2010 - 2015 AGREEMENT

BETWEEN

MANHEIM CENTRAL SCHOOL DISTRICT

AND

MANHEIM CENTRAL EDUCATION ASSOCIATION

INCLUDING CONTRACT EXTENSION

2015 - 2017 AGREEMENT

Table of Contents

AGREEMENT ................................................................................................ 1

ARTICLE 1. RECOGNITION .................................................................................................. 1

ARTICLE 2. MANAGEMENT RIGHTS ................................................................................. 1 . I

ARTICLE 3. COMMITTEE ON FACULTY CONCERNS/MEET AND DISCUSS . .-... · ......... 1

ARTICLE 4. NON-DISCRIMINATION ...................................................................... ~; .......... 2

ARTICLE 5. NO STRIKE-NO LOCKOUT ........................................................................... 2

ARTICLE 6. GRIEVANCE PROCEDURE .............................................................................. 2

ARTICLE 7. MEETINGS ON CONTEMPLATED DISCIPLINE ........................................... 4

ARTICLE 8. PERSONNEL FILE ............................................................................................. 4

ARTICLE 9. JUST CAUSE ...................................................................................................... 4

ARTICLE 10. ASSIGNMENTS/fRANSFERS/REASSIGNMENTS ....................................... 5

ARTICLE 11. FACULTY PARKING ......................................................................................... 5

ARTICLE 12. AVAILABILITY OF FACILITIES FOR CLASSROOM PREPARATION ...... 6

ARTICLE 13. ASSOCIATION USE OF FACILITIES .............................................................. 6

ARTICLE 14. LENGTH OF TEACHER DAY .......................................................................... 6

ARTICLE 14A. LEAVING THE BUILDING ............................................................................... 7

ARTICLE 14B. LESSON PLANS ................................................................................................. 7

ARTICLE 15. LENGTH OF TEACHER YEAR ........................................................................ 8

ARTICLE 16. PERSONAL DAYS ............................................................................. ................ 8

ARTICLE 17. RETURN TO WORK CERTIFICATES ........................................................... 10

ARTICLE 18. ACCOUNTING FOR SICK OR PERSONAL DAYS/ SALARY AND SALARY POSITION ........................................................................................ 10

ARTICLE 19. ASSOCIATION LEAVE ................................................................................... 11

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ARTICLE 20. LEAVES OF ABSENCE ................................................................................... 11

20.1 Family Leave (Pregnancy Disability & Child Rearing Leaves) ............... 11 20.2 Other Leaves ............................................................................................. 14 20.3 Family and Medical Leave Act ................................................................. 14 20.4 Leave of Absence for Professional Development.. ................................... 15

ARTICLE 21. COLLECTION OF MONIES ............................................................................ 16 . . , - . . .

ARTICLE 22.. ELEMENTARYTEA:CHER ASSIGNMENT .................................................. 16

ARTICLE 23. BUS, PLAYGROUND AND RECESS DUTIES ......... '. .................................... 17

ARTICLE 24. SECONDARY TEACHER ASSIGNMENT ..................................................... 18

ARTICLE 25. HOMEBOUND INSTRUCTION ...................................................................... 19

ARTICLE 26. MILEAGE .......................................................................................................... 20

ARTICLE 27. PAYMENT FOR JURY DUTY ........................................................................ 20

ARTICLE 28. TUITION REIMBURSEMENT ........................................................................ 20

ARTICLE 28A. EXPENSE REIMBURSEMENT ....................................................................... 24

ARTICLE 29. EXTRACURRICULAR ACTIVITIES ............................................................. 24

ARTICLE 30. RETIREMENT ..................................................................... _ ............................. 25

ARTICLE 31. INSURANCE ..................................................................................................... 28

ARTICLE 32. SALARIES ........................................................................................................ 30

32.3. Mand M Equiv. Salary Columns ............................................................. 31 32.4. M+15, M+30, M+45 and M+60 Salary Columns ..................................... 31

ARTICLE 33. PAY PERIODS/DIRECT DEPOSIT ................................................................. 34

ARTICLE 34. PAYROLL DEDUCTIONS/FAIR SHARE ...................................................... 34

ARTICLE 35. DISSEMINATION OF AGREEMENT ............................................................ 35

ARTICLE 36. POSTING OF VACANCIES ............................................................................. 35

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ARTICLE 37. INDUCTION STIPEND .................................................................................... 36

ARTICLE 38. INSTRUCTION AL FACILITATORS .............................................................. 36

ARTICLE 39. SECURITY CAMERAS .................................................................................... 36

ARTICLE 40. INCORPORATION OF MEMORANDA OF AGREEMENTS ....................... 37 ' I

.ARTICLE 41. SEPARABILITY ............................................................................................... 37

ARTICLE 42.. MODIFICATION .............................................................................................. 38

ARTIC.LE 43. TERM OF CONTRACT ............................ ; ................................ ·., ........... , ......... 38

APPENDIX A-1. EXTRACURRICULAR SCHEDULE .............................................................. 39

APPENDIX A-2. EXTRACURRICULAR, MANAGERS - GAME CONTROL -INTRAMURALS - CLASS ADVISORS ......................................................... 43

APPENDIX A-3. EXTRACURRICULAR EXTENDED SEASON PAY - (2010-2015) ............. 45

APPENDIX A-4. EXTRA-CURRICULAR POSITION LISTING .......................... , .................... 46

APPENDIX B. HEAL TH INSURANCE AND RELATED BENEFITS ...................................... 49

MEDICAL PLAN SCHEDULE OF BENEFITS .............................................. 50 MENTAL HEALTH AND CHEMICAL DEPENDENCY CARE ................... 52 MONTIIL Y EMPLOYEE CONTRIBUTIONS FOR COVERAGE ................ 53

APPENDIX C. INCOME PROTECTION BENEFITS ................................................................. 54

APPENDIX D. EMPLOYEE DENT AL INSURANCE ... ~ ............................................................ 56

APPENDIX E. SALARY SCHEDULES ....................................................................................... 57

APPENDIX F. SALARY PLACEMENT CHART ....................................................................... 64

APPENDIX G. STIPENDS FOR INSTRUCTIONAL FACILITATORS AND TEAM LEADERS ............................................................................................................................... 66

APPENDIX H. SPECIAL CERTIFICATIONS ............................................................................. 67

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AGREEMENT

This Agreement is made and entered into by and between the Board of Education of the

Manheim Central School District of Lancaster County, Pennsylvania, hereinafter called the

' Employer, and the Manheim Central Education Association, hereinafter called the Association.

ARTICLE 1. RECOGNITION

The ~mployer recognizes the Association as exclusive bargaining representative for all

professional employees, ~eluding teachers (full-time and part-time), counselors, librarians,

nurses, school social worker, instructional facilitators, lead teachers, tech coaches, math coaches,

literacy coaches and long-term substitutes (defined as substitutes hired for a definite period of

time of at least ninety (90) days) but excluding principals, assistant principals, head nurse, all

other substitute teachers, and all other employees of the Employer performing non-professional

work, and any other supervisors, first level supervisors, and confidential employees, as defined

in the Public Employee Relations Act. The term "employee(s)" as used hereinafter shall refer

only to those employees included in said bargaining unit.

ARTICLE 2. MANAGEMENT RIGHTS

It is agreed that nothing in this contract shall limit the Employer in the exercise of its

function of management, in such areas of discretion or policy as the functions and programs of

the Employer, standards of services, its overall budget, utilization of technology, the

organizational structure and the selection and direction of personnel.

ARTICLE 3. COMMITTEE ON FACULTY CONCERNS/MEET AND DISCUSS

3.1. A '·Committee on Faculty concems/M:eet and Discuss" shall be established, comprised of

eight members. Four· members (including one co-chairperson) shall be designated by the

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Employer from Administration and staff, and four members (including one co-chairperson) shall

be designated by the Association. The committee shall meet as necessary during the academic

year under a rotating chair and submit recommendations in writing to the Employer in respect to

matters affecting quality of education and effective operation of the District .

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3.2. An agenda shall be prepared in writing by the co-chairperson and distributed one week in

advance of each meeting to all committee members.

3.3. Either party may invite additional persons to speak at the meetings on subjects pertinent

to their fields of teaching or expertise.

ARTICLE 4. NON-DISCRIMINATION

Both the Employer and the Association agree not to discriminate against any employee

on the basis of race, creed, color, gender, marital status, age, handicap, national origin,

Association activity, political activity or Association Membership.

ARTICLE 5. NOST~KE-NOLOCKOUT

5.1. The Employer agrees not to lockout employees during the term of this Agreement.

5.2. The Association agrees that it will not call, encourage or condone any strike (as that term

is defined in Act 195 and Act 88) or picketing of any of the Employer's locations or operations

during the term of this Agreement.

ARTICLE 6. GRIEVANCE PROCEDURE

6.1. A grievance is defined as an alleged misinterpretation or misapplication of the provisions

of this collective bargaining agreement.

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Step 1. No later than ten (10) District Office working days after the occurrence

giving rise to the grievance, the aggrieved employee or employees shall submit the

grievance in writing to the principal concerned, on a form provided by the Employer.

The principal shall reply in writihg within five (5) District Office working days. It is

expected that Step 1 will be resorted- to only after an aggrieved employee has attempted

to resolve his/her problem informally.

-Step 2. If the grievance is not resolved under Step 1, the Association may, within

five (5) District Office working days of the written reply of the principal, appeal in

writing to the_ Superintendent, who will meet and discuss the matter with the aggrieved

and a representative of the Association within ten (10) District Office working days after --­

receipt of the written appeal. The Superintendent will advise the aggrieved and·

Association representative in writing of his or her decision within five (5) District Office

working days of the meeting.

Step 3. If the grievance is not resolved under Step 2, the Association may, within

five ( 5) District Office working days after receipt of the reply of the Superintendent,

appeal in writing to the Board of Education which shall take up the matter at its next

official meeting. The Board may have present and hear from individuals having relevant

information, in which case the aggrieved and an Association representative shall have a

right to be present and to be heard. The Board will, within ten (10) District Office

working days of the meeting, convey its decision in writing to the aggrieved and the

Association.

Step 4. Within ten (10) District Office working days after receipt of the Board's

decision, the Association may submit the matter to arbitration by requesting a list of

seven (7) arbitrators from the Bureau of Mediation. Arbitrators shall be members of the

American Arbitration Association. Selection of an arbitrator shall be made by alternately

striking from the list, with the employer having the first strike.

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6.2 Any grievance not appealed to the next step within the specified time shall be considered

waived.

6.3. All costs of arbitration shall be equally shared between the Employer and the

Association, except th'at each party shall be responsible for the costs of presenting its case.

6.4. The award of the arbitrator shall be final and binding, subject to the Act and other legal

limitations. The arbitrator shall have no authority to modify, amend, or add to the terms and

provisions of the Agreement. Grievances must be arbitrated singly and may not be consolidated

for hearing by a single arbitrator without the consent of all parties.

ARTICLE 7. MEETINGS ON CONTEMPLATED DISCIPLINE

Whenever any member of the bargaining unit is required to appear before the

Superintendent, Board, or any committee or member thereof, concerning contemplated

disciplinary action, discontinuation of employment or reduction of salary or other economic

benefits, the employee shall when reasonable be given prior written notice of the reasons for

such meeting or interview and shall have the option of a representative of the Association present

to advise him/her and represent him/her. Prior written notice shall mean two working days.

ARTICLE 8. PERSONNEL FILE

Upon written request an employee shall have the right to review the contents of his/her

personnel file during District Office working hours.

ARTICLE 9. JUST CAUSE

No professional employee shall be disciplined, reprimanded in writing, reduced in rank or

compensation without just cause.

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ARTICLE 10. ASSIGNMENTSfTRANSFERS/REASSIGNMENTS

10.1. Every teacher will be given written notification of his/her tentative teaching assignment ~

for the next school year as early as possible, but no later than July I. This notification will

include building, grade level and subject area(s) to which the employee is assigned.

10.2. Professional employees shall be subject to transfer/reassignment from one position to

another within the confines of valid certification.

10.3. Voluntary/Involuntary Transfers - Employees may request a transfer/reassignment for

any vacancy for which they are properly certificated. Transfer/reassignment notification and the

reason shall be made to the professional employee being transferred/reassig~ed as early as

possible before the · effective date of such transfer/reassignment. The Principal and/or

Superintendent shall confer with the affected employee prior to the implementation of the

transfer/reassignment or for denial of a request.

10.4. When unanticipated circumstances require that transfers/reassignments be made after

July I si, the affected employee may request a written explanation from the District.

10.5, In the event of reconfiguration of grade levels or the opening or closing of a school

building, the parties will meet in advance of the final plan for transfers/reassignments.

10.6. The Superintendent shall have final disposition in transfers/reassignments, subject to

review by the Board.

ARTICLE 11. FACULTY PARKING

The employer will provide faculty parking at the senior high school as long as parking

space is available.

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ARTICLE 12. AVAILABILITY OF FACILITIES FOR CLASSROOM

PREPARATION

Subject to the Employer's safety, security, fiscal and public respbnsibilities, buildings

and rooms shall be made available for classroom preparation in non-school hours.

ARTICLE 13. ASSOCIATION USE OF FACILITIES

The use of building facilities, internal mailing and duplicating equipment for Association

business shall be permitted provided th.at the uses thereof shall be subject to the prior approval· of . . .

the Superintendent ,o,r designee.· and _provided further that th~-. A~socia~ion shall reimburse the

Employer · at co~ .for,_ th~ .... foctirred: expen~~~ . and/or ~~esultant · damag~ if any. Whenever · the

Association seeks toutilize th~ sch~oi building ~et 6:00 ·p.m .. ~r non-school "da~s, it shall

execute a building-use contract beforehand. The use of said facilities for non-economic or non­

fund raising purposes shall be free of charge; otherwise,. said use shall be at the Association's

expense. Any exceptions to the foregoing shall be at the sole discretion of the Employer.

ARTICLE 14. LENGTH OF TEACHER DAY

Professional employees in the bargaining unit shall generally work seven and one-half

(71/2) hours per day including a thirty (30) minute duty-free lunch period. ·

The Employer agrees to make every effort to see that all professional responsibilities will

be performed within the seven and one-half (7½) hours. However, the professional employee's .

responsibility will include attendance at nine (9) hours of building faculty and/or professional

development meetings each year. An annual schedule of such meetings will be provided by

August 1st of each year. Such meetings will be scheduled immediately after the school day and

shall last a maximum of one (1) hour. Employees on approved leave, attending other district­

approved activities, or utilizing one (1) sick leave day per contractual year on the date(s) of such

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meeting(s) shall not be required to make up that time, however, will be responsible for

familiarizing themselves with the material or information presented· at such meetings. All

professional employees shall attend parent-teacher conferences scheduled in the fall and/or

spnng.

Under unusual circumstances, the Employer may require attendance at special meetings, I

provided that such meetings are scheduled at reasonable times and are limited to a reasonable

length of time. Employees shall be excused from attendance by the principal if they are unable

to attend a meeting due to lack of adequate notice.

ARTICLE 14A. LEAVING THE BUILDING

Teachers may leave the building upon notification and proper execution of the "Sign

Out" and "Sign In" form, provided on th/District website, during their scheduled duty-free . . . . ' . ( . . ' . ' . . .

lunch period. Teachers must receive prior permission from the principal or his/her designee to

leave the building during planning periods for school-related or emergency reasons.

ARTICLE 148. LESSON PLANS

Teachers shall have available, upon request, lesson plans and seating charts or class rolls

for review by appropriate supervisors and for use by substitutes.

In addition, each teacher shall develop plans covering three (3) consecutive days of

instruction which could be used by an assigned substitute teacher. These plans shall be

submitted to the building principal during the first week of school. It should be understood that

these plans will only be used for emergency situations.

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ARTICLE 15. LENGTH OF TEACHER YEAR

15.1 ~ The school year shall consist of one hundred ninety ( 190) teacher days. One full day or

two (2) half days shall be used for teacher classroom preparation prior to the first student day and

one day shall be used mid-year as a teacher planning day. t I

Any employee whose work schedule at the Employer's discretion exceeds the normal

teacher year shall receive a separate extra-duty contract. Such contracts shall stipulate the

number of days and/or hours to be worked. Extra-duty contracts shall be offered at the discretion

of the Employer. Acceptance of extra-duty contracts shall be at the discretion of the employee to

whom the contract is offered and shall occur within ten (10) District Office working days of the

offer. The salary schedule for extra-duty contracts is included in Appendix A.

15.2. Summer stipend days shall be paid at the lesser of the teacher's per di~m rate or the per

diem of Bachelor's, Step 7. The building principal and/()r Instructional Fa.cUitator will assign the

· n~ber of summer stipend days per staff'melilber-for th~ :following depa$}ents: High School

Guidance, Middle School Guidance, and Agriculture Education. The High School Guidance

Department will be limited to a maximum of forty-two (42) summer stipend days annually,

Middle School Guidance Department a maximum of five (5) summer stipend days annually, and

Agriculture Education a maximum of fifty (50) summer stipend days annually. These are the

maximum summer stipend days by department, not the maximum number of summer stipend

days for each individual in the department.

ARTICLE 16. PERSONAL DAYS

16.1. Each employee shall be entitled to three (3) personal days per school year, cumulative to

five (5) days. Personal leave beyond the accumulation limit will be converted to sick leave.

Vacation and emergency days accrued under prior agreements that have been converted to

grandfathered days shall be exempt from the accumulation limit above. Based upon prior

Agreements for individuals who have accrued grandfathered days, the following provisions shall

still apply.

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16.2. Employees in the bargaining unit may use personal days subject to the following

provisions:

a. No more than eight (8) requests per day per building shall be granted in the Middle

School and the High School.

b. No more than four ( 4) requests per day shall be granted in &ctch of the elementary I

schools.

c. All personal days shall be subject to the approval of the building principal.

d. Requests above the allowable number of personal days per building shall be at the

discretion of the principal.

e. Employees must submit requests for approval to use one-half(½) or one (1) personal

leave day at least two (2) work days prior to the start of the requested leave. Requests for

a personal day due to unforeseen circumstances should be arranged with the principal or

designee.

f. The Superintendent or designee in his/her sole discretion may authorize employees to use

five (5) consecutive personal days subjectto the following conditions:

L Written notice should be submitted to the principal ten (10) calendar days in

advance of the p!anned personal leave for five (5) consecutive days. Emergency

requests for a personal leave should be arranged with the principal or designee.

2. No use of five (5) consecutive personal days shall be granted durjng the first

twenty (20) days of the school year or during the last twenty (20) days of the

school year except for extenuating circumstances as approved by the

Superintendent of Schools.

16.3. No personal leave may be taken during either the first five (5) teacher days or the last five

(5) teacher days of the school year. No personal leave may be taken on in-service days or

parent-conference days. However, upon written request submitted to the Superintendent, an

employee may take personal leave during these times for religious observances or to attend the

college graduation of a son, daughter or spouse. An employee desiring personal leave because of

unusual circumstances during these times shall submit to the Superintendent a written request for

personal leave and include the reason for the request; the Superintendent's decision in these

cases shall be final.

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16.4. The District realizes staff members may need to miss work due to the illness of an

immediate family member (i.e., father, mother, brother, sister, son, daughter, husband, wife,

parent-in-law, or near relative who resides in the same household, or any person with whom the

employee has made his or her home). Staff membe~ may use up to ten (10) days of their own

sick leave per year for such purposes under the following conditions: 1) the employee must first

exhaust any available grandfathered days (see Section 16.1) and personal days that were

accumulated during the prior year and carried over; and 2) request must be made in writing to the

Superintendent and must include appropriate documentation including a doctor's statement after

three (3) consecutive days of absence.

16.5. Bargaining unit members who adopt a child may use up to twenty (20) days of their

accrued sick leave during the first six (6) calendar weeks immediately following such adoption.

ARTICLE 17. RETURN TO WORK CERTIFICATES

Any employee who is absent from work for more than three (3) consecutive days due to

illness or disability may be required to furnish a certificate from a health care provider certifying

that the employee is now fit to return to work.

ARTICLE 18. ACCOUNTING FOR SICK OR PERSONAL DAYS/

SALARY AND SALARY POSITION

The Employer will provide each employee with an accounting of sick days,

grandfathered days and personal days as part of the bi-weekly pay stub generated by the

Employer's payroll system. The Employer shall provide each employee with an annual letter

detailing the employee's salary position on schedule and leave(s) to be accumulated for the next

school year. The Employer may include additional information related to employee benefits as a

matter of information/reference for the employee.

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ARTICLE 19. ASSOCIATION LEAVE

A total of sixteen (16) teacher days of paid leave will be granted for Association business

during each school year. The Association shall reimburse the Employer for the cost of a

substitute teacher for all but the futt five (5) days of such ieave utilized each year. Requests for

this leave must be written and forwarded to the Superintendent fifteen (15) work days prior to the

anticipated leave.

ARTICLE 20. LEAVES OF ABSENCE

20.1 Family Leave

An employee may be eligible for family leave, under and subject to the following

conditions and limitations:

20.1.1. Pregnancy Disability Leave - An employee shall be permitted to use

accumulated sick leave during a period of pregnancy disability provided timely notice is

given. Absent unforeseen circumstances, no later than the fifth month of pregnancy, the

employee shall submit a written request for pregnancy disability leave to the

Superintendent accompanied by a physician's written certification of pregnancy and his

opinion concerning the date the employee will probably no longer be able to satisfactorily

perform her duties due to medical disability. The request shall set forth the dates on

which the employee desires such leave to begin and end. An employee who fails to

provide the notice required by this provision may nevertheless be entitled to an unpaid

FMLA leave.

20.1.2. During the period of medical disability, as certified in writing by a

physician, the employee shall at her option have charged to her available sick leave all or

any portion of the time of continuing medical disability occurring during scheduled work

days under and subject to the following conditions:

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20.1.2.1. The use of accumulated sick leave shall be limited to disabilities

caused or contributed by pregnancy, miscarriage, abortion, childbirth and

recovery therefrom.

20.1.2.2. Initial payment for sick leave under this prov1S1on shall be

conditioned upon receipt of a physician's second written certification that such

employee is physically unable to satisfactorily perform her duties as a result of

pregnancy-related disability as of the specified date requested for commencement

of payment. An employee shall continue to accrue seniority and pension rights

during periods of paid pregnancy disability leave. Medical insurances may be

continued at the employee's option during such leave under the same terms that

would have applied had the employee remained on active duty.

20.1.2.3. Sick leave payments under this provision shall be discontinued six

(6) calendar weeks after the birth of the child or occurrence of the. disability

unless the Superintendent receives another written certification by the physician . . . . . . . . .

that the employee is still lUlable to re~ to work due to continuing disability and,

where possible, a physician's written opinion as to the specified date the

employee will be able to resume her duties.

20.1.2.4. Payment will only be made for teacher days as set forth in the

approved school calendar.

20.1.3. Child Rearing Leave - If an employee requests child rearing leave for a

period for time when he/she is physically able to perform his/her duties, the Employer

shall grant such leave under and subject to the following conditions and limitations:

20.1.3.1. Employees are encouraged to provide as much advance notice of

such leave as possible. Employees who fail to provide at least thirty (30) days

advance notice may be denied leave unless the need for leave was unforeseeable,

in which case an employee must provide as much advance notice as is practicable.

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20.1.3.2. Child rearing leave may be used by a mother or father to care for a

newborn child or a child who was placed for adoption or foster care. Such leave

must commence within the year following birth or placement of the child.

20.1.3.3. Child rearing leave must be taken in a single continuous period of

full-time leave. It may not be taken intermittently.

20.1.3.4. No salary or sick leave shall be paid to said employee, nor shall

seniority or pension rights accrue during the period of time the employee is

physically able to perform his/her duties. An eligible employee may continue

medical insurances under the same terms that would have applied had the

employee remained on active duty, provided the employee has not exhausted his

or her 12-week FMLA entitlement (see below). Timely payment of premiums

. sha)l be as required below.

20.1.3.5. After twelve ~eeks of FMLA Ie~ve. luive beeri ~sed, employees

may maintain at thefr expense the medical insurances .listed in ·this Agreement.

Premiums shall be submitted in advance to the District Business Office by the

fifteenth (15th) day of each month.

20.1.4. No employee may return to work until the employee's physician certifies

in writing that the employee is physically able to satisfactorily perform his/her duties.

20.1.5. Upon an employee's application to return to work after family leave, the

Employer shall offer him/her the job he/she held before going on leave or a substantially

equivalent position conditioned by the pertinent reinstatement provisions of the School

Code and the Family and Medical Leave Act of 1993, if applicable.

20.1.6. An employee on family leave must return to work no later than one year

after the commencement of leave. The District may, at its discretion, require an

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employee to remain on leave until the beginning of the next full academic semester as

permitted by law.

20.2 · Other Leaves.

20.2.1. Requests for other leaves of absence (exampl6, personal medical leave or

to care for a family member with a serious health condition) will be made in writing to

the Superintendent.

20.2.2. Requests for leaves of absence will be administered by the Superintendent.

20.2.3. In considering such requests, the Superintendent will make determinations

dependent upon the needs of the students, the School District, and the individual faculty

member.

-: 20.3 .· FalT'lllY and Med!cal L.ea.ve Act .. , .. ~... ' ·, ,.. ' • ' '. . .· . :-·=·. ~:·'

·20.3;1 ~ This Article' shati be admin.isterel and. ~nforced in a m:anner consistent

with the -Family and Medical Leave Act.-of 1993 (FMLA). The initial twelve weeks of

leave taken under this contract which qualify for protection under the FMLA during any

leave year shall be deemed FMLA leave and an FMLA-eligible employee shall have all

the rights and obligations bestowed by the Act. For purposes of tracking FMLA leave

usage, the leave year shall be defined as that period beginning July 1 and ending June 30.

After exhausting FMLA protected leave, an employee's leave rights shall be governed

exclusively by this Agreement and the School Code.

20.3.2. In the event that a challenge is made to the legality or validity of this

Article, or any section or clause hereof, before any state or federal administrative agency

or any court, this entire Article will automatically become null and void, and employees

shall only be granted leave limited to the period of medical disability, as certified in

writing by a physician, or as otherwise required by law.

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20.4 Leave of Absence for Professional Development

A professional employee who takes a leave of absence for professional development

may, at the District's discretion and in accordance with.Section 1166 of the Pennsylvania School

Code, be permitted to take such leave for one-half(½) year at full pay or for one (1) full year at

one-half(½) pay, provided the following conditiops are met:

20.4.1. The employee is enrolled in a bona-fide traditional on-campus, full session

(fall and/or spring) graduate study program at an accredited college or university or is

enrolled in on-line courses as part of a graduate study program at an accredited college or

university .. Transfer courses that have been pre-approved by _such a program in which an

employee is enrolled may be taken during a leave. Correspondence, travel, video or other

such non-traditional programs will not qualify an employee for professional development

leave. Employees on a half-year leave must take the majority of the credits during the

semester for which the leave has been granted. Employees on a full-year leave must be

enrolled in courses in at least two (2) semesters.

20.4.2. The ~raduate ·study program-is in an education-related, field or has ;been

approved by th~ Superintendent.

20.4.3. The employee successfully completes a minimum of twelve (12) credits

during any one-half year leave; subject to the approval of the Superintendent, three (3) of

these credits may be an independent study. For full-year leaves, the employee must

successfully complete a minimum of eighteen (18) credits.

20.4.4. No more than four (4) full-paid professional development leaves will be

granted per school year; and

20.4.5.

department.

Only one (1) full-paid professional development leave may be granted per

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20.4.6. Requests for professional development leaves must be received by the

Superintendent on or before March 1 for leaves beginning with the following Fall

semester and on or before September 1 for leaves beginning with the following Spring

semester. Determinations on leave requests shall generally be made no later than at the

first Board meeting following the deadline for submission of such requdts. Leave I

requests shall be granted in seniority order, subject to the terms and conditions stated

herein and in the School Code.

ARTICLE 21. COLLECTION OF MONIES

An employee shall not be responsible for monies held by that employee more than one

day unless the employee is negligent in following the established collection procedure.

ARTlCLE 22. . , • - l;lcMENTARY TEACHERASSIGNNIENT

22.1. Full-time elementary classroom teachers of kmdergarten through grade 4 will be

provided with forty-five (45) consecutive minutes of preparation time during the course of the

student day for each full teacher day. Full-time pre-kindergarten teachers will be provided with

forty-five (45) consecutive minutes of preparation time during the course of the teacher work day

for each full teacher day. This provision shall not apply to part-time teachers or half-day

kindergarten teachers.

In rare instances teachers may be required to use preparation time for professional duties

such as student/parent conferences, parent communications, or school-related meetings such as,

but not limited to, IEP, MDE and RTII meetings.

Part-time teachers and half-day kindergarten teachers shall have their preparation time

pro-rated in accordance with their appointment fraction.

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22.2. Elementary teachers, full- or part-time, who are assigned an overload of teaching duties

during their preparation time will be compensated according to the following formula:

Annual Base Salary+ 190 Contractual Days= Per Diem Rate;

Per Diem Rate + 420 Minutes ( contractual time) = Rate per Minute;

Rate per Minute x Additional Minutes of Teaching/Preparation* = Pay for

Additional Duties

* To account for the loss of preparation time for employees assigned an overload

of teaching duties during time that would otherwise be the employee's daily

preparation period, the Pay for Additional Duties in the formula above shall be

multiplied by a factor of 1.33.

22.3. Part-time status will be calculated based upon the number of minutes in the school day.

For the term of this Agreement, a full-time day is considered to be 420 minutes. Preparation

time shall be pro-rated based upon the number of minutes of instructional time.

22.4. The District shall have discretion to schedtile additional administrative-directed activities

and/or meetings with elementary teachers during the normal work day during the time period

between the end of the student instructional day and the end of the teacher work day.

ARTICLE 23. BUS, PLAYGROUND AND RECESS DUTIES

No bus duty shall be assigned to professional employees.

Playground duty shall be assigned on a rotating basis with no increase · in playground

supervision over the practice currently being followed by classroom teachers.

A professional employee will not be scheduled to every recess and playground duty on

the same day. No playground duty shall be assigned prior to the start of the student day.

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ARTICLE 24. SECONDARY TEACHER ASSIGNMENT

24.1. A normal· teaching assignment at the High School shall be as set forth in the prior

Collective Bargaining Agreement through the end of the 2012-2013 school year. A joint labor­

management committee of no more than three (~) representatives selected by the Association and

three (3) representatives selected by the Board/District shall meet at times convenient to both

parties to discuss the normal teaching assignment at the High School through March 31, 2013.

The committee will meet as long as both sides deem it profitable, but will not .meet past March

3 1, 2013. At that time if no agreement has been made on the language regarding the normal

teaching assignment at the High School, the following language will become effective

commencing with the 2013-2014 school year:

A normal teaching assignment at the High School, utilizing a delivery model selected by the

Board could include the following:

24.1.1. Eighteen (18) instructional blocks in a six (6) day cycle of up to eighty-five (85)

minutes each in a 4x4 block schedule, or forty-two (42) instructional periods in a six (6) day

cycle of up to sixty (60) minutes each in an 8-period day,'. or thirty-six (36) instructional periods

in a six {6) day cycle ofup to sixty (60) minutes each in a ?-period.day;

24.1.2. The foregoing assignment would provide, in a six (6) day cycle, four (4) planning

blocks each the length of one (1) core instructional period and two (2) planning blocks each at

half the length of a core instructional period; and

24.1.3. Six (6) enrichment, intervention, or remediation instructional periods in a six (6)

day cycle of at least forty ( 40) minutes each

24.2. Bargaining unit members assigned to the Middle School shall have the equivalent of one

(1) block of preparation time that is equivalent to a core instructional block; provided, however,

said preparation time may only be divided, when necessary ( as determined by school

18

administration), in at most two (2) similar blocks of time whereby the total daily preparation time

is equivalent to one block of core instruction.

24.3. Middle School and High School teachers who are involuntarily assigned in excess of

their normal teaching load shall receive additional compensation in accordance with the

following formula:

Annual Base Salary -;- 190 Contractual Days =- Per Diem Rate;

Per Diem Rate+ 420 Minutes (contractual time)= Rate per Minute;

Rate per Minute x Additional Minutes of Teaching/Preparation* - Pay for

Additional Duties

* To account for the loss of preparation time for employees assigned an overload

of teaching duties during time that would otherwise be the employee's daily

preparation period, the Pay for Additional Duties in the formula above shall be

multiplied by a factor of 1.33.

24.4. Part-time status will be calculated based upon the number of minutes in the school day.

For the term of this Agreement, a full-time day is considered to be 420 minutes. Pr~paration

time shall be pro-rated based upon the number of minutes of instructional time.

24.5. If sufficient time exists between the end of the student instructional day and the teacher

work day, the District shall have discretion to schedule administrative-directed activities and

meetings with secondary teachers during said time.

ARTICLE 25. HOMEBOUND INSTRUCTION

During the term of the Agreement, employees involved in homebound instruction shall

be compensated at a rate of $30.50 per hour effective July 1, 2010, $31.00 per hour effective July

1, 2011, $31.50 per hour effective July 1, 2012, $32.00 per hour effective July 1, 2013, and

19

$32.50 per hour effective July 1, 2014. Retroactive payment to the effective dates listed above

shall apply.

ARTICLE 26. MILEAGE

Employees who are asked to use their own cars to travel on authorired school business

shall be paid at the cunent Internal Revenue Service rate per mile. Reimbursement will be paid

according to the District's standardired mileage. These expense accounts shall be turned in

monthly for payment. The District shall not be required to issue any mileage reimbursement

payment to an employee until the accumulated reimbursement amount is at least $10.00.

ARTICLE 27. PAYMENT FOR JURY DUTY

To be eligible for payment hereunder the employee shall notify the· Superintendent at

least two (2) District Office working days prior to jury duty. Employees required to report for

jury duty shaU continue to receive their contracted salary and shall remit to the·District.their jury

duty pay.

ARTICLE 28. TUITION REIMBURSEMENT

28.1 The Employer shall reimburse full-time professional employees for tuition paid by or on

behalf of said employees for successfully passed credits, subject to the following

provisions:

28.1.1 Maximum Provisions:

a. The maximum annual tuition reimbursement shall be 100% of the average

cost of twelve (12) graduate credits at Millersville University and Pem1 State

University Main Campus effective on the first day of each university's fall

semester. In-service or Act 48 credits shall be reimbursed at the rate

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established by the school entity which sponsors the in-service or Act 48

course.

b. Up to twelve (12) credits per fiscal year (July I to June 30) for each full-time

teacher shall be granted. The course completion date shall determine the year

in which a course is credited.

28.2. All credits submitted for tuition reimbursement must be pre~approved by the

Superintendent in advance of taking the course.

28.3 Only the following credits will be eligible for tuition payment: courses or workshops

taken for credit at an accredited college or university. or in-service or Act 48 credit

approved in advance by the Superintendent, which satisfies one (1) of the following

criteria:

a. Courses directly related to the employee's area(s) of certification; or

b. Courses related to District educational initiatives as authorized by the

Superintendent; or

c. Courses or_ degr~e work directly related to the employee's current professional

assignment; or

d. Education courses for purposes of obtaining permanent certification in an

employee's area of professional assignment; or

e. Coursework that is part of an overall Master's or Doctoral Degree in Education; or

f. Any other coursework approved by the Superintendent of Schools.

28.4 Upon the ratification of this Agreement, courses offered by, or in conjunction with, a

third party provider which is not an accredited college or university shall only be

reimbursed to a maximum of two (2) courses per five (5) year period. Said courses shall

be considered for approval as potential Act 48 hours, as provided by PDE, and are not

eligible for column movement on the salary schedule. Courses shall not be self-guided

and self-paced with no instructor integral in the actual instruction of the course.

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28.5 Reimbursement shall be for tuition only.

28.6 Courses must be successfully completed and passed with a minimum grade of "B" (or a

grade of "Pass" in a course graded on a Pass-Fail basis) and otherwise satisfactorily

completed according to the standards of the accredited college or university. Unless I

authorized in advance by the Superintendent, a course may not be taken on a Pass/Fail

basis if the option of receiving a letter or numeric grade for the course is available.

28.7 Any teacher on sabbatical leave for health reasons, on child rearing leave or otherwise on

leave for health reasons shall not be eligible for tuition reimbursement for courses started

after the commencement of the leave.

28.8 Employees are required to teach three (3) full semesters following the completion of

courses for which reimbursement has been paid. In the event an employee voluntarily

terminates employment before. teaching the required three (3) full semesters, said

employee shall be required to repay the tuition reimbursement payment(s) to the

Employer, subject to a one-third (½) ·reduction of the repayment amount for each full

semester of satisfactory teaching by the employee following the completion of.the course.

Repayment shall be made whenever possible by withholding the amount owed from the

employee's paycheck in three (3) equal installments over three (3) consecutive pay

periods. If an outstanding balance still remains, the employee shall make full payment of

any outstanding balance within thirty (30) calendar days. If such outstanding balance is

not paid by the deadline, the School District shall have the right to pursue legal action to

recover from the employee. Repayment of tuition shall not be required for: 1) courses

required by the district, unless such courses were required by law or necessary for an

employee to progress on the salary schedule; 2) courses taken by an employee who retires

or resigns due to extenuating circumstances beyond his/her control~ or 3) courses taken

by employees who retire pursuant to an Early Retirement Incentive Program that is

offered for a limited time by the State or the District when such courses are elected prior

to the announcement of such program(s).

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28.9 Reimbursement shall be made to the employee within ten (10) business days after the

presentation to the Business Office of:

a. A receipted invoice or cancelled check for the tuition already paid, and

b. An official transcript/grade report or other official notice of grade status showing

successful completion of the course or courses and credits earned. I

28.10 The above provisions automatically rule out reimbursement for credits which are

"tuition-free" because of grants, fellowships, or scholarships received by employees.

28.11 Tuition Prepayment - Tuition benefits under this Article may be paid prior to an

employee's payment for or completion of the class(es) provided: (1) the employee

submits the request for payment within the timeframes established by the Superintendent;

and (2) the college or university permits the District to pre-pay for all courses taken by

District employees during the semester with one payment. Tuition payments shall be

made within fifteen (15) business days after the Board meeting at which the paymentis

approved. An employee must submit an official transcript/grade report or other official

notice of grade status demonstrating he/she successfully completed the course within

sixty (60) days of the course completion date.

Employees shall be responsible for paying back in full to the School District any tuition

payment made by the School District on an employee's behalf, if (i) the course is

cancelled and the institution directly reimburses the employee; (ii) the employee

withdraws, fails to complete or fails to earn the requisite grade as set forth in 28.6; (iii)

the employee fails to provide the transcript or other official notice of grade status

showing successful completion of the course within the timeframe set forth above; or (iv)

the employee fails to meet any other condition set forth in the provision. The School

District may deduct from an employee's paycheck or from other amounts owed to the

employee m order for the District to receive repayment.

An employee's repayment of tuition shall be made to the School District for any

employee who fails to meet the requirements set forth above with any outstanding

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balance to be automatically withheld from the employee's paycheck in three (3) equal

installments over three (3) consecutive pay periods. If an outstanding balance still

remains, the employee shall make full payment of any outstanding balance within thirty

(30) calendar days.

28.12 Annual Budgetary Constraints - In no event shall the total reimbursement of courses

approved by the Superintendent during the 2012-2013 fiscal year under this section

exceed $215,000 for all bargaining unit members combined. For the 2013-2014 fiscal

year and each fiscal year thereafter, the maximum total expenditure shall not exceed

$225,000.

ARTICLE 28A. EXPENSE REIMBURSEMENT

The Employer shall reimburse professional employees for documented overnight

conference expenses at a rate not in excess of Fifty Dollars ($50) per day for meals, plus mileage

and conference fees. This provision shall pertain only to approved conferences.

ARTICLE 29. EXTRACURRICULAR ACTIVITIES

29.1. The Employer will retain all management fights as provided for under Act 195 and the

School Code of 1949 as amended, including the right to add or delete activities.

29.2. The Employer agrees to advertise all positions as enumerated.

29.3. All persons appointed to the said positions will serve at the discretion of the Employer

under and subject to the terms and conditions granted in the extracurricular contracts. All

extracurricular salaries shall conform to Appendix A. The Employer retains the right to refuse to

appoint, to reappoint, or to remove all extracurricular appointees at its sole discretion.

24

29.4. The Employer reserves the right to recognize outstanding performances and exceptional

contributions on the part of any coach or advisor through a merit salary adjustment.

29.5. The experience factor shall be determined upon satisfactory performance. In cases where

an evaluation is in dispute, the extracurricular personnel in-.olved will meet with the director of I

athletics or the appropriate principal in an effort to resolve the problem. If the matter is not

resolved at this level, then either party may refer the problem to the Superintendent for

disposition. If the decision made by the Superintendent is unacceptable to either party, the

matter may be referred to the Employer. The decision of the Employer shall be final.

29.6. The salary schedule for all extracurricular activities is attached hereto as Appendix A and

shall be effective July 1, 2010, unless otherwise amended, and retroactivity shall apply for those

who qualified for step movement prior to the ratification of this Agreement.

29.7. If during the term of this Agreement the Employer creates any new extracurricular

positions, the Employer agrees to negotiate the salaries for those positions with the Association.

ARTICLE 30. RETIREMENT

30.1. Conditioned · upon meeting all of the following ·prerequisites and conditions, all

professional employees who voluntarily retire will be awarded a non-elective employer

contribution of four thousand dollars ($4,000) into their Section 403(b) tax sheltered annuity

account(s).

To be eligible for this contribution, the professional employee must:

a. Have twenty-five (25) or more years of credited service under the Pennsylvania School

Employees Retirement System or otherwise voluntarily retire without penalty under

PSERS;

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b. Have been employed by the Manheim Central School District for at least five (5)

consecutive years at the time of retirement; and,

c. Give written notice of his/her intent to retire no later than the fifteenth day of September

for mid-year retirements or the fifth day of January for year-end retirements, effective

July 1, 2013 for the 2013-2014 school year and beyond. Written notice of one's intent to

retire no later than the first day of March prior to one's retirement date for year-end

retirements shall continue in full force and effect through June 30, 2012, and written

notice of one's intent to retire no later than the fifth day of February prior to one's

retirement date for year-end retirements shall continue in full force and effect through

June 30, 2013. Exceptions may be made to the notice of retirement by mutual agreement

between the Board and the Association.

30.2. A voluntary retirement shall be defined as one which is initiated by the professional

employee as opposed to one which is reasonably required by the School Board for reasons other

than mental or physical illness.

30.3. This contribution will be paid to the employee's 403(b) account at the time of retirement.

The employee shall receive no cash option and the contributions are limited to IRS Section 415

limits. Excess contributions will be made to the employee's retirement account in the next

subsequent year up to the 415 limit. Each eligible employee must establish a 403(b) account

with the District's approved vendor(s) prior to separation of service with the District. Any

employee who fails to establish a 403(b) account will forfeit the benefit under this section.

26

30.4. Professional employees who retire from the District with proper notice and who meet the

requirements in Section 30.1 above shall be paid fifty-five dollars ($55.00) for each accumulated

and unused sick day they have at the time of their retirement. This payment shall be made as a

non-elective contribtltion to the employee's Section 403(b) tax sheltered annuity account

established with the District's approved vendor(s). The employee shall receive no cash option

and the contributions are. limited to IRS Section 415 limits. Excess contributions will be made to

the employee's retirement account in the next subsequent year up to the 415 limit. Each eligible

employee must establish a 403(b) account with the District's approved vendor(s) prior to

separation of service with the District. Any employee who fails to establish a 403(b) account

will forfeit the benefit under this section.

30.5. The notice of intent to retire referenced in Sections 30.1 and 30.4 shall not apply to a full­

time employee who otherwise fulfills the requirements of Section 30.1 and who incurs a

permanent, total disability after September 15 for a mid-year retirement or after January 5 for a

year-end retirement (or after March 1 for a year-end retirement through June 30, 2012, or_ after

February 5 for a year-end retirement through June 30, 2013), and who retires as a result of such

permanent, total disability, and who qualifies for and will be utilizing PSERS benefits.

30.6. Payments received under this article shall not be considered as part of the employee's

annual salary.

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30.7. Notwithstanding the above, the District retains the discretion to implement voluntary

early retirement incentive programs at any time which enhance the benefits provided in this

Article.

ARTICLE 31~ INSURANCE

31.1. The health insurance coverages attached in Appendix B shall remain in effect until June

30, 2017, subject to any conditions set forth in Appendix B. Effective January 1, 2013, the

District's plan shall provide coverage consistent with and to the extent required under the Mental

Health Parity and Addiction Equity Act of 2008, as amended. In addition, effective July 1, 2013,

the District's insurance plan shall begin covering contraceptives as per the Affordable Care Act

of 2010, as amended. Effective January 1, 2016, the deductible, where applicable, shall be

waived for any employee, spouse, or dependent covered on the District's insurance plan if the

covered patient chooses to use services provided by the Lancaster Regional Medical C~nter, its

successors and/or assigns.

31.2. The group income protection benefits plan attached hereto as Appendix C shall remain in

effect until June 30, 2017, with the Employer paying 100% of benefits for employees.

31.3. The group employee dental insurance program attached hereto as Appendix D shall

remain in effect until June 30, 2017, with the Employer paying One Hundred Percent (100%) of

the cost of coverage for employees. The District further agrees that it will pay $35 per month

toward the premium of an insured dependent dental plan to be selected by mutual agreement of

the parties.

Subject to any terms and conditions outlined in Appendix B, the Employer shall for the

duration of this Agreement reimburse employees for certain unreimbursed medical, vision and

dental expenses, upon submission of properly receipted bills. Effective January 1, 2010, the

maximum combined annual reimbursement available under this paragraph shall be $600. Said

amount shall be increased to $700 per year per employee effective January 1, 2013. This benefit

28

shall be administered on a calendar year basis. Request for reimbursement must be submitted

within fifteen ( 15) months of the date the service is rendered.

31.4. Subject to any terms and conditions outlined in Appendix B, the Employer shall

reimburse employees who do not have dependent hospitalization coverage up to a maximum of I

Three Hundred Dollars ($300.00) per school year for unreimbursed medical and dental expenses

for their dependents. To be eligible for this benefit, an employee must notify the Employer

during open enrollment period and not later than December I of each year, and such election

may not be changed during the year. Employees who elect not to take dependent coverage

during one school year will be subject to the rules and requirements of the health care

insurer/administrator concerning coverage, pre-existing conditions, waiting periods, etc. if such

employees elect to take dependent coverage in a subsequent school year.

31.5. The Employer shall pay 100% of the cost of coverage for employees for group life and

accidental. death and dismemberment insurance in the amount of Fifty Thousand Dollars

($50,000), retroactive to July 1, 2010.

31.6. Qualifying retirees shall be entitled to continue purchasing coverage for themselves and

their qualifying dependents at their cost to the extent provided by Section 5-513 of the School

Code as that law is interp~ted and amended from time to time.

31. 7. All insurance coverage hereinafter described in this Agreement and its appendices are

available pursuant to insurance policies approved by the Employer, and such insurance is

provided to employees under and subject to the provisions and conditions contained in the

insurance policies in effect.

~1.8. Effective July 1, 2010, if an Employee has elected health coverage for hls/her spouse

under the District health plan (e.g., family or single + 1 coverage) and the Employee's spouse

has coverage available from his/her own employer, the Employee is responsible for contributing

the normal applicable share of the premium plus an additional working spouse contribution

equivalent to $950 per year (payable in installments over the course of the year). Effective July

29

1, 2013, said amount shall increase to $1,500 per year. This contribution shall be paid via

payroll deduction on each of the twenty-four (24) pay periods in accordance with Article 34.

31.9. Effective July 1, 2010, the District shall pay an opt-out stipend of $950 per year, less

taxes and withholding, to Employees who pursuant to the District's Section 125 Cafeteria Plan I

elect to opt out of coverage under the District's health plan. Effective July 1, 2013, said amount

shall increase to $1,500 per year. Employees seeking the opt-out stipend must prove existence of

alternative coverage in order to be eligible. The stipend is to be paid out over the course of the

calendar year on each of the twenty-four (24) pay periods. Payments shall cease immediately if

the Employee: a) leaves the District's employment; b) otherwise ceases to be eligible for

employee coverage under the District's health plan; or c) enrolls in the District's health plan as

an employee or dependent. The District reserves the right to increase the amount of the opt-out

stipend from time to time as it deems necessary. This program shall be discontinued

immediately if it is ever determined that the program is unlawful or inconsistent with applicable

plan terms.

ARTICLE 32. SALARIES

Salaries for full-time professional employees for each school year during the term of this

Agreement shall be as set forth in Appendix E.

Placement on the salary schedule shall be determined in accordance with the following:

32.1. The term ·Bachelor's used in this Agreement shall mean Bachelor's degree with an

Instructional I or Educational Specialist 1 Certificate in the area in which the employee is

employed to perform.

32.2. Bachelor's+ 15 and Bachelor's+ 30 shall mean Bachelor's degree with an Instructional

l or Educational Specialist 1 Certificate with 15 credits actually taken and earned subsequent to

the obtainment of the Bachelor's degree and Instructional l or Educational Specialist 1

Certificate and Bachelor's degree with an Instructional 1 or Educational Specialist l Certificate

30

with 30 credits actually taken and earned subsequent to be the obtainment of the Bachelor's

degree and Instructional 1 or Educational Specialist l Certificate respectively.

32.3. M and M Equiv. Salary Columns

32.3.1. The term Master's (M) shall mean an earned Master's degree in the area in

which the employee is employed to perform.

32.3.2. The term Master's Equivalency (M. Equiv.) shall mean the receipt of a

Master's Equivalency Certificate from the Pennsylvania Department of Education in the

area in which the employee is employed to perform.

32.3.3. The receipt of a Master's Equivalency Certificate shaJl not qualify an

employee to utilize the Master's degree column or any subsequent columns of the salary

schedule, with the following exception:

32.3.3.1. Employees who received a Master's Equivalency Certificate on or

before September 1, 1993 may qualify to utilize the Master's degree and M+ 15

columns.

32.4. M+15, M+30, M+45 and M+60 Salary Columns

The terms M+ 15, M+ 30, M+45 and M+60 shall mean an earned Master's degree with

15, 30, 45 and 60 graduate credits actually taken and earned subsequent to the obtainment of the

Master's degree, respectively, with the following exceptions set forth in Subparagraphs 32.4.1,

32.4.2. and 32.4.3.

32.4.1. Employees with an earned Master's degree shall be permitted to use up to

15 credits earned prior to the Master's degree for the purpose of placement on the salary

schedule at the M+ 15 column if those credits were acknowledged and the employee was

31

placed on the column prior to 1975. However, these credits shall not be utilized or

counted for purposes of placement at the M+30~ M+45 or M+60 salary columns.

32.4.2. For employees with an earned Master's degree, in-service credits or

undergraduate credits shall be used for placement on the salaly schedule only if the I

Credits Committee approves such credits.

A maximum of 15 in-service credits may be approved and used for placement on

the salary schedule.

The Credits Committee shall be composed of six (6) members: three (3) appointed

by the Employer and three (3) appointed by the Association. In all Committee decisions

a majority vote shall be final and binding.

32.4.3. The receipt of a Master's Equivalency Certificate shall not qualify an

employee to utilize the M+ 15 salary columns, with the following exception:

32.4.3.1. Effective September 1, 1993, employees who receive(d) a Master's

Equivalency Certificate on or before September 1, 1993 may qualify to utilize the

M+ 15 salary column provided they have actually taken and earned 15 graduate

credits . subsequent to the receipt of the Master's Equivalency Certificate.

Undergraduate and in-service credits shall not be utilized or counted toward

placement at the M+l5 salary column, nor shall credits earned prior to receipt of

the Master's Equivalency Certificate.

32.4.3.2. Employees who received a Master's Equivalency Certificate on or

before September 1, 1993 and who are placed in the M+ 15 column as per Section

32.4.3.1 can move to the M+ 30, M+45 and M+60 columns only as follows:

a. Employee must achieve an earned Master's Degree subsequent to

placement in the M+15 column AND must earn an additional fifteen (15)

graduate credits for placement in the M+ 30 column;

b. Employee must earn thirty (30) graduate credits subsequent to achieving

the earned Master's Degree for placement in the M+45 column;

32

c. Employee must earn forty-five ( 45) graduate credits subsequent to

achieving the earned Master's Degree for placement in the M+60 column.

32.4.4. The receipt of a Master's Equivalency Certificate shall not qualify an

employee to utilize the M+JO, M+45 or M+6C,salary columns.

32.4.5. The term graduate credit(s) when used in this Agreement shall mean

credits actually taken and earned from an accredited college or university, including

Graduate Educational Workshops (earned subsequent to July 1, 1994), and/or credits

counted toward the fulfillment of the institution's requirements for the granting of an

earned Master's or Doctorate degree. Educational Workshop credits earned between

September 1992 and July 1, 1994 are not counted for lateral movement on the salary

schedule.

32.5. The term Doctorate (D) shall mean an earned Doctorate degree granted by an accredited

college or university in an area in which the employee is employed to perform.

32.6. No employee shall 'be paid a salary which is higher than the last step on the printed salary

schedule (for the normal teacher year).

32.7. For purposes of placement on the salary schedule (Appendix E), employees who have

received a Master' s of Fine Arts (M.F.A.) prior to the ratification of this Agreement shall be

compensated no differently than employees who have received their doctorate (Ed.D.).

32.8. Employees who submit the official transcripts or report card of earned graduate credits

needed for column movement to the District by October 1 shall receive horizontal column

movement on the salary schedule retroactive to the beginning of the school year. Employees

who submit the required transcripts or report card of earned graduate credits needed for column

movement to the District by February 1 shall receive horizontal column movement on the salary

schedule retroactive to the fourteenth (14th) pay period of the school year.

33

ARTICLE 33. PAY PERIODS/DIRECT DEPOSIT

Employees shall be paid bi-weekly over twelve (12) months. Employees shall be paid by

the Employer via direct deposit.

ARTICLE 34. PAYROLL DEDUCTIONS/FAIR SHARE

34.1. The Employer agrees to the following payroll deductions when a signed authorization is

filed with the Business Office of the Employer authorizing such deductions. Requests for

deductions shall be made one (1) month in advance of the beginning date of such deductions.

Deductions shall be limited to the following: (1) United Way (United Fund), (2) Lanco Credit

Union, (3) Approved tax sheltered programs, (4) Association dues, (5) PACE, and (6) Section

125 Health Care Deductions. Elective payroll deductions (e.g., annuities, health insurance, etc.)

shall be made during the first two (2) pay periods in a month. The Employer assumes no liability

in connection with such deductions or remittances, and the Association shall indemnify and hold

harmless the Employer against any and all claims, demands, suits, or other forms of liability

which arise out of or by reason of the deductions. Deductions for numbers (1), (2), (3), (4), (5)

and ( 6) above shall be sent directly to their designated accounts each pay period.

Deductions for approved tax sheltered programs shall only be made for the first two (2)

pay periods of each month. No deducti<;,ns will be taken from the third pay period of any month.

34.2. Fair Share Effective with the 2012/2013 school year, the Manheim Central School

District shall conform to the Fair Share Provision of the laws of Pennsylvania. Each nonmember

in the bargaining unit represented by the Association under the Public Employe Relations Act

shall be required to pay a fair share fee as provided by Act 84 of 1988. The Manheim Central

School District and the Association agree to comply with all the provisions of said law; to that

end, no such deductions of fair share fees shall be withheld via automatic payroll deduction prior

to January 16 of any year.

The Association agrees to extend to all nonmembers the opportunity to join the

Association. Non-members with bona fide religious objections to a fair share fee may direct the

Association to contribute their agency fee to a non-religious charity. The Association's escrow

34

agent shall provide verification of said payment to any affected nonmember once the total

agency fee obligation has been fully satisfied via payroll deduction.

If any legal action is brought against the Manheim Central School District as a result of

any actions it is required to perform by the Association pursuant to this Section, the Association

agrees to provitie for the defense of the Manheim Central School District at the Association's

expense and through counsel selected by the Association.

The Manheim Central School District agrees to give the Association immediate notice of

any such legal action brought against it, and agrees to cooperate fully with the Association in the

defense of the case. If the Manheim Central School District does not fully cooperate with the

Association, any obligation of the Association to provide a defense under this Section shall

cease.

The Association agrees in any action so defended, to indemnify and hold the Manheim

Central School District harmless for any monetary damages the Manheim Central School District

might be liable for as a consequence of its compliance with this Section; except that it is

expressly understood that this save harmless provision will not apply to any legal action which

may arise as a result of any willful misconduct by the Manheim Central School District's failure

to properly perform its obligation under this Section.

ARTICLE 35. DISSEMINATION OF AGREEMENT

The Employer agrees to pay a one-time cost of printing this Agreement for all current

employees. All new bargaining unit members will receive a copy upon employment. The text of

this Agreement will be placed on the Employer's website.

ARTICLE 36. POSTING OF VACANCIES

Absent an emergency, for a period of at least two (2) weeks prior to the filling of a

vacancy, notice of the Employer's intention of filling a professional vacancy shall be distributed

35

to all bargaining unit members via e-mail. Positions will also be posted on the Employer's

website.

ARTICLE 37. INDUCTION STIPEND

Mentor teachers appointed by the Board for the induction program will be paid an annual

stipend of Eight Hundred Dollars ($800). Mentors appointed for part of a year will have their

annual stipends prorated.

ARTICLE 38. INSTRUCTIONAL FACILITATORS

38.1. Instructional Facilitators shall be reimbursed for professional organization(s) relating to

their certification (excluding PSEA, NEA, and MCEA), at the discretion of the Employer.

38.2. Instructional Facilitators may be granted additional tuition reimbursement, at the

discretion of the Superintendent.

38.3. Instructional Facilitators appointed by ,the Board will be paid an annual stipend in

accordance with Appendix G.

38.4. The school district, in its sole discretion, shall determine the nwnber and assignment of

Instructional Facilitator positions.

ARTICLE 39. SECURITY CAMERAS

The sole purpose of the security cameras in and around school district buildings is to

ensure the safety and security of staff and students on district premises. The video surveillance

36

equipment in the District is not intended to be used, and shall not be used, to evaluate bargaining

unit employees.

ARTICLE 40. INCORPORATION OF MEMORANDA OF

AGREEMENTS

The following Memoranda of Understanding (MOUs) already agreed to by and between the

parties to this Agreement and as attached hereto shall remain in full force and effect for the life

of this Agreement:

1. Virtual Academy MOU, dated July 2011 and signed 11/9/2011 by Board President Nancy

Sarley and MCEA President Jonathan Charles;

2. Stipend for Instructional Facilitators MOU, dated May 2012 and signed 5/10/2012 by

Superintendent William Clark and MCEA President Jonathan Charles;

3. Literacy Program/Keystones to Opportunity Grant MOU, dated June 2012 and signed

5/30/2012 by Board President Bryan Howett and MCEA President Jonathan Charles;

4. Back-to-School Night MOU, dated May 2012 and signed 5/30/2012 by Board President

Bryan Howett and MCEA President Jonathan Charles;

5. Small Personal Appliances Usage Fee MOU, dated June 8, 2012 and signed 6/11/2012 by

Board President Bryan Howett and MCEA President Jonathan Charles

6. Release Time for IEP Writing, dated February 11, 2013, signed by Board President Bryan

Howett and MCEA President Louise Anderson.

7. Memorandum of Agreement regarding the High School Schedule, dated February 7, 2013,

signed by Board President Bryan Howett and MCEA President Louise Anderson.

ARTICLE 41. SEPARABILITY

If any provisions of this Agreement or any application of this Agreement to any

employee or group of employees is held to be contrary to law, then such provision or application

37

shall not be deemed valid and subsisting, except to the extent permitted by law, but all other

provisions or applications shall continue in full force and effect.

ARTICLE 42. MODIFICATION

The parties agree that this Agreement represents the entire agreement between the parties

and that it may not be rescinded, altered or changed during the term of this Agreement except by

instrument, in writing, duly executed by both parties.

ARTICLE 43. TERM OF CONTRACT

The provisions of this contract shall remain in .full force and effect from July 1, 2010

until June 30, 2017.

IN WilNESS WHEREOF,. THE BOARD OF EDUCATION OF THE MANHEIM

CENTRAL SCHOOL DISTRICT AND THE MANHEIM CENTRAL EDUCATION

ASSOCIATION HAVE CAUSED THESE PRESENTS TO BE EXECUTED BY THEIR DULY

AUTHORIZED OFFICERS.

Atte~~

Dated: ( / 1-7 ' 2' I~

38

Manheim Central Education Association

By-~){jnrM<J:r­Attest: f?L' ~ Dated: //z l/2o!f

---------l,'-----

APPENDIX A-1 . EXTRACURRICULAR SCHEDULE 2010-2011 THROUGH 2014-2015 SCHOOL YEARS

NO INCREASE FROM 2009-2010 SCHEDULE STEP STEP 1 STEP 2 STEP 3

4STEP 4

ATHLETIC AREAS YEARS (1-6) (7-11) (12-15) (16-19) BASE

CLASS A-FOOTBALL FACTOR=1 $2.222 $2.667 $3,335 $4.224

HEAD COACH 2.00 $4.445 $5,334 $6,669 $8,447

1 ST ASSISTANT 1.S2 $3,378 $4,054 $5,069 $6,420

2ND ASSISTANT 1 .24 $2,756 $3,307 $4,135 $5,237

CLASS B - BASKETBALL, WRESTLING, TRAINER

HEAD COACH 1 .70 $3,778 $4,534 $5,669 $7,180

1 ST ASSISTANT 1 .38 $3,067 $3,680 $4,602 $5,829

2ND ASSISTANT 1 .20 $2,667 $3,200 $4,002 $5,068 ..

ELEMENTARY 0.62 $1,378 $1,653 $2,067 $2,619

CLASS C - BASEBALL, SOFTBALL, HOCKEY, TENNIS, TRACK, SOCCER, SWIMMING, VOLLEYBALL

HEAD COACH 1 .40 $3,111

1 ST ASSISTANT 1 .04 $2,311

2ND ASSISTANT 0.80 $1,778

CLASS D - GOLF CROSS COUNTRY RIFLE CHEERING WEIGHT TRAINING . . • . . HEAD COACH

1ST ASSISTANT

2ND ASSISTANT

CLASS E - ATHLETIC DIRECTOR

HEAD

1 ST ASSISTANT

NON-ATHLETIC AREAS

CLASS A - BAND

SR. HIGH BAND

MIDDLE SCHOOL BAND

BAND FRONT

ASST. BAND FRONT

CLASS B - DRAMA DIRECTOR

DIRECTOR

ASST. DIRECTOR

CLASS C-STUDENT GOVERNMENT/PUBLICATIONS

STUDENT COUNCIL-HIGH SCHOOL

YEARBOOK HEAD-HIGH SCHOOL

YEARBOOK ASSISTANT-HIGH SCHOOL

NEWSPAPER-HIGH SCHOOL

1.00 $2,222

0.75 $1,667

0.40 $889

2.50 $5,556

1 .26 $2,800

1 .86 $4,134

1.00 $2,222

0.75 $1,667

0.40 $889

1 .40 $3,111

0.90 $2,000

1 .20 $2,667

1 .20 $2,667

0.70 $1,556

1 .20 $2,667

39

$3,734 $4,668 $5,913

$2,774 $3,468 $4,393

$2,133 $2,668 $3,379

$2,667 $3,335 $4,224

$2,000 $2,501 $3,168

$1,067 $1,334 $1,689

$6,667 $8,337 $10,559

$3,360 $4,202 $5,322

$4,960 $6,202 $7,856

$2,667 $3,335 $4,224

$2,000 $2,501 $3,168

$1,067 $1,334 $1,689

$3,734 $4,668 $5,913

$2,400 $3,001 $3,801

$3,200 $4,002 $5,068

$3,200 $4,002 $5,068

$1,867 $2,334 $2,957

$3,200 $4,002 $5,068

STEPS

(20+)

$5.335

$10,670

$8,109

$6,615

$9,069

$7,362

$6,402

$3,308

$7,469

$5,548

$4,268

$S,335

$4,001

$2,134

$13,337

$6,722

$9,923

$5,335

$4,001

$2,134

$7,469

$4,801

$6,402

$6,402

$3,734

$6,402

LITERARY MAGAZINE-HIGH SCHOOL 1.20 $2,667 $3,200 $4,002 $5,068 $6,402

VIDEO YEARBOOK-HIGH SCHOOL 1.20 $2,667 $3,200 $4,002 $5,068 $6,402

STIJDENT COUNCIL-MIDDLE SCHOOL 1.00 $2,222 $2,667 $3 335 $4,224 $5,335

MEMORY BOOK-MIDDLE SCHOOL 0.70 $1,556 $1,867 $2,334 $2,957 $3,734

MEMORY BOOK -ELEMENT ARY 0.45 $1,000 $1,200 $1,501 $1,901 $2,401

CLASS D

CHORUS - HIGH SCHOOL 0.80 $1,778 i $2,133 $2,668 $3,379 $4,268

ORCHESTRA - HIGH SCHOOL 0.80 $1,778 $2 133 $2,668 $3,379 $4,268

JAZZ BAND - HIGH SCHOOL 0.50 $1,111 $1 333 $1,667 $2,112 $2,667

CLASS E • SHOWS (Der show)

ORCHESTRA, CHORUS,

ARTWORK, CHOREOGRAPHER o.4s I s1,oool s1,2ool s1.501 I s1,901 I sz,401 I CLASS F

MIDDLE SCHOOL CHORUS 0.75 $1,667 $2,000 $2,501

MIDDLE SCHOOL ORCHESTRA 0.75 $1,667 $2,000 $2,501

MIDDLE SCHOOL JAZZ BAND 0.45 $1,000 $1,200 $1 501

COSTUMES, SCENERY & LIGHTING 0.40 $889 $1,067 $1,334

CLASS G - LIGHTING & SOUND 0.90 $2,000 $2,400 $3,001

APPENDIX A-1. EXTRACURRICULAR SCHEDULE 2015-2016 SCHOOL YEAR

STEP STEP 1 STEP 2 STEP 3 ATHLETIC AREAS YEARS (1-6) (7-11 ) (12-15)

BASE CLASS A-FOOTBALL FACT0R=1 $2,289 $2.747 $3,434

HEAD COACH 2.00 $4,578 $5,493 $6 869

1 ST ASSIST ANT 1.52 $3,479 . $4,175 $5,220

2ND ASSIST ANT 1.24 $2,838 $3,406 ·$4,259

CLASS B BASKETBALL WRESTLING TRAINER - ,, ,,

·HEAD COACH 1.70 $3,891 $4 669 $5,838

1 ST ASSIST ANT 1.38 $3,159 $3,790 $4,739

2ND ASSISTANT 1.20 $2,747 $3,296 $4,121

ELEMENTARY 0.62 $1,419 $1,703 $2,129

$3,168

$3,168

$1,901

$1,689

$3,801

STEP 4 ·

(16-19)

$4,350

$8,700

$6,612

$5,394

$7,395

$6,003

$5,220

$2,697

CLASS C - BASEBALL SOFTBALL HOCKEY TENNIS TRACK SOCCER SWIMMING VOLLEYBALL • , ., ' '

HEAD COACH 1.40 $3,204 $3,845 $4808 $6,090

1 ST ASSIST ANT 1.04 $2,380 $2,856 $3,572 $4,524

2ND ASSISTANT 0.80 $1,831 $2,197 $2,747 $3,480

40

$4,001

$4,001

$2,401

$2,134

$4,801

STEP 5

(20+)

SS.494 $10,989

$8,351

$6,813

$9,340

$7,582

$6,593

$3,406

$7,692

$5.7'14

$4,395

CLASS D - GOLF CROSS COUNTRY RIFLE CHEERING WEIGHT TRAINING ' .

HEAD COACH

1 ST ASSIST ANT

2ND ASSIST ANT

CLASS E - ATHLETIC DIRECTOR

HEAD

1 ST ASSIST ANT

NON-ATHLETIC AREAS

CLASS A - BAND . SR. HIGH BAND

MIDDLE SCHOOL BAND

BAND FRONT

ASST. BAND FRONT

CLASS B - DRAMA DIRECTOR

DIRECTOR

ASST. DIRECTOR

CLASS C-STUDENT GOVERNMENT /PUBLICATIONS

STUDENT COUNCIL-HIGH SCHOOL

YEARBOOK HEAD-HIGH SCHOOL

YEARBOOK ASSISTANT-HIGH SCHOOL

NEWSPAPER-HIGH SCHOOL

LITERARY MAGAZINE-HIGH SCHOOL

VIDEO YEARBOOK-HIGH SCHOOL

STUDENT COUNCIL-MIDDLE SCHOOL

MEMORY BOOK-MIDDLE SCHOOL

MEMORY BOOK-ELEMENT ARY

CLASS D

CHORUS - HIGH SCHOOL

ORCHESTRA - HIGH SCHOOL

JAZZ BAND - HIGH SCHOOL

CLASS E - SHOWS er show)

1.00 $2,289 $2,747

0.75 $1,717 $2,060

0.40 $916 $1 099

2.50 $5,722 $6,867

.! 1.26 $2,884 $3,461

1.86 $4,257 $5.109

l.00 $2,289 $2,747

0.75 $1,717 $2,060

0.40 $916 $1,099

1 .40 $3,204 $3,845

0.90 $2,060 $2 472

1.20 $2,747 $3,296

1 .20 $2,747 $3 296

0.70 $1,602 $1 923

1.20 $2,747 $3,296

1.20 $2,747 $3,296

1.20 · $2,747 $3.296

1.00 $2,289 $2,747

0.70 $1,602 $1,923

0.45 $1,030 $1,236

0.80 $1,831 $2 197

0.80 $1,831 $2,197

0.50 $1,144 $1,373

$3,434 $4,350 $5,494

$2,576 $3,262 $4,121

$1,374 $1 740 $2,198

$8,586 $10,875 $13,736

$4,327 $5,481 $6,923

$6,388 $8,091 $10,219

. $3,434 $4,350 $5,494

$2,576 $3 262 $4,121

$1,374 $1,740 $2,198

$4,808 $6 090 $7,692

$3,091 $3,915 $4,945

$4, 1 21 $5,220 $6,593

$4, 1 21 $5 220 $6,593

$2,404 $3,045 $3,846

$4, 1 21 $5,220 $6,593

$4,121 $5 220 $6,593

$4,121 $5,220 $6,593

$3,434 $4,350 $5,494

$2,404 $3,045 $3,846

$1,545 $1,957 $2,472

$2,747 $3,480 $4,395

.$2,747 $3,480 $4,395

$1,717 $2,1 75 $2,747

ORCHESTRA, CHORUS,

ARTWORK, CHOREOGRAPHER 0.45 $1,030 $1 236 $1,545 $1 957 $2,472

CLASS F

MIDDLE SCHOOL CHORUS 0.75 $1,717 $2,060 $2,576 $3,262 $4,121

MIDDLE SCHOOL ORCHESTRA 0.75 $1,717 $2,060 $2,576 $3 262 $4, 1 21

MIDDLE SCHOOL JAZZ BAND 0.45 $1,030 $1 236 $1,545 $1 957 $2,472

COSTUMES, SCENERY & LIGHTING 0.40 $916 $1,099 $1,374 $1 740 $2,198

CLASS G - LIGHTING & SOUND 0.90 $2,060 $2,472 $3,091 $3,91 S $4,945

41

APPENDIX A-1 . EXTRACURRICULAR SCHEDULE 2016-2017 SCHOOL YEAR

STEP STEP 1 STEP 2 STEP 3

ATHLETIC AREAS

' YEARS

BASE (1-6) (7-11) (12-15)

CLASS A-FOOTBALL FACTOR=l $2,357 $2.829 $3,537

HEAD COACH 2.00 $4,715 $5.657 $7,074

1 ST ASSIST ANT 1.52 $3,583 $4.300 $5,376

2ND ASSISTANT 1.24 $2,923 $3,508 $4,386

CLASS B BASKETBALL WRESTLING TRAINER - .. ,, HEAD COACH 1.70 $4,007 $4,809 $6,013

1 ST ASSIST ANT 1 .38 $3,253 $3.904 $4,881

2ND ASSIST ANT 1 .20 $2,829 $3,394 $4,244

ELEMENTARY 0.62 $1,462 $1,754 $2,193

STEP 4

(16-19)

$4,480 $8,960

$6,809

$5,555

$7,616

$6,182

$5,376

$2,778

CLASS C BASEBALL SOFTBALL HOCKEY TENNIS TRACK SOCCER SWIMMING VOLLEYBALL - .. .. . '• ,.

HEAD COACH 1.40 $3,300 $3.960 $4,952 $6,272.

1 ST ASSIST ANT 1.04 $2,452 $2.942 $3,678 $4,659

2ND ASSISTANT 0.80 $1,886 $2.263 $2,830 $3,584

CLASS D - GOLF CROSS COUNTRY RIFLE CHEERING WEIGHT TRAINING . .. HEAD COACH 1.00 $2,357 $2.829 $3,537 $4,480

1 ST ASSIST ANT 0.75 $1,768 $2.122 $2,653 $3,360

2ND ASSIST ANT 0.40 $943 $1,131 $1,415 $1,792

CLASS E - ATHLETIC DIRECTOR

HEAD 2.50 $5,893 $7.072· $8,843 $11,200

1 ST ASSIST ANT 1.26 $2,970 $3.564 $4,457 $5,645

NON-ATHLETIC AREAS

CLASS A - BAND

SR. HIGH BAND 1 .86 $4,385 $5,261 $6,579 $8,333

MIDDLE SCHbOL BAND 1.00 $2,357 $2.829 $3,537 $4480

BAND FRONT 0.75 $1 768 $2 122 $2,653 $3 360

ASST. BAND FRONT 0.40 $943 $1,131 $1,41 S $1,792

CLASS B - DRAMA DIRECTOR

DIRECTOR 1.40 $3,300 $3,960 $4,952 $6.272

ASST. DIRECTOR 0.90 $2,122 $2,546 $3,183 $4,032

CLASS C-STUDENT GOVERNMENT /PUBLICATIONS

STUDENT COUNCIL-HIGH SCHOOL 1 .20 $2,829 $3 394 $4,244 $5,376

YEARBOOK HEAD-HIGH SCHOOL 1 .20 $2,829 $3.394 $4,244 $5,376

YEARBOOK.ASSIST ANT-HIGH SCHOOL 0.70 $1,650 $1.980 $2,476 $3 136

NEWSPAPER-HIGi SCHOOL 1.20 $2829 $3.394 $4,244 $5,376

LITERARY MAGAZINE-HIGH SCHOOL 1.20 $2,829 $3.394 $4,244 $5,376

VIDEO YEARBOOK-HIGH SCHOOL 1.20 $2,829 $3 394 $4,244 $5,376

42

STEP 5 {20+)

$5 659 $11,317

$8,601

$7,017

$9 620

$7,809

$6,790

$3,508

$7,922

$5,885

$4,527

$5,659

$4,244

$2,263

$14 146

$7 130

$10,525

$5,659

$4,244

$2,263

$7,922

$5,093

$6,790

$6,790

$3,961

$6,790

$6,790

$6,790

STUDENT COUNCIL-MIDDLE SCHOOL 1.00 $2,357 $2,829 $3,537 $4,480 $5,659

MEMORY BOOK-MIDDLE SCHOOL 0.70 $1,650 $1,980 $2,476 $3,136 $3,961

MEMORY BOOK-ELEMENT ARY 0.45 $1,061 $1,273 $1,592 $2,016 $2,546

CLASS D

CHORUS - HIGH SCHOOL 0.80 $1,886 $2 263 $2,830 $3,584 $4,527

ORCHESTRA - HIGH SCHOOL 0.80 $1,886 $2 263 $2,830 $3,584 $4,527

JAZZ BAND - HleH SCHOOL 0.50 $1,179 $1,414 $1,769 $2,240 $2,829

CLASS E - SHOWS (per show)

ORCHESTRA, CHORUS,

ARTWORK, CHOREOGRAPHER 0.4s I s1,os1 I s1,213 I s1.ss2 I s2,016 I s2,s4s I CLASS F

MIDDLE SCHOOL CHORUS 0.75 $1,768 $2,122 $2,653 $3,360

MIDDLE SCHOOL ORCHESTRA 0.75 $1,768 $2,122 $2,653 $3,360

MIDDLE SCHOOL JAZZ·BAND 0.45 $1,061 $1,273 $1,592 $2,016

COSTUMES, SCENERY & LIGHTING 0.40 $943 $1,131 $1,415 $1,792

CLASS G - LIGHTING & SOUND 0.90 $2,122 $2,546 $3,183 $4,032

APPENDIX A-2. EXTRACURRICULAR, MANAGERS -GAME CONTROL - INTRAMURALS - CLASS ADVISORS

SENIOR HIGH-PER EVENT 2010-2011 THROUGH 2016-2017

FOOD STAND MANAGER $166.00

ASSISTANT MANAGER $136.00

2ND ASSISTANl $116.00

PHOTOGRAPHER $90.00

GAME CONTROL-PER EVENT

GAME MANAGER (FB)

TIMERS

SCORERS

JUDGES

PROCTORS

TICKETS

GAME MANAGER (WINTER)

JR. HIGH SCHOOL GAME CONTROL-PER EVENT

$110.00

$57.00

$57.00

$57.00

$52.00

$52.00

$67.00

TIMERS $52.00 1--- - - --a..c:..:::.;...;;..;;.._ ___ --I

SCORERS $52.00 1-------"'-'~;_::__-----1

PROCTORS $59.00 1---------'-----------1

INTRAMURALS $23.00 ......__ ___ --:..;::..::..:..;;..;;.._ ___ __,

43

$4,244

$4,244

$2,546

$2,263

$5,093

CLASS ADVISORS

SENIOR 1-------'$:...:l_,_, 1:..:,5:.::0c:..:.O:..:O:..._ ___ --;

JUNIOR 1-------=-$'--71'--0'--'."-oo=-----------'

SOPHOMORE ..._ ____ .:..$'--7'--1 Oc.c·.:..00=-----------'

FRESHMAN ..._ ____ .:..$'--7'--1 Oc.c·.:..00=-----------'

OTHER AREAS

CURRICULUM (PER HOUR)

KINDERGARTEN (PER HOUR)

NURSES (PER HOUR)

FUTURE FARMERS OF AMERICA (FFA) ADVISOR

YOUNG FARMERS

MODEL UNITED NATIONS

NATIONAL HONOR SOCIETY

MCC ADVISOR

QUIZ BOWL

ENVIROTHON TEAM

MATH COUNTS

JR ENGINEERING & TECHNOLOGY SOCIETY

BUILDING TECHNOLOGY FACILITATOR

ODYSSEY OF THE MIND

AMNESTY INTERNATIONAL

FUTURE EDUCATORS OF AMERICA

SCIENCE FAIR ADVISOR

SCHOLASTIC ARTS

STRING ENSEMBLE

CHANDSODIE

$45.00

$45.00 I

$45.00

$1,540.00

$1,540.00

$1,025.00

$743.00

$575.00

$575.00

$575.00

$575.00

$575.00

$575.00

$575.00

$575.00

$575.00

REFER T.O NOTES IN A-4

REFER TO NOTES IN A-4

$575.00

$575.00 Extra Duty contract calculation is made using the lesser of the teacher's per diem rate or the

per diem rate of the Bachelor Step 7 Salary for that contract year.

44

APPENDIX A-3. EXTRACURRICULAR EXTENDED SEASON PAY- (2010-2017)

FOOTBALL (per week) CROSS COUNTRY (per week)

HEAD COACH. $500 HEAD COACH

ASSISTANTS $275 DISTRICt MEET $100

.STATE MEET $150

BASKETBALL (per game)

HEAD COACH $150 TENNIS

ASSISTANTS $115 HEAD COACH

TEAM

WRESTLING (per week) LEAGUE (per match) $100

HEAD COACH DISTRICT (per match) $150

( 1 OR 2 WRESTLERS) $150 STATE (per match) $200

(3 OR 4 WRESTLERS) $200 INDIVIDUAL

( 5 OR MORE WRESTLERS) $250 DISTRICT MEET - SINGLES (per week) $150

ASSISTANT COACH DISTRICT MEET - DOUBLES (per week) $150

(1 OR 2 WRESTLERS) $115 STATE MEET - SINGLES (per week) $200

(3 OR 4 WRESTLERS) $165 ST A TE MEET - DOUBLES er week $200

(SOR MORE WRESTLERS) $215

GOLF (per week)

BASEBALL AND SOFTBALL (per game) HEAD COACH

HEAD COACH $120 DISTRICT TOURNAMENT $120

ASSIST ANT COACH $90 STATE TOURNAMENT $150

FIELD HOCKEY / SOCCER / VOLLEYBALL (per I CHEERLEADING (eer weekl $100 I game)

HEAD COACH $150

ASSISTANT COACH $115 BAND (per event)

BAND DIRECTOR $150

TRACK/SWIMMING (per week) BAND FRONT ADVISOR $75

HEAD COACH ASST. BAND FRONT ADVISOR $50

( 4 OR LESS QUALIFIERS) $150 DISTRICT BAND $150

( 5 - 9 QUALIFIERS) $200 STATE BAND $200

( 1 0 OR MORE QUALIFIERS) $250

ASSISTANT COACH ORCHESTRA (per event)

( 4 OR LESS QUALIFIERS) $150 DISTRICT ORCHESTRA $150

( 5 - 9 QUALIFIERS) $150 ST ATE ORCHESTRA $200

(10 OR MORE QUALIFIERS) $150

CHORUS (per event)

DISTRICT CHORUS $150

ST A TE CHORUS $200

45

APPENDIX A-4 EXTRA-CURRICULAR POSITION LISTING

I ATHLETIC AREAS

CLASS A FOOTBALL

HEAD COACH (1) I

1°' ASSISTANT* (4) 2"u ASSISTANT ** (2)

* The Middle School Head Coach is listed as a 1st Assistant * • One 2nd Assistant at each level

CLASSB BASKETBALL BASKEIBALL WRESTLING

(BOYS) (GIRLS) HEAD COACH (1) (1) (1) 1°' ASSISTANT* (2) (2) (2) 2"u ASSISTANT (2) (2) (1)

DEVELOPMENTAL** (1) (1) (0) * The Middle School Head Coach is listed as a 1st Assistant ** was oreviouslv titled ELEMENTARY

CLASSC BASEBALL SOFTBALL HOCKEY

HEAD COACH (1) (1) (1)

1 °' ASSIST ANT (1) (1) (2) 2"u ASSISTANT (0) (0) (2)

CLASSC TENNIS TRACK* SOCCER (GIRLS) (BOYS)

HEAD COACH (1) (1) (1)

1 °' ASSIST ANT •• (1) . (2) (2) r- ASSISTANT (0) (2) (2)

• Track 1st and 2"0 Assistants are one per gender

TRAINER

Contracted (1 (0 (0

TENNIS (BOYS)

(1)

(0) (0)

SOCCER (GIRLS)

(1) (0) (0) )

•• The Middle School Head Coach is listed as a 1st Assistant for Boys and Girls Soccer

CLASSC SWIMMING VOLLEYBALL VOLLEYBALL

(BOYS) (GIRLS) HEAD COACH (1) (1) (1)

1°' ASSISTANT (1) (1) (1)

r- ASSISTANT (0) (0) (0)

46

CLASSD GOLF CROSS RIFLE

COUNTRY HEAD COACH (1) . (1) (I) l ;:j1 ASSISTANT (0) (0) (0) 2rw ASSISTANT (0) (0) (0)

CLASSD ' I CHEER CHEER WEIGHT (FALL) {WINTER)

HEAD COACH (1) (1 ) (1)

1 ~• ASSIST ANT • (2) (2) (0) t ·"V ASSIST ANT (0) (0) (0)

• The Middle School Head Coach is listi~d as a 1151 Assistant

CLASSE ATHLETIC DIRECTOR

HEAD COACH (J)

1~' ASSISTANT• (0) 2NU ASSISTANT (0)

I NON-ATHLETIC AREAS

CLASS.A HS.BAND DIRECTOR (1)

MS BAND DIRECTOR (1)

BAND FRONT• (2)

ASSISTANT BAND (2) • These positions may be combined in pairs (one at FRONT • each level - Band Front and Asst Band Front) and

divided by more than 2 individuals. The salary is ealcu)ated based on each person's percentage and placement on the step scale.

CLASSB (1) per listed position

CLASSC (I) per listed position

CLASSD (1) per listed position

CLASSE (1) oer listed position, per show

CLASSF (1) per listed position

CLASS G (l} per listed oosition

47

I MANAGERS, GAME CONTROL, INTRAMURALS, CLASS ADVISORS

HIGH SCHOOL (ner event) FOOD STAND MGR (1) ASSISTANT MANAGER (1)

r- ASSISTANT (1) t PHOTOGRAPHER (1) ANNOUNCER (1)

GAME CONTROL As assigned bv Athletic Director, per event

CLASS ADVISORS (2) per High School class

OTHER AREAS ( 1) per listed position with the following exceptions

TECH FACILITATORS (12): 2 per Elementary School and 3 for each of the High School and Middle School

SCIENCE FAIR ADVISORS: $1,050 per grade at the Middle School, divided by the staff and desi011ated by the Principal

SCHOLASTIC ARTS: $575 divided equally.by 3 at the High School and 1 ( grades 7 /8) at the Middle School

Beginning with the 2011-2012 school year, the School District shall have discretion to decide the nwnber of paid advisor/facilitator positions set forth herein.

48

APPENDIX B

HEAL TH INSURANCE AND RELATED BENEFITS

1. The District shall offer a point of service (POS) plan to its eligible employees. The terms of the

plan and employee contributions are outlined on the attached charts.

2. The District reserves the right to change insurers/provider networks or third-party administrators

during the term of the Agreement, provided equivalent benefits remain available.

3. In the event the District offers more than one health care plan in the future, and participation in

any plan falls below 15% of the MCEA membership for any contract year, the District has the right to

terminate that plan during the subsequent contract year.

4. Consistent with federal tax law, retirees shall no longer have the option of applying the value of

their retirement bonus toward MCSD health coverage beyond retirement. Consistent with the School Code,

retirees who are covered or eligible to be covered as an employee or dependent under any other employer­

provided health plan shall not be eligible for coverage under any MCSD health insurance program.

5. As provided in Sections 31.3 and 31.4, the District will continue to reimburse employees for

certain unreimbursed medical, vision and dental expenses. However, the District may require that these

amounts be provided through the Section 125 plan as permitted by law.

49

MEDICAL PLAN SCHEDULE OF BENEFITS

Point of Service (POS) Plan In-Network Out-of-Network

Claim Forms I. No y~ Pre-Admission (In-Patient)

• Pre-Certification Responsibility Physician Patient

Annual Deductible

• IndividuaVFamily $0 lndi\'/$0 Family EfI. 7/1/10

$200 lndiv/$400 Family Etf; l/lil3 $400 Indiv/$800 Family

$250 lndiv/$500 Family Eff. 1/1/14

Co-Payment Annual Out-Of-Pocket max

including Deductible SO lndivt$0 Family Eff. 7/1/10

* Individual/Family $200 lndiv,'$400 Family Eff. 1/1/13 80%-20% to $2,000 = $400

$250 Indiv/$500 Family Eft'. l/l/14 $700 Indiv:'$1,400 Famil}'

Family Practice Physician Office Visits $10 co-pay Eft~ 7/1/10 Deductible

$15 co-pay Eff. l/ 1/ 13 80%-20%

$20 co-pa:y Eff. 1/1 /15

Specialist Physician Office Visits $15 co-pay Eff. 7/1/10 Deductible $25 co-pay Eff. 1/1/13

30° ....... 20% $30 co-pay Eff. 1/lil 5

Well Child Care from Birth Covered in Full as per ACA

Deductible

80%-20% Childhood Immunizations

Covered in Full as per ACA No deductible

80%-204!' Routine Physical Exams Unle&S covered in Full by ACA. Deductible

$1 0 co-pay Eff. 711/10

$15 co-pay Eff. 1/1113 80<?·i,-20% $20 co-pay Eff. 1/1115

Routine Annual Pap & Pelvic Exam Deductible

Routine mammograms - over age 50, 1 per Covered in Full as per ACA 80%-20~0

year unless ACA says otherwise

Surgical Services and Anesthesia Covered in Full after Deductible Dedu~ible ..

80~·G~20%

Birthing Facility and Outpatient Surgical Covered in Full after Deductible Deductible

Facility Charges 80~~2fY%

X-Ray & Lab (including diagnostic) Covered in Full after Deductible Dedudible

S~o-20%

Pre-Admission Testing Deductible Covered in Full after Deductible

80%-20%~

50

In-Hospital Services (including hospital

incidentals)

Emergency Accident Services at Hospital ,!

Emergency Out-Patient Sickness

Urgent Care Visit Co-Pays

Lifetime Maximum

Prescription Drugs

Generic

Brand F ormulary Brand Nqn-Formulary

Point of Service (POS' Plan In-Network Out-of-Network

Covered in Full after Deductible

$25 co-pay Eff. 7 /1/10

$35 co-pay Eff. lil/13 $50 co-pay Eff. l/V15

waived if admitted

$25 co-pay Eff. 7/1/10

$35 co-pay Eff. 1/1/13 $50 co-pay Eff. 1/1/15

$100 CO-pa} Fff. l /1 /16

wai"ed if admitted

Deductible

80%-20%

Subject to Specialist Visit Copay, unless noted otherwise below

$50 co-pay Eff. 1/1/16

Unlimited

Retail Pre~-ription Drugs will he subject to the copays, tenn'> and conditions set

forth in the prior Collective Bargaining Agreement through December 3 L

2012.

Effective January 1. 2013, one retail prescription is limited to a 30-day supply

or I 00 wiit do5e, whichever if! greater

Eff. 1/1/13 Generic $5 co-pay; Brand Fonnulary $25 co-pay;

Brand Non-Fonnulat) $50

Mail Service for 90 Day Maintenance Drugs

Mail Order Prescription Drugs will be r.ubJect to the copays, tennis and conditions set forth in the prior Collective Bargaining Agreement through

December 31, 2012.

Effective January 1, 2013. any one mail service prec;;cription is limited to a 90-

day supply or three time8 the retail prescription sup.ply/dose, whichever is

greater.

Eff. l/lil3 Generic $10 co-pay: Brand Formulary $50 co-pay;

Brand Non-Fonnulary $50

51

MENTAL HEAL TH AND CHEMICAL DEPENDENCY CARE

Mental Health Services Coinsurance or Co-Pav

Benefit Maximum In-Network Out-of-Network I

Inpatient Services (for acute short-term Unlimited

conditions) 100% 80%-UCR

Outpatient Services (for crisis intervention and treabnent of conditions responsive to short-term therapy. Outpatient services include psychological testing when it relates Unlimited to the formulation of a treabnent plan)

Individual Therapy $15 Co-Pay 80%- UCR Group Therapy $10 Co-Pay 80%-UCR

Medication Checks $5 Co-Pay 80%- UCR Unlimited Visits

Chemical Dependency Coinsurance or Co-Pay

Benefit Maximum In-Network Out-of-Network

Inpatient Detoxification 100% 80%- UCR Unlimited

Non-Hospital Residential Treabnent 100% 80%- UCR Unlimited (for rehabilitation and counseling)

Outpatient Services $15 Co-Pay 80%-UCR Unlimited

52

MONTHLY EMPLOYEE CONTRIBUTIONS FOR COVERAGE

Contract Year POS Medical Plan

Single Two-Party Family

2010-2011 $25 $74 $120

2011-2012 $25 $74 $120

2012-2013 $25 $74 $120

2013-2014 $65 $105 $150

The monthly employee contributions for coverage shall become effective July I of the applicable contract year noted above. Effective July 1, 2014, the employee premium share contributions from the prior year shall increase or decrease by the same percentage increase or decrease experienced by the District's plan when comparing the prior year's "expected" pseudo rates against the current year's "expected" pseudo rates as provided by the Employee Health Care Consortium. Said change in the employee premium share contributions shall become effective July 1st during each year of the Agreement.

53

APPENDIXC

INCOME PROTECTION BENEFITS

The School District shall provide income protection benefits for total disability resulting from

accidental bodily injury or sickness to full-time professional employees, subject to the following

conditions: t

1. The member of the bargaining unit must have completed one (1) year of continuous

service with the District.

2. Benefits shall begin on the first (1 !It) day after the exhaustion of sick leave, but not before

the thirty-first (31 st) day of continuous total disability.

3. (a) Benefits shall be payable for a maximum of two (2) years for continuous total

disability resulting from sickness.

(b) Benefits shall be payable for a maximum of five (5) years for continuous total

disability resulting from accidental bodily injury.

(c) The maximums stated above are lifetime maximums. This benefit is ·not

cumulative and is not a recurring benefit. It can be used for different periods of disability during different

school years but the total usage of income protection benefit payments by one Employee cannot exceed

the maximums stated above.

4. Benefits shall be paid monthly at the rate of two-thirds (2/3 - 66 2/3%) of employee's

salary at the date of total disability.

5. (a) The amount of monthly benefit will be reduced by any disability income the

employee may receive under the Federal Social Security Act, including any benefits provided for

dependents, any Workmen's Compensation Laws and any benefits ·paid or payable from the Public

School Employee's Retirement System of Pennsylvania or any other retirement plan contributed to by the

Employer.

ln no event shall the total monthly benefit, when added to all other

disability income, exceed an amount equal to two-thirds (2/3 = 66 2/3%)

gross monthly salary prior to the date total disability commenced.

54

6.

The amount of the monthly benefit shall be calculated as follows: two-thirds (2/3 - 66

2/3%) of total salary less (-) any compensation such as (Workmen's Compensation+

Statutmy Disability Plans + Social Security Payments + Pension Plans + Wages from

other employers)= Income Protection Payment.

(IJ) Example: Employee's salary= $1,000/month Workmen's Compensation, Pension Plans, etc.= $300/month Calculation (2/3 x 1000) - (300) = Income Protection Payment $666.67 - $300 = $366.67/month

(c) The Income Protection Payment is set at a minimum of $50.00/month.

(a) Employees who became disabled while on an unpaid leave of absence shall not

be covered under this provision.

(b) Benefits are not payable beyond an Employee's retirement date;

(c) Benefits shall not be paid for any disability arising from an injury which was

incurred while the Employee was engaged in remunerative work unrelated to school duties.

(d) Benefits shall not be paid for any day(s) for which the Employee would not have

normally been paid;

7. (a) An Employee seeking benefits must submit written certification by a health care·

_ provider (as defined in FMLA regulations) that he/she is disabled from work, which certification must

indicate the nature of the disability, the date it began (or the expected date it will begin), and the expected

date it will end.

(b) The Employee must also submit a written cenification from a health care

provider at the end of the disability period, stating that he/she is no longer disabled and is able to return to

work.

(c) The District may reasonably require the Employee to submit physician's

statements from his/her health care provider during the period of disability as to the status of the disability

and the Employee's continuing need for leave.

(d) Before granting this benefit, the District may require the Employee to receive a

physical examination from a health care provider of the Employer's choosing to verify that the Employee

is unable to work.

55

APPENDIXD

EMPLOYEE DENTAL INSURANCE

The employer shall pay dental insurance premiums for all professional employees. Such insurance shall provide the following coverages:

A. Diagnostic Includes visits, examinations, diagnosis, consultations, and necessary x-rays.

B. Preventive Includes prophylaxis (teeth cleaning), application of fluoride solutions to retard dental decay

C. Restorative Include amalgam, synthetic porcelain and plastic fillings, gold fillings, and crowns when teeth cannot be restored with a filling material.

D. Oral Surgery Provides for extractions and other oral surgical procedures, including pre-operative and post-operative care.

E. Endodontics Provides pulp therapy and root canal.

F. Non-Surgical Periodontics Provides necessary services for detecting and eliminating diseases affecting supporting structures of the teeth.

G. Surgical Periodontics Includes necessary procedures for treatment of the tissue supporting the teeth in care patterns Type ill and IV (surgical).

H. Prosthodontics Includes necessary procedures for replacement of missing teeth by construction or repair of bridges and partial or complete dentures.

Dental Treatment Costs

Paid by Paid by Carrier Patient

100% 0%

100% 0%

100% 0%

80% 20%

80% 20%

80% 20%

80% 20%

50% 50%

The payments for treatment performed by either participating or non-participating dentists will be made based on the UCR maximum, the same maximum for both dentists.

MAXIMUM-- $1,300 per calendar year, per person.

56

Steps faun ~ In Contract 17 1 16 2 15 3 14 4 13 5 12 6 11 1 10 8 9 9 8 10 7 11 6 12 5 13 4 14 3 15 2 16 1 17

Top 18

Note: In 2010-2011, there applicable, will be granted.

B B+15 40,538 41,815 41,019 · 42,292 41,418 42,682 42,319 43,571 43,177 ·.4 .. ,415 44,105 ;46,336 45,656 ·46,895 47,209 48,452 48,759 60,014 50,345 51,606 51,986 53,235. 53,734 65,000 55,489 56,767 57,455 . 58,7'.46 59,225 60,429 61,612 82,948. 63,543 64,878'' 66,978 i7,975.

APPEND[XE

SALARY SCHEDULES

8+30 43,105 43,575 43,958 44,833 45,666 46,572 48,139 49,707 51,273 52,875 54,511 56;281 58,056 60,045 61,754 64,291 66,223 68,974

Manheim Central 2010-2011

ME M 43,522 45,163 43,989 45,617 44,387 45,981 45,237 46,832 46,063 47,642 46,964 48,528 48,530 50,105 60,099 51,677 51,685 53,253 53,286 54,859 154,903 58,507 66,870 58,272 58,447 60,061 60,437 62,062 82,152 63,808

· 84,690 86,362 66,619 68,295 69,352 70,651

M+15 M+30 M+45 M+60 D 46,832 48,517 50,214 51,239 51,925 47,276 48,949 50,637 51,682 52,335 47,627 49,284 50,957 51,c982 52,643 48,457 50,096 51,748 52,773 53,416 49,246 50,866 52,499 53,524 54,147 50,120 51,726 53,343 54,368 54,973 51,702 53,315 54,938 55,963 56,576 53,282 54,906 56,536 57,561 58,182 54,864 56,493 68,133 59,158 59,788 56,481 58,117 59,765 60,790 61,424 58,137 59,781 61,439 62,464 63,110 69,903 61,545 63,203 64,228 84,872 61,701 63,358 65,022 66,047 66,706 83,715 65,381 67,062 68,087 68,754 85,492 67,189 68,902 69,927 70,627 68,069 69,787 71,518 72,543 73,263 70,001 71,717 73,447 74,472 75,192 72,%74 73,908 75,559 76,584 77,218

shall be no step 'movement permitted; however, column movement retroactive to July 1, 2010, where

Steps Erom ~ In Contract B ·. 8+15 B+30 17 1 40,536 41,815 43,105 16 2 41,019 42;2,2 · 43,575 15 3 41,418 4~,682. 43,958 14 • 42,319 43,Srt 44,833 13 5 43,177 · 44,41S 45,666 12 6 44,105 . AS,336 46,572 11 7 45,656 4!1,,895 48,139 10 8 47,209 . ~~ •. 452 49,707 9 9 48,759 50,014 51,273 8 10 50,345 • 151,606 52,875 7 11 51,966 . 53;235 54,511 6 12 53,734 . 55,000 56,281 5 13 55,4&9 . ss;t61. 58,056 41 14 57,455. '18,746 60,045 3 15 59,225 .. ·~d;429 61,754 2 16 61,612 :.:.~2.;945 64,291 1 17 63,543 . · 1$4;878, 66,223

Top 18 66,978 67,.975 68,974

Manheim Central 2011-2012

ME M 43,522 45,163 43,939 45,617 44,367 45,981 45,237 46,832 46,063 47,642

. 46,964 48,528 48,530 50,105 60,099 51,677 51,665 53,253 53,266 54,859 54,903 56,507 56,670 58,272 58,447 &o,oe1 80,437 62,062 62,152 63,808 64,690 66,362 66,619 68,295 69,352 70,651

M+15 46,832 47,276 47,627 48,457 49,246 50,120 61,702 53,282 54,864 56,481 58,137 59,903 61,701 63,715 85,492 68,069 70,001 72,274

.,

M+30 M+45 M+60 D 48,517 50,214 51,239 51,925 48,949 50,637 51,662 62,335 49,284 50,957 51,982 52,643 50,096 51,748 52,773 53,416 50,866 52,499 53,5N 54,147 51,725 53,343 54,366 54,973 53,315 54,938 55,963 56,576 54,905 56,536 57,561 58,182 56,493 68,133 59,158 59,788 58,117 59,765 80,790 81,424 59,781 61,439 62,464 63,110 61,545 63,203 64,228 64,872 63,358 65,022 66,047 66,706 65,381 67,062 68,087 68,754 67,189 68,902 69,927 70,627 69,787 71,518 72,543 73,263 71,717 73,447 74,472 75,192 73,908 75,559 76,584 77,218

Note: In 2011-2012, step and colunih r:no~ement shall be granted, where applicable, retroactive to July 1, 2011. Employees already on Step 18 in 2010-2011 will receive a one-tiriie off-scale increase of $1,000.00 in 2011-2012, retroactive to July 1, 2011.

. '

58

Manheim Central 2012-2013

f~

Steps Erom ' . ~ ~, .

~ la Contract B 8+15 B+JO ME .M M+15 M+JO M+45 M+60. D 17 1 41,704 ·42,959 44,227 44,631 46,967 48,617 50,279 51,957 52,994 53,649 16 2 41,851 43,106 44,374 44,778 47,114 48,764 50,426 52,104 53,141 53,796 15 3 41,998 43,253 44,521 44,925 47,261 48,911 50,573 52,251 53,288 53,943 14 4 42,637 . 43,884 45,142 45,543 47,867 49,503 51,154 52,818 53,854 54,498 13 5 43,247 44,485 45,736 46,133 48,445 50,068 51,706 53,358 54,395 55,025 12 6 44,175 45,406 46,642 47,034 49,331 50,942 52,565 54,202 55,239 55,851 11 7 45,726 46;965 48,209 48,600 50,908 52,524 54,155 55,797 56,834 57,454 10 8 47,279 48,522_ 49,777 50,169 52,480 54,104 55,745 57,395 58,432 59,060 9 9 48,829 50,064 51,343 51,735 54,056 55,686 57,333 58,992 60,029 60,666 8 10 50.,415 :51,676 52,945 53,336 55,662 57,303 58,957 60,624 61,661 62,302 7 11 52,036 53,305 54,581 54,973 57,310 58,959 60,621 62,298 63,335 63,988 6 12 53,804 55,070 56,351 56,740 59,075 60,725 62,385 64,062 65,099 65,750 5 13 55;559 . 56,837 58,126 58,517 60,864 62,523 64,198 65,881 66,918 67,564 4 14 57,525 58,816 80,115 60,507 62,865 64,537 66,221 67,921 68,958 69,632 3 15 59,295 60,499 .. 61,824 62,222 64,611 66,314 68,029 69,761 70,798 71,505 2 16 61,682 63,016 64,361 64,760 67,165 68,891 70,627 72,377 73,414 74,141 1 17 63,613 64,948 66,293 66,689 69,098 70,823 72,557 74,306 75,343 76,070

Top 18 67,048 68,045 69,044 69,422 71,454 73,096 74,748 76,418 77,455 78,096

Note: In 2012-2013, step and column movement shall be granted, where applicable, retroactive to July 1, 2012.

59

Emm ~ 17 16 15 14 13 12 11 10 9 8 7 6 5 4 3 . 2 1

Top

Note:

Steps

In Contract B · B+16 1 42,498 43,740 2 42,645 43,887 3 42,792 44,034· 4 42,939 44,181 5 43,313 44,551 · 6 44,241 45,,472··. 7 45,792 .47,031: 8 47,345 41;ses 9 48,895 50,150

10 50,481 51,742 · 11 52,102 53,371 12 53,870 55,136 . · 13 55,625 56,903 ,· 14 57,591 58,882 .· 15 59,361 80,565 .· 16 61,748 63,082 17 63,679 65,014 18 67,114 88,11'1

8+30 44,995 45,142 45,289 45,436 45,802 46,708 48,275 49,843 51,409 53,011 54,647 56,417 ·sa,192 60,181 61,890 64,427 68,359 69,110

Manheim Central 2013-2014

ME M 45,394 48,411 45,541 48,558 45,688 48,705 45,835 48,852 46,199 49,210 47,100 50,096 48,866 51,673 50,235 53,245 51,801 54,821 53,402 56,427 55,039 58,075 56,806 59,840 58,583 61,629 80,573 63,630 82,288 65,376 84,828 67,930 88,755 69,863 89,488 72,219

M+16 M+30 M+45 60,057 51,720 53,395 50,204 51,867 53,542 50,351 52,014 53,689 50,498 52,161 53,836 50,860 52,507 54,176 51,724 53,366 55,020 53,306 54,956 56,815 54,886 56,546 68,213 56,468 58,134 59,810 58,085 59,758 81,442 59,741 61,422 83,116 81,507 63,186 64,880 83,305 64,999 66,899 85,319 67,022 88,739 87,096 68,830 70,579 89,873 71,428 73,195 71,605 73,358 75,124 73,878 75,549 77,236

In 2013-2014, step and column movement shall be granted, where applicable, effective July I, 2013.

60

M+60 D 54,443 55,087 54,590 55,234 54,737 55,381 54,884 55,528 55,224 55,861 58,068 58,687 57,683 58,290 59,261 59,896 60,858 81,502 62,490 63,138 64,164 64,824 65,928 88,586 67,747 68,420 69,787 70,468 71,627 72,341 74,243 74;977 76,172 76,906 78,284 78,932

.~

Manheim Central 2014-2015

Per Column Increase

Steps Emm ~ In.!:Wl1alel B · B+15 8+30 ME M M+15 M+30 M+45 M+60 D 17 1 42,789 44,027 46,278 45,676 49,359 51,016 52,689 54,376 55,436 56,078 16 2 42,936 44,174 45,425 45,822 49,508 51,163 52,836 54,523 55,582 56,225 16 3 43,083 44,321 46,572 45,989 49,653 51,310 52,983 54,670 55,7211 56,372 14 4 43,230 44,468 45,719 46,116 49,800 51,457 53,130 54,817 55,876 56,519 13 5 43,377 44,615 45,866 46,263 49,947 51,804 63,277 54,964 56,023 56,668 12 6 44,305 45,536 46,772 47,184 50,833 52,478 54,138 56,808 56,867 57,492 11 7 45,856 47,095 48,339 48,730 52,410 54,060 55,726 57,403 58,462 59,095 10 8 47,409 .48,652 49,907 50,299 53,982 55,640 57,316 69,001 60,060 60,701 9 9 48,959 50;214 51,473 51,866 55,558 57,222 68,904 60,698 61,657 62,307 8 10 50,545 51,806 53,075 53,468 57,154 58,839 60,528 62,230 63,289 63,943 7 11 52,166 53,43~ 54,711 55,103 58,812 60,495 82,192 63,904 84,963 65,629 8 12 53,934 55~200 58,481 56,870 60,577 62,261 63,956 65,668 66,727 67,391 5 13 55,689 · 56;967 58,2~ 58,647 62,366 64,059 65,769 67,487 68,546 69,225 4 14 57;655 58,946 60,245 60,837 64,387 66,073 87,792 89,527 70,586 71,273 3 15 59,425 , 60,629 &U54 62,362 66,113 67,850 69,600 71,367 72,428 73,146 2 18 61,~12 .63,14;6 84,491 64,890 68,667 10;427 72,198 73,983 75,042 75,782 1 17 63,743 65,078 68,423 66,819 70,600 72,359 74,128 75,912 76,971 77,711

Top 18 67,178 68,175 69,174 69,552 72,958 74,632 76,319 78,024 79,083 79,737

Note: In 2014-2015, step and column movement shall be granted, where applicable, effective July 1, 2014.

61

Manheim Cenbal

2015-2016

Step1 14-15 15-16 a• 8+15 B'.1-30 ME M M+15 M+30 M+45 M+60 D

1 1 45,009 46,153 47..249 47,635 51,146 53,003 154,874 56,767 58,354 59,719 2 2 45,156 48,300 47,398 47,782 51,293 53,150 55,021 56,914 58,501 59,868 3 3 45,303 46,447 ,.47,$43 47,929 51,440 53,297 55,188 57,061 58,648 60,013 4 4 45,450 46,594 47,~90 48,078 51,587 53,444 156,3115 57,208 58,795 60,160

s 5 45,597 46,741 47,837 48,223 51,734 53,591 55,482 57,355 58,942 60,307 6 6 46,525 47,682 48,743 49,124 52,620 54,465 156,321 58,199 59,786 61,133

7 7 49,221 · 150,310 50,690 54,197 56,047 57,911 59,794 61,381 62,736 8 8 50,778 51,878 52,259 55,769 57,627 59,501 61,392 62,979 64,342 9 9 52,340 53,444 53,825. 57,345 59,209 61,089 82,989 64,576 65,948

10 10 53,932 55,048 55,426 58,951 60,826 82,713 64,621 68,208 67,584

11 11 55,561 56,882 57,063 60,599 82,'482 64,377 66,295 67,882 69,270 12 12 57,326 58,452 58,830 82,364 64,248 68,141 68,059 69,646 71,032

13 13 59,093 80,227 80,607 64,153 66,046 87,950 69,871 71,458 72,851

14 14 60,986 62,124 62,505 66,057 67,957 89,885 71,795 73,381 74,779

15 115 62,669 83,833 84,220 67,803 69,734 71,871 73,617 75,204 76,618 16 18 64,834 66,009 88,397 69,988 71,930 73,878 75,833 77,419 78,844 17 17 66,703 67,878 68,264 71,857 73,799 75,746 77,700 79,287 80,712 18 18 69,163 70,163 70,539 · 73,941 75,841 77,748 79,661 81,247 82,628

• Effective July 1, 2015, there are no steps 7 through 18 In the Bachelor's column of the salary schedule; .said steps shall be deemed "closed" in the Bachelor's column during the term of this Agreement. Any employee who reaches step six (6) of the Bac;helor'a column wlll not move beyond that step in subsequent years and wlll bs effectively "frozen". in. place at Step 6 of the Bachelor's column, except If the employee qualifies for column movement across the salary schedule. At that time, slhe will be placed on the step appropriate to his/her years of service In the District, as per Appendix F, and credits earned during this Agreement.

62

Manheim Central

2016-2017

Steps

15-16 16-17 e• 8+15 8+30 ME M M+15 M+30 M+45 M+BO D 1 1 47,295 48,342 49,278 49,653- 52,987 55,050 57,125 59,230 61,380 63,469 2 2 47,442 48,489 49,425 49,800 53,134 55,197 57,272 59,377 61,507 83,616 3 3 47,589 48,636 · 49,572 49,947 53,281 55,344 57,419 59,524 61,654 83,763 4 .. 47,738 48,783 49,719 50,094 53,428 55,491 57,566 59,671 61,801 63,910 5 5 47,883 48,930 49,-886 50,241 53,575 55,638 57,713 59,818 61,948 84,057 6 6 48,811 49,851 50,712 51,142 54,461 56,512 58,572 60,662 82,792 84,883 7 7 51,410 52,359 52,708 56,038 58,094 60,162 62,257 64,:187 66,486 8 B 52,987 53,907 54,277 57,610 59,874 81,752 63,855 65,985 88,092 9 9 54,529 55,473 55,843 59,186 61,258 83,340 65,452 67,582 88,698

10 10 58,121 57,075 57,444 80,792 62,873 64,964 67,084 69,214 71,334 11 11 57,750 58,711 59,081 82,440 64,529 68,628 88,758 70,888 73,020 12 12 59,515 _60,481 60,848 84,205 68,295 88,392 70,522 72,652 74,782 13 13 61,282 62,256 62,825 85,994 68,093 70,196 72,326 74,456 76,586 14 14 83,086 64,060 6_4,429 87,798 69;897 72,000 74,130 76,280 78,390 15 15 64,769 65,769, 66,144 69,544 71,674 73,804 75,934 78,084 80,194 16 16 66,573 ·67,573 67,948 71,348 73,478 75,608 77,738 79,888 81,998 17 17 88,377 69,377 69,752 73,152 75,282 n,412 79,542 81,872 83,802 18 18 70,181 71,181 71,556 74,956 77,088 79,216 81,346 83,478 85,606

• Effective July 1, 2015, Ulere are no steps 7 through·1·8 in the Bachelor's column of the salary schedule; said steps shall be deemed "closed" in the Bachelor's column during the term of this Agreement. Any employee Who reaches step six (6) of the Bachelor's column will not move beyond that step In subsequent yeara and wlll be effectively "frozen" in place at Step 8 of the Bachelor's column, except if the employee qualifies for cotumn movement across the salary schedule. At that time, s/he will be placed on the step appropriate to his/her years of service in the District, as per Appendix F, and credits earned during Ulis AgreemenL

63

ll009-10

YRS STEP

0 1 1 2 2 3

3 4 .. 6 5 8 IJ 7

7 8

8 9 9 10 10 10 11 11 12 11

13 11 1(1 12 111 13

14 14

11 1&

18 1$

I 19 17 2D 18

21 18

22 18

23 18

24 18 2l5 111

2d 18

27 18

28 18

29 18 I

30 111

atH0-11

YRS STEP 0 1

1 1 2 2 3 3 .. 4 8 6

8 8 7 7

" 8

" 8 10 10 11 10

12 11 13 11

14 11 15 12 ·-16 13

11 ,.

18 16 111 11

20 1l'

Z1 1e 22 111 23 18 24 18 2:, 18 2$ 18

Z7 18 M 18

211 18 .:,a 18

APPENDIX F

SALARY PLACEMENT CHART

2012-13

2011-12 YRS STEP

YRS STEP 0 1

0 1 1 2 1 2 2 3

2 2 3 3

3 3 4 , 4

4 4 ., ti 5 6 8 • 8 $ 1 7 7 7 8 8

II 8 SI 9

0 9 10 10 10 10 11 11 11 11 12 12 12 11 13 12 13 12 14 13

14 12 15 13

15 12 ffj 13

16 1S '1 14 11 14 1, n tlJ 16 10 18

19 11 20 17 ;;o 17 21 111 21 111 1n 18

2-2 18 23 18

23 11 24 18 %4 11 25 18

25 18 2/J 18 26 111 27 18 27 18 28 18

2B ii 29 111

.l!9 18 30 18

30 18

NOTI:: All mo-mantin this chart Is to be read hori:wntal ly.

64

2014-15

2013-14 YRS STEP

YRS S TEP 0 1

0 'I 1 2

1 2 2 3

2 3 3 4

3 4 " 8

.. 4 5 5

5 5 8 8

5 8 7 1

7 7 8 8

8 II '° 9

0 9 10 10 10 10 11 11

11 11 12 12

1'1 12 13 13

13 13 14 14

14 13 1$ 14 11$ 14 18 16

18 14 17 111

17 14 18 16

18 16 19 11

19 111 2CT 17

20 17 2, 18 21 u, ~ 111

22 111 Z3 18 23 n 24 18

2/f ill ~ 18

25 18 ~ 18 M it 27 ,a 27 18 28 18

2B 18 2i 18

29 18 3t1 1e 30 18

2018-17

2015-11 YRS STEP 2014-15 YRS STEP 0 1

YRS STEP 0 1 1 1 0 1 1 1 2 1 1 2 2 2 3 2 2 3 3 3 4 3 3 4 4 4 5 4 4 5 5 5 6 5 5 s I 6 5 7 5 6 6 7 6 8 6 7 7 8 7 9 7 8 8 g 8 10 8 9 9 10 9 11 9 10 10 11 10 12 10 11 11 12 11 13 11 12 12 13 12 14 12 13 13 14 13 15 13 14 14 1S 14 16 14 15 14 16 14 17 14 16 15 17 15 18 15 17 15 18 15 19 15 18 15 19 15 20 15 19 16 20 .16 21 16 20 17 21 17 22 17 2 1 18 22 18 23 18 22 1:s 23 18 24 18 23 18 24 18 25 18 24 18 '25 18 26 18 25 18 26 18 27 18 26 18 27 18 28 18 27 18 28 18 29 18 28 18 29 18 30 18 29 18 30 18 30 18

NOTE: All movement in this chart is to be read horizontally.

65

APPENDIX G

STIPENDS FOR INSTRUCTIONAL FACILITATORS AND TEAM LEADERS

, Instructional Facilitators shall be paid an annual stipend for each full year of service in I

accordance with the provisions set forth in the Memorandtm?- of Understanding (MOU) attached

hereto and dated May 10, 2012, for the life of this Agreement, notwithstanding the fact that the

MOU itself was subject to initially sunset with the 2012-2013 c~ntract year.

Team Leaders shall be paid an annual -stipend for each full year of service in the amount

of $1,900.

66

APPENDIXH

SPECIAL CERTIFICATIONS

Effective July 1, 2010, employees who have National Board certification shall receive an

annual stipend of $7,000. Effective July 1, 2012, employees who have National Board

Certification on that date shall receive an annual stipend of $3,500. Effective July 1, 2013,

similarly certified employees will receive an annual stipend of $3,500. Th~ stipend, however,

will ·not be paid after the 2013-2014 contract year. An eligible Employee's stipend shall be

prorated during any school year in which he or she teaches less than a full year at the District

( e.g. due to sabbatical, leave of absence or resignation). Prorating shall occur on a marking

period basis; an Employee's stipend shall be reduced by f,5% for any marJ<lng-period in which he

or she did not teach within the District. An otherwise eligible Employee shall not receive any

stipend during any school year in which he or she did not teacb within the District. The School

District agrees to amend its Act 48 Plan to allow for employees' time spent working toward

National Board Certification to count as hours toward meeting Act 48 requirements; provided

such credit is permissible under Act 48 and applicable regulations.

Employees may utilize tuition reimbursement funds to _offset any costs. associated with

obtaining National Board Certification. Such costs shall be limited to the maximum amount of

tuition reimbursement available under Article 28; and· furtlier provided any tuition

reimbursement used for this purpose shall be deducted from the Nati9nal Board Certification

stipend until such funds are fully repaid.

67

I ~©l~llW~,

Memorandum ofUpderstancliag . .. ,~~/ fi l ; ... ..V..\ .... ·······

This Memorandum of Understanding ("MOU"} is entered imo this_ day of July 201 1. by and between Che Manheim Central School District ("District") and the M&lheim Central Education Association ("Association") regarding the District·~ Virtual Academy, which will begin operations at the start of the 2011-2012 school year.

Background Information: The District has established the Virtual Academy ("Virtual Academy"), which is a cyber educational program aimed at secondary stUdents grades ~ 12 residing within the Sch,Jol District. The VinuaJ Academy is primarily intended to serve two different resident student audi~: ( l) resident students in grades 6-12 who currently attend cyber charter schools; and (2) grade 6-12 students interested in mking supplemental c.o~ which are not available as part of the traditior.uu secondary grades 6--12 cwrieµluin .eif:her due •to a lack of sufficient student interest or the absence of qualified bargaining unit member'S"to teach ·· such 5upp)emental courses.

Intending to be legally bound, the parties hereby agree as follows:

L FuU~Tlme Cyber Program for Certain Studmts. The District may offer a full~time educational program through its Virtual Academy in order to entice the following resident school-aged children to enrol) as students within the District:

a. children panicipating in a home education program pursuant to School Code § 1327. l ! or being- privately tutored pursuant to School code § 1327i

b. children attt.ndin1 a chartf'r school or cybe.r charter school; and

c; children atren(IJ)g a private, puochlal or independent school.

2. Supplemental Cyber Program for Secondary Stlllknts. The District may offer grade 6 -12 students the op?Jl'rtunity to participate in academic courses offered through the Virtual Academy~ which cannot reasonably be offered by the District. The District agrees that if Manheim Centmi students' emollment in a. particular Virtua1 Academy course offering reach~ 24 students. the District and Association shall engage in ••meet and discuss' to determine :he feasibility of a bargaininJ unit membci teaching thaI course within a traditional classroom setting at High School or Middle School. Once this determination is made, if tt_P.pJicable, the District a.,d the Association shall bargain the wagest homs, and tenns and cond'jti')ns of emplo)ID'lent of said position or offering.

3-: Altemadve &111.erdlonfo, District StlUlmts. The District may use the Virtual Academy to provide altem.6tfoe ed~ion ser\lices tc:, stw.lents: (a) who have been suspended or ex:ptlled from St;hool by the District; or {b) who are lawfully absent from the District's regufar pr.ag:-itm C\.\e w medical I'f..asons. The District agrees that~ student absent from school due to a suspen.,.ion, expulsion w. medicil.l reason for a period less than 20 consecutive calendar days shall receive atte:a.tive education services by participating in

f,he to:ne~-cun1 fasim.:jfoit u-.:;.~~! by 2. '1:ua.Hfitid h.\c,gztr.!!·,g ~it n:.em.b~.r1 -imie-<"..s su;h im :.ooh•idu"?.J is not rcciily !1'-cUiai;lc tc :;ierlbrm ·~o:;r.tfr"<t,.u-!.15 it.1muctio~ far -..;1ar !J~!fod. of d~.

c. . rl~lfclc.r, e.ttd <lefj"e:;- supf,le:oe;::.ml ir.struzf..ond .a~:h'it..-e~ fu.~· ~;d.~:Us µttk:ip~,;;.!J if'.: t -\H;nu,l .i:,cr-..t.., ...... ,. ~ ... ,...,.., t'.J5·'~~ ~;.,,.. •~ .. ~.-:..,,"'.';.,.,, ,r.1tt ,...,.,,-.h•r~~ .,., .... ~ o"' .U.'.. ., .... .. .,.,_._ " ......... ,_..,,, .. ..; ~ •• """'· • !.:·'-· .. \,M,. ... ~ ...... ~-....w,.;~~ ., ... , ,;,; ~a.,;.~,]..;_ ....... ~ ,....... ...

~~1~!1~~. S'Jrh S1-'pi)l!:~.~i?U,: !i.Cti\'itf; 'r t\(-.\ild ii'!;/! !Tt.P~ ft'f" !fl.. f.,Oi~f! ~~~rnr.-tl:c:n.i\t peri.x~fi~Jt)ok durir.ig th~ te:!::b,t ,!s.y ~ High Scaoo; ot J,,1.irld'ie. S~ho.n.L

5. ~?t1R!{!AC!liiF.Jl'l;,' HcJ1kA·ff!t:i;pmi'tf?Jil!itfzs. 'ft~ Wz>e,;."i~. t !~l'l 1.'.1 !'.bi~-!': by fl~ ftil1owi~ rules 'tJiher, !>ar-JBiil:r,.~ lL'1lt niCml'l'.:n; a~e ~"'!.{igf!ed <lt1u.es ~:,-u1tlire-d ot·<Wc m. P~4,..:pb 4:

!'t . nJ., i""'"l~~ i-•no , ... ~{ .,.,..,._1 •• ,.... .. ~. 11 t. .•• : ~r.,,;i.TI'l<"d M . .,, .... .r-M-.,,., d ...... _ .... s -~i--e .... N,, ... - .,~., , ~ .... ,t"! .• .:;;, ·~ - ' , ._.,.,.l(•..,, .·!v.', ' -~ .... ~;:..,,.,~ ...... :,, . .. ., .. ~. · "'"·"' h ,{4>,. , ., ~ L:, w

Vfrru::i /,c:u:k~1y cU':zick o!' t{;e trt!.i.:Uon.ai !c.~d~:.li wot'::: day o~· wc?k y~ as :,p~c.iiid .. )y lat l'.o~~f'.divi ni.r.,p.i.faibg l.~.:!!l:rt.!;

b. t!i~It~~01it~,J ,..\; n n:~".l!:.>i'i~ fo! i: Vinaaf Ac9tl~n::t OOUTI::e by 11 bcgeu::b g i,,"'Jr:i: r.ieraber inaH r~ :;o.~11i-,~r~ :s reg-JI~ itslro~-ifatal ?X,rioo.lbi,:,c!r. ~si~en~ ,j~r w-1; ibt:. ~i--~t'rer ~:"

c. .!.-~o targ,;:L"lint .tt!~ memoor .eraH rie r:C(.U~d t.~ e<{tie'l' rnot~Jior ot i'l"&.'1.tt:,r n-..oro 1hc1r. 29 1-!t'.d~rtid tu~rdc1pa.tin~ k a Virt.Ji~ Acr..c~em:r <::h!r&t during r.. ~e

d.

e.

~ ... ~••.~;·· ;i ·,~9Y ,-,~:;"t }f: tiN)n:.:°i, ,. ~.:. · , ... ..-"V• •J,-,'-l'li.:·& ~ ..... \.·, /- ' .,...,t1,.•.~

l'!o bP.t<1,1,1.iniq~ a!tlr mcmoor shnl! be hl~ah-e-& te · ev~\.'21..~i, gtci.le ::JI! ofr,,:rwise IHI~~:~ t½.~· J)•'(i::"~1! M.o.d~~k: J;,trfot.!:i.m~ce o{ a i t di:r,.l. J).2rlb ipllIDl~ ro ~ V~lllli ~c~.ai"•}' , •. i1t• ...... ~~· };.t; ,,~"';¥ .. ·«·r J .. :-.1 $1:a_--:~a;, .. lL~~ '.trJ·, ,~~'.'n~ ··'-' ~~'t: b1~ , .. ,;;~1 tr1 ~ ,,rir. !!. r (' ·-, t~, - .. •-""''"":- ...... ., . , .. . .,._ -· .. .. ,. ,: ..... ·..:> • .. ,. -... ·-· ~ . .. :.,II'· ~ ., - .... ...,a, . , _

:.'r~eo:~t £$t.i-.1t::.i':,1e1t;. f.lfu' 1,e,"311-::. cs;;ig::1~1l ,.,, fot: si1.l~nt: Jj!i~

Br.1~ni?1J o~ir m~r:1i'.a-~i .sl1tli he ~jro•.il·d~~ .j_ul:bl! di.: t,;'.'!J.Jitl~nol tJ!~htr 1v0:tl: .~ ... ~ •·.ru::·; . ~~;-,,h~!t .,..,.. n"'•,.,.•t i ,,.;:),..:: ..::~. ti"- S"':."Crffod \v ti .. f',;;ht~\j~ 2;~,:.v-~,.ir r, ..:!,l,i,.,,I ,.._;,i; • • ••\J. -••• •• \:II . ... ,. T --Jb- ,_, ~Y-'l,, •v• _, ,;"' ••• ._. " .... ~ • "'".;.!,

Agttfil~~·,~i a~~J.:J..~ t!a'lii~il :.n !."? tectmol;t)irl ~:&t tn.';.lj w.il l,e :ft"~ciitd to 'l!W .t:i 'f '11 f:.l'ir.. : ;hf"it :--·~~;,.111~!~;~:lti:;~ f?:!:-•i\~...,. ~·.~ ·rne Vlrtu-~·i .~1,( c.T.~,·.

6. Vl,uiiJI A.!'~,di,;,©J .'T!fc:':.%&t.'f$ G,~i:p. TI~ D5strici fJld ASlOcimio;:1. st..r:lt~ c~:.eb!i2h a Vl~u:a.l. ~. •-ii- •• • , ' 1~ · · . • • ~ • At ,>t.- \ •• ... ;} • 1 ~.., • \ ' ·, . . ,

~ 1~~.11.tj ,~>;. .. if.:tlt!g ,.m:-lip trJ t.t·V~.~'.'f ;·~ l1~S ICi.~;~Ci.J .. Ci j,r.;_\; i l! ·J~ A·! .. ~ -\t~I.ny .. J !le ·tiJ ~M~t.~~g

Gtcup ~i:.:.11 EY~ ..:;.t1:1pr~i;:;d ~f'Jbre~ (J) D1.:d~. :::'.d.."'.Ji.-tl:tt.~te~·;; a::i~ thr~ (3) b!lrg~tir;:z 1.lcit t~1en:¢i"..rr, se!~taec; by the A.esocie;tk,n. The w~rldn,g Group sii.311 meet as :fireque:Jtiy as ti'K par~s n'titJd'~1 d:!m~. 1:.;,p.Op!iate. but 11~ !;?,";SS ~Ya ur~~ :m~h ~~.,a ;;hJcinp, ~. a:~.!!rci<; y,efi?' i-w:; ,ec{,romimd1'1foI:.~ .i~btiy ac.sf ed Uj."C?l by -..-!!:.;\ "/f.rn.,sl A~tl1my \·:'~1dr.g Gr<.1~ 'Jiar rel~te. to ·n1~BeS:. hvUJ'!,,. &ndiot tenr ... ~ ad C{,.m:li!:.on& of c.-rnpl.oyme.~ ~;·et1 t x.. ..... ~...: ... ..... ,1 l e , ~ .. T~· .. ·,· n - r.(C ~tl· !.~ .,.·~... ~·.c""lo'l'.t.1't -r 1...v it .. ftft ~j~.,_.. .. f"i.0'11'\. •"a.o r~sf?i ""',I.. , .. - A ~ ~1 .... ..-,,_ ,, r~ ,.;;.,,• .•.. • ,~ .. ... ' " : ,Ii,,.,~• •. • ~, .. ,,., •. ,•Ci .• ·.d.t1 ..... ,v ..• l'~ ..,..,_ ~,.,u~t.-...-,., '""' ...... , -•-""";.,,?tu~:.•~· ,. ·'""1,,,.: .,,t; "" ,, .•. : ''" ~ .• , ' ..,..,;,i,,.,...,enI"'' '. ...... .M.»u-,,, 11.,.~, ; l·'•~• ·\·-- l<J.•:- _- •'· ·• .w-.,.,·, ·,

7. IN::i!.lJJlifll~i~.·i r:;' Nt~~~. .Tf~ Dist,j.:.:t E.~<l .. ~:;ltX\~ati~~~ rr~e-r·re tr, !hemselv.r;s .a.~y, cn\t ~u •);._...,b,•,r# ~I.)."•' o.i.: ''\• : !'\)•··• A ""~"')JJii(,ff o:i'\~ t,._~ ... ,:.._ "t' . .-, :,:~f"'\·· {"""'i "\., ,.r,.C, ~~ '\, n,t',hn;...._ 'Z°/-,,.,:,-,...: '.'in•••~ ':'~i~1~f,• '"\"'10 J..,_~ .. ~ " · ~· .i;, .. , IJ.!.,·::r :. .:.,r.. •.ho\, , , o.; •• 7. _. ,, •• r;. , , ... ,-,,vi ··.,;.r.,-. • • u , .. , . ""'- ·,<.. ,.;,",;~1.;..;;]'"' ,~= r:~""-·'..,! ·.:> , .... 4

~ St..r.te &:!!'ri .)f Edt.,ca:ti-0~ rcgufotit111~ ·~d &a}' c---~· a,-;H~!e i.aw.s that d.!n~y er •~1fi1-n-~,t.i}s< ~JtlP: t~1 tf.~ 1Pi>'i:B.1i.(.t'.'}? (}ft.i_r" \ / f -j,p,,~ ~·\J~:it'rn;l .

. 8. iPt~:tt'tiiN/ .1{8!.t~~ft11mlr.i UnlfJ:l!)":iJ/.sJ~ [ h1rir,g th!~~" (lffuts MOt( th:~ n~ ... ,,fr.t .:m1 ih~ Avsnci~1°i:,}n. ~~ thAf . M l\~'t..:~in:i:£; · t"t.~i .t!1emb~s wm be. d:-..J.'.ll>:~t<.:~,. futfouezh~ ~!'

T.l(;,i.--, t"!'t~~;~e:~ ?.s r. d·ir~·~ :r;;5~!'.. !if tb~l :.rnricf ~ im1:1e,i;nc,;.~ti0n of the Virocl A:ead~y. n~ fili6m of lJ'i':· Virtu.a! Acarlt-m~· !S ~" e.ttrect 5tUdents "-!l.l'O~..d m ~~ cyb.cr cl?.~ter or ~h~,-tu ~t?:h::;:c~f. ! : 1t~ f)i~rti:.t.~1, u;,~t:'~ ir,, .. 1:'\,t~'.,s·c: ·i}L.~0t~J s:tl~~ .. c,l to mm.½.ni:.c ~ Dirt!."rin·:~ t (!ll~oir.1g th~1·ter iel)~G! t:J.~'.ments to ,Hher enti:it.:. iio ili.e txa:t.nt po·rSt"bk, ~~ to offQ° suppk1:11en'ial 1..-oorses wbich file not '!VaHabl:e e.E F~ri: ,:.f !h~ !radllfor.cl gvll.cle 6,. i.2 ,:.:,n~~.c...:f,i~:! ·~JJ'.t!:,• ;i1n~ :{.: ~ l~ck. ·\"'~ \:rf~~,:,~~1. r.;~::j_fi..t~ !;r!~<,~. ~Jr :i!e :-thStit..Ot: of i,ll:t1..Ufi~d. tl&rf.µ'tit, Jt ,i r!l:~. y.;'·,.~~bt:~fi ttt ~~t~i, sucf1. ~~lpph:~rn~tal ;;{;,ti.-zSm.: not ·to 3; . .-.pp!ant ?:!tr&o.i~hg r:jit -.;~·o:'k bonie !"1 ~he . 'i!-%'C;~i9:--.

9. .lJ.f5p;.,,~ : ile !'.( ::trt"~:~ ~~ .. :~ \!ie 1~ss-i1;:;dh:.;:. ::::Jre: 11f.i ail}' -a:.!.'flii.~ !bat may U.lf.e ~~di.nt .. ':I!"' .(1.1;1j'l~-tmnio.n •:.f lke V.:rmai A~a,ie.my pN°gr.a:n -;·:Ul ~ . s:.1b!itt~ to ~.:,::'J:2ri'7in .:~tt\·;~1.11! u;e ;li:e;=T.,,:~f· pflY.~~~~:~es 01rfi:~i1;j !:! ·t-,~,t~ CoJJf>,.:;,t!1~·e Bwitdci.~ J..green:.it :.\

l .!) . j~:a?~ c~t>trr1f:~~::;}:f. ·I::~·Jl .t~~()t~ :-;h.£.ii 1'1~ ~{}ei:,1:·~·c- ~1u; ·lr-.:; ·!;·~d of tt,, .. ~·U!.J-:"!014 Fthoi~, y~1. uruef:s ;:~, :, l.1!:.t,fo~ 31,.5 As:.~udzi o::• mlli:.iitl:!y 1?~-;-et tt mt.:;1ify or 1;-:ctetd th~ t,i{}U bdhr'= t!-.tc t;;.:i:it·,.u i.-,1\ <l.~~e~

·-, . '~/ > s, : - C.,,_---·~··

By: ~ ----------/ Authcriz.cd Rerr1::Sentali ve

MEMORANDUM OF_UI\ID£RSTAN01ING by and between the

Manheim Central Eduaticrn ,Alsocl1ation itndt.he

Manhl!im Central School t>istrid

2010/2011, 2011/2012 and 2012lU Stipend for tnstNttloi'lil Fatllltators

The Manheim Cer1tral Sdlool District and the Mantleim ~tral . Education Assodation execttte ttils Mtmotandom of Understanding (MOU} to confirm thetr mutual undetrstanding res;rdlrc the pay schedule for the fnstNc:tional fadlbtor.s for fht school years 2010/2011, 2.0ll/2012 and 2012/13 only.

It ts ;igreed that the . attad,ed extra-eurrlcular pay scale for rnsttrUCflonal fac:iiitllton will be u-srd for t.ompensat:Jon. Thi$ pav scalt usM the foHowinc; methodology fc,r the cakl:'latlon:

• ;A ·base· tompenation -am01i1n~ consiSts of a set rate for non-corn s1Jbj,ect-anias. This me is $2,25().00 ~ ·. · >, the school year. tf an lndlwt'ual is respoo1ib'le for •n tdditi01uil COlltent .irea, the inc;ivldual would be

,c;om~nsated with an additions! $1,125. Grade level dlstrlbutt.on is determii'led ott a y-early NSli by the · administntJon. ·

• A base compensation amount consisU of a set rate for core StJl)jert areas. This rat@ is $2,250.00 for the school year. tr an il'ldividuat is resJ)Onslble for ·an additional ~e1, the Individual woufd be cornpe1uated wtth an addition1f $1,125 ~r additi0na1 le\iel. Gtlde 1~1 dh.tribution i5 d-etermined on II ve•rly basl$ ;by the adminktratlon.

The Olstlict and the A.uoeiltiOi'I ~e that any disputes that m*V arise reprdln, tile implernerrtation and/or appllc:atfon of the pnMSloM of this MOU shall be subje~ 1X> resolution thtou«h the grievance procedures outtiiled In th~ CoilectM! Barpihn'lg-~rnerrt.

The District and the .Associatfol'I tatet th3t tt should nOt ht\ construed that the District's agreement to pay the ,,uditional amount for the 1010/11 school year hH · any bearin1; o~ the current collecti\le bargaining negotiations.

Nothing cont1i11ed in thl& MOU shaU predude the School Dlsttkt and 1~1e Assodetion froffi tevisttincJ this stipend in the future.

JP) Date

Wl!llai;n A. Clar!,, D. Ed. . Superlntenden1t, Manheim Centrat School District

,. ,' ' ,;;/ ,."0 /1/ 2-Date

MEMORANDUM OF UNDERSTANDING

by and between the

Board of Directors of the Manheim Central School District

and the

Manheim Central Education .Association

This Memorandum of Understanding (''MOU'") is entered into this_ day of June 2012 by and between the Manheim Central School District (hereinafter "District") and the Manheim Ccmra1 Bducatioo Association (hereinafter .. Aasocialionj to memorializle thelr mu1Ual undcntanding reganfmg the staffing of L.lteracy grant-funded positions at the elementmy level commencing with the 2012-2013 contract year and lasting only through the d~on al the contract year in which grant funding is available fur the District's Literacy progtam at the elementary level.

1. · The District and A$S9Ciation agree that the K6y810ll"3 to Opportunity Grant (baeinaftr:r ''Grant") . _awarded by

0

.the Comm~ ·or Pennsylvania ·$1].e]J ~ used to ~-the 'staffing of temporary · professional-and professional anployees-in the Dislri~t·s Literacy prognu.n m,_tbe elanentary level· only to the extent such Grant funding remains available to the District each year said Gfl!lll is secured. . . . .. . ,· . . .

2. Upon the expiration of said Grant and in an attempt 10 avoid the need to furlough existing temponuy . p-ofessional and professioml employees in 1hl, bargaining unit who are 'tramfc:rred, in the District's sole discretion, into one of the Llmracy grut~fundcd positions. the Distra and Association bmd,y agree that vacancies in the bargaining unit that arise from time to time in those positions praently staffed by said transferred employees shall be staffed by new personnel designated as .. interim., employees. A! such, no such "interim" employee .shall have an expectation of continued employment beyond the conttact year in which Grant funding expires for the Llttracy grant.funded pognm. Upon the expiralion_of said Grant. existing temporary professional and professional employees in the bargaining unit shall be transferred back into those positiom they held prior to the initial Grant befog ~cured.

3. IndividuaJA bin:d as "interim" employees under the terms of. this MOU shall be deemed by both parties to be part of the bargaining unit represented by the Association. As such. the parties agree that such employees, ~te lheir statw as "intc:riins," shall have their wages. ~ and tenns and conditions of employment established consistent with the terms &Dd CODditiOiDI set forth in the Collective Bargaining Agreement by and bem,cn the parties; provided, however, 1he provisions for tuition repayment for ''interim" employees who resign or are no longer employed by the District upon the expiration of the Grant shall be waived by the District. Nothing in this paragraph shall be ckemcd to require 1he District to recognize "interims" as bargaining unit members beyond the contract year in which Grant funding expin:s for the Litemcy gnmt-funded program.

4. Upon the expiration of said Onmt, any employee initially himi into a barpining unit position as an "interim" employee who remams in the employ of the Dis1rict shall have bislbff status as "interim" removed and become a regular employee of. the District and he.ve all his/her seniority within the District fully restored retroactive to his/her original date of hire as an ''interim" employee.

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MEMORANDUM OF UNl)ERS'I'ANDING

This Agreement is between the Manheim Centn1 School District (hereinafter "District") and the Manheim Central Education Association (hereinafter "Association"); and

Whereas, the-District and Association are parties to a Collective Bargaining Agreement covering the period 2007 through 20 IO; and

Whereu, an issue arose as it relates to Back-to-School-Night at the Elementary and Middle School levels; and

Whereas, that resulted in the filing of two grievances (No. ll/12-02 and No. ll/12-03); and

Whereas, the parties bad an opportunity to discuss the grievances and issues surmunding Back-to-School Night. . ··

Now therefore, the parties agree as follows:

1. Commencing with .the 2011-2012 coo.tract year. the District. agrees to provide all bmpi~ing unit rnemben at the Eteri,entary. and Midd1c -~bool levels J'elease ·time/compensatory time commensurate Jo th~ .iensth· of the "Back~tb-$cbool Night program attended by said members ai those l~els~ For the 201 i -20 l 2 contract year it is \Dldetstood release time/compensatory time shall amount to two (2) hours., the length of the Back-to-School Night progams at both the Elementary and Middle School · levels. It is further tmderstood and agreed that the designation of said release time/compensatory time each year shall be at the sole discretion of the District administration; provided, however, that no such release time/compensatory time shall be incorporated into the calendar on those days on which bargaining unit members have time built into the schedule, in whole or in part., for substantial classroom preparation. i.e. the swnmer pn:p day or the preplll'lltion day between semesters.

2. By way of ftuther agreement, inasmuch as there is also a need for a Back-to-School Night at the High School, it is agreed as follows:

Commencing with the 2011-2012 contract year, the District agrees to provide all bargaining unit members at the High Schoo] level release time/compensatory time commensurate to the length of the Back-to-School Night program attended by said members at that level. For the 2011-2012 contract year it is understood release time/compensatory time shall amount to two (2) ho~ the length of the Back..to­Sch!JOI Night program at the High School level. It is fwthcr understood and agreed that the designation of said release time/compensatory time each year shall be at the sole discretion of the District administration; provided, however, that no such release time/compensalory time shall be incorporated into the calendar on those days on which bargaining unit members have time built into the sdiedule, in whole or in part,

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t'-i'ii.t!il:ct ~.~ },.530:;i~~.!l tie,.~~ ~t &ny airr,~~ tiz~t zr.~:;r I!,\'~; r~s~ding ~~ ~,P~i~m:m ·~ i:!'11p1~1ti1moon cf J§.i~ t...t,D'D i:=htJ! ~) H.ir,J~ t~ tl~ -£ti'-'" .. ~! r,~~du;-g-,s o~)j~~ i~ th,., Cclf 1.-~~~e B~~!"i~.g l>~~.nm~r.t \:y $..~ ~~~n :r~:. 1)1:.~k:~ -a!!<l ilit, A...t~~ti.(l.ti.c:r'-

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jlf:®~RW/~1 / MemolJll!lpa of Und!"!PP4ing })!~ ""---«-

This Memorandmn ofUnderstaoding (''MOU") is entered into this 3a day of June 2012, by and between the Manheim Central School District r,listrict") and the Manheim Central E~uration Association (" Association'') to resolve any and all issues sumlunding the adoption and enforcemeht of a School Board Policy that imposes fees on bargaining unit members for the use of small personal appliances in the classrooms effective with the 2012-2013 contract year.

Intending to be legally bound, the parties hereby agree as follows:

1. Adoption and Enforcement of Policy. The Association agrees· the District may enforce a School Board Policy whereby bargaining unit members are charged fees in order to bring in and use personal refrigerators and/or microwaves in school, subject, however, to a $25 usage fee per appllimce per contract year;

The District and the Association further agree that the aforesaid fee shall be prorated by semester in the event an employee brings in and/or JeDlOVe& personal appliance&during the school term to reflect that proportion of the contract year said appliance(s) .~ actually in use.

2. . B,efrigeratoll and Microwaves in Common A~ The Distri~ agrees to waive the fee .for refrigerators and microwaves placed in CQD:llDOJl. areas by bargaining unit members during the ichooI year. Refrigeratc;JIS . and mi~waves may be }oeated in 1acu.lty rooms, department .offices, or other areas accessible by bargaining unit members; the location of any appliance stations outside of faculty rooms shall be in areas to ensure the safety of staff and students and be in compliance with any local, state and federal laws or regulations .

. 3. Waiver of Personal Appliance. Fees. The District agrees to waive the personal appliance fees for the placement of one refrigerator and/or one microwave in a single classroom for bargaining unit members if, and only if, there is a medical necessity.

4. Withdrawal of Grievance No. 2011/12-04. The Association agrees to withdraw Grirnmce No. 2011/12..()4 upon the execution of this MOU by both parties. Such withdrawal shall take place within five (5) work days of the execution of this Memorandum of Understanding . .

5. Modifiqtfon to the Fees. The District agrees that any modification to the above fees will be bargained with the Association. reduced· to writin& and subject to ratification by the District and Association.

6. Diptes. The District and the Association agree that any disputes that may arise reganling the implementation and/or application of the provisions of this MOU shall be subject to resolution through the grievance procedures outlined in the Collective Bargaining A~ent.

2

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