Contracts & Benefits - Naugatuck School District

Summary of Benefits and Coverage

All disciplinary action shall be stated in writing. Verbal warnings shall be documented by the supervisor and include the date of the warning, details of the situation, and the directive for change. Employees shall receive a copy of the supervisor’s documentation of the verbal warning and shall initial and date the documentation to indicate it was received. Written warnings may include information regarding any previous verbal warnings in conjunction with new or continued directives but are in the form of a written memo and must be signed and dated by the employee to show that he/she received a copy. Notice of suspension and notice of discharge are also written documents and must be signed and dated by the employee to show that he/she received a copy. Copies of all signed written warnings, notices of suspension and notices of dismissal shall be distributed as follows: one (1) to the employee, one (1) to the employee's personnel file and one (1) provided to the Union President or his/her designee.

Article XIII Classification and Wages

Section 13.0

The following job classifications have been established.

A. Department (1) - Cafeteria Employees

Cafeteria General Worker
Cook Manager
High School Cook Manager
Satellite Cook Manager

B. Department (2) - Custodial and Maintenance Employees

Head Custodian
Custodian
Maintainer I
Maintainer II
Lead Maintainer
Grounds Maintenance Employees
Custodian/Pool Engineer

C. Department (3) - Secretarial and Clerical Employees (months are in parenthesis)

Secretary I:

All Part-Time Secretaries (10)

Secretary II:

Medicaid/Special Services Secretary (10)
Part-Time Registration Secretary (10)

Secretary III:

Secretary to Elementary School Principal (10)
Secretary to Intermediate School Principal (10)
Secretary to Middle School Principal (12)
Secretary to High School Principal (12)
Secretary to High School Associate Principal
(12) Computer Secretary (12)
Secretary to High School Guidance Counselors (10)
High School Central Treasurer (12)
All other full-time High School Secretaries (10)

Secretary IV:

Secretary for Adult Continuing Education (12)
Account Specialist II:
Secretary to the Business Manager (12)
Human Resources Coordinator (12)
Benefits Coordinator (12)
Payroll Administrator (12)
Purchasing Agent (12)
Accounts Payable Specialist (12)
Central Office Registrar/Receptionist (12)
Secretary to the Director of Special Services (12)

D. Department (4) Para Educators

Para Educators

E. Department (5) Security

Security

Section 13.1- New Positions

This Agreement is negotiated on the basis of the job duties as they exist on the effective date of the contract. In the event the job duties for any position in the bargaining unit are changed, or a new position is created, the Board shall notify the Union prior to the implementation of any such change or new position, and upon request within ten (10) days of such notice, the parties shall meet to negotiate the rate of pay for such changed or new position. No change in any job description shall have the effect of disqualifying incumbent employees hired prior to the date this Agreement was signed unless required by law.

Section 13.2

If any employee is appointed to perform the work of a higher classification on a temporary basis for at least one (1) work day, or a vacancy in a higher classification or a new position or job created within the scope of the bargaining unit which is in a higher classification and the employee is qualified for the new position, he or she shall receive a salary adjustment to the lowest step in the higher classification that represents an increase in the employee's wage.

Section 13.3

The wage schedules for all employee groups are attached hereto as Schedules A, B, C, D and E.

Section 13.4

All employees shall be paid on a biweekly basis.

Section 13.5

Each employee who has twenty (20) years or more unit seniority will receive a longevity increment of two hundred fifty dollars ($250.00). Payment shall be included in the first pay period in December annually.

Section 13.6

All bargaining unit employees shall be paid via direct deposit. Accordingly, all remuneration owed to employees shall be paid via direct deposit. Bargaining unit employees shall complete necessary documentation in order for the Board to implement direct deposit.

Article XIV No Work Stoppages - No Lockouts

Section 14.0

Employees covered by this Agreement shall not engage in any work stoppage, slowdown, strike, picket line, sanction, or other concerted effort, to refuse to perform services in whole or in part.

Section 14.1

The Employer agrees that there will be no lockout of any employee or employees during the life of this Agreement.

Article XV Miscellaneous

Section 15.0

Bargaining unit work will not be performed by non-bargaining employees, other than individuals from New Opportunities of Waterbury, Naugatuck Youth Services, temporarily employed persons, seasonal employees, substitutes and students.

Benefit eligible ten (10) month bargaining unit employees who work as seasonal employees (as set forth under Article IV, Section 4.0, C.), shall be given preference in performing such work. If the ten (10) month employee is not benefit eligible, he/she shall be given preference in performing such work if the assignment is for ten (10) hours or less per week.

Seniority shall not apply in filling vacancies under this provision of the Agreement. Additionally, the Board shall have no obligation to post these positions under the terms of this Agreement.

In the Custodial and Maintenance Department, bargaining unit work will not be performed by non-bargaining unit employees, other than individuals from New Opportunities of Waterbury or Naugatuck Youth Services.

In the event of a consecutive long-term absence (i.e. - one (1) extending for more than ten (10) consecutive days) in a Custodial and Maintenance Department position, the Board shall allow current department employees, based on seniority and job description, the opportunity to work in lieu of the absent employee in addition to their regular duties for overtime pay (1½). Upon the eleventh day of a long-term absence, the Board shall appoint a substitute from outside the bargaining unit.

Section 15.1

Eligible employees will receive a clothing account, contributed to by the Board on the first pay day of each fiscal year. Said clothing account shall be prorated in the event that any of these employees severs his or her employment with the Board for any reason prior to completing a full year and the Board may deduct its share from any sums owed to said employee. Employees eligible for the clothing account are as follows:

Employee Group (2) - Custodial and Maintenance employees who work twenty (20) or more hours per week: three hundred seventy-five dollars ($375.00) annually.
Employee Group (1) - Cafeteria employees who work twenty (20) or more hours per week: two hundred fifty dollars ($250.00) annually.
Employee Group (5) - Security employees who work twenty (20) or more hours per week: two hundred fifty dollars ($250.00) annually. 32
Custodial and maintenance employees who are normally scheduled to work less than twenty (20) hours per week: eighteen dollars and seventy-five cents ($18.75) annually for each hour of work regularly scheduled each week.
Cafeteria employees who work less than twenty (20) hours per week: twelve dollars and fifty cents ($12.50) annually for each hour of work regularly scheduled each week.

The money in the clothing account shall be used by custodial and maintenance employees to purchase easily identifiable wash and wear shirts with insignia and work shoes as specified by the Board. The money in the clothing account shall be used by cafeteria workers to purchase white or black uniforms specified by the Board. In the event there is money left in an individual account that is less than the cost of any of the foregoing articles of clothing, the remainder of the account may be expended on accessory uniform items specified by the administration, such as socks and belts of a particular color or type.

Such shirts and shoes and uniforms shall be worn by employees at all times when working and shall be neat, clean and in good condition at the start of each workday. Employees shall be responsible for laundering and proper care of such uniforms.

Such uniforms are the property of the Board and shall only be worn in connection with employees' employment with the Board. All uniform pieces must be returned to the Board upon an employee's separation of employment with the Board.

Prior to each school year, and upon hire for new employees, the Board will provide information to employees specifying the articles of clothing and shoes that are required and where and how to obtain them.

Employees shall pay for any shirts, shoes or uniform pieces they need after their clothing account is depleted, except in emergency or special circumstances when approved by the school administration.

Section 15.2

The Board will provide rain gear for all employees in Group (2) (Custodial and Maintenance employees) who work twenty (20) or more hours per week and who are assigned to work in rain or snow.

Section 15.3

The annual fee for a trade license for Maintainer II’s will be paid by the Board while the Maintainer II is employed in such position with the Board as a bargaining unit employee covered by this Agreement. The fee will be prorated if the Maintainer II leaves the employment of the Board. Additionally, the Board agrees to continue to pay for the trade license fee for any Maintainer I who such fee was paid for by the Board prior to July 1, 2018.

Section 15.4

Secretaries shall not be required to perform nurses' duties.

Section 15.5

Employer will pay and decide who examines cafeteria employees for any medical examination required as a condition of employment.

Section 15.6

The Board shall make available to the Union upon request, and without charge, a suitable meeting place in a school building for Union meetings.

Section 15.7

Employees using their own vehicles, with prior authorization from his/her immediate supervisor or the supervisor’s designee, for Board approved purposes, shall be compensated at the maximum IRS allowance for the calendar year.

Section 15.8

The parties hereby understand that the use of pronouns shall include reference to both genders.

Section 15.9 - Work Performance Enhancement Plan

The appropriate supervisor shall meet annually during the months of May and June with each employee in the bargaining unit under his/her supervision to discuss work performance based upon evaluation criteria contained in the evaluation forms mutually agreed upon by the Board and the Union. Employees may attach comments to his/her evaluation. The intent of this evaluation process is to provide constructive counseling to employees to help improve work performance and, generally, to create a positive and efficient work environment for all concerned. These evaluation forms shall be placed in the employee's official personnel file. Such evaluations may be introduced as evidence in any disciplinary proceeding and are not subject to the grievance procedure. Employees who are dissatisfied with their evaluations may respond to the document in written form, which would accompany the evaluation document in the event of any future viewing.

Section 15.10 - Severance Pay

After five (5) continuous years of employment by the Board of Education, eligible employees shall receive severance pay in an amount equal to eighty percent (80%) of all accrued sick leave, based on his/her current rate of pay, upon the following events:

Termination of employment for other than just cause.
Death of the employee. In the event of death, payment shall be made as designated by the employee's estate. 34
Retirement by the employee at a time when such employee is eligible for benefits under the Borough of Naugatuck Defined Benefit Pension Plan (or the Naugatuck Defined Contribution Union Plan, if applicable).

Section 15.11

Attached hereto as part of this Agreement are the wage rate schedules for each department.

The table below reflects the general wage rate increases for the July 1, 2022 – June 30, 2025 contract period.

July 1, 2022 – June 30, 2023:	2.5% (retroactive) (Para Educators receive an additional fifty-five cents ($.55) per hour effective on January 1, 2023.
July 1, 2023 – June 30, 2024:	2.25% (Para Educators receive an additional fifty cents ($.50) per hour effective on July 1, 2023 applied prior to calculating the general wage increase).
July 1, 2024 – June 30, 2025:	2.5% GWI

Section 15.12

Effective with any illness or injury claimed on or after November 1, 2019, if any illness or injury results in a disability, the Board shall have the right to retire or discharge the employee whenever the undisputed medical prognosis indicates that the employee will not be able to perform the essential functions of the position with reasonable accommodations (as determined by the Board) that the employee held prior to the injury or illness.

Effective with any illness or injury claimed on or after November 1, 2019, if any illness or injury results in a disability that has prevented the employee from performing the essential functions of the position with or without reasonable accommodations for a period of eighteen (18) consecutive months or eighteen (18) months during a twenty-four (24) month period, the Board shall have the right to retire or discharge the employee.

In the event that an employee is retired or discharged in accordance with the language set forth herein, such decision shall not be subject to the grievance procedure set forth under Article IX.

Article XVI Savings Clause

Section 16.0

If any section, sentence, clause or phrase of the Agreement shall be held for any reason to be inoperative, void or invalid, the validity of the remaining portion of this Agreement shall not be affected thereby, it being the intention of the parties in adopting this Agreement that no portion thereof, or provisions herein, shall become inoperative or fail by reason of the invalidity of any other portion or provision.

Article XVII Duration

Section 17.0

This Agreement shall be effective when signed and shall remain in full force and effect through the thirtieth (30th) day of June, 2025.

Section 17.1

Any new or improved benefits under this Agreement shall only be retroactive if stated as such, provided, however, except as set forth herein, any general wage increases shall be retroactive to July 1, 2022.

Schedule A Wage Rates For Department 1

Job Classification	7/1/22* to 6/30/23	7/1/23* to 6/30/24	7/1/24* to 6/30/25
General Worker	$19.13	$19.56	$20.05
Cook Manager	$21.01	$21.48	$22.02
H.S. Cook Manager	$24.56	$25.11	$25.74
Satellite Cook Manager	$24.56	$25.11	$25.74

Notes

When a cook manager is absent from work for one full shift, the cafeteria worker who replaces him/her in the performance of her duties shall receive the cook manager's hourly rate.

*Retroactive

Schedule B Wage Rates For Department 2

Job Classification	STEP	7/1/22* to 6/30/23	7/1/23* to 6/30/24	7/1/24* to 6/30/25
Custodian More than 20 hrs.	1	$25.37	$25.94	$26.59
	2	$26.54	$27.14	$27.82
	3	$26.54	$27.84	$28.54
Head Custodian	1	$27.29	$27.90	$28.60
Ground Maintenance	2	$28.07	$28.70	$29.42
Pool Engineer	3	$29.27	$29.93	$30.68
Maintainer I	1	$28.05	$28.68	$29.40
HS Head Custodian	2	$29.20	$29.86	$30.61
	3	$30.24	$30.92	$31.69
Maintainer II	N/A	$34.98	$35.77	$36.66
Lead Maintainer	N/A	$34.58	$35.36	$36.24
Custodian Less than 20 hrs.	N/A	$25.37	$25.94	$26.59
Electrician	N/A	$44.00	$44.99	$46.11
Head Custodian Less than 20 hrs.	N/A	$27.29	$27.90	$28.60

* Retroactive

In the event that a Maintainer holds and maintains a contractor’s license in a trade that the employee performs work on behalf of the Board as part of his/her regular duties and responsibilities as a Board employee, the Maintainer shall be classified as a Maintainer II.

Note: Current employees shall be placed on Step 2 when they have completed 6 months in their classification and on Step 3 when they have completed one year in their classification.

Schedule C Wage Rates For Department 3

Job Classification	STEP	7/1/22* to 6/30/23	7/1/23* to 6/30/24	7/1/24* to 6/30/25
Secretary I	1	$21.68	$22.17	$22.72
	2	$22.53	$23.04	$23.62
	3	$23.37	$23.90	$24.50
Secretary II	1	$22.53	$23.04	$23.62
	2	$23.34	$23.87	$24.47
	3	$24.25	$24.80	$25.42
Secretary III	1	$24.25	$24.80	$25.42
	2	$24.99	$25.55	$26.19
	3	$25.88	$26.46	$27.12
Secretary IV	1	$25.88	$26.46	$27.12
	2	$26.80	$27.40	$28.09
	3	$28.25	$28.89	$29.61
Account Specialist I	1	$27.10	$27.71	$28.40
	2	$27.89	$28.52	$29.23
	3	$28.91	$29.56	$30.30
Account Specialist I	1	$28.73	$29.38	$30.11
	2	$29.60	$30.27	$31.03
	3	$30.77	$31.46	$32.25

Notes:

Step 1 = 0-6 months
Step 2 = 7-12 months
Step 3 = 13-18 months where there are 4 Steps. In all other classifications Step 3 = 13+months
Step 4 = 19+ months

*Retroactive. Effective upon approval of this Agreement by the Board, the two (2) special education secretaries shall be moved to the Account Specialist II pay rate prospectively.

Schedule D Wage Rates For Department 4

Job Classification	7/1/22* to 12/31/22	1/1/23 to 6/30/23	7/1/23 to 6/30/24	7/1/24 to 6/30/25
Para Educator	$17.60	$18.58	$19.51	$20.00

Note: There are no steps in this schedule.

*Retroactive

Schedule E Wage Rates For Department 5

Job Classification	7/1/22* to 6/30/23	7/1/23* to 6/30/24	7/1/24* to 6/30/25
Security Wage Rates	$17.60	$18.00	$18.45
	$17.97	$18.37	$18.83
	$18.04	$18.45	$18.91
	$18.22	$18.63	$19.10
	$18.55	$18.97	$19.44

Note: There are no steps in this schedule. The rates are based on the individual wage rates as of June 30, 2022.

*Retroactive