Continued medical insurance coverage will be afforded to such teachers at no expense to the  District.  Individuals  will  assume  their  own  payments  at  the  current  group  rate. Individual arrangements must be made with the Finance Office.

E. Medical Insurance Premium Cost-Sharing

The district shall provide an option to pay premium cost-sharing through IRS Section 125

Effective  for  the  2012-2013  school  year, teacher  cost-sharing  shall  be  based  on  the following schedule

Section 7. Life Insurance

The District agrees to provide each teacher with the following:

1. Death Benefit; $50,000
Accidental/ Death
Dismemberment

2. Family Rider
Spouse or Domestic Partner   $20,000
Each Child                               $20,000

The District and the Union agree to form a committee to develop a group life plan which may be purchased through payroll deduction.

Section 8. Increment Credit for Experience Prior to Central Falls

The number of steps to be granted shall be governed by state law or where discretionary at the discretion of the District.

Section 9. Optional Payroll Deductions

A. Tax Sheltered Annuities

Teachers shall be allowed to participate in tax-sheltered annuities as defined under section 403(b) of the Internal Revenue Code

The District will only offer programs enrolling five (5) or more employees. The District will send voluntary payroll deductions to the annuity plan or one qualified representative of the plan. The District shall not be required to send deductions to individual sales representatives, investment brokers, investment counselors, financial planners or others who represent individual employees.

B. Savings Bonds

The District will provide for voluntary payroll deductions for United States Savings Bonds.

C. Savings

Teachers may opt for a payroll deduction from among the financial institutions with which the District has established agreements for direct deposits.

The Finance office must be notified in September or February each year of any changes desired in the deductions listed above.

D. College Bound Fund

Teachers shall be allowed to participate in the Rhode Island College Bound Fund Program.

E.Disability Insurance Program Teachers shall be allowed to participate in a group plan for disability insurance.

F. 125 Cafeteria Plan for Childcare

Teachers shall be allowed to participate in a 125 Cafeteria Plan for childcare. Participating teachers shall be responsible to pay the cost of any monthly administrative fee.

Section 10. Bonus for Retirement or Resignation Due to Illness or Physical Incapacity

Teachers shall receive a bonus for unused sick leave upon retirement or resignation due to illness or physical incapacity from the Central Falls School District at the rate of $50.00 per unused sick day up to a maximum accumulation provided for in Article VIII, Section 1.

Said bonus shall be received in a lump sum payment when the teacher receives his or her final paycheck from the District.

Extended sick leave under the terms of this contract shall not be considered as unused sick leave when computing this bonus.

A teacher must have taught at least ten (10) years in Central Falls to be eligible for this bonus.

Section 11. Medical Insurance upon Retirement

A.Teachers retiring under the 2005 – 2008 contract

A teacher shall be eligible to receive five (5) years of individual medical insurance coverage afforded in Article IX, Section 6 of this contract upon retirement, subject to the premium cost-sharing in effect at the time of retirement. In addition, a teacher shall be eligible to receive two (2) years of individual medical insurance coverage afforded in Article IX, Section 6 of this contract, subject to payment of fifty percent (50%) of the cost of the premium.

Teachers shall be eligible to continue individual medical insurance coverage by paying the full cost of the medical insurance premium until age sixty-five (65).

A retired teacher shall be eligible to purchase, at full cost, spouse or family coverage until age sixty-five (65).A teacher must have taught at least ten (10) years in the District to be eligible for the above.

B.Teachers retiring on or after September 1, 2008.

1. All teachers retired from the Central Falls Schools District shall be eligible to continue individual medical insurance coverage afforded in Article IX, Section 6 for said teacher by paying the full cost of the medical insurance premiums in effect in each ensuing year until the age of sixty-five (65).

A retired teacher who has taught for at least eighteen (18) years in the Central Falls School District shall be eligible to purchase spouse or family coverage until the age of sixty-five (65) by paying the full cost of the medical insurance premiums in effect in each ensuing year.

2. A retired teacher who has taught for eighteen (18) to twenty-seven (27) years in the Central Falls School District shall be eligible to receive four (4) years of individual medical insurance coverage for said teacher afforded in Article IX, Section 6 of this contract upon retirement, subject to the premiums and cost-sharing in effect in each ensuing year. In addition, said teacher shall be eligible to receive two (2) years of individual medical insurance coverage afforded in Article IX, Section 6 of this contract, subject to payment of fifty (50%) percent of the cost of the premiums in effect in each ensuing year.

A retired teacher who has taught for at least eighteen (18) years in the Central Falls School District shall be eligible to purchase spouse or family coverage until the age of sixty-five (65) by paying the additional cost of the medical insurance premiums in effect in each ensuing year.

3. A retired teacher who has taught for at least twenty-eight (28) years in the Central Falls School District shall be eligible to receive five (5) years of individual medical insurance coverage for said teacher afforded in Article IX, Section 6 of this contract upon retirement, subject to the premiums and cost-sharing in effect in each ensuing year. In addition, said teacher shall be eligible to receive three (3) years of individual medical insurance coverage afforded in Article IX, Section 6 of this contract, subject to payment of fifty (50%) percent of the premiums in effect in each ensuing year.

A retired teacher who has taught for at least eighteen (18) years in Central Falls School District shall be eligible to purchase spouse or family coverage until the age of sixty-five (65) by paying the additional cost of the medical insurance premiums in effect in each ensuing year.

4. A retired teacher must have taught at least ten (10) years in the District to be eligible for the above.

Section 12. Hourly Rates

For  responsibilities  carried  out  by certified  staff  that  are  not  part  of their  regularly assigned duties, the compensation shall be $33.00 effective April 1, 2017.

For responsibilities carried out by certified staff as a presenter for professional development purposes the rate shall be $50.00.

Effective April 1, 2017, for professional services provided beyond the school day in which the student earns full or partial credit or when said program provides the student’s full or partial education program the rate shall be $45.00.

For  participation  in  after-school  common  planning  time,  the  compensation  shall  be
$35.00.

However, for professional services provided outside of the agreed upon school year that would normally be considered part of a bargaining unit member’s regular responsibilities, such as summer ET, and IEP teams, ESY programs, guidance counselors, etc., or for which the bargaining unit member is certified, the individual will be compensated based upon his or her prorated per diem salary.

It shall be the responsibility of the teacher to submit pay vouchers to the building principal on a bi-weekly basis.

The District shall not be prohibited from paying stipends for specific tasks related to grants and committee work. In such instances the District shall provide the Union with information on said stipends and the circumstances under which they are being offered.

Section 13. Teaching an Extra Class in Lieu of an Unassigned Period

1) The District and the Union agree that middle school encore teachers and high school teachers will be allowed to volunteer to give up their unassigned period in order to teach an extra class, should the District fail to procure a replacement for a teacher on an approved leave of absence, as follows:

a) Middle school encore teachers and high school teachers who volunteer to give up their unassigned period to teach an extra class at a rate of $100.00 per coverage regardless of the length of the instructional period.

b) Teachers who so volunteer shall receive this compensation as part of their bi­weekly checks upon the timely filing of a pay voucher form.

Section 14. Paid Coverage

1) The District and the Union agree that teachers will be allowed to volunteer for paid coverage of classes of teachers who are absent on any given day as follows:

a) Teachers who give up an unassigned period to cover shall receive $40.00 per coverage.

b) On the middle school and high school level should more than one teacher so volunteer on any given period, a list shall be created based on seniority beginning with the most senior teacher. Coverage shall be rotated through this list as absences occur. Once a teacher covers or declines to cover on a given day, said teacher shall move to the bottom of the rotation list. The building administration will provide the union representative with a copy of said list and updated lists as they are amended.

c) Elementary teachers shall be compensated for covering for an absent itinerant teacher at this rate in accordance with Article V, Section 13 of the contract.

d)  Teachers who accept additional students into their classroom will receive $1.25 per  student  per  period,  not  to  exceed  $5.00  per  student  per  day.    At  the Elementary level, teachers who accept additional students into their classroom will receive $5.00 per student per day.

e)  Teachers may be required to involuntarily accept additional students into their classrooms on no more than 10 days per school year.   For purposes of administering this agreement, involuntary acceptance of additional students for one or two periods per school day shall constitute ½ day and involuntary acceptance of additional students for three or more periods per school day shall constitute 1 day.

f)   Teachers shall receive this compensation with their regularly scheduled payroll deposits.