Contract Between East Greenwich Education Association NEARI/NEA and East Greenwich School Committee - September 1, 2022 to August 31, 2025

ARTICLE I GENERAL

1-1 This Agreement is negotiated by and between the East Greenwich School Committee (the "School Committee") and the East Greenwich Education Association/National Education Association Rhode Island/National Education Association (EGEA/NEARI/NEA) (hereinafter referred to as the "Association") under the School Teachers' Arbitration Act, Title 28, Section 9.3 of the General Laws of Rhode Island.

1-2. Subject to the provisions of the School Teachers' Arbitration Act, the School Committee agrees not to negotiate with any teacher organization other than the Association for the duration of this Agreement.

1-3. Despite reference herein to the School Committee or the Association as such, each reserves the right to act hereunder by committee, individual member, or designated representative, professional or lay, whether or not a member. Each party will provide to the other, upon request, satisfactory evidence (such as official minutes or certificates of resolutions) of authority so to act.

1-4. Management Rights. The Association recognizes that the School Committee has the responsibility and authority to manage, direct and supervise all of the operations and activities of the school district granted by applicable federal and Rhode Island state law, including but not limited to R.I. Gen. Laws §16-2-9 and §16-2-11, except to the extent that the exercise of such power is limited, modified or amended by any provision in this agreement. The School committee has the right to hire, layoff, promote, transfer, assign, fire for just cause and determine the educational policies except where limited by the provisions of this agreement and the right to promulgate reasonable rules and policies in the exercise of its authority. Nothing herein shall abrogate or impair the responsibilities imposed by law upon the School Committee, the Superintendent or the East Greenwich School District (the "District") administrators under the Education Accountability Act, R.I. Gen. Laws §§ 16-2-11.1, 16-53.1-1, et seq., and 16-97.1-1, et seq.

1-5. Subject to and in accordance with the School Teachers' Arbitration Act, the School Committee hereby recognizes the Association as the exclusive representative of all certified professional employees (other than temporary substitutes) of the District below the rank of assistant principal. Unless otherwise indicated, the employees in the above unit will be hereinafter referred to as "teachers." The Association agrees to represent equally all teachers without regard to membership or participation in the Association subject to the dictates of the United States Supreme Court decision of Janus v. AFSCME, decided June 27, 2018.

1-6. Neither  the School Committee  nor the Association  shall unlawfully  discriminate against any employee in the bargaining  unit because  of such employee's race, color, creed, national  or ethnic origin, gender, genetic information, religion, disability, age, sexual  orientation, gender identity or expression, marital status, citizenship  status, or status  as a special disabled veteran, Vietnam  Era veteran, or any other veteran who served on active duty during a war or in a campaign  or expedition for which a campaign badge has been authorized, except  in those special  circumstances permitted  or mandated  by law. The School Committee and the Association affirm their joint opposition to any discriminatory practices in connection with employment, promotion or training, mindful that the public interest is enhanced with full utilization of each Employee's skill and ability without regard to the above-cited factors.

1-7. It is hereby agreed that any alteration or modification of this Agreement shall be binding upon the parties hereto only if such changes are agreed to in writing by the Association and the School Committee.

1.8 Association Dues

Membership in any employee organization may be determined by each individual employee. Members of the Association shall pay dues, fees, and assessments as determined by the Association. The Association shall provide the School Committee with a list of all current bargaining unit members who wish to continue to authorize the deduction of dues. For any employee hired after July 1, 2019 the Association shall provide to the School Committee a document signed by the employee authorizing the dues deduction. Such deductions shall be in equal amounts, weekly, bi-weekly or otherwise, as the frequency of the pay period may require. Funds deducted pursuant to such authorizations will be transmitted promptly to the Association. Deductions will be in the amount specified in writing by the Association President and/or Treasurer.

The School Committee shall give written notice to the President of the Association of all new employees within the bargaining unit who become eligible for membership in the local. Said notice shall include the employee's name, address, and date of hire. The School Committee will discontinue such deductions if notified by the Association in writing and the School Committee receives the authorization set forth above. In the event the School Committee receives such notification by an employee without first being notified by the Association, it shall refer the employee to the Association. The Association is fully responsible for any objection by an employee regarding their dues, fees, and assessments deduction.

The Association shall indemnify and save the School Committee harmless against any and all claims, demands, suits or other forms of liability that shall arise out of or by reason of action taken or not taken by the School Committee in reliance upon the Association's representation that itsdues, fees, and assessments have been lawfully increased and in accordance with the Association's Constitution and By-Laws or for the purpose of complying with any of the provisions of this Article.

ARTICLE II TEACHING HOURS AND TEACHING LOAD

2-1 The School Committee and the Association agree that the professional staff is and should continue to be a major source of development and innovation in improving the educational programs carried on in the schools.  The parties further agree that teachers may be called upon to participate in activities directed toward the development, improvements and implementation of such programs, toward the evaluation of existing programs, toward the devising, testing and introduction of new programs, and toward research in pertinent educational and related areas.The School Committee and the Association also recognize and agree that the teachers' responsibilities to their students and their profession generally entails the performance of duties and the expenditure of time beyond the normal working day, but that  teachers are entitled to regular time and work schedules on which they can rely in the ordinary course of the day and which will be fairly and evenly maintained to the  extent possible throughout the school system. Therefore, except in emergencies requiring short term action, and without prejudice to voluntary professional service above and beyond contract requirements as aforesaid, the following schedules are hereby adopted.

2-2 Work Day

The normal school day for all classroom teachers and other certified personnel on the classroom teacher salary schedule shall be no longer than six (6) hours and forty-five (45) minutes for elementary teachers and six (6) hours and forty-five (45) minutes for secondary teachers except as specified in other sections of this Agreement. Said workday shall include a total of at least twenty (20) minutes allocated at the Superintendent's discretion before the beginning of the students' school day and after the end of the students' school day.

2-3 Work Year

2-3.1 The work year for teachers will be one hundred eighty- four (184) workdays. There shall be a Professional Development Committee composed of three (3) persons appointed by the Superintendent and three (3) persons appointed by the President of the Association which shall be responsible for scheduling, planning, and arranging all professional development programs. The District will use its best efforts to provide professional development opportunities that span all building-level and district-wide bargaining unit members, that are aligned with District goals, in an equitable fashion.

2-3.2   The first day of the work year shall be the day previous to the opening of classes.

2-3.3 On that day teachers will be required to attend various meetings and new teachers may also be required to attend additional orientation sessions.

2-3.4  Teachers further agree to perform all end-of-year "check list" administrative duties at times that do not interfere with other contractual obligations under this agreement.

2-3.5 The Superintendent shall consult with the Association President when the calendar for the upcoming school year is being prepared.  Normally, the calendar shall be posted or distributed on or before June 1 of the prior school year.

2-3.6 The Superintendent will inform teachers of each school's start and end time on or before the close of the prior school year, subject to any changes necessitated by the results of the approval of the town budget.

2-4 Before and After School Meetings

If deemed necessary by the administration, teachers may be required to attend within a reasonable time before students' school day or after dismissal of the students for up to one (1) hour each of the following staff meetings:

2-4.1  One (1) day of each month - Departmental and/or Curriculum meetings or other meetings authorized by the Superintendent of Schools.

2-4.2  One (1) day of each month - Building meetings called by the school principal.

2-4.3  Whenever a regular meeting is scheduled, an agenda for said meeting shall be provided to teachers at least one hour (1) prior to the closing of school on the prior school day.

2-4.4  Any meeting not given one (1) day notice of agenda shall be deemed a voluntary meeting.

2-5 Teachers may be required to meet with parents at a time mutually agreeable to parent, teacher and principal.  Teachers will attend one (1) open house a year.  Parent conferences scheduled in conflict with teacher commitments may be rescheduled at a mutually convenient time after consultation with the building principal.  In the event that conditions warrant an alternative format, open house and/or parent conferences may be conducted in a virtual format, which determination shall be made at the sole discretion of the building principal.

2-6 Further Working Conditions

2-6.1 All teachers shall have a continuous duty-free lunch period equal in length and simultaneous with the lunch periods established at the school.

2-6 .2 All secondary school teachers shall in addition to their lunch period have at least (6) full planning periods per 6-day school cycle during which they shall not be assigned to any other duties. Such time shall be exclusive of the time before or after the students' school day.

2-6.2a High School teacher schedules shall comply with the following:

2-6.2b Middle School teacher schedules shall comply with the following:

2-6.3 All elementary teachers shall, in addition to their lunch period , have at least two hundred minutes of preparation time each week during which they shall not be assigned to any other duties. Such time shall be exclusive of the time before or after the students' school day and passing time. In addition, to the extent possible, all elementary teachers shall have common planning time of thirty (30) minutes per day.

Notwithstanding the language of 2-6.2 and 2-6.3, Elementary, Middle, and High School Teachers may volunteer to cover a class of an absent teacher at the rate of thirty dollars ($30.00) per class period) per class period at the elementary and middle levels and ($38.00) per class period at the high school.

Secondary teachers on duty shall cover classes of absent teachers prior to any teacher volunteering to cover during a preparation period.

Teachers may volunteer to cover a class during their prep time no more than once per week.

With the exception of the last quarter, teachers shall have five school days after the end of the quarter to post grades. Distribution shall be thereafter. With respect to the fourth quarter, such grades shall be posted by the last day of school.

2-6.4 Duties

Duties will include hall duty and class coverage. Additionally, other duties may be mutually agreed upon and confirmed in writing by the teachers involved, the Association, and the School Committee. At the high school, teachers, except exempt teachers listed in Article II, will have one duty per 6-day class rotation as determined by administrators based on building needs.

Student Lunches

High School Staff, (with the exception of nurses, school psychologists, school social workers, ESL teachers and any other itinerants) agree to be present in the cafeteria during one of the lunch blocks (25 minutes) over the 6-day class rotation. All staff will have the option to select a lunch block at the beginning of the school year. At the conclusion of this process, any unassigned staff will be placed by administration to ensure a minimum of three faculty members per lunch block.

Common Planning Time

A key to successful teaching and learning at the high school is the ability for teams of teachers to get time to meet in order to discuss students, instructional and curricular concerns. Common Planning Time at the high school will be scheduled as one period every six days.

Common planning time should be devoted exclusively to discuss students, instructional and curricular concerns. Common Planning Time will not be considered a duty and teachers will not forfeit their scheduled Common Planning Time.

Advisories

The East Greenwich High School Advisory Program will consist of groups of 10-15 students of the same grade level assigned to the same advisor (when possible) for each of the four years of their tenure. These advisors are essential to helping all students remove obstacles, handle adversity, stay focused and access outside help if needed.

Members of the Association are considered advisors with the exception of the following positions: school nurse, school psychologist, social worker, occupational therapist, physical therapist, and teachers whose responsibilities cover more than two schools in the district. Advisors will not be required to evaluate and/or assess students assigned to their advisory. Additionally, advisory is not a time for a teacher to be observed for evaluative purposes. If a teacher works at both the middle school and the high school, they should be assigned an advisory at one building only. Advisory will not be part of the formal Teacher Evaluation Process.

Further Working Conditions

Teachers may volunteer to cover a class of an absent teacher at the rates of:
$15.00 for an advisory
$30.00 for a class at the Middle School & Elementary Level
$38.00 for a class at the High School

2-6.5  Scheduling at the secondary level may be amended by vote of a simple majority of the votes cast at a faculty meeting scheduled for that purpose provided , however, that no such amendment shall change the aggregate minutes.

2-6.6 High school teachers shall write letters of recommendation for students who request such letters.  Teachers shall determine the number of students for whom they will write letters of recommendation .

2-6.7 Secondary school teachers shall not be required to teach in more than two (2) departments nor to make more than a total of three (3) teaching preparations .

Teachers may upon request accept more than three (3) preparations providing that this Agreement can be mutually reached and confirmed in writing by the teachers involved, the Association, and the School Committee.  Any agreements made will be for a one (1) year period only, and will be subject to review and possible renewal each year prior to the development of the teachers' schedule. Approval by the Association shall not be unreasonably withheld.

2-6 .8  Assignments to extra-curricular activities or clubs shall be voluntary, and compensation for such extra-curricular activities or clubs shall be determined in accordance with Appendix B to this Agreement.

2-6.9  Detention

a. Administrators shall set up standardized procedures and guidelines for assigning detention control of detention rooms after discussion with all teachers.

b. Detention periods shall be handled by three (3) to five (5) teachers who would be strong disciplinarians appointed by the principals.

c. Teachers covering detention rooms shall be compensated according to the rate in Appendix C.

2-6.10 Teachers shall devote five (5) full school days or ten (10) one-half (1/2) school days, or a combination not totaling more than five (5) full school days per school year during the regular work day to professional tasks such as, but not limited to: group or individual planning , faculty meetings, department meetings, curriculum development work, budget planning , and in-service programs . On such days, the students shall be released from school and the teacher shall use the time from the release of the students to the normal dismissal time for the performance of the above duties.  This time shall be over and above a teacher's normal preparation time.

2-6.11 When any other teacher is in charge of an elementary school teacher's class, the regular teacher may be absent from the classroom for the entire period. This period is to be considered a preparation period for the classroom teacher.

2-6.12 Teachers may be permitted to leave the school premises during the normal school day with the approval of the principal or their designee.  During the duty-free lunch period, a teacher may leave the building after notifying the principal's office.

2-6.13 A teacher will not be required to forfeit their preparation period .

2-6.14 The School Committee and the Association acknowledge that a teacher's primary responsibility is to teach and that their energy should, to the extent possible, be utilized to this end.  Therefore, the School Committee agrees to eliminate for teachers in the elementary schools the non-teaching duty of supervision of cafeterias, morning and afternoon supervision of bus arrivals and departures.  The School Committee further agrees to eliminate the necessity for teachers to calculate state attendance registers and to tabulate money from students for non-educational purposes.  The School Committee further agrees to continue to make every effort to replace the non-teaching duty of playground supervision. No teacher shall be required to duplicate instructional or other materials.

2-6.15  Health services such as administering eye and ear examinations and weighing and measuring pupils shall not be performed by the classroom teacher.

The Advisory Program instituted at Cole Middle School in the 2008-2009 school year shall remain in effect for the duration of the agreement, such that those participants shall meet once weekly for a twenty-five (25) minute duration. Teachers who participate in this program will not be required to work morning duty.

Teachers at all schools shall, make themselves available one ( 1) hour weekly, one half (1/2) hour of which may be before school to provide academic assistance to any student who is identified by a teacher as needing help or if such student requests such assistance. Extra help scheduling shall be determined by the teacher.

ARTICLE Ill DUTIES RESPONSIBILITIES OF TEAM LEADERS AT COLE MIDDLE SCHOOL

3-1 Selection: After discussion with the Principal, the teachers on each team shall elect a Team Leader for a two (2) year term via a majority vote. Team Leaders may succeed themselves. When more than two (2) persons are nominated and no majority exists, the process will continue for two (2) votes. If no candidate receives a majority, the Principal will select the Team leader from the candidates.

3.1.1 Recommended Qualifications:

Tenured teacher in the district with minimum of one year at Cole MS.

Team Leader must be a CORE team teacher or Special Education teacher on the team.
Department Heads shall not hold positions of Team Leader.

A. Major Area of Responsibility:

The Team Leader will have the following duties and responsibilities:

1. Assist in fostering a positive, cooperative climate in the team.

2. Direct/Coordinate/Plan productive meetings during Common Planning Time.

3. Assist, encourage student/teacher/parent communication.

4. Orient new members to the team.

5. Liaisons between core team, specialists, building and district administration.

6. Encourage/aid in the development and coordination of interdisciplinary units.

7. Encourage/aid in using varied best practices to meet students' needs within the team.

8. Together, Team Leaders will participate in a monthly meeting to ensure teams are working together toward the goals of the school

9. The Team Leader will create an agenda for Common Planning Time and provide for the taking of minutes.

B. Stipend: Team Leaders will be compensated via the following:
$2,200.00; this will be included in the teachers' regular pay.

C. Duties: Team Leaders shall not be assigned any contractual supervisory duties. ( Team Common Planning time will not be considered a supervisory duty.)

D. There shall be two Middle School Unified Arts Team Leaders. Assignments among the Team Leaders shall be equitably distributed. Middle School Unified Arts Team Leader shall be responsible for the following departments:

Music

Tech Education

Art

Industrial Arts

Librarian

Foreign Language

Consumer Science

Reading

3.2 Common Planning Time

A key to the successful implementation of the middle school model and philosophy at Cole is the ability for team teachers to have the time to meet in order to discuss students, instructional concerns and curricular concerns. Common planning time will be scheduled as a period during the day and will have a time allocation of three (3) periods a week, equal to that of the students schedule. Common Planning Time shall be led by the Team Leader and must be devoted exclusively to discuss students and instructional and curricular concerns. Common Planning Time will not be considered a duty and teachers will not forfeit their scheduled common planning time.

ARTICLE IV CLASS SIZE 

4-1 Class size shall be determined as follows:

4-1.1 In grades K-3, the size of the classes shall be approximately twenty (20) pupils per class and in grades 4-5 shall be approximately twenty-five (25) pupils per class.

4-1.2 Except as provided in 4-2 and 4-3, the limits set forth in 4-1.1 may be exceeded only to this extent:

As of October 30, one (1) pupil.

Provided, that there shall be an equal distribution of such additional students among teachers in each grade level within a school.

4-1.3 Secondary school classes, with the exception of physical education classes, shall not exceed thirty (30) pupils per class.

4-1.4 Classes containing concentrations of disadvantaged pupils shall be reduced in size as rapidly as practicable to a number which permits an optimum learning environment for such pupils.

4-1.5 No regular classroom teacher shall be assigned the class responsibility for more than one hundred twenty-five (125) students regardless of the size of their classes. This number shall be proportionately reduced for teachers with fewer than five (5) regular classes.

4-1.6 Secondary physical education teachers shall not be assigned a class responsibility of more than two hundred fifty (250) students regardless of individual class size. In the event of a true small scale scheduling difficulty, class responsibility for secondary physical education teachers shall not exceed two hundred sixty (260) students.

4-2 Class size limits may be exceeded for the purposes of innovation and/or experimentation upon consultation among the administration, the teachers involved, and the Association. This would include music performance ensembles. The parties support innovative scheduling and curricular specialization as well as reasonable flexibility in grouping or regrouping necessary to such experimentation or specialization.

4-3 Class size limits may be exceeded in the elementary physical education, health, art, music, and library classes by the addition of no more than four (4) mainstreamed students per class.

4-4 Middle School Class Size

For the duration of this Agreement, section 4-4 of the CBA shall be amended to reflect that the four core subjects for 6th  and 7th  graders will meet five times per week, while 8th graders will retain the existing schedule of five classes over four days. A sample of the weekly teaching blocks, inclusive of individual teacher planning time, common planning time and Lancer learning time is appended hereto as Exhibit 1.

For the duration of this Agreement, section 2-6.2b shall be amended to reflect overall weekly teaching time as 1060 minutes, weekly planning time of 265 minutes, weekly common planning time of 212 minutes, weekly homeroom/advisory of 50 minutes and weekly Lancer learning time of 100-125 minutes, as depicted in Exhibit 2. This provision only applies to faculty for 6th  and 7th grade team teachers.

The overall class load for each core subject matter teacher shall not exceed 112, and no individual class shall exceed twenty-nine (29) students. In the event the overall load exceeds 112 or the class size exceeds 29, said teacher shall be compensated for each student at the rate of $3.00 per day.

4-5 Consistent with its current practices, the District shall collaborate with all District­ wide specialists identified in Article XVIII during the first month of the school year to provide, as may be reasonably necessary in the determination of the District, that each specialist's work and case load is evenly distributed among students and school buildings so as not to unduly burden the employee and to comply with the District's commitment under Policy number 8515 to all students serviced by the specialist.

ARTICLE V PROMOTIONS

5-1 Promotional positions are defined as follows:

Positions paying a salary differential and/or position on the supervisory level.

5-1.1 All promotional vacancies shall be open only to current teachers, except as noted in 5-3. A notice shall be posted electronically in every school and sent via a District-wide employee email_clearly setting forth a description of the qualifications for the position, the duties and salary and the closing date of application.

5-1.2 Such notices shall be posted a minimum of ten (10) days if such vacancy occurs while school is not in session (summer, winter and spring breaks) and a minimum of five (5) days if such vacancy occurs while school is in session, unless otherwise agreed to by the parties.

5-1.3  Teachers who desire to apply for such vacancies shall submit their applications in writing to the Superintendent or their authorized agent within the time specified in the notice.

5-1.4  Applicants for promotional positions shall participate in the criteria based hiring process.

Criteria

1. Leadership/Management Skills, Content Knowledge and Pedagogy: educational background, expertise and success in teaching subject; (30%)
2. Achievement: shows a trend of excellence and concrete results in endeavors, including prior evaluations and recommendations from previous employer; (20%)
3. Critical thinking: analyzes situations thoroughly and generated effective strategies; (10%)
4. Communication skills: demonstrates effective written and oral skills; (10%)
5. Professional engagement: demonstrates professionalism as evidenced by previous experience, evaluations and recommendations, evaluation is based numerically; (10%)
6. Work Experience as a teacher (20%)

In the event two or more internal candidates are competing for a position and have achieved scores within 10% of the highest score on Competencies A through F above, then work experience within the East Greenwich School District shall govern rank order.

5-1.5   If a promotional vacancy becomes available after the end of the regular school year but before the beginning of the fall semester teachers will be notified electronically of the vacancy.

5-2 Unsuccessful candidates from within the school system shall receive notification in writing of their not being selected and shall have the right, upon request, to meet with the Superintendent to ascertain the reasons for such unsuccessful candidacy.

5-3 Except as provided in Article XV, no promotional position occupied or to be occupied by an employee covered by this Agreement will be created or abolished without thirty (30) days prior written notice to the Association and without affording the Association, if it desires to do so, the opportunity to discuss the proposed action during the thirty (30) day notice period.  Notice, in the case of a creation of a new position, will include a description of the duties to be performed and the compensation proposed by the School Committee.  During discussion, the School Committee will entertain, in good faith, any objections or suggestions made by the Association before making a final decision on the position under consideration.  In the case of the creation of new positions, if the Association objects to the compensation proposed by the School Committee, it may submit the question of compensation to arbitration in accordance with the provisions of Article XX. Arbitration shall not delay the filling of the position , but the compensation awarded by the arbitrator shall be retroactive to the first day the position was filled .

In the event a promotional vacancy is cause by separation from the district and no internal candidate is qualified to assume the position based upon the CBH criteria above, the district may consider external candidates.

5-4 The use of the term "qualified " as used herein shall mean that the candidate shall achieve an average score of 3.0 or greater on each of the three content areas of Criteria A of Section 5-1.4.

ARTICLE VI CERTIFIED TEACHER VACANCY HIRINGS AND TRANSFERS 

6.1 Criteria Based Hiring Process

Recruitment   and  hiring   shall   be   based   on  meeting  job- specific   qualifications,   state certification requirements as well as any other requirement specific to the District.

Teacher assigmnents shall be based on the certifications, knowledge, skills, abilities, past performance, evaluations, relevant professional experience and other criteria to determine the best qualified person for the assignment. If two or more applicants are deemed by the Superintendent to be equally qualified, seniority in the District shall govern the assigmnent.

A "vacancy" or "vacant position" as used in this Agreement is defined as the availability of a position caused by death, resignation , retirement, promotion , discharge, creation of a position or transfer.

Unless otherwise prohibited or restricted by law, at the discretion of the Superintendent, and in conjunction with the Association, the District may conduct a job placement meeting prior to the end of the school year to fill all known vacancies for the following year. This paragraph is not intended to replace the criteria used for job placement under this Article.

6-2 Process to be used to fill vacancies:

6.2.1 Notice

All vacant positions will be posted internally school, and sent via a District­ wide employee email, for a period of five (5) district workdays on the school district's automated application software program known as SchoolSpring, or any other program that may replace such system ("SchoolSpring"). The term "district workdays" as used in this Agreement shall mean workdays in which the East
Greenwich School District administrative offices are open for business. Teachers desiring to apply for any such vacancy shall notify the Superintendent in writing no later than five (5) school district workdays after the vacancies are posted.

Known vacancies shall be posted by May 15 and the process to fill known vacancies shall be filled with internal candidates on or before June 30. Following June 30, any remaining vacancies after the transfer process has been completed shall be posted internally as well as externally and filled using the selection process of section 3(i)(ii) and (iii) described below. Any new positions which become available prior to the beginning of the school year shall be posted internally and externally and filled internally first and in accordance with the hiring process identified in paragraph 2 (First Round) below.

6.2.2 First Round

The Superintendent and the Association presidents/vice-president shall meet to review the applications and, absent a relevant overriding educational circumstance, the Superintendent shall place the best qualified internal teacher in the vacant position. If two or more applicants are deemed by the Superintendent to be equally qualified, seniority in the District shall govern the assignment.

6.2.3 Second and Subsequent Rounds

If the position is not filled following the first round prescribed under paragraph 2 above, the school district will fill positions in the second round and subsequent rounds with internal candidates using the CBH Process described below.

6.2.3.i. Interview and Selection Committee

The Interview and Selection Committee (the "Selection Committee") will consist of no less than two (2) nor more than three (3) administrators for each vacant position, which in all cases shall include the building principal where the vacancy exists.

6.2.3.ii. Application Review and Criteria

The Selection Committee will review all qualifying candidates to fill vacancies.  All internal applicants meeting the posted qualifications will be interviewed.  The Selection Committee will rank each application based upon the following qualifications:

Teacher Competencies/Criteria (for a total of up to 65 points broken down as follows):

6.2.3ii.a. Content knowledge and pedagogy: educational background, expertise and success in teaching subject (up to 20 points);

6.2.3ii.b. Critical thinking: analyzes situations thoroughly and generates effective strategies for solving problems (up to 15 points);

6.2.3ii .c. Communication skills: demonstrates effective written and oral skills (up to 10 points);

6.2.3ii.d. Professional engagement: demonstrates professionalism as evidenced by previous experience, evaluations and recommendations (up to 10 points)

6.2.3ii.e. Evaluations:  Highly Effective-5 points; Effective-4 points; Developing-3points;

6.2.3ii.f. Seniority in the District

6.2.3.iii. Interviews and Endorsement of Candidates

After conducting interviews of qualified applicants, based on the Selection Committee's combined assessments of a-f above, the Selection Committee will recommend the candidate with the highest score to the Superintendent.  In the event two or more applicants have the same score, length of service in the school district shall be the deciding factor.

6.3 Appeals

An internal candidate who has not been awarded a position may avail himself/herself of the grievance procedure.

6-4 Whenever feasible, any teacher who plans on retiring or resigning will notify the Office of the Superintendent by February 1 of the school year in which their retirement or resignation becomes effective.

6-5 A teacher hired to replace a teacher on leave is a teacher hired to fill a vacancy created (directly or indirectly) by a leave of absence.

6-6 Positions held by teachers who have been notified of layoff are not vacancies to be posted as provided herein.

6-7 Vacancies for teachers on leave must be posted for ten days before they may be filled in accordance with Article VI.

6-8 The Committee and the Association recognize that some involuntary transfer of teachers from one (1) school to another or reassignment within a school is unavoidable, and that this practice should be based upon the educational needs of the school system, with due regard for the preferences of individual teachers and length of service of individual teachers.

6-9 Notice of involuntary transfer or reassignment shall be given to teachers no later than June 15 whenever possible.  At any rate, thirty (30) days notice will be given.  Any involuntary assignment or transfer will be implemented only after consultation between the teacher involved and a representative of the administration at which time the teacher will be notified of the reason in writing.

6-10 Teachers who will be affected by a change of assignment in the elementary or secondary grades will be notified and consulted by a member of the administration prior to June 15. Such changes will be voluntary as far as possible.

6-11 In arranging schedules for teachers who are assigned to more than one ( l ) school, an effort will be made to limit the amount of interschool travel.  Such teachers will be notified  of any change in their schedules as soon as practicable.

6-12 Elementary teachers will not be required to teach either combination classes or split grades without prior agreement of the teachers concerned , except when no volunteers are available.

6-13 During the summer months, a vacancy must be posted as soon as possible, but no later than ten (10) working days after notification to the Superintendent that a vacancy will occur.

6-14 A teacher hired subsequent to July 1, 1996 will be hired to teach in a specific area of certification and will not be eligible to transfer to another area of certification unless:

a. their inability to transfer by virtue of this paragraph would result in their layoff from active employment , in which case he/she shall be permitted the same rights afforded teachers hired prior to July 1, 1996 pursuant to 7-4.2 of this Agreement; or

b. there is a vacancy in a position in which he/she is certified which has not been filled from within the system, in which case he/she will be permitted to apply for the vacancy, will be granted an interview and will be considered with all other applicants.

6-15 Within the Science Department, teachers may be hired to teach in multiple science certifications upon notice in writing to the teacher and the Association.  In such cases assignment to teach in any of the multiple certification areas shall be deemed to be within the certification for which hired for purposes of 6-7 hereof.

ARTICLE VII SENIORITY/LAYOFFS/RECALLS

Seniority in the District will be predicated on the following:

7-1. Definition:  Seniority is defined as the length of actual, continuous employment as a
teacher within the school district beginning with the first day of work . A break in service of more than one (1) year shall void prior seniority except if the break in service is the result of a layoff, parental leave or authorized leave of absence.

7-1 .1 The first day of work is defined as the initial time that a teacher is required to report for duty under the teacher contract.

7-1.2 Teachers hired to replace teachers on leave shall not accrue seniority and shall not be entitled to recall while employed in that capacity.

7-1.3 Seniority accrues regardless of assignment, position , program or area of certification within the teaching bargaining unit.

7-2 In the event that two (2) or more certified teachers have identical seniority status as defined above, the following criteria shall be used to determine respective individual seniority status:

Previous experience in the District:

a. As Teacher

b. As Daily Substitute

If the above criteria are not sufficient to break a tie, a lottery to determine rank order shall be conducted mutually by the President of East Greenwich Education Association and Superintendent of Schools.

7-3 Seniority shall be terminated upon the following events: resignation, discharge for misconduct, unsatisfactory teaching performance or other just cause; failure to accept recall to a position consistent in percentage of time to their previous position as long as notice ofrecall is given before August 15; failure to return to work upon expiration of an authorized leave of absence without due and just cause.

7-4 Layoff

7-4.1 Layoff shall be defined as any reduction in force based upon reasons other than misconduct or performance.

7-4.2 Layoffs shall be in the inverse order of seniority within an affected area of certification. To avoid layoff, a senior teacher shall replace the most junior teacher in any areas in which the senior teacher holds certification.

7-4.3 The School Committee shall rescind any layoff notices distributed for financial and budgetary reasons for positions which are determined to be funded after the finalization of the school budget and prior to the conclusion of the Criteria Based Hiring Process, when possible.

7-5 Recall

7-5.1 Teachers shall be recalled on the basis of seniority within an affected area of certification.

7-5.2 A teacher on notice of layoff shall be returned upon recall to their former position, so long as it exists.

7-5.3  When the School Committee intends to fill a position for which a laid off teacher has certification, the Superintendent shall notify the most senior laid off teacher in the area of certification.   Those teachers who were not employed during the current school year shall be notified by certified mail, return receipt requested, at the last known address. The teacher will notify the Superintendent in writing of his or her intent to accept or reject the position with a period of fourteen (14) calendar days after receipt of notification.

7-5.4 If a notified teacher refuses to accept the position offered as stated in 7-5.3, or fails to respond to such notification within the above time limit, such teacher will lose all rights under this provision.  Should this occur, the Superintendent will then notify the teacher with the next highest seniority in the area of certification of such vacancy , and the same procedure will apply.

ARTICLE VIII TEACHER ABSENCES

All absences shall be reported on the District's electronic reporting software in effect at the time, in addition to any other written notification requirement set forth in this Article.

8-1. Sick Leave and Personal Absences

8-1.1 A teacher who is absent because of personal illness or illness of a person living in the teacher's household, shall upon written notice to the Superintendent, receive full salary for periods amounting to fifteen (15) working days a year. The unused days for the preceding years of service in the District shall be cumulative to a total of one hundred sixty (160) working days. Sick leave shall accrue on the first school day of each school year. Sick day entitlement at the start of any school year will be reduced by one (1) day for every twelve (12) days of voluntary leave without pay taken during the previous school year. Any employee who is absent because of personal illness for more than four (4) consecutive workdays shall be required to provide a signed note from their physician/clinician upon their return evidencing the need for additional sick time.

8-1.2 Requests for extension of sick leave shall be made in writing to the Superintendent of Schools.

8-1.3 The number of days of unused sick leave to which an employee is entitled will be made available and updated on a regular basis through the District's electronic monitoring system.

8-1.4 For purposes of this section, personal illness shall be deemed to include periods during which a teacher is physically disabled from teaching by reason of her pregnancy.

8-1.5 Any sick leave discharge under this section shall be counted against a teacher's qualifying leave entitlements under the Family and Medical Leave Act (FMLA") of 1993, Pub. L. No. 103-03, Section 405(b)(2 ), 107 Sta. 6 (1993) and the Rhode Island Parental and Family Medical Leave Act ("RIPFMLA"), R.I. Gen. Laws§ 28-48-1, et seq.

8-1-6 If an employee is otherwise healthy, willing and able to perform their job duties, but for a state-mandated quarantine applied to that employee by the Rhode Island Department of Health, such employee shall not suffer loss of sick time. Department of Health guidelines will govern the quarantine time for the employee.

8-2. Critical Illness Or Death In The Immediate Family

A maximum of five (5) days bereavement with pay shall be granted in any one (1) year for each death in the immediate family. Immediate family of husband, wife or partner shall include: spouse, partner, father, mother, brother, sister, son, daughter, grandparents, grandchildren (death only), or any other relative living in the household. One (1) day of absence with pay shall be granted to attend the funeral of all other members of the family. The Superintendent may allow alternative bereavement arrangements in extenuating circumstances.

A maximum of five (5) days absence with pay shall be granted in any one (1) year for critical illness in the immediate family. Critical illness means illness which the attending physician considers sufficiently serious to require the teacher's presence at the bedside. Immediate family of husband, wife, or partner: spouse, partner, father, mother, brother, sister, son, daughter, grandparents, grandchildren (death only), or any other relative living in the household.

8-3. Personal Absences

8-3.1 Employees shall be entitled to absence with pay for three (3) days during the academic year for the purpose of conducting of personal affairs which cannot be handled outside of school hours. One (1) unused personal day may be carried over annually for a maximum of four (4) personal days in any (1) one school year. Written notification through the District's online management system shall be given to the principal at least two (2) days in advance, except for emergencies. Personal absence days may not be used for the purpose of extending a holiday or vacation period, nor can they be used for more than two (2) consecutive workdays.

8-3.2 The Superintendent shall have the discretion to grant additional days with pay; the cost of the substitute shall be deducted from the teacher's salary.8-4. Other Absences

8.4 Other Absences

8-4.1 The Superintendent shall have the discretion to grant leaves of absence with pay when caused by acts of God or other circumstances which make it impossible for the teacher to get to school.

8-4.2 Absence with pay shall be given for trips to educational conferences or trips involving school business approved in advance by the Superintendent.

8-4.3 Absences with pay may be allowed by the Superintendent for the observance of religious obligations, which cannot be performed outside of school hours, but not in excess of three (3) days. Such request shall be made in writing to the Superintendent through the Principal at least five (5) school days prior to the absence date(s).

8-4.4 The Superintendent shall have the discretion to grant leaves of absence with pay for any other reason.

8-5. Jury Duty

When a teacher is summoned for jury service, the compensation received for such service shall be endorsed to the District, and the teacher shall receive full salary for the days of such service. Evidence of such summons shall be submitted in writing to the Human Resources Coordinator as soon as possible.

8-6. Deductions

When a teacher is absent for more than the allowed number of days or when granted permission without pay, daily deductions shall be made at the rate of 1/184 of the yearly salary for each day over the allowed number. Such deductions shall be withheld from the next pay period following such days.

8-7. Unauthorized Absence

The unauthorized absence or pattern of absences as communicated to the member shall be considered cause for corrective action. A pattern of absence for purposes of this section exists when an employee's absences occur with a common factor (day of week, day before/after holiday/regular days off, etc.)

8-8 Temporary Disability Insurance

The District will make available to all Employees the family of insurance policies offered through the American Family Life Assurance Company of Columbus ("Aflac"), the premium cost of which shall be borne solely by the employee on a pretax basis, which shall be deducted through payroll. The eligibility requirements shall be governed by the policy provisions issued by Aflac, and subject to its terms

and exclusions. The District makes no determination of coverages. If the employee elects to cancel coverage, he/she shall promptly notify the Human Resource Coordinator in order to stop any payroll deductions.

8-9 A Major Illness Bank Shall be Established as Follows:

8-9.1 Each Teacher may voluntarily contribute within ten (10) school days of the opening of school, one (1) day of sick leave to a Major Illness Bank. Only teachers who contribute to the Bank will be eligible for benefits.

8-9.2 Eligible teachers who have exhausted their accumulated sick leave or have had thirty (30) consecutive working days of illness, whichever last occurs, may be awarded sick days from the bank.

8-9.3 To be eligible for the benefits under the Major Illness Bank, the employee must have incurred a serious illness or injury. "Serious illness or injury" as used under this provision is defined to mean a disabling physical or mental illness, injury, impairment or condition that involves in-patient care in a hospital, nursing home, or hospice, or out-patient care requiring continuous treatment by an employee's primary care physician or a licensed medical specialist specific to that illness or injury.

8-9.4 The Bank will be administered by two individuals, the Human Resource Coordinator and the Association President or their designee. These individuals, shall be known as the "Bank Committee" and will have the power to grant or deny applications for benefits from eligible employees. Its decisions will be final, binding and not subject to the grievance procedure.

8-9.5 In the event that a teacher receives sick leave from the Bank which extends to the end of the school year, such teacher must reapply to the Bank Committee to be considered for benefits for the following year.

8-9.6 A teacher withdrawing from participation in the Bank may not withdraw his or her contributed sick days.

8-9.7 If, at the end of any school year, there are unused sick days remaining in the Bank, fifty percent (50%) of such unused days may be carried over to the following year. Days carried over shall be kept in a separate carryover account and may be granted to applicants only by unanimous vote of the Bank Committee. No more than one hundred (100) days may be in the carryover account at any time.

8-9.8 The Association agrees to release from liability and to hold harmless the Committee and any participant of the Bank Committee from any and all claims of bargaining unit members involving any aspect of the administration of the sick leave bank, including, but not limited to, any unauthorized

disclosure of confidential health care information by any member of the Bank Committee.

8-10 Lesson Plans

Each teacher will provide at least three days to a maximum of five days of emergency lesson plans to their department chair, team leader, or grade level leader to be used in case of an emergency where a teacher cannot give lesson plans due to unforeseen circumstances. These plans will be revised at the beginning of each quarter to make sure they are still applicable and appropriate. Lesson plans normally on Google Classroom or other Learning Management Systems will supersede these emergency plans.

ARTICLE IX EXTENDED LEAVES OF ABSENCE

9-1 The Superintendent will grant one (1) teacher who has served for at least three (3) years in the District, upon request, a leave of absence for up to one (1) year without pay for the purpose of engaging in Association {Local, State or National) activities. This leave must be requested in writing by May 1 and submitted with proof or certification from the teacher of the Association business that is contemplated to justify such leave of absence. Upon return from such leave, the teacher shall be placed on the appropriate step of the salary schedule as if he/she had not left.
Whenever possible, by March 1 of the leave year, the teacher must notify the School
Department whether or not he/she will return.

9-2 A leave of absence, without pay, of up to two (2) years will be granted to teachers who join the Peace corps, Vista, or Teacher Corps or serve as exchange teachers and are full-time participants in any of such programs and who have completed at least three (3) years in the District. Written proof or certification shall be submitted to the Superintendent with the application requesting such leave. Upon return from such leave, a teacher will be considered as if he/she were actively employed by the Committee during the leave and will be placed on the salary schedule at the level he/she would have achieved if he/she had not been absent.

9-3 Military leave without pay will be granted to any teacher who is inducted or enlists in any branch of the Armed Forces of the United States. Upon return from such leave, a teacher will be placed on the salary schedule at the level which he/she would have achieved had he/she remained actively employed in the system during the period of their absence to a maximum of four (4) years.

The Superintendent shall grant a teacher a military leave of absence for training, either with or without pay, at the discretion of the teacher, not to exceed ten (10) school days. The request shall be made as soon as possible after the teacher has been advised of the training. When leave with pay is elected, the military pay received for the training shall be turned over to the District.

9-3.1 All teachers who are deployed to active military duty shall receive full contractual benefits including step and scale salary, that is the difference between military pay and benefits and contractual pay and benefits. The School Committee shall make teachers whole for any salary loss due to their deployment.

9-3.2 In the event extended leave is granted under this article, the teacher's anticipated wages and benefits accruing during such leave shall be reconciled with the Human Resource Coordinator.

Extended Leaves

9-4 Parental Leave

Parental leave shall be granted to a teacher on the occasion of the birth or adoption of a child to a teacher or to a teacher's spouse or partner; on the occasion of the placement of a child sixteen years of age or younger with said teacher; on the occasion of the serious illness of a natural or adoptive child of said teacher for the duration of such illness or one (1) year, whichever is less. Parental leave shall be for a period of up to one (1) year, and shall be without pay or benefits, except health insurance as provided elsewhere in the Contract, which health insurance shall be limited to a period of twelve (12) months. The teacher who elects to take parental leave must notify the Superintendent in writing at least thirty (30) days prior to the commencement of the leave. Teachers taking leave in excess of that permitted by Title 28, Chapter 48 of the General Laws of the State of Rhode Island must return at the beginning of the school year in September or at the beginning of the second semester. If the teacher commences parental leave after January 1 of any school year, the teacher may take such parental leave in excess of one (1) year providing for a return at the beginning of the school year in September of the following calendar year. In these instances, teachers must provide the Administration with notice on or before June 30 of their intended return date. Parental leave may be taken by a teacher in lieu of or after and continuous with leave taken pursuant to 8-1.4.A one (1) year only teacher shall not be eligible for Parental Leave. Any leave discharged under this section shall be counted against a teacher's qualifying leave entitlements under the Family and Medical Leave Act ("FMLA") of 1993, Pub. L. No. 103-03, Section 405(b)(2), 107 Sta. 6 (1993) and the Rhode Island Parental and Family Medical Leave Act ("RIPFMLA"), R.I. Gen. Laws §28-48-1, et seq.

9-5 A leave of absence without pay or increment of up to one (1) year shall be granted for the purpose of caring for a sick or disabled member of the teacher's immediate family upon the presentation of a doctor's certificate that indicates such care is necessary.

9-6 A teacher whose personal illness or disability extends beyond the period compensated, shall be granted a leave of absence without pay or increment for such time as is necessary, as indicated by a doctor's certificate, for complete recovery from such illness.

9-7 The Superintendent shall have the discretion to grant leaves of absence without pay for any other reason that is not articulated in this Agreement, provided, however, that the teacher provide a written request at least ninety (90) days in advance of the start of any school year covered under this Agreement. Any such requested leave must specify in detail the reasons for such leave. If the Superintendent exercises their discretion to grant leave under this provision, the parties agree that such exercise of discretion shall not create precedent for any future requests for unpaid leave requested under this section.

9-8 Requests for extended leaves should normally be filed with the Superintendent of Schools in writing by March 1 and shall be confirmed or denied by the Superintendent in writing within thirty (30) calendar days. Requests filed after March 1 because of unusual circumstances will be considered.

9-9 During paid leaves of absence, and leaves pursuant to 9-4, 9-5, and 9-6, the School Committee will continue to pay for the health insurance coverage described in Appendix D, except that benefits for leaves under 9-4 will be limited to 12 months. The employee is still responsible for their contribution to co-insurance premiums, deductibles and co-pays as required under this Agreement and then-existing health plan. During other leaves of absence, to the extent permitted by the Carrier, a teacher will be pennitted to retain the group coverage provided by paying the entire premium thereon, monthly, to the School Committee.

9-10 Upon returning from any leaves, the teacher shall be placed in the assignment he/she left, if the assignment exists. If it does not exist, the teacher shall be returned to a similar position.

ARTICLE X SABBATICAL LEAVE

10-1 Desiring to provide incentive to achieve greater professional performance and encourage independent research and achievement, the Superintendent may approve sabbatical leave for teachers for approved scholarly programs whether or not carried in an academic institution, subject to the following conditions:

10-1.1 No more than two (2) percent of the teaching staff may be absent on sabbatical leave at any one time.

10-1.2 Requests for sabbatical leave, on application forms devised by a committee consisting of three (3) teachers appointed by the Association and three (3) administrators appointed by the Superintendent, must be received by the Superintendent no later than January 1 of the year preceding the school year in which the sabbatical leave is to be taken. Applications shall not be unreasonably denied.

10-1.3 The teacher has completed at least seven (7) consecutive full years of service in the District and the request for leave is directly connected to the teacher's curricula and designed to meet the core educational needs of the District as determined by the Superintendent. This requirement may be waived at the discretion of the Superintendent.

10-1.4 A teacher on sabbatical leave shall be paid at the rate of one-half (1/2) of their combined annual basic salary and advanced increments for each year of sabbatical leave, provided that such pay when added to any salary grant shall not exceed the teacher's full annual basic salary. Health insurance coverage as provided under this Agreement shall be provided, subject to the employee's contribution to co-insurance premiums, deductibles and co-pays as required.

Every teacher who receives a sabbatical leave shall agree to return for two (2) consecutive school years to the District. In the event a teacher resigns before completing two (2) years of service, he/she shall refund 1/20 of the salary received while on leave for each month he/she fails to serve. In the event a teacher is unable to fulfill the two-year (2) obligation as specified due to illness, accident, or acts of God, then the reimbursement requirement shall be waived.

10-1.6 The teacher upon return to the District shall be placed upon the appropriate step in the salary schedule as though such teacher had not been on leave.

10-1.7 With due regard for the interests of the school program, a teacher returning to work after a sabbatical leave of absence shall be offered the same position that he/she held at the time said leave was commenced if it exists or a similar position.

ARTICLE Xl EXTENSION OF LEAVES

11-1. Requests for extensions of leaves should normally be addressed to the Superintendent by March 1 preceding the school year in which the leave is to be taken. Requests filed after March 1 because of unusual circumstances will be considered. The Superintendent shall have the discretion to grant extensions of leaves of absence. Where the effect of granting a request for extension is to extend a leave beyond two (2) years from the date it began, the Association must agree to the extension. Unless amended by state law, the notice requirements of this section shall apply to those teachers who seek a leave up to three (3) years under the provisions of RI Gen. Laws Sec. 16-13-3(c).

11-2. The Superintendent shall confirm receipt of the request in writing within ten (10) days after receipt.

11-3. The teacher shall receive a decision within thirty (30) days after receipt of the request.

ARTICLE XII PROTECTION

12-1. A teacher shall immediately report to the school principal in writing all cases of assaults suffered by him/her in connection with their employment.

12-2. This report shall be forwarded to the Superintendent of Schools and the School Committee, which shall comply with any reasonable request from the teacher for information in its possession relating to the incident or the persons involved, and will act upon request of the teacher or their representative in appropriate ways as liaison between the teacher, the police, and the courts.

12-3. Liability Insurance - The School Committee agrees to add Liability Insurance for all teachers under the Town - "package" policy, to read as follows:

All teachers will be covered under the East Greenwich Town Policy with a limit for Bodily Injury and property Damage of $1,000,000 during those times when teaches are engaged in school sponsored activities. Coverage will also be provided for claims brought against teachers for corporal punishment with the same limit.

12-4. It is assumed that a teacher's image, photograph or likeness may be used by the school district, unless the teacher files an "opt-out" form (in the manner attached hereto) with the human resource coordinator.

ARTICLE XIII PERSONAL INJURY

13-1. The School Committee shall obtain and maintain a policy in compliance with the Workmen's Compensation law of the State of Rhode Island for all teachers.

13-2. Any loss resulting from personal injury, caused by an assault on a teacher in the course of employment shall be covered primarily by Workmen's Compensation Insurance, and secondarily by any other applicable insurance policy or benefits provided by the School Committee.

13-3. In the event such coverage does not adequately cover the costs or expenses incurred, the teacher may submit the unpaid balance of the claim to the Committee for consideration, including salary up to the full amount lost, for a period not to exceed one (1) year from the date of injury. No part of such absences shall be charged to their annual sick leave.

ARTICLE XIV TEACHER EVALUATION

14-1 Teachers and support professionals will be evaluated in compliance with current, existing applicable state law including RIDE regulations, as amended. Any alteration to the District implementation of the RIDE model, referred to as "Rhode Island Model Evaluation and Support System" (hereinafter "RIDE Model"), will be mutually agreed upon unless mandated by RIDE. The terms of the Guidebooks, as amended from time-to-time, for teachers and support professionals are incorporated into this Agreement. Teacher Guidebook Ed V 2019.pdf
SP Guidebook Ed IV 2019.pdf.

14-2 Consistent with guidance from RIDE as to the composition of the District Evaluation Committee ("DEC") a DEC shall be established and comprised of the Superintendent and three (3) administrators appointed by the Superintendent, the EGEA President and three (3) teachers appointed by the EGEA President.

14-3 No classroom observation shall be conducted for the purpose of evaluation except by an evaluator who is trained in the RIDE Model.

14-4 Teachers will be notified within 30 days of the convening of the DEC or commencement of school, whichever later occurs, who their primary and secondary evaluators will be. Additionally, teachers will have the opportunity to request a different evaluator within 5 school days of said notification. Evaluators for specialists with either be the Director of Special Services or building principal.

14-5 Teachers shall be given a minimum one week notice prior to the announced classroom observation. Teachers have the opportunity to request the day of the week the announced visit will occur. A meeting to discuss the evaluator's observation shall take place between teacher and evaluator within a reasonable amount of time following the observation and receipt of written comments from the evaluation.

14-6 Any teacher who has a dispute concerning her/his evaluation may within five (5) school days of receipt of the evaluation discuss any concerns with the evaluator. If the teacher continues to dispute the evaluation, she/he may within ten (10) school days appeal the dispute to the EGEA President who will request the formation of an evaluation review committee ("ERC") for the purpose of hearing and deciding the appeal.

a. The ERC shall be comprised of members of two (2) teachers appointed by the EGEA President and two (2) administrators appointed by the Superintendent, with any tie or deadlock broken by the Superintendent. The ERC's charge shall be to hear appeals and assist in resolution of matters of disputes concerning the establishment of Student Leaming Objectives ("SLO"), Professional Growth Goals and evaluation ratings. Disputes concerning the establishment of an SLO shall be brought forward for resolution to the ERC no later than two (2) weeks following of the establishment of the SLO.

b. In no case shall a member of the ERC include the evaluator of the teacher with the appeal.

c. The decision of the ERC shall be final except in matters concerning the final evaluation which is subject to the EGEA grievance procedure commencing with Level Four of the grievance procedure.

d. The parties agree that expedited labor arbitration rules shall be followed in all disputes concerning final evaluations.

14-7 No observation will be conducted on the Friday before or the Monday following a holiday/vacation period unless mutually agreeable.

14.8 All methods of observation of work performance of a teacher shall be conducted openly with full knowledge of the teacher. The use of public address or audio systems, and similar devices shall be strictly prohibited. Teachers will be given a copy of any evaluation report prepared by their superiors and will have a right to discuss such report with their superiors.

14.9 Before being entered into the teacher's records, any complaints regarding a teacher made to the administration by any parent, student, or other person must be in writing and promptly called to the teacher's attention through proper channels.

14.10 No less than ten (10) workdays prior to the last day of school, end-of-year conferences shall be completed, and each teacher's final effectiveness rating shall be calculated and reported to the teacher.

ARTICLE XV DEPARTMENT HEADS

15-1 Beginning in 2024-2025, there will be 16 elementary grade level leaders (1 per grade/ UA per school) at $1,500 per grade level leader, Cole team leaders will stay the same, and all department chairs at the high school currently in the position as of the 2022- 2023 school year will be grandfathered and capped into a stipend of$10.000 for the 2022-2023 school year and for the remainder of their tenure in the position. The
Superintendent or their designee will meet with the Association at times convenient and sufficiently in advance of the commencement of the 2024-2025 school year to discuss, collaborate and develop job descriptions, duties and responsibilities of such grade level leaders, as well as the process for the appointment/renewal/removal for such grade level leaders and the time within the school day under which the work will be performed, all of which shall be aligned and consistent with the District's strategic plan for development of leadership positions. Such appointments will be made in accordance with the agreed upon procedure no later than July 1, 2024 and thereafter no later than July 1 of each succeeding year.


15-2 Department Heads shall have a class load of two (2) or three (3) classes at the secondary level.

15-3 Department Heads shall not be assigned any supervisory duties, other than the duties of Department Head.

15-4 An initial term for Department Heads will be for three (3) years, after which the position will be open to all in the department who wish to be considered. If after consideration, the incumbent department head remains, such successive term shall be for two (2) years. Removal from the position during any term will be for just cause based on an evaluation by the building principal(s) and/or Superintendent.
Department Heads may not succeed themselves, unless no other eligible teacher expresses interest in becoming a Department Head and is otherwise preapproved by the building principal(s) and Superintendent. Such decision to renew an individual Department Head's term for a successive 2-year term will be made on or before June 1 of the last year of the term

15-5 The evaluation procedure for Department Heads will be separate from the teacher evaluation process. A committee of (4) individuals, consisting of the high and middle school Principals, Assistant Superintendent, and a teacher appointed by the EGEA President, shall develop an evaluation model to recommend to the members of the Association and the School Committee, which recommendation shall be subject to ratification by each body. Department Heads will be subject to both processes.

ARTICLE XVI TEACHER FILES

16-1. All teacher files shall be maintained under the following conditions:

16-1.1 Except for references, no material shall be placed in the file unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he/she has read such material by affixing their signature on the actual copy to be filed, with the understanding that such signature merely signifies that he/she had read the material to be filed. Such signature does not necessarily indicate agreement with its content.

16-1.2 The teacher shall have the right to respond to any material signed and shall have such written response reviewed by the Superintendent and attached to the file copy.

16-1.3 The file of the teacher shall be subject to review by the teacher during regular office hours and in the presence of the Superintendent or a designee.

16-1.4 All evaluative comments and all documents relating to teacher competency will be kept on file at the School Administration Office. No official office copies will be destroyed without consent of the teacher evaluated.

16-1.5 A teacher will be allowed to insert any pertinent commendatory letters or statements on their behalf into their personnel file during regular office hours.

16-1.6 A teacher will have the right to add pertinent comments to material in their personnel file except confidential material.

16-1.7 A teacher will be permitted to reproduce material in their own file. The administration may ask the teacher to pay cost of this service.

16-1.8 All material included in a teacher's file shall be subject to that teacher's review. Materials shown to be false shall be removed upon the teacher’s request.

ARTICLE XVII TEACHER-EXCHANGE PROGRAM 

17-1. The School Committee recognizes that Teacher-Exchange Programs provide an excellent means of bringing about cultural exchange and understanding. Therefore, the School Committee supports such programs, and will authorize participation to the extent that it facilitates the best education possible for East Greenwich students.

17-2. Teachers who wish to participate in the exchange program shall observe the following:

17-2.1 Written request shall be made to the Principal and Superintendent for approval to apply.

17-2.2 Written approval by the Superintendent will be considered binding, provided an acceptable exchange replacement is found.

ARTICLE XVIII SPECIALISTS

18-1. Librarians, counselors, nurses, psychologists, reading teachers, resource teachers, and speech and language teachers shall not be assigned student supervisory duties except in emergency situations.

18-2. Employment of library media specialists, counselors, nurses, psychologists, reading specialists, resource teachers, social workers, occupational therapists, physical therapists, adaptive physical education, board certified behavioral analysts,_and speech and language teachers beyond the one hundred eighty-four (184) days shall be voluntary and authorized, and they shall be paid at the daily rate of their contracted salary; exclusive of the Extended School Year summer program. The contractual salary for all specialists, as listed above, who are required and authorized to work beyond the school year shall be pensionable.

18.2.1 Extended School Year summer program shall be paid at the rate of sixty ($60.00) dollars per hour for all certified employees.

18-3. If more than one specialist in the same area is assigned to a building, the responsibilities and duties of those specialists shall be clearly and equitably distributed. Those specialists shall be involved by the Administration as it determines this distribution.

ARTICLE XIX ASSOCIATION RIGHTS

19-1 The Association shall have the right to place notices, circulars and other material on faculty bulletin boards and in teachers' mailboxes and communicate with its members through district email.

19-2 Teachers shall be dismissed from class to testify in arbitration hearings.

19-3 The Association shall be permitted to use a room for meetings, during non-school hours, in a school building without cost, at reasonable times. Request for use of such rooms shall be made to the principal in advance.

19-4 The Association President shall be provided a copy of the agenda packet which is made available to the public of every School Committee meeting at least twenty-four hours in advance of the meeting, if available at that time.

19-5 The Association and the School Committee agree that teachers on leave shall not serve on committees as a teacher representative.

19-6 Whenever a regular or special School Committee meeting is held during school hours, and is to be open to the public, the Association President or their designee will be relieved of their teaching duties so that he/she may be in attendance at such meetings.

19-7 Every September, the District shall prepare and forward to the Association President a list of all teachers, stating their current teaching assignment(s) and dates of employment in the East Greenwich School System. In addition, the District shall notify the Association of all staffing changes as they occur.

19-8 The Association shall upon request have brief announcements made over the public address system at the time regular school announcements are made.

19-9 All decisions or directives affecting teachers decided upon at meetings of the school administrators and/or at faculty meetings shall be reduced to writing and posted on teacher bulletin boards and three (3) copies of such directives or decisions shall be distributed to the Association President.

19-10 The Association President shall not be required to perform study hall, hall, or lunch duty as long as he or she holds office.

ARTICLE XX GRIEVANCE PROCEDURE

The purpose of the following grievance procedure shall be to settle equitably at the lowest possible administrative level issues which may arise from time to time affecting the welfare of persons subject to this Agreement. The School Committee also agrees to make available to any aggrieved person and/or their representative all data not privileged under law which is within the possession of the School Committee and which bears on the issues raised by the grievance.

20-1. Definitions

19-1.1 Grievance

A grievance is defined as an event or a condition which affects the welfare of a teacher or group of teachers and/or the application of any of the provisions of the Agreement. It is a claim based upon an event or condition which affects the circumstances under which a teacher works. It may involve the violation of a professional right or responsibility.

20-1.2 Aggrieved Person

Any individual or group of individuals alleging that a grievance exists.

20-1.3 Grieved Person

An individual or group of individuals who are alleged to be the cause of, or who have committed a grievance.

20-1.4 Teacher

Any person covered by this contract on either a full or a part-time basis, and who is certified by the Rhode Island Department of Education.

20-1.5 Party In Interest

An individual or group of individuals (including the School Committee or any of its representatives) who might be required to take action, or against whom action might be taken in order to resolve the issue. Parties in interest shall include the aggrieved, the grieved, the School Committee, the Superintendent or his designee, the President of the Association, and the Chairman of the Negotiating Committee. Each of the above, except the Chairman of the Negotiating Committee shall receive one (1) copy, the Chairman of the Negotiating Committee shall receive two (2) copies of the proceedings with decision given.

20-2. General Principles

20-2.1 It shall be the firm policy of the School Committee and the Association to assure every teacher or their representative the opportunity to have the unobstructive use of this grievance procedure without fear of reprisal or without prejudice in any manner or means to their professional status.

20-2.2 A teacher may seek and use the assistance of an officer or representative of the Association in the presentation and/or appeal of any grievance. Such assistance shall include, but not be limited to, the direct representation of a teacher at all steps of the grievance procedure.

20-2.3 Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level of the grievance procedure should be considered maximum. These time limits may, however, be extended by mutual agreement. The failure of a teacher aggrieved, except as hereafter provided, to proceed to the next step of the grievance procedure within the time limits set forth shall be deemed to be an acceptance of the decision concerning the particular grievance. The failure of an administrator or one who is grieved against at any step to communicate their decision to the aggrieved within the specified time limits shall permit the aggrieved to proceed to the next step.

20-2.4 In the event a grievance is filed on or after June 1, which is left unresolved until the beginning of the following school year, could result in irreparable harm to a party in interest, the time limits set forth herein shall be reduced so that the grievance may be exhausted prior to the end of the school term or as soon thereafter as is possible.

20-3 Procedure

20-3.1 Level One

A teacher with a grievance shall first discuss it with their immediate supervisor either directly or with an Association representative with the objective of resolving the matter informally. The supervisor's written disposition shall be returned to the teacher or their representative within five (5) school days of the presentation.

20-3.2 Level Two

In the event a satisfactory settlement is not reached following the fifth (5th) day period as provided for in Level One, a teacher and/or the Association representative may, within five (5) additional school days, present the grievance to the Superintendent of Schools, provided that the grievance to the Superintendent be in writing. The Superintendent shall grant a hearing to the aggrieved and/or their representative within five (5) school days after receipt of the grievance and return their written disposition within five (5) school days of the presentation.

20-3.3 Level Three

In the event a satisfactory settlement is not reached following the fifth (5th) day period as provided for in Level Two, a teacher and/or the Association representative may, within five (5) additional school days, present the grievance to the School Committee. The School Committee will grant a hearing within ten (10) school days after receipt of the grievance and render a written disposition to the teacher and the Association representative within five (5) school days of the presentation.

20-3.4 Level Four

If the aggrieved person is not satisfied with the disposition of the grievance at Level Three, or if a decision is not rendered within five (5) school days after the School Committee has heard the grievance, the aggrieved person may choose to submit the matter to arbitration in either of the following manners:

a. Appeal in accordance with the provisions of Title 16, Chapter 39 of the General Laws of Rhode Island, 1956, as amended, to the full extent permitted by law, or, if the grievance involves the interpretation or application of this Agreement or a claim that discipline administered was for the other than just cause;

b.Submit the grievance to final and binding arbitration under either the Voluntary Labor Arbitration Rules of the American Arbitration Association or the Labor Relations Connection, which will act as the administrator of the proceedings.  The arbitrator shall have no power to alter or amend the provisions of this Agreement, nor, where the terms hereof vest discretion in the School Committee or any of its agents or employees, to substitute his or her discretion for that of the Committee, its agents or employees. Whenever herein discretion is vested in the School Committee, its agents or employees, it is not intended that they be permitted to exercise that discretion in an arbitrary, capricious, or discriminatory manner. No arbitrator may hear more than one (1) grievance absent agreement of the parties. However, it is agreed that the arbitrator is empowered to include in any award such financial reimbursement or other remedies as he/she judges to be proper.

20-3.4.1 Each party shall bear the full cost for its outside representatives in arbitration. The cost of the neutral arbitrator and the AAA will be divided equally between the parties.

ARTICLE XXI MENTORING

21-1 The District's Teacher Mentor Program maintains a mentor selection process that is based upon written guidelines, which include, but are not limited to demonstrated:

a. Ability to work with adults

b. Commitment to participate in all activities outlined in program

c. Commitment to the school community

d. Teaching experience of a minimum of five (5) years

e. Knowledge of and commitment to standards-based instruction in the classroom

f. Professional growth

g. Teaching experience in the district

21-2 The Mentor Program requires an initial, quality training of mentors that includes, but is not limited to:

a. Adult learning

b. Reflective questioning

c. Role of the mentor

d. Setting expectations

e. Stages of teacher development

f. Trust and confidentiality

Participation on the part of a new teacher is required, unless that teacher is not a first­ year teacher. If, at the direction of the Mentor Coordinator, the mentee and mentor agree to a second year of mentoring, the mentor stipend shall be $500.00 for the second year.

21-3 Mentor Coordinators shall receive a fifteen hundred dollar ($1,500.00) annual stipend as well as release time, not to exceed a half day per semester, for the purpose of working with mentors and mentees. Mentors shall receive a thousand dollar ($1,000.00) annual stipend as well as release time, not to exceed a half day per semester, for the purpose of working with mentor coordinators and mentees. Release time shall be used for direct communication related to district initiatives, policies and procedures, collaborative problem solving, and to foster professional learning, professional responsibilities, and supportive relationships.

a. The guidelines to be used for the Mentoring Program/Mentor selection process will be developed by the Mentor Coordinators and reviewed and approved by the Superintendent and the President of the Association.

b. The Superintendent and the President of the Association will review and approve the final match ups between mentors and mentees.

c. The Association and the East Greenwich School Committee must mutually agree to any changes made in the Mentoring Program.

d. Mentor Coordinators shall previously have been Mentors.

21-4 Mentors shall be limited to one (1) mentee annually unless there is mutual agreement to the contrary.

21-5 Mentor training for first time mentors shall be provided by the School Committee and limited to a maximum of six (6) hours annually and paid at the contract committee rate if held outside of regular work hours.

21-6 Mentor Coordinators shall not serve as mentors.  Mentor Coordinator positions shall be posted every two (2) years within the bargaining unit and filled with the most senior mentor applicant, so long as the applicant has a summary evaluation score of 3 or higher.

21-7 Mentor Coordinators shall assist in professional development of mentors and mentees and provide input to the Superintendent at the conclusion of each school year regarding the effectiveness of the program as a whole.

ARTICLE XXII TEACHER FACILITIES AND MATERIALS

22-1. Each School Shall Have The Following Facilities:

a. A teacher work area containing equipment and supplies to aid in the preparation of instructional materials.

22-2. Before any change is made in a teacher lounge, dining area, or work area the Association will be consulted.

22-3     All teachers shall be provided technology appropriate for the delivery of instruction for the particular curriculum, as determined by the Superintendent, with input from the effected teacher.

22-4     Changes in technology will be discussed with the Association prior to implementation and will be part of professional development.

ARTICLE XXIII SAVING CLAUSE

23-1. In the event that any part or provision of this Agreement is in conflict with any law or regulation having the effect of law, such law or regulation shall prevail so long as such conflict remains. In any event all other provisions of this Agreement shall continue in effect.

ARTICLE XXIV PROFESSIONAL EMPLOYMENT OUTSIDE OF REGULAR SCHOOL HOURS

The School Committee agrees that with regard to professional employment of teachers outside regular school hours, if needed for curriculum development, research, tutoring, summer school (if in session) and the like, the School Committee will appoint teachers who are not within the bargaining unit only when certified bargaining unit teachers do not apply.

ARTICLE XXV TEACHERS' PROGRAMS

25-1. The Committee recognizes that it is desirable for teachers to know as early as possible their programs for the coming year. The Association recognizes that practical difficulties sometimes force changes in a teacher's program. The Committee agrees that tentative teacher programs will be given to teachers no later than May 15.

25-2. If changes occur during the summer vacation which require a change in a teacher's program, the principal, supervisor or department head shall provide notification to the teacher immediately.

25-3 Any training required to perform teacher duties shall be provided by the school committee. Teachers shall be paid per diem rate of pay to attend district required training scheduled outside of the regular school day.

ARTICLE XXVI DURATION

26-1. The provisions of this Agreement shall be effective as of September 1, 2022, and shall continue in effect until August 31, 2025.

26-2. Said Agreement will automatically be renewed and will continue in full force and effect for additional periods of one (1) year unless either the School Committee or the Association gives written notice to the other not later than December 1 of the year prior to the aforesaid expiration date, or any anniversary thereof, of its desire to reopen this Agreement and to negotiate over the terms of a successor Agreement.

26-3. If notice under Article 26.2 is provided, then no later than December 1 of the year before the expiration date, the School Committee and the Association agree to negotiate in good faith to secure a successor Agreement concerning teachers' salaries, hours, and other conditions of employment in accordance with the procedures set forth in applicable law.

FOR EAST GREENWICH EDUCATION
ASSOCIATION/NEARI/NEA
Donna Hayes

____________________________

Judith Cavanaugh

____________________________

FOR EAST GREENWICH SCHOOL COMMITTEE

____________________________

APPENDIX A TEACHERS’ BASIC SALARY SCHEDULE

A-1. Salary Scale

All courses taken to earn Bachelor's+30 degree lane payment must be level 200 courses or above, so long as the course is supportive of the needs of the district and approved by the Superintendent. Credits must be after BA is achieved. Courses above level 200 need not be reviewed.

WAGES:

Year 1:            1.50% base salary increase for top step only; 1.50% stipend based on base salary in 2021-2022 SY for all members who were employed in 2021-2022 SY and remain employed. (Does not apply to new hires for 2022-2023 SY.) Lump sum to be paid in second pay period in October 2022.

Year 2:            I. 75% base salary increase for top step only; 1.50% stipend based on base salary in 2022-2023 SY for all members who were employed in 2022-2023 SY and remain employed. (Does not apply to new hires for 2023-2024 SY.) Lump sum to be paid in second pay period in October 2023.

Year 3:           2.25% base salary increase for top step only; 0.75% stipend on base salary in 2023-2024 SY for all members who were employed in 2023-2024 SY and remain employed. (Does not apply to new hires for 2024-2025 SY.) Lump sum to be paid in second pay period in October 2024.

Year I                        1.50%              Step 10 Base  SY 2022-2023

Year2                        1.75%              Step 10 Base  SY 2023-2024

Year3                        2.25%              Step 10 Base  SY 2024-2025

A-2 Advanced  Increments

To be placed upon the M+30 scale a teacher must have received a Master's Degree and thirty (30) hours of credit for graduate courses taken after receipt of the Master's Degree and approved by the Superintendent of Schools.

A-3 Salary Payment

Teachers will be paid in twenty-six (26) equal installment pay period which will be paid every two (2) weeks, with the option of receiving a lump sum payment on the last pay period of the school year.

A-3.1 Verification of Accuracy of Pavcheck

a. Each teacher will receive an informational notice within two (2) weeks of the first paycheck of the school year regarding base salary, advanced lanes, and health care. Where applicable, notice of stipends which are under the purview of the building principal will be given either within the first month of school or when positions are filled.

b. Each teacher shall, within thirty (30) days of the receipt of the informational notice above, notify the Human Resource Coordinator, in writing, of any errors in salary, step, lane advancement or any other incentive pay that results in a reduction in overall compensation.

c. In the event of notification of an error, the Human Resource Coordinator shall work with the payroll office to correct the error in a

timely manner. In the case of an underpayment to an employee, the District will endeavor to make the employee whole within thirty (30) days.

d. If an error results in overpayment of an employee's overall compensation, the employee agrees to reimburse the District. In such cases, the employee and District shall meet and attempt to reach mutual agreement on a repayment schedule within thirty (30) calendar days following written notification.

e. If there is no mutual agreement at the end of the thirty (30) calendar day period, the District shall implement the repayment schedule stated in sub (e) below.

f. If the overpayment amount to be repaid is more than five percent (5%) of the employee's regular monthly base salary, the overpayment shall be recovered in monthly amounts not exceeding five percent (5%) of the employee's regular monthly base salary. If an overpayment is less than five percent (5%) of the employee's regular monthly base salary, the overpayment shall be recovered in a lump sum deduction from the employee's paycheck. If an employee leaves District service before the District fully recovers the overpayment, the remaining amount may be deducted from the employee's final check.

g. An employee who disagrees with the District's determination that an overpayment has been made to the employee may grieve the determination thrc,ugh the grievance procedure.

h. This provision does not waive the District's right to pursue other legal procedures and processes to recoup an overpayment made to an employee at any time.

1. A notice of this provision will be attached to the first payroll check for each employee.

A-4.1 All teachers who have completed three (3) years of employment with the District shall be eligible for tuition reimbursement for graduate work subject to the conditions and procedures set forth in this provision.

a. Application for reimbursement must be filed on or before deadlines set forth in Paragraph 4 of this provision and the Superintendent or designee shall have sole discretion as to approval under this provision. The Superintendent's or designee's decision regarding applications for approval can be appealed to the School Committee within thirty (30) days of the Superintendent's or designee's decision. The Committee's decision on appeal is final and binding and not subject to the grievance procedure under this Agreement.

b. To receive tuition reimbursement for courses approved as aforesaid, a teacher must successfully complete the graduate course. In graded courses he/she must pass with a grade of B (or its equivalent) or better.

c. Teachers, following receipt, shall promptly submit grade reports, or official transcripts for graded courses or proof of completion for non­ graded courses, to the Superintendent or designee, along with proof of payment for the courses taken.

A-4.2 Tuition reimbursement shall be in an amount equal to the cost of a three (3) credit Master's-level graduate course at the current rate charged by the University of Rhode Island excluding any fees and financial aid from any other sources. Teachers are eligible for one (1) course reimbursement per semester or summer session.

A-4.3 Tuition reimbursement for course work must be pre-approved on a semester by semester basis by the Superintendent or designee on availability of funds.

A-4.4 Application for tuition reimbursement for first-semester courses must be received no later than September 25th; for second-semester courses by February I st; and for summer courses by July I 0th•

A-4.5 The funds available for annual tuition reimbursement as specified in Paragraph l.b herein shall be $45,000.

A-5 Notification of Benefits

By October 1, the School Department shall forward by electronic means to each teacher a statement indicating the teacher's basic salary, payment for advanced increments, any basic above-scheduled salary payment, and any other payment authorized under the Contract. Also included will be the number of sick days the teacher has accumulated. All shall be itemized separately.


A-6 Retirement Incentive Plan

A-6.1 Eligibility:

Any teacher in the District who wishes to take advantage of the RETIREMENT INCENTNE PLAN may do so, provided that the following eligibility criteria have been satisfied:

A-6.1.1 The teacher has been employed by the District for a minimum of twenty (20) school years.


A-6.1.2 The teacher has met all requirements of the Employee Retirement System of Rhode Island to be eligible to collect retirement benefits under its plan.

A-6.1.3 The teacher has notified the Superintendent of Schools, in writing, of their intention to retire, during the month of January of the school year in which he/she is contemplating retirement.

A-6.1.4 The Superintendent of Schools or designee has responded, in writing, that the employee qualifies for the Retirement Incentive Plan, by March 15th.

A-6.1.5 The teacher notifies the Superintendent of Schools, in writing, by April I st of their final decision to retire at the end of the current school year, which decision shall be irrevocable.


A-6.2 Benefits

For those teachers who qualify under A-6 above, such teacher shall receive five thousand dollars ($5,000) upon retirement, the payment of which shall be made by election of the employee below:

a. One hundred percent (100%) of the amount due on or before July 15th of the year ofretirement.

b. Fifty percent (50%) of the amount due on or before July 15th of the year ofretirement and the remaining fifty percent (50%) on or before the following January 15th, or

c. One hundred percent (100%) of the amount due after January 1st, but not later than January 15th of the year following retirement. Incentive remuneration payments shall be subject to all withholding and other taxes in existence as of the effective date of retirement.

A-7 Post-Employment Benefits Uoon Retirement

A-7.1.1 Eligibility:

Any teacher in the District who wishes to take advantage of post-employment benefits under this section may do so, provided that the following eligibility criteria have been satisfied:


A-7.1.2 The teacher has been employed by the District for a minimum of twenty (20) school years.


A-7.1.3 The teacher has met all requirements of the Employee Retirement System of Rhode Island to be eligible to collect retirement benefits under its plan.


A-7.2.1 Benefits:


For those teachers who qualify under A-7 above, such teacher shall receive the following post-employment benefits:

A-7-2.2 For two (2) years following the teacher's effective date of retirement, all Appendix D benefits in effect as stated in the Agreement between the East Greenwich School Committee and the East Greenwich Education Association shall be provided to the retiring teacher, at the same cost as provided to active teachers, to the extent that those fringe benefits are legally available to a retiring individual when all facts such as age, etc., are considered. It is understood that in the event the retiring teacher accepts other employment following retirement whereby fringe benefits are provided by another employer, the retired teacher shall provide written notice to the Human Resources Coordinator and the obligation of the East Greenwich School Department to provide these benefits will immediately cease and will not be further required, regardless of the retiring teacher's future employment status. Any retired teacher who fails to provide such written notice that he/she is eligible for benefits by another employer shall immediately reimburse the District upon request. Said retired teacher shall also be responsible for all costs and attorney's fees in connection with seeking reimbursement for violation of this provision.


A-7.2.3 Upon expiration of the two (2) year period identified in A.7.2.2 above, the retired teacher shall have the option to purchase, at the rate then being paid by the District, any of the Appendix D benefits he/she is eligible for, provided that:

a. Written notice of their intent to purchase same shall be given to the Superintendent of Schools not later than March 31st of the second year following retirement.


b. The benefit in question is legally available for purchase by a retired employee, as determined by the carrier or underwriter in question.

c. Payments are made when due, for periods determined by the carrier or underwriter in question.

A-8 Death of a Retiree

In the event of the death of a retiring teacher prior to the receipt of any or all benefits under A-6 above, any unpaid balance shall be paid to the estate of the deceased retiree, in the manner of payment elected.

APPENDIX B BASIC ABOVE SCHEDULED PAYMENTS

The parties agree to form a committee for the purpose of investigating, formulating and evaluating a new compensation schedule for all Appendix B positions. The committee shall be constituted on or before October 1, 2014 and shall be comprised of eight (8) members - four (4) selected by the Association President and four (4) selected by the Superintendent or his designee. Any recommendations made by the evaluation committee shall be presented to the full membership and the School Committee by February 1, 2015 in an effort to implement the recommendation for the school budget fiscal year 2016, and shall be subject to ratification by both.

1. Remuneration Method

Beginning with 2023-2024 school year, the below newly-adopted schedule of stipends shall replace the existing schedule in effect from the previous Agreement for the years 2019-2022.

Any member who wishes to add a new club, activity or organization to this Appendix B must submit such request in accordance with District policy after the first day of school but prior to November 1 of the current academic year for consideration for the following academic year.

2023-2024 School Year - Schedule B - Advisors

Yellow Highlight Indicates that the salary is "grandfathered in" at a higher stipend
Current Language In the Contract

Stipend

3,000 & Above - $100
2,000 to 2,999 - $75
1,000 to 1999 - $50
0 to 999 - $25

New Language in the Contract

Service Pay for Advisors: Advisors 11th Year Increase
$100

Yellow Highlight Indicates that the salary is "grandfathered in" at a higher stipend
Current Language In the Contract

Stipend

3,000 & Above - $100
2,000 to 2,999 - $75
1,000 to 1999 - $50
0 to 999 - $25

New Language in the Contract

Service Pay for Coaches: Coaches 11th Year Increase
$100

APPENDIX C SALARY SCHEDULE DETENTION DEPARTMENT HEADS

C-1 Payment for detention will be 1/6 of the assigned teacher's daily pay per session. In
no case shall compensation exceed twenty-five dollars ($25.00) per session.

C-2 Payment for Department Heads (grades 6-12) will be twelve percent (12%) of the maximum step of the teachers' basic salary scale.

C-3 Per Article XV, any new Department Head appointed beginning with the 2024-2025 school year will earn a stipend of $6,500 annually during their term. All department chairs at the high school currently in the position as of the 2022-2023 school year will be grandfathered and capped into a stipend of $10,000 for the 2022-2023 school year and for the remainder of their tenure in the position.

Paid Committees:

C-4           

The following Committees will be paid:

APPENDIX D HEALTH INSURANCE

D-1 All members of the bargaining unit who choose to avail himself or herself of the healthcare benefits specified herein, except those who are legally ineligible, will be provided with a High Deductible Plan/Health Savings Account (HDP/HSA). The parties agree that with the implementation of the HDP/HSA, the School Committee shall provide to the employees Blue Solutions for HSA Plan 28, attached hereto as Exhibit A. The HDP/HSA plan will include the following deductibles:

Individual Plan: Family Plan:

$2,000
$4,000

Effective January 1, 2020 and during the term of this Agreement, the Committee agrees to advance and deposit the full amount of the individual or family plan deductible of $2,000 or $4,000 respectively, provided, however, that each bargaining unit member will repay the Committee its fifty percent (50%) share on a pre-tax basis via biweekly payroll deductions over the course of twenty-six (26) pay periods:

Individual Plan: Family Plan:

$1,000
$2,000

The employee contribution is not required when the fund balance in the employee's respective plan exceeds $7,999.99. Employees may elect to contribute more than the minimum funding amounts outlined herein not to exceed federal IRS regulations. The contribution required by the Committee shall continue annually regardless of fund balance.

In addition to the $1,000 or $2,000 employee contribution toward the individual or family plan deductible, as the case may be, the employee shall also be responsible for twenty percent (20%) of the working rate charged to and paid by the Committee depending on the respective plan for the duration of this Agreement. Said twenty percent (20%) co-share shall be paid on a pre-tax basis via bi-weekly payroll deductions over the course of twenty-six (26) pay periods annually.

The contributions toward the annual deductible amounts provided by the Committee for the coverages hereunder shall be prorated in the event any employee terminates, separates their employment, or change plans from the District during the term of this Agreement.

All fees associated with establishing and administering the HDP/HSA will be borne by the School Committee, unless otherwise provided by law. For those employees who are legally ineligible to participate in the High Deductible Plan/Health Savings Account, such employees shall be provided with PPO Medical Plan Option #1, with in-network annual deductibles of$500 for individual and $1,000 per family, and out of network annual deductibles of $1,000 for individual and $2,000 per family, and the following point of service co-pays: $15 Office visit; $25 Specialist office visit; $25 Allergy/Denn office visit; $25 Vision office visit; $25 Chiro office visit; $50 Urgi Center care visit; $100 ER visit, as identified in Exhibit B attached hereto. Teachers receiving PPO Medical Plan Option #1 shall contribute twenty percent (20%) to the cost of the coverage on a pre-tax basis through payroll deductions in twenty-six (26) equal installments, depending on the selection made by the employee. For those teachers who are eligible for Medicare Coverage and opt out of the PPO or HSA plans, the School Committee agrees to offer Individual Medicare 65 Plan B and gap coverage Plan G, with the District bearing 80% of the premium costs and the employee/retiree bearing 20% of the premium costs with the next renewal of plan coverage, July 1, 2020.

D-2 Term Life Insurance

The School Committee shall provide thirty thousand dollars ($30,000) Term Life Insurance, double indemnity, for all teachers.

D-3 Delta Dental

Family Plan Delta Dental insurance shall be provided for all teachers who are eligible for family coverage under applicable regulations; all teachers covered by this Agreement shall be provided family or individual coverage under Delta Dental Plan 103 (Level IV), with a maximum individual annual allowance of $1,500 with the next renewal of plan coverage, July 1, 2020.

D-4 Medical Emergency Rider Insurance

Medical Emergency Rider insurance for the doctor shall be provided for all teachers.

D-5 Mental Health Rider Insurance

Mental Health Rider insurance shall be provided for all teachers.

D-6 Student Coverage shall be the maximum mandated under the Afforded Care Act, as amended and shall be provided to all teachers.


D-6 Vision Health Rider

For those enrolled with health coverage through the District, the Committee agrees to add Vision coverage rider with the next renewal of plan coverage, July 1, 2020.

APPENDIX E TRAVEL REIMBURSEMENT

E-1 The rate of compensation shall be the amount permitted under the IRS regulations.

APPENDIX F DEDUCTIONS

F-1 The School Committee agrees to deduct from the salaries of employees who elect to be in the bargaining unit dues for the Association as said teachers individually and voluntarily authorize the School Committee to deduct, and to transmit the monies promptly to the Association.

F-2 The School Committee agrees to deduct from salaries of its employees monies for tax-sheltered annuities and U.S. Saving Bonds, requested by employees, and to transmit monies promptly to the appropriate agency.

F-3 The School Committee agrees to deduct from the salaries of its employees monies transmitted to a credit union designated by the Association.

APPENDIX G SCHOOL RECONFIGURATION

In the event that during the term of this Agreement elementary schools are "paired", all teaching positions in the elementary schools will be considered vacant and shall be filled in accordance with the terms of this Agreement.

EXHIBIT 1

Grades 6 and 7
20 teaching blocks weekly

8th Grade 20 teaching blocks weekly