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Agreement Between The Board Of Education of the Borough of Naugatuck and The Naugatuck Administrative  Negotiating Association

July 1, 2023 through June 20, 2026

This Agreement is made and entered into by between the Naugatuck Board of Education and the Naugatuck Administrative Negotiating Association.

Article I Recognition

Section 1.1

The Naugatuck Board of Education (hereinafter the “Board”) recognizes the Naugatuck Administrative Negotiating Association (hereinafter the “Association”) as the exclusive negotiating representative of the entire Administrators unit consisting of professional employees of the Board other than substitutes who are employed in positions requiring an intermediate administrator or supervisory certificate or the equivalent thereof and who are not excluded by Section 10-153b of the General Statutes of Connecticut, (hereinafter "Administrators") pursuant to and with all the rights and privileges as provided by law.

Article II Salary Schedules

Section 2.1

The salary schedules for the period from July 1, 2023 through June 30, 2026 are set forth in Appendix A attached hereto and made a part of this Agreement.

Section 2.2

Salaries of Administrators who as employees of the Naugatuck Public Schools attained the listed years of service in the Naugatuck School System prior to the opening of school in September will be increased as follows, provided they have served three (3) years as an Administrator in Naugatuck.

1.  20 years - $ 250.00
2. 25 years - $ 900.00
3. 30 years - $ 1,000.00
4. 35 years - $ 1,200.00

Section 2.3

The salary of an Administrator who has attained (earned through study) a doctorate degree (Ph.D. or ED.D. only) from a recognized accredited institution of higher learning shall be increased by three thousand dollars ($3,000.00). This increase shall take effect as of July 1 st, following the date on which such doctorate was awarded.

Article III Work Year

Section 3.1

Vacation Days: In addition to recognized, paid holidays, all twelve (12) month Administrators 2 will be entitled to four (4) weeks’ vacation time. Twelve (12) month Administrators will be entitled to five (5) weeks’ vacation time upon completion of his/her third year of service as an Administrator in the Naugatuck Public Schools.

In addition to the five (5) weeks of vacation time set forth above, all Administrators will receive the regularly scheduled school Christmas vacation break as paid time off.

Up to ten (10) unused vacation days, from a contract year may be carried over to the next contract year and may not be accumulated thereafter.

Upon approval of the Superintendent, vacation may be taken at any time that school is not in session except generally two (2) weeks after the student school year and two (2) weeks prior to the beginning of the student school year. At all schools where there are two (2) or more Administrators, every effort will be made by the administration to ensure that the summer administrative vacation schedule exists whereby the school has at least one (1) Administrator present and available on each business day, except legal holidays.

Vacation days shall not be taken when school is in session unless specific written approval has been provided by the Superintendent.

Administrators shall receive their annual allocation of vacation days on July 1st; however, in the event that an Administrator leaves the employ of the Board as an Administrator prior to the end of the new contract year, their accumulated unused vacation days for that contract year shall be prorated on a monthly basis for each full month worked in such contract year.

Upon retirement or severance of employment, unused vacation days shall be reimbursed at a rate of one hundred seventy-five dollars ($175.00) per unused vacation day.

Section 3.2

The work year for ten (10) month Administrators shall be two hundred (200) days.

With respect to the work year for ten (10) month Administrators, the building principal or applicable department head shall determine the work year that the Administrator will work, provided that the Administrator shall work: (1) the teachers’ work year; (2) all professional development days; and (3) the ten (10) school days immediately preceding the commencement of the school year as part of the two hundred (200) days.

Ten (10) month Administrators shall be paid for holidays in accordance with the schedule of applicable holidays set forth in Article VI; such applicable paid holidays shall be paid as part of the Administrators’ bi-weekly remuneration.

Article IV Paid Absences

Section 4.1

Administrators may be absent without the loss of pay for the following reasons:  

• Funeral leave for a death in the Administrator’s immediate family of up to three (3) workdays in each contract year per occurrence.
  • Immediate family shall be defined as the Administrator’s spouse, father, mother, father-in-law, mother-in-law, grandparents, brother, sister, child, grandchild, stepparents, and stepchildren.
• Personal Leave of up to two (2) workdays (three (3) workdays for ten (10) month employees) in each contract year for personal matters which are necessary and unavoidable, and which cannot be scheduled outside of the school day. Personal days are not cumulative.
  • Requests for personal leave shall be submitted in writing to the Superintendent of Schools or his/her designee at least forty-eight (48) hours in advance, except in the case of emergencies.

Article V Insurance & Fringe Benefits

Section 5.1

The Board will pay for and provide insurance benefits as set forth in Section 5.2 below. Each Administrator shall pay twenty-four and one-half percent (24.5%) of the premium cost for said insurance by automatic payroll deduction in the first year of this contract (July 1, 2023 through June 30, 2024); twenty-five percent (25%) in the second year (July 1, 2024 through June 30, 2025) and twenty-five and one-half percent (25.5%) in the third year (July 1, 2025 through June 30, 2026). The Board shall pay the remaining amount. The Board has implemented an I.R.C. Section 125 Plan designed to permit exclusion from taxable income of the employee's share of health insurance premiums.

In an attempt to keep Administrators and their spouses healthy, medical claims down, and costs low, Administrators and their spouses will be required to participate in a wellness program offered by the Board’s insurance carrier. Administrators participating in the wellness program will be required to see health care providers of their choice and obtain the required preventative medical testing as outlined in the wellness plan. If an Administrator and an Administrators’ spouse participates in the wellness plan as required, the Administrator will be awarded by paying one percent (1%) less in premium cost-share. If an Administrator or an Administrator’s spouse chooses not to participate in the wellness plan, the Administrator will be penalized by paying an additional one percent (1%) premium cost-share.

Section 5.2

The Board provides the following insurance benefits through a self-insured and/or fully insured program. Any specific insurance plans or plan administrators referred to in the listing below are intended to describe the type of insurance rather than a contractual relationship with any specific carrier. Accordingly, the Board is free to obtain the same type of insurance with other carriers or administrators or by other means subject to prior consultation with the Association.

High Deductible Health Plan

Effective January 1, 2024 through December 31, 2024, January 1, 2025 through December 31, 2025 and January 1, 2026 through December 31, 2026:

(HDHP) $2,250/$4,500 Annual Deductible 100% in network after deductible (except with respect to prescription drugs and high-cost diagnostics)

70%/30% out of network

$5,000/$10,000 out of network maximum

Upon satisfaction of the (HDHP) deductible, prescriptions subject to $5 Generic/ $25 Brand Name/ $40 Non-Formulary Brand Name co-pay (unlimited maximum) (2x retail co-payment for 90-day supply)

The co-pays for drugs shall not apply to prescriptions under either the Women’s Health and Wellness Act or for diabetes

• The plan does not cover bariatric procedures
• Infertility benefits are subject to the state mandate limits
• High-cost diagnostics and x-rays are subject to preauthorization and a $75.00 co-pay (to a maximum of $375.00 per plan year)

For the period from January 1, 2024 through December 31, 2024, the employee shall contribute sixty percent (60%) and the Board shall contribute forty percent (40%) of the applicable deductible amount into the employee’s established Health Savings Account (“HSA”).

For the period from January 1, 2024 through December 31, 2024, the Board’s portion of the contribution toward the deductible will be deposited into the HSA account on or about January 2, 2024.

For the period from January 1, 2025 through December 31, 2025, the employee shall contribute sixty percent (60%) and the Board shall contribute forty percent (40%) of the applicable deductible amount into the employee’s established HSA.

For the period from January 1, 2025 through December 31, 2025, the Board’s portion of the contribution toward the deductible will be deposited into the HSA account on or about January 2, 2025.

For the period from January 1, 2026 through December 31, 2026, the employee shall contribute sixty percent (60%) and the Board shall contribute forty percent (40%) of the applicable deductible amount into the employee’s established HSA.

For the period from January 1, 2026 through December 31, 2026, the Board’s portion of the contribution toward the deductible will be deposited into the HSA account on or about January 2, 2026.

A health reimbursement account (“HRA”) will be offered to any Administrator eligible for health insurance who is not eligible for a HSA. The Board’s annual contribution toward the HRA shall be equal to the annual contribution toward the HSA (based upon the Administrator’s level of insurance (single, single + 1 or family)).

A new employee shall be eligible for coverage under the health and dental insurance plans offered by the Board effective on the first day of the month subsequent to the date that he/she commences work for the Board.

Additionally, an employee shall receive a prorated contribution toward his/her HSA (if applicable), if the employee: (a) is hired by the Board after the commencement of the applicable plan year; or (b) he/she elects health insurance after the commencement of the plan year due to a change in status.

The prorated amount of the contribution shall be based on the first day that the employee is covered under the plan through June 30th of the applicable contract year.

An employee who resigns, retires or no longer receives health insurance benefits from the Board shall not be eligible any Board contribution toward the HSA upon the occurrence of such event. Under such circumstances, an employee shall be required to reimburse the Board a prorated amount of the money contributed by the Board toward the employee’s deductible for such contract year (if applicable).

The parties acknowledge that the Board's contribution toward the funding of the HDHP is not an element of the underlying insurance plan, but rather relates to the manner in which the deductible shall be funded for actively employed Administrators. The Board shall have no obligation to fund any portion of the HDHP deductible for retirees or other individuals upon their separation from employment.

• Dental rider - employee and spouse coverage. (Bargaining unit employees may opt out of dental coverage.)
• Vision Care - Yearly family coverage

Section 5.3

Effective with the 2023 calendar year, Administrators may voluntarily elect, in writing, to waive all the insurance coverage listed above, and in lieu thereof shall receive an annual payment equal to the following:

Individual Waiver $1,000.00

Individual plus one Waiver $1,250.00

Family Waiver $1,500.00

Payment to administrators who waive all insurance coverage shall be made in a lump sum in December of the calendar year that the insurance has been waived.

In order to receive full payment, notice of intent to waive insurance coverage must be provided in writing to the director of human resources prior to January 1st of the calendar year that the insurance will be waived; if timely notice is not provided, the payment will be prorated based on the date the employee submits the written waiver to the director of human resources. Evidence of insurance coverage must be submitted with the notice of intent to waive.

Administrators hired after the start of the school year must provide notice of intent to waive coverage within the first two (2) weeks of employment (that will also be paid on a prorated basis).

The provisions set forth herein regarding an administrator’s ability to waive insurance coverage shall not apply when the administrator’s spouse is enrolled in an insurance plan offered by the Board.

Section 5.4

The Board shall establish and maintain an IRS Section 125 Flexible Spending Account (FSA) for Administrators. The account shall be designed to permit, in accordance with applicable law, exclusion from taxable income of the cost of dependent care. As allowed by applicable law, the dependent care account shall have a maximum in accordance with IRS regulations.

Section 5.5

The Board shall purchase for each Administrator a group life insurance policy equivalent to at least three times the amount of his basic annual salary set forth in Appendix A.

Section 5.6

Accidental Death and Dismemberment Coverage will provide a maximum of at least three times the basic annual salary in the event of accidental death or dismemberment.

Section 5.7

Immediate survivor income benefits will provide, in addition to the above, one thousand dollars ($1,000.00) per month for three (3) years to the named beneficiary.

Section 5.8

Long Term Disability: The Board shall provide long-term disability insurance coverage in an amount equal to either sixty percent (60%) of an Administrator’s monthly remuneration or six thousand dollars ($6,000.00) after a waiting period of one hundred-eighty (180) calendar days. In no event shall any combination of paid sick leave, workers’ compensation benefits, social security disability benefits or paid vacation days, exceed the Administrator's regular salary for the applicable time frame during any period of disability.

Section 5.9

Disability payments are payable until receipt of state teacher's retirement or disability retirement.

Article VI Holidays

Section 6.1

Twelve (12) month employees shall receive the following holidays off, with pay, provided school is not in session on the day of the holiday:

• New Year's Eve Day*
• New Year's Day*
• Martin Luther King Day
• Lincoln's Birthday
• Washington's Birthday
• Good Friday
• Memorial Day
• Independence Day
• Labor Day
• Veterans' Day
• Day before Thanksgiving
• Thanksgiving Day
• Day after Thanksgiving
• Christmas Eve Day*
• Christmas Day*

Ten (10) month employees shall receive the following holidays off, with pay, provided school is not in session on the day of the holiday:

• New Year's Eve Day*
• New Year's Day*
• Martin Luther King Day
• Lincoln's Birthday
• Washington's Birthday
• Good Friday
• Memorial Day
• Labor Day
• Veterans' Day
• Day before Thanksgiving
• Thanksgiving Day
• Day after Thanksgiving
• Christmas Eve Day*
• Christmas Day*

*Paid as part of the Christmas week school recess.

Article VII Sick Leave

Section 7.1

Twelve (12) month and ten (10) month Administrators shall be entitled to fifteen (15) sick days in each contract year or as provided by state statute. Administrators shall be credited with fifteen (15) sick days on July 1 st of each contract year; however, in the event that an Administrator leaves the employ of the Board as an Administrator prior to the end of a contract year (or passes away during a contract year), his/her sick days for that contract year shall be prorated on a monthly basis for each full month worked during such contract year.

Unused sick leave shall be accumulated up to two hundred-five (205) days from year to year for ten (10) month Administrators and shall accumulate up to two hundred twenty-one (221) days from year to year for twelve (12) month Administrators, provided the Administrator remains continuously in the employment of the Board as an Administrator. Such accumulated days may only be used for sick leave purposes

Section 7.2

Sick leave may be used for:

1. Personal illness or physical incapacity of the employee or to attend the employee’s medical appointment.
2. At the discretion of the Superintendent, sick leave may be used in unusual cases for illness or physical incapacity of the employee's spouse, parents, grandparents, brother, sister, child, stepchild or grandchild, or any other relative who is domiciled in the employee's household for a period of time sufficient to make other arrangements for care of the relative.

Section 7.3

In the event that all available sick leave time is exhausted, application may be made to the Board for an extension of sick leave.

Section 7.4

Upon the death or retirement of an Administrator, the Administrator shall be paid his/her unused sick leave to a maximum of one hundred eighty (180) days. Such payment shall be made at the rate of seventy-five dollars ($75.00) per accumulated sick day.

1. The Board shall maintain a special purpose trust to provide such payments on a tax-free basis and upon retirement convert such payments from taxable W-2 earned income to an employer qualified 403(b) plan. Such trust shall be provided at the discretion of the Administrator subject to insurance rules. The Association agrees to save the Board and its employees and agents harmless from any claims, demands, suits or judgments arising from actions taken by the Board in complying with the provisions of this Section, including all costs and attorney fees.

After ten (10) years of service in the Naugatuck Public Schools, an Administrator who severs employment other than for death or retirement will be entitled to one-half (½) the unused sick leave at the rate of seventy-five dollars ($75.00) per day.

Section 7.5

Upon the retirement of an Administrator not eligible for Medicare who was hired prior to March 1, 2008, who is eligible for immediate retirement benefits under Chapter 167a of the Connecticut General Statutes, the Board will pay full single coverage health insurance benefits as provided in Section 5.2.

Upon the retirement of an Administrator not eligible for Medicare who was hired on or after March 1, 2008, who is eligible for immediate retirement benefits under Chapter 167a of the Connecticut General Statutes, the Board will pay fifty percent (50%) of full single coverage health insurance benefits as provided in Section 5.2.

Upon a retiree (or his/her spouse) becoming eligible for Medicare, retirees must enroll in Medicare and must enroll in the state TRB Medicare Supplemental Plan with prescription drugs and dental instead of the Board plan. Administrators who enroll in the state TRB-Medicare Supplement Plan shall be reimbursed for one hundred percent (100%) of the premium cost of such plan for single coverage only, subject to TRB rules.

Upon retirement, any Administrator, who is not eligible for Medicare either by reason of not having contributed to Medicare or not having a spouse who is eligible for Medicare who was hired prior to March 1, 2008, shall continue to be covered by the Board’s plan with the Board paying full single coverage and the retiree paying full cost of any dependent coverage.

Upon retirement, any Administrator, who is not eligible for Medicare either by reason of not having contributed to Medicare or not having a spouse who is eligible for Medicare who was hired on or after March 1, 2008 shall continue to be covered by the Board’s plan with the Board paying fifty percent (50%) of single coverage and the retiree paying full cost of any dependent coverage.

This provision (Section 7.5) shall not apply to Administrators hired after March 1, 2011.

Section 7.6

Upon retirement of an Administrator who is eligible for immediate retirement benefits under Chapter 167a of the Connecticut General Statutes, the Board will provide at Board expense a life insurance policy of ten thousand dollars ($10,000.00). When the Administrator reaches the age of seventy (70) the policy will be reduced to seven thousand dollars ($7,000.00).

Article VIII Grievance Procedure

Section 8.1

A grievance shall be defined as a claim that a term or terms of this contract have been violated, misapplied or misinterpreted or that established procedures of the evaluation and support program have failed to be followed as specified in Connecticut General Statutes §10-151b. Both parties agree that proceedings shall be kept as confidential as is appropriate. The Administrators may be represented by the Association and/or its designee at all levels.

Section 8.2

Level One

A grievance shall be submitted, in writing, to the Director of Human Resources within thirty (30) calendar days of when the employee knew or should have known of the act which is the basis of the grievance.

A written decision from the Director of Human Resources or his/her designee will be forthcoming within a period of twenty (20) calendar days from his/her receipt of the grievance. In the event that the grievance is not filed within the thirty (30) calendar day period set forth herein it shall be considered waived.

Section 8.3

Level Two

If a satisfactory resolution is not reached at Level One, the grievant may appeal the decision to the Superintendent of Schools. The appeal must be in writing and submitted to the Superintendent of Schools or his designee within ten (10) calendar days of the receipt of the decision rendered at Level One. A written decision from the Superintendent of Schools will be rendered and provided to the grievant within a period of twenty (20) calendar days from the date the Superintendent of Schools or his/her designee received the appeal.

Section 8.4

Level Three

If a satisfactory resolution is not reached at Level Two, the grievant may appeal the decision to the Board. The appeal must be in writing and submitted to the Board within ten (10) calendar days of the receipt of the decision rendered at Level Two.

The appeal from Level Two will be heard before the Board, or a subcommittee of the Board

The Board (or a subcommittee of the Board, if applicable) shall, within fifteen (15) calendar days of convening a meeting to hear the grievance render a written decision.

Section 8.5

Level Four

1. The Association may, within ten (10) calendar days after receipt of the decision by the Board (or subcommittee of the Board, if applicable) at Level Three, submit the grievance to arbitration by submitting the grievance to the American Arbitration Association and notifying the Board in writing.
2. Prior to submitting the grievance to the American Arbitration Association, the parties may mutually agree to submit the name of a jointly selected single arbitrator. Such mutually agreed upon name shall be included as part of the submission for arbitration.
3. The arbitrator shall have no power to add to, delete from, or modify in any way any of the provisions of this agreement.
4. The decision of the arbitrator shall be final and binding.
5. The costs for the services of the arbitrator shall be borne equally by the Board and the Association.
6. Any alteration in the timelines of the grievance procedure shall be by mutual written agreement of the Board and the Association

Section 8.6

Miscellaneous

1. Grievance records shall be kept separate from regular personnel records.
2. No reprisals of any kind shall be taken by either party by reason of participation or non-participation in the grievance procedure.
3. Failure by an Administrator or the Board to hold a hearing or render a decision within the specified time limits shall allow the grievant to proceed to the next level of the procedure.

Article IX Protection Of Administrators

Section 9.1

Administrators shall report immediately in writing to their superior all cases of assault suffered by them in connection with their employment.

Section 9.2

This report shall be forwarded to the Board which shall provide the Administrator with all information in its possession relating to the incident of the persons involved and shall act in appropriate ways as liaison between the Administrator, the police, and the courts.

Article X Personal Injury Benefits

Section 10.1

Whenever an Administrator is absent from school as a result of personal injury (other than an assault, as set forth below), caused by an accident arising out of and in the course of his/her employment with the Board, he/she shall be paid his/her full salary (less the amount of any Workers’ Compensation temporary, total or temporary partial disability benefits received as a result of said injury and less any state and federal withholdings applicable to the payment provided to continue his/her regular salary) for the period of such absence, but not beyond the current school year or for three (3) months whichever is the longer period of time.

No part of such payment for up to the aforementioned end of the current school year or three (3) months (whichever is longer) shall be charged to either his/her annual or accumulated sick leave. For an absence beyond the aforementioned period of continued salary, an Administrator may use his/her sick leave allowance to supplement his/her temporary, total or temporary partial disability benefits (whichever is applicable) in order for the Administrator to continue his/her regular salary (less any state and federal withholdings applicable to the supplemental payment).

Whenever an Administrator is absent from school as a result of personal injury caused by an assault 12 arising out of and in the course of his/her employment, he/she shall continue to receive his/her full salary, while so absent, less the amount of any workers’ compensation temporary total or temporary partial disability benefits received during such absence and less any state and federal withholdings applicable to the payment provided to continue his/her salary.

No part of this absence shall be charged to the Administrator’s annual sick leave, vacation or personal days, if applicable.

Article XI Access To Evaluation Report

Section 11.1

Administrators shall upon request be given a copy of any evaluation report prepared by their supervisors.

Article XII Eligibility For Tax Sheltered Annuity

Section 12.1

Administrators shall be eligible to participate in a non-ERISA Tax Sheltered Annuity Plan established pursuant to United States Public Law No. 87-370.

The Board shall provide each Administrator with a non-ERISA Tax Sheltered Annuity Plan equal to three percent (3%) of his/her salary.

Administrators shall be credited with their Tax-Sheltered Annuity as of the last pay period in September.

In the event the Administrator leaves the employ of the Board as an Administrator prior to the conclusion of the school year, the Tax-Sheltered Annuity shall be prorated on a monthly basis for each full month worked (September through June) and the Administrator or his estate shall return the appropriate excess contribution to the Board of Education.

Article XIII Payroll Deductions

Section 13.1

In addition to those payroll deductions required by law the following agencies are eligible for payroll deductions. All requests for deductions must be in writing on approved authorization forms.

1. Tax sheltered annuity plans as subject to law
2. United Way
3. Waterbury Teachers Federal Credit Union
4. Other deductions approved by the Board of Education.

Salaries will be paid by electronic direct deposit to a qualified financial institution of the employee's choice.

Section 13.2

Administrators shall be paid in accordance with the following:

A. Administrators shall be paid in accordance with the following:

Twenty-six (26) payments - The Administrator’s salary will be divided into twenty-six (26) equal payments and will be paid commencing with the first regular pay period after July 1st of a contract year and shall continue on a bi-weekly basis up through the end of June of such contract year.

B. Less than twelve (12) month Administrators shall select one (1) of the following options for purposes of his/her annual remuneration:

Twenty-six (26) payments - The Administrator’s salary will be divided into twenty-six (26) equal payments and will be paid commencing with the first regular pay period after the start of the school year and shall continue on a bi-weekly basis up to the last school day of such school year.

The remaining number of weeks of pay that are unpaid as of the last school day of such school year shall be paid in separate checks that each equate to 1/26th of the Administrator’s salary and shall be issued to the Administrator on the last school day of the school year.

Twenty-two (22) payments - The Administrator’s salary will be divided into twenty-two (22) equal payments and will be paid commencing with the first regular pay period after the start of the school year and shall continue on a bi-weekly basis up to the last school day of such school year, provided, however in the event that the school year ends prior to the twenty-second (22nd) paycheck being issued, the remaining number of weeks of payments that are unpaid as of the last school day of the school year shall be paid in a separate check that equates to the remainder of the Administrator’s salary for such school year. Such check shall be issued to the Administrator on the last school day of the school year.

Article XIV Board Preogatives

Section 14.1

Except as is otherwise specifically provided in this Agreement, the Board has and will continue to retain, whether exercised or not, the sole and unquestioned right, responsibility and prerogative to direct the operation of the public schools in the Borough of Naugatuck in all of its aspects.

Article XV Savings Clause

Section 16.1

Each Administrator who has completed seven (7) consecutive years of service as an Administrator in the public schools of Naugatuck shall be considered eligible for a sabbatical leave.

Section 16.2

Sabbatical leave may be granted for one-half (½) of a school year or for one (1) full year.

Section 16.3

Full year sabbatical leave may be granted for: (a) study; (b) educational travel; or (c) research and writing. One-half (½) year sabbatical leave shall be granted only for study.

Section 16.4

Applications for this leave must be filed with the Superintendent of Schools before March 1st and must set forth the benefits of such leave to both the school system and the Administrator.

Section 16.5

After review of an Administrator's application for sabbatical leave, the Superintendent will direct the request with his recommendation to the Board of Education. The Board will notify the Administrator of acceptance or rejection of his request by May 1st .

Section 16.6

During sabbatical leave an Administrator will be paid at a rate equivalent to three-quarters (3/4) of his salary in effect when he begins his sabbatical leave. An Administrator on one-half (½) year sabbatical leave will be paid while on leave at a rate equivalent to one-half (½) his contracted salary in effect when he begins his sabbatical leave. The amount received in any grant or scholarship shall be deducted from the agreed upon sabbatical salary.

Section 16.7

The Administrator is obligated to return for two (2) years. Upon acceptance of sabbatical leave, 15 the Administrator will sign an individual contractual agreement to return to the Naugatuck School System for two (2) years of future service and, upon failure to return for the full two (2) years, shall refund to the Board of Education (at the Board's discretion) all sabbatical payments received.

Section 16.8

The Administrator is allowed to return to the position vacated at the appropriate step on the salary schedule.

Article XVII Reduction In Force

Section 17.1

If, in the Board's judgment, it is necessary to reduce the administrative staff within particular administrative classifications, it shall be on the basis of length of administrative service within the Naugatuck school system (seniority), certification, and qualifications. If Naugatuck service as an Administrator is equal among or between Administrators being considered for release, the Administrator with the later date of appointment by the Board of Education will be considered to have the least seniority. If both these criteria are equal, the Administrator with the least amount of Naugatuck service, including non-administrative service, will be considered to have the least seniority.

In order to promote the orderly reduction in administrative personnel, the following procedures will be used:

• Any Administrator relieved of his/her duties because of reduction of staff or elimination of position shall be offered an administrative opening, if one exists, in his/her classification for which he/she is certified and qualified.
• If there is no existing administrative opening in his/her classification, the displaced Administrator shall be offered the position of an Administrator who has the least seniority in his/her present classification, provided he/she is certified and qualified for the position.
• If there is no existing administrative opening in his/her classification and the displaced Administrator has the least seniority in his/her present classification, he/she will be offered an administrative opening, if one exists, in any other administrative classification for which he/she is certified and qualified provided, however, that such appointment shall not be to a higher classification.
• If there are no existing administrative openings in any administrative classification, and the displaced Administrator has the least seniority in his/her present classification but has administrative seniority over an Administrator in another classification for which the displaced Administrator is certified and qualified, the displaced Administrator will be offered such position; provided, however, that such appointment shall not be to a higher classification.
• If an Administrator is relieved of his/her duties because of a reduction in staff or 16 elimination of position and another administrative position is not otherwise available as aforesaid, he/she will be offered a teaching position subject to the Reduction in Force provision of the Naugatuck Teachers' League contract with the Naugatuck Board of Education.
• If an Administrator is relieved of his/her duties because of a reduction in staff or an elimination of position and employed as a teacher, he/she will be given the experience credit on the salary schedule according to the teacher's contract for his/her administrative and teaching experience within the school system and shall retain all accumulated sick leave, providing the latter does not violate the teacher's contract or pertinent state statutes.
• Any Administrator who has been displaced as aforesaid shall be placed on a recall list for two (2) years and shall remain thereon until reappointed provided such Administrator does not refuse a reappointment. Administrators shall be recalled to positions for which they are certified and qualified according to their seniority as an Association bargaining unit employee except they may not be recalled to a position in a higher classification than the one they left. If a reappointment is offered consistent with the above and is refused by the Administrator, he/she shall thereupon be removed from the reappointment list.
• For purposes of this Article, administrative classifications shall be ranked as follows*:

1. High School Principal
2. Middle School Principal Director of Special Services Director of Curriculum & Instruction
3. Intermediate School Principal Elementary School Principal
4. High School Associate Principal
5. Assistant Director of Special Services Dean of Student Life Director of Diversity, Equity and Inclusion
6. Middle School Assistant Principal Coordinator of Pupil Services
7. Director of Early Childhood
8. Elementary Assistant Principal (10 Month)

• The Superintendent of Schools shall determine whether an Administrator is qualified under this Article to displace another Administrator within the bargaining unit, provided that the Superintendent's decision shall be reasonable. A decision that is reasonable shall be upheld. Decisions resulting in termination from the school system are not subject to the grievance procedure but shall be appealable through Connecticut General Statutes Section 10-151 (the so-called Teacher Dismissal Act). Decisions resulting in displacement within the school system shall be subject to the grievance procedure.
• An Administrator displaced to a lower paying Administrator's position or to the teacher's unit, all by reason of reduction in force, or modification of position, shall receive fifty percent (50%) of the difference between what would have been the Administrator's new salary (as of July 1st) and the prior salary or the teacher's salary as the case may be. The first thirteen (13) pay checks shall be at the Administrator's rate and the remaining 17 thirteen (13) paychecks shall be at the teacher's salary rate or at the new rate of the Administrator, as the case may be. The Superintendent shall provide notice to any affected Administrator by May 1 st of any such displacement effective July 1 st . Should notice be given subsequent to May 1st, the Administrator shall be paid at the Administrator's per diem rate for the number of days beyond May 1st that notice is given in addition to the amount noted above.

Article XVIII Just Cause

Section 18.1

No Administrator shall be disciplined, demoted or have his/her salary increase withheld without just cause.

Verbal and warnings shall not be subject to arbitration as set forth under Article VIII (Grievance Procedure).

Article XIX Holdover Clause

Section 19.1

All provisions of this Agreement shall remain in force after the expiration date upon the mutual agreement of both parties.

Article XX Professional Dues And Travel Allowance

Section 20.1

The Board shall pay for individual and professional membership dues, and subscriptions to professional journals, magazines, newspapers, and educational literature (for example, but not limited to: Educational Leadership, Phi Delta Kappa, Education Week, National Organization on Legal Problems in Education) up to two-hundred and fifty dollars ($250.00). Invoice for payment shall be sent to the Office of the Superintendent of Schools.

Section 20.2

All Administrators will receive travel expenses of fifty dollars ($50.00) per month. The Coordinator of Pupil Services and the Assistant Director of Special Services will receive one hundred dollars ($100.00) per month or I.R.S. mileage rates at their choice.

Article XXI Non-Resident Tuition

Section 21.1

The Board shall give favorable consideration to a request from any non-resident Naugatuck administrator to send his/her child(ren) to Naugatuck Public Schools in grades Kindergarten through Grade 12, tuition free, up to the regular education tuition amount established by the Board of education each year. The decision to accept the non-resident child(ren) of an administrator will be at the discretion of the Superintendent of Schools based on enrollment and such decision will not be subject to the grievance procedure. Any decision to accept nonresident student(s) is subject to an annual review based on enrollment. Any additional tuition costs beyond the regular education tuition amount will be the responsibility of the administrator in accordance with the amount(s) established by the Board of Education each year.

Article XXII Association Fees

Section 22.1

Within thirty (30) calendar days after the commencement of employment with the Board or the execution of this Agreement, whichever is later, bargaining unit employees shall have the opportunity to join the Association, pay a service fee or do neither. A bargaining unit employee who elects to join the Association or pay a service fee shall execute and deliver to the Board an authorization permitting the Board to deduct union dues or service fees (whichever is applicable).

The Association shall hold the Board harmless against any and all claims, demands, liabilities, lawsuits, attorney's fees, or other costs which may arise out of, or by reason of, actions taken against the Board as a result of the enforcement or administration of this Article.

The annual Association dues and service fee payment amount will be made in equal payroll deductions from September through June and remitted to the Association treasurer on a monthly basis.

Article XXIII Notice

Section 23.1

An Administrator may resign from employment or a position he/she receives a stipend for with the Board with thirty (30) calendar days written notice of resignation (forty-five (45) calendar days written notice in August) to the Superintendent of Schools.

Article XXIV Duration

Section 24.1

The provisions of this contract shall be in full force and effect for three (3) years from July 1, 2023 to June 30, 2026. The salary schedules for the three (3) years of this Agreement are contained in Appendix A of this Agreement.

Appendix A Naugatuck Administrators Salary Schedules

	2023-2024	2024-2025	2025-2026
High School Principle
Step 1:	$168,025	$172,226	$176,532
Step 2:	$176,532	$176,532	$181,223
Director of Curriculum & Instruction
Step 1:	$181,223	$181,223	$163,844
Step 2:	$160,413	$164,423	$168,534
Middle School Principal
Step 1:	$155,949	$159,848	$163,844
Step 2:	$160,413	$164,423	$168,534
Director of Special Services
Step 1:	$155,949	$159,848	$163,844
Step 2:	$160,413	$164,423	$168,534
High School Associate Principal
Step 1:	$150,840	$154,611	$158,476
Step 2:	$155,186	$159,066	$163,043
Elementary School Principal
Step 1:	$150,457	$154,218	$154,218
Step 2:	$154,925	$158,798	$162,768
Intermediate School Principal
Step 1:	$150,457	$154,218	$158,073
Step 2:	$154,925	$158,798	$162,768
Director of Diversity, Equity and Inclusion
Step 1:	$150,457	$154,218	$158,073
Step 2:	$154,925	$158,798	$162,768
Assistant Director of Special Services
Step 1:	$140,956	$144,480	$148,092
Step 2:	$145,183	$148,813	$152,533
Dean of Student Life
Step 1:	$136,897	$140,319	$143,827
Step 2:	$140,838	$140,838	$147,968
Middle School Assistant Principal (10 Month)
Step 1:	$147,968	$128,030	$132,230
Step 2:	$128,142	$131,346	$134,629
Director of Early Childhood
Step 1:	$126,407	$131,067	$135,844
Step 2:	$129,642	$134,383	$139,243
Coordinator of Pupil Services(10 Months)
Step 1:	$121,796	$124,841	$127,962
Step 2:	$125,132	$128,260	$131,467
Elementary Assistant Principal (10 Month)
Step 1:	$115,898	$118,795	$121,765
Step 2:	$118,901	$121,874	$124,920
Athletic Director (stipend)*	$12,270	$12,577	$12,891
Assistant Athletic Director (2 positions) (stipend)**	$6,000	$6,000	$6,000

 

*When the Athletic Director position is vacant, the initial vacancy is limited to bargaining unit members. If no bargaining unit member applies for the vacancy, (or there are no qualified candidate(s)), the Board may post the position for members of the teachers bargaining unit (who possess an 092 prerequisite).

The Athletic Director may be required to work on holidays, school breaks and a portion of the summer break.

**On an annual basis, the Assistant Athletic Director positions will be posted. The initial posting is limited to bargaining unit members. If no bargaining unit members apply for the position(s), (or there are no qualified candidate(s)), the Board may post the positions for members of the teachers bargaining unit (who possess an 092 prerequisite).

• Administrators on Step 1 shall advance to Step 2 on July 1st of the subsequent contract year, provided, Administrators hired on or after July 1, 2017 who were hired on Step 1, will receive the aforementioned step movement to Step 2 based on the applicable percent negotiated salary as set forth below.
• Current Administrators who are transferred (either voluntarily or involuntarily) to a higher paying bargaining unit position or successfully bid on a vacant bargaining unit position start at step 1 of the position (provided, such salary shall not be less than the Administrators’ salary at the time of the transfer/successful bid). The Board may, at its discretion, pay a transferred (involuntarily, voluntarily or as a result of a successful bid on a position) up to one hundred percent (100%) of full salary.
• Employees of the Administrators’ bargaining unit hired on or after July 1, 2017 to a bargaining unit position covered by this Agreement, may receive a percent of the negotiated salary for an Administrators’ position as follows:

First year: eighty-five percent (85%) of full salary

Second year: ninety percent (90%) of full salary

Third year: ninety-five percent (95%) of full salary

Fourth year: one hundred percent (100%) of full salary

The Board may, at its discretion, pay a new Administrator up to one hundred percent (100%) of full salary

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2022-2023 Rates

The following charts depict health insurance and dental insurance costs and rates for the 2022 - 2023 school year.

Rates for High Deductible Health Plan /Dental Coverage - Effective 9/1/22

Class	Annual Cost HDHP Coverage w/ Anthem	Payroll Contribution Effective 9/1/2022 24% Contribution	Annual Cost Dental Coverage w/Anthem Dental	Payroll Contribution Effective 9/1/22 24% Contribution
Employee	$12,040.56	$288.97	$462.72	$11.11
Employee + 1 Dependent	$22,876.92	$549.05	$1,203.48	$28.88
Family	$34,314.72	$823.55	$1,480.80	$35.54

 

Rates for High Deductible Health Plan /Dental Coverage - Effective 1/1/23

Class	Annual Cost HDHP Coverage w/ Anthem	Payroll Contribution Effective 1/1/23 23% Contribution	Annual Cost Dental Coverage w/Anthem Dental	Payroll Contribution Effective 1/1/23 23% Contribution
Employee	$12,040.56	$276.93	$462.72	$10.64
Employee + 1 Dependent	$22,876.92	$526.17	$1,203.48	$27.68
Family	$34,314.72	$789.24	$1,480.80	$34.06

 

 Rates for High Deductible Health Plan /Dental Coverage - Effective 9/1/23

Class	Annual Cost HDHP Coverage w/ Anthem	Payroll Contribution Effective 1/1/23 25% Contribution	Annual Cost Dental Coverage w/Anthem Dental	Payroll Contribution Effective 1/1/23 25% Contribution
Employee	$12,040.56	$301.01	$462.72	$11.57
Employee + 1 Dependent	$22,876.92	$571.92	$1,203.48	$30.09
Family	$34,314.72	$857.87	$1,480.80	$37.02

 

* Payroll contributions are taken during the second pay of each month, September through June.

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Collective Bargaining Agreement between the Naugatuck Board of Education and CSEA/SEIU, Local 2001 (Naugatuck ECC-Head Start) July 1,2022 Through June 30, 2023

Preamble

This Agreement is entered into by and between the Naugatuck Board of Education, hereinafter referred to as the "Board" and CSEA/SEIU, Local 2001 hereinafter referred to as the "Union" as the collective bargaining representative for the Early Childhood Educational employees.

Article I Recognition

Section 1.0

The Board recognizes the Union as the sole and exclusive bargaining agent for the purposes of collective bargaining with respect to all matters of wages, hours of employment and all other working conditions for all full-time and regular part-time Early Childhood Educational Employees (defined as teachers, lead teachers, advocates, coordinators, interventionists, and door monitors in the Early Childhood Educational Program) employed by the Board excluding supervisors, as defined by the Municipal Employee Relations Act, as certified in Case No. ME-33360, Decision No. 5037 dated November 9, 2018.  

Article II Management Rights

Section 2.0

Except where such rights, powers and authority are specifically relinquished, abridged, or limited by the provisions of this Agreement, the Board has and will continue to retain, whether exercised or not, all of the rights, powers, and authority, whether expressed or implied, heretofore had by it and, except where such rights, powers and authority are specifically relinquished, abridged, or limited by the provisions of this Agreement, it shall have the sole and unquestioned right, responsibility, and prerogative of the management of the affairs of the school and direction of the working force.

Enumerated Rights.  The exclusive functions and rights of the Board include, but are not restricted to, the right:

To establish or continue policies, practices, and procedures for the conduct of Board business and, from time to time, to change or abolish such policies, practices or procedures; to direct the operation of the employees in all aspects; to determine the methods and levels of financing and budget allocation; to determine and from time to time re-determine the number of employees to be employed; to employ, transfer, promote, demote, layoff or otherwise relieve employees from duty for lack of work or other legitimate reasons when it shall be in the best interest of the Board; to discipline, suspend and/or discharge employees for just cause; to determine the procedures for promotions and transfers; to select and determine the qualifications of employees; to select and employ new personnel; to determine job descriptions and job classifications; to create, enforce and from time to time change rules and regulations concerning discipline and the performance of work; to establish contracts or subcontracts, provided that this right shall not be used for the purpose or intention of undermining the Union or of discrimination against its members.

Unenumerated Rights.  The listing of specific rights in Section 2.0 of this Article is not intended to be all inclusive, restrictive or a waiver of any rights of the Board not listed which have not been expressly and specifically surrendered herein, whether or not such rights have been exercised by the Board.

Article III Union Dues

Section 3.0

The Board will provide the Union with electronic notification of all members that leave the Board’s employment within seven (7) calendar days of the date of severance from employment and of the name of new hires within seven (7) calendar days of the date of hire.  The Board will provide a new hire with a Union supplied informational packet and advise the new hire of the name of the local chapter Union officer.  The Union will provide the Board with the aforementioned informational packet and the name of the local chapter Union officer in order for the Board to comply with the language set forth herein.    

Section 3.1

The amount of dues deducted under this Article, together with a list of employees, shall be remitted to CSEA/SEIU, Local 2001 within one (1) calendar week after the payroll period in which such deduction is made together with a list of employees for whom any such deduction is made.

Section 3.2

The Union shall indemnify the Board for any liability or damages incurred by the Board in compliance with this Article.

Article IV Work Year and Workday

Section 4.0

The work year and workday for all employees shall be established and determined by the Board based on the operational needs of the Board. 

Employees shall be apprised of their work schedule for the ensuing year by the end of his/her current work year.  Changes to an employees’ work schedule may be made by the Board during his/her work year with ten (10) calendar days advance notice (except in the case of an emergency when an employee’s schedule can be changed immediately by the Director). 

Section 4.1

Employees who work less than twelve (12) months during a contract year will be provided with information regarding the days they will be expected to work.  Except for any paid holidays (as set forth under Article VI, Sections 6.0 and 6.1), winter break will be considered unpaid leave for any employee not scheduled to work during such period.

Section 4.2

Overtime shall be paid at the rate of one and one-half (1½) times the regular hourly rate for all hours worked in excess of forty (40) hours in a workweek.

Section 4.3

For purposes of calculating hours worked, vacation time and holidays shall be considered hours worked; sick time and personal time shall not be considered hours worked. 

Section 4.4

Full-time employees will be provided with a one-half (½) hour unpaid lunch break during a regularly scheduled workday.  In the event that a workday is shortened, the lunch break may be eliminated based on the duration of the reduced workday.

Section 4.5

Part-time bargaining unit employees will be provided with a paid break, if possible, based on the operational needs of the Early Childhood Center, as determined and approved by the Director. 

Article V Probationary Period and Seniority

Section 5.0

New employees shall serve a probationary period of ninety (90) workdays and shall have no seniority rights during this period. Workdays shall be defined as days the employee attends work.  A probationary employee shall have no seniority rights during his/her probationary period but shall be subject to all other provisions of this Agreement (except the grievance procedure shall not be available to such employees in the event of disciplinary action or dismissal).  Any absences during the probationary period shall be added to the probationary period.

Section 5.1

Seniority shall be defined as an employee’s continuous length of service in a bargaining unit position covered by this Agreement (including an employee’s part-time service that was contiguous to the employee’s twelve (12) month/thirty-five (35) hour per workweek position).  

Section 5.2

An employee shall lose his/her seniority for the following reasons:

• resignation;
• failure to accept the position within ten (10) calendar days from the date of the notice of recall (based on the date the letter of recall was mailed to the employee);
• discharge for cause; and
• layoff for more than fifteen (15) months.

Article VI Holidays

Section 6.0

The following holidays shall be observed as days off with full pay for employees in the bargaining unit who are regularly scheduled to work a minimum of ten (10) consecutive months per contract year and a minimum of twenty (20) hours per workweek, provided that school is not in session:

• New Year's Eve Day              
• New Year's Day                     
• Martin Luther King Day
• Lincoln's Birthday                 
• Washington's Birthday          
• Good Friday
• Memorial Day                        
• Labor Day                             
• Veterans' Day
• Day before Thanksgiving     
• Thanksgiving Day              
• Day after Thanksgiving
• Christmas Eve Day              
• Christmas Day

Employees scheduled to work twelve (12) months per contract year shall also receive Independence Day as a paid holiday, provided school is not in session. 

Section 6.1

The following holidays shall be observed as days off with full pay for employees in the bargaining unit who are regularly scheduled to work ten (10) consecutive months or less per contract year and less than twenty (20) hours per workweek, provided that school is not in session:

• New Year's Day                     
• Thanksgiving Day     
• Lincoln's Birthday                 
• Day after Thanksgiving                                                          
• Good Friday                           
• Christmas Day
• Labor Day                                                      

Section 6.2

In the event that school is in session on any of the above enumerated holidays, as set forth in the annual school calendar, or if school is held on any of the above enumerated holidays due to the needs of the District (subject to any prohibition under applicable state law), the Board will determine a substitute holiday (or floating holiday) that will be observed as a paid holiday for the eligible employees.  The Board agrees to advise the Union in advance prior to implementing a change of a listed holiday. 

If a floating holiday is declared in lieu of a holiday enumerated above, the floating holiday may be used on a day agreed to between the eligible employee and the Early Childhood Coordinator.   

Section 6.3

If a holiday occurs while an employee is out on a sick day, the day shall be charged as a holiday and not charged as a sick day.

Section 6.4

In the event that a paid holiday falls during an employee’s vacation period, the employee shall receive holiday pay and not be charged with a vacation day.

Section 6.5

An employee out of work due to a workplace injury shall not be eligible for holiday pay during his/her absence if the employee is receiving any form of workers’ compensation benefits during the absence.

Section 6.6

In order to be eligible for holiday pay, an employee must work his/her last scheduled workday before the holiday and his/her first scheduled workday after the holiday, unless the employee is out on previously approved vacation leave (if applicable), a previously approved personal day (if the employee is not eligible for vacation time), a sick day or a long-term illness. 

In the case of a sick day, the employee may qualify for the paid holiday only upon submitting a note excusing the employee from work due to illness or injury from the physician treating the employee for the illness or injury that caused the sick day no later than the beginning of the second workday following their return to work. 

For purposes of this Section, long-term illness shall be defined as being out of work for five (5) or more consecutive paid sick days (a long-term illness does not include an employee out of work on workers’ compensation).

Article VII Vacations

Section 7.0

Employees who are regularly scheduled to work twelve (12) months and at least thirty-five (35) hours per workweek shall receive paid vacations in accordance with the following schedule:

A. On July 1^st of each contract year, an eligible employee who has completed one (1) year but less than five (5) years of service in a bargaining unit position covered by this Agreement shall be credited with ten (10) vacation days. 

During an eligible employee’s first year of service in a bargaining unit position covered by this Agreement, he/she shall receive a prorated number of the aforementioned ten (10) vacation days based on his/her commencement date through June 30^th of such contract year.   

B. On July 1^st of each contract year, an eligible employee who has completed five (5) years but less than fifteen (15) years of service in a bargaining unit position covered by this Agreement shall be credited with fifteen (15) vacation days.  

C. On July 1^st of each contract year, an eligible employee who has completed fifteen (15) years of service in a bargaining unit position covered by this Agreement shall be credited with twenty (20) vacation days annually, provided, however, eligible employees who have completed twenty (20) years of service in a bargaining unit position covered by this Agreement prior to September 30, 2022 shall be credited with twenty-five (25) vacation days annually.  

Section 7.1

Vacation days are not cumulative and must be used in the contract year the days were credited. 

Section 7.2

During an employee’s first year of employment, vacation days shall be credited on a prorated basis commencing on the employee’s first date of work through June 30^th (and may be used upon the employee’s completion of his/her probationary period).  

Section 7.3

Prorated vacation days credited to an employee during his/her last year of employment shall be granted to the employee if he/she retires from employment provided that the employee provides the Board with a minimum of fourteen (14) calendar days advance written notice of retirement. 

Prorated vacation days credited to an employee during his/her last year of employment shall be granted to the estate of an employee if the employee passes away while employed by the Board. 

Section 7.4

The employee's anniversary date of hire will be used to determine the amount of vacation time to be credited on each July 1^st.

Section 7.5

Employees who are regularly scheduled to work twelve (12) months and at least thirty-five (35) hours per workweek who had previously worked for the Board in a part-time position covered by this Agreement shall receive six (6) months of credited service for each year of part-time service for purposes of determining his/her number of credited vacation days annually as set forth under Section 7.0 above (provided such part-time service was contiguous to the twelve (12) month/thirty-five (35) hour per workweek position).  

Section 7.6

All requests for use of vacation time must be submitted in advance, through the Frontline Absent Management System (formerly AESOP), in accordance with the following:

• Requests for use of three (3) or more vacation days must be requested at least two (2) weeks prior to the first day of the requested use of vacation leave.
• Requests for use of two (2) vacation days must be requested at least one (1) week prior to the first day of the requested use of vacation leave.
• Requests for use of one (1) vacation day must be requested at least forty-eight (48) hours prior to the requested use of vacation leave.

The timeframes set forth above for requesting the use of vacation time may be waived at the discretion of the Director.  A denial of a request shall not be subject to the grievance procedure set forth under Article XVIII. 

Employees will be advised whether a request for use of vacation time is approved within three (3) business days of the date the request is received by the Director.

Article VIII Sick Leave

Section 8.0

Full-time employees shall be credited with fifteen (15) sick days per contract year.  Except as set forth below, eight (8) sick days will be credited on the employee’s first day of his/her work year and the remaining seven (7) sick days will be credited on or about January 1^st.

Twelve (12) month full-time employees and ten (10) month full-time employees who commence work after the start of the regular work year for twelve (12) or ten (10) full-time employees (whichever is applicable) shall receive a prorated number of sick days in his/her first year of employment through June 30^th. 

Full-time employees may accumulate unused sick days to a maximum of one hundred eighty (180) sick days (based on the employee’s regular workday). 

Part-time employees shall be credited with five (5) sick days per contract year.  Except as set forth below, three (3) sick days will be credited on the employee’s first day of his/her work year and the remaining two (2) sick days will be credited on or about January 1^st. 

Part-time employees who commence work after the start of the regular work year for part-time employees shall receive a prorated number of sick days in his/her first year of employment through June 30^th. 

Unused sick leave may not accumulate from one work year to the next for part-time employees.

Each sick day shall be equal to the full-time or part-time employee’s regular workday. 

Employees not eligible for sick leave as set forth herein who are eligible for paid sick leave under Connecticut General Statutes Section 31-57r, shall receive sick leave in accordance with the terms of Connecticut General Statutes Section 31-57r.

Section 8.1

Sick leave may be used for:

An employee’s, employee’s child’s or employee’s spouse’s:

• illness, injury or health condition;
• the medical diagnosis of illness, injury or health condition; or
• preventative medical care; or

if an employee is a victim of family violence or sexual assault, for:

• medical care or counseling for injury or disability;
• to obtain services from a victim services organization;
• to relocate due to such family violence or sexual assault; or
• to participate in any formal proceedings related to or resulting from such family violence or sexual assault.

Section 8.2

At the discretion of the Superintendent of Schools or his/her designee, sick leave may be used in unusual cases for illness or physical incapacity of the employee's parent, grandparent, brother, sister or grandchild for a period of time sufficient to make other arrangements for care of the relative.  A denial of the use of sick leave for the purposes set forth herein shall not be subject arbitration under the grievance procedure set forth under Article XVIII. 

Section 8.3

Documentation from the physician who treated the employee (or the employee’s relative, as set forth above) for the illness or injury that caused the absences may be required by the Early Childhood Coordinator when sick leave is used on three (3) or more consecutively scheduled workdays.

Section 8.4

Upon separation from employment (for any reason), an employee shall not receive payment for any unused, credited sick leave hours. 

Article IX Personal Leave

Section 9.0

On July 1^st annually, full-time employees will be credited with three (3) personal leave days per contract year and part-time employees will be credited with one (1) personal day per contract year.  Personal days are based on the employee’s regular workday.  Personal leave days will be pro-rated for full-time employees hired during a contract year. 

Section 9.1

Except as set forth below, personal leave days may be granted for personal, medical, or legal business outside the control of the employee that cannot be conducted outside of the workday. 

Restrictions:   The following restrictions shall apply with respect to the use of personal days, unless an enumerated “exception” applies:

1. Ten (10) month employees must use personal days by May 15^th annually;
2. leaves under this subsection shall not be taken on the first and last days of the school year, during the last two (2) weeks of the school year, immediately before or after a scheduled school holiday or vacation period.

Exceptions:       Except as set forth under subsection (2) below, approval shall not be withheld in the following cases and, therefore, the restrictions set forth above shall not apply to:

1. Attendance at the birth or adoption of the employee’s child;
2. The attendance at either graduation exercises or academic related end of the year school events (as approved by the Director) of the employee, the employee’s spouse or children, to a maximum of two (2) days, if required;
3. Any severe illness or injury of the employee’s spouse, parent or children which requires the employee's presence; or
4. Mandatory court appearances, unless such appearance is at the request of the Naugatuck Board of Education in which case no personal leave days shall be charged against the employee.

Section 9.2

Personal leave days shall not be cumulative and, therefore, may not be carried over from contract year to contract year.

Section 9.3

Except in the case of emergencies, the employee must request the use of personal leave at least forty-eight (48) hours in advance.  Employees shall not be entitled to paid personal leave during their probationary period as new employees. 

Article X Funeral Leave

Section 10.0

Three (3) days of leave with pay per instance shall be granted in cases of death in the immediate family of any employee.  

"Immediate family", for purposes of this section, shall be defined as the employee’s child, spouse, parent, grandchild, grandparent, brother or sister.

One (1) day of funeral leave in each contract year will be granted in cases of death for someone other than an immediate family member.  

Article XI Military Leave

Section 11.0

Military leave shall be granted in accordance with applicable federal and state law.  An employee who is required to serve active reserve or national guard duty shall be paid the difference between his/her regular weekly wages and military pay (if his/her military pay is less) for up to two (2) weeks, or longer, if required by law. 

An employee may request, but is not required, to use any vacation leave or other forms of paid leave credited prior to the commencement of service.  While on military leave, an employee may be required to pay the employee’s cost of any Board provided benefit to the extent other employees on furlough or a leave of absence are so required.

Article XIII Jury Duty

Section 13.0

(For employees regularly scheduled to work twenty (20) hours or more per week).

Injury leave, as distinguished from sick leave, shall mean paid leave given to an eligible employee due to absence from duty caused by an accident or injury that arose out of and in the course of employment for the Board in a bargaining unit position covered by this Agreement.  

An employee absent from work due to an injury that arose out of and in the course of employment for the Board in a bargaining unit position covered by this Agreement shall be paid his/her regular weekly wages less any amount received from workers' compensation during the period of time he/she is receiving temporary total disability benefits (less applicable state and federal withholdings).

An employee absent from work due to an injury that arose out of and in the course of employment for the Board in a bargaining unit position covered by this Agreement shall be paid his/her regular weekly wages less any amount received from workers' compensation during the period of time he/she is receiving temporary partial disability benefits (less applicable state and federal withholdings) if the Board does not have any work available for the employee within his/her work restrictions. 

For employees hired prior to June 30, 2019, the period of injury leave shall not exceed seventy-five (75) workdays for the injury (or subsequent injury resulting from the initial injury, if applicable).  For employees hired on or after July 1, 2019, the period of injury leave shall not exceed forty (40) workdays for the injury (or subsequent injury resulting from the initial injury, if applicable). 

Article XIV Wages

Section 14.0

Hourly Wage Rates*
July 1, 2022 - June 30, 2023
2.28%
Door Monitor Rate	$14.00**
High School Diploma	$15.73
CDA with 12 Credits	$16.85
Associates Degree	$17.96
Bachelor's Degree	$19.08
Master’s Degree	$20.20

 

July 1, 2022 - June 30, 2023
2.28%
Deborah Gessner	$25,427.55
Lisa Phillips	$35,949.58
Barbara Fecteau	$37,218.14
Karri Maldonado	$34,795.60

*Deborah Gessner, Lisa Phillips, Barbara Fecteau and Karri Maldonado will continue to be paid on a salary basis (however, they will be eligible for overtime in the event they work more than forty (40) hours in a workweek). 

**With the exception of the door monitor wage rate in 2023, general wage increases for the contract year commencing on July 1, 2023 and all subsequent contract years shall be determined based on early childhood grants received by the Board for the Early Childhood Development Program.  The door monitor wage rate is based on the minimum wage rate in 2022 (fourteen dollars ($14.00) and 2023 (fifteen dollars ($15.00) effective on June 1, 2023).  Consequently, no general wage increase has been applied for 2022 or 2023.  The general wage increase effective on July 1, 2024 shall also apply to the door monitor position.

Section 14.1

School Closings or Cancellations

In the event that school is closed on a regular school day, hourly bargaining unit employees shall not receive remuneration for the day.

Delayed Opening

In the event of a delayed opening, all employees are expected to report to work at the time designated by the Board.  If an hourly employee reports to work at the time designated by the Board, he/she will be paid from his/her regular start time.  Hourly employees who do not report to work by the designated report time shall be paid from the time he/she reports to work. 

Early Student Dismissal Days – Unscheduled and Scheduled

On days that are either unscheduled or scheduled early student dismissal days, employees shall work the entire shortened workday with no paid or unpaid break. 

Scheduled Early Student Dismissal Days

If an employee is not required to attend training, professional development, workshops, conferences, etc., on a scheduled early student dismissal day, the employee will either be excused from work fifteen (15) minutes after the last child goes home for the day or provided with a work assignment for the remainder of the workday.  If an hourly employee is excused from work, he/she will receive remuneration until excused.

Unscheduled Early Student Dismissal Days

When students are dismissed early due to inclement weather or other unforeseen circumstances, bargaining unit employees may leave, at the discretion of the Director or his/her designee, either:

• thirty (30) minutes after the last child goes home for the day; or
• when the Director or his/her designee deems that the bargaining unit employee(s) is no longer needed, whichever is sooner, with no loss of pay. 

Article XV Health Insurance

Section 15.0

 

To be eligible to receive medical and dental insurance benefits, employees must be regularly scheduled to work thirty (30) or more hours per week and contribute by automatic payroll deduction a percentage of the premium cost share as set forth herein.  For health insurance, eligible employees have the option of enrolling in a plan provided by the Board.  Dental insurance is available to employees with the employee contributing a percentage of the premium cost as set forth herein.

 

 

Section 15.1

Plan Design:

Effective January 1, 2023 through December 31, 2023, January 1, 2024 through December 31, 2024 and January 1, 2025 through December 31, 2025:

(HDHP) $2,250/$4,500 Annual Deductible

Upon satisfaction of the HDHP deductible, prescriptions are subject to a co-pay of $5.00 generic/$25.00 brand name/$40.00 non-formulary brand name (unlimited maximum) (2x mail-in co-pay for 90-day supply)

100% in network after deductible

70%/30% out of network

$5,000/$10,000 out of network maximum

Bariatric procedures are not covered. 

Infertility benefits are subject to the state mandate limits. 

High-cost diagnostics and x-rays are subject to preauthorization and a $75.00 co-pay (to a maximum of $375.00 per plan year).

The employee shall be responsible for one hundred percent (100%) of the HDHP deductible.

Employees shall pay the following premium share contributions toward medical insurance premium costs:

• January 1, 2023 through December 31, 2023:            5.0%

• January 1, 2024 through December 31, 2024:            5.0%

• January 1, 2025 through December 31, 2025:            5.0%

Section 15.2

The employee’s contribution toward the deductible shall either be, at the employee’s option, via payroll deduction or contributed directly by the employee in his/her HSA bank account (if the employee decides to fund the deductible).

Section 15.3

The Board shall provide eligible employees a dental insurance plan for the employee only. Employees shall pay the following premium share contributions toward dental insurance premium costs (individual coverage only; the employee has the option to purchase dependent coverage at the employee’s expense).

• January 1, 2023 through December 31, 2023:            10%
• January 1, 2024 through December 31, 2024:            10%
• January 1, 2025 through December 31, 2025:            10%

Section 15.4

There shall be an open enrollment period on an annual basis during a time period set forth by the Board in October of each contract year with an effective date of the subsequent January. 

Section 15.5

Any employee eligible for individual medical coverage who elects to waive such coverage shall receive an annual waiver payment of one thousand dollars ($1,000.00) in lieu of the insurance benefit.  Any employee eligible for two-person medical coverage who elects to waive such coverage shall receive an annual payment of two thousand dollars ($2,000.00) in lieu of the insurance coverage.  Any employee eligible for family coverage who elects to waive such coverage shall receive an annual waiver payment of three thousand dollars ($3,000.00) to waiver such insurance coverage. 

All waiver payments are contingent on the employee submitting written notification that he/she has elected to waive coverage and also presenting evidence that he/she has alternate insurance coverage. 

Such waiver shall be paid in equal installments over the course of the school year.  The applicable waiver amount will be prorated if the waiver is approved during a contract year.

Retirees and other employees upon separation from employment shall not be eligible for the insurance waiver set forth herein.

Section 15.6

The Board shall have the right at any time to change insurance carriers provided that the coverage is substantially equal to or better than the existing plan on an overall plan benefit basis.  No changes in insurance carriers will be made without prior notification to the Union.

Section 15.7

Employees hired prior to June 30, 2020:

Upon retirement from employment with the Board, a pension eligible employee who is under the age of 65 and not Medicare eligible, shall receive the same health and dental insurance options that are offered to active employees.  Throughout retirement, the retiree shall be subject to any plan changes negotiated and implemented for active employees.  The Board will pay fifty percent (50%) of the cost of the premium for individual coverage until the retiree attains the age of sixty-five (65) and becomes Medicare eligible.  The retiree will pay the remaining fifty percent (50%) of the cost of the premium for individual coverage and one hundred percent (100%) of the cost of any dependent coverage.

Upon becoming Medicare eligible, the retiree shall be transferred to a Medicare supplemental plan.  The Board will pay fifty percent (50%) of the cost of the premium for individual coverage for the Medicare supplemental plan. 

Employees hired on or after July 1, 2020:

Employees hired on or after July 1, 2020 shall not be eligible for the aforementioned health and dental benefits upon retirement. 

Article XVI Pension

Section 16.0

Full-time employees hired by the Board for a bargaining unit position covered by this Agreement prior to January 1, 2012 are eligible to participate in the Borough of Naugatuck’s (hereinafter the “Borough”) defined benefit pension plan and are required to contribute four percent (4%) of their wages toward the plan. 

In order to be eligible to participate in either the Borough’s defined benefit plan or defined contribution plan (whichever is applicable to the specific employee), an employee is considered full-time if he/she is regularly employed by the Board for at least twenty (20) hours per work week/twelve (12) months a year or at least twenty-five (25) hours per work week/ten (10) months per year.  

Full-time employees hired by the Board for a bargaining unit position covered by this Agreement on or after January 1, 2012, shall be eligible for the Borough’s defined contribution plan, in accordance with the terms and conditions set forth in the plan.  Full-time employees under the defined contribution plan shall be defined as set forth in the plan.  

Article XVII Discipline

Section 17.0

A non-probationary employee shall not be disciplined and/or discharged except for just cause.  

Section 17.1

Depending on the seriousness of the alleged infraction, the level of discipline shall normally be as follows:

1. Verbal warning.
2. Written warning.
3. Suspension without pay or probation.
4. Discharge.

The aforementioned levels of discipline represent a progressive imposition of discipline, however, based on the particular infraction, the Board may implement discipline without the use of progressive discipline.  

Additionally, progressive discipline shall not be required for any of the offenses listed below.

Section 17.2

The following are grounds for immediate dismissal by the Board:

• Drinking during working hours or being under the influence of alcohol during work hours;
• Drug use during working hours or being under the influence of drugs during work hours that causes the employee to be impaired;
• Child abuse or neglect;
• Proven mistreatment of a child;
• Any conduct that constitutes gross neglect or willful misconduct;
• Any theft; and
• Any fighting or attempted bodily injury to another employee or a member of the public during work hours.

Section 17.3

A pattern of absenteeism or abuse of absences may be the basis for discipline.

Article XVIII Grievance Procedure

Section 18.0

The purpose of the grievance procedure shall be to settle employee grievances on as low an administrative level as possible.

Section 18.1 - Definitions

A “grievance” shall be defined as an employee’s claim that there has been a violation, misinterpretation or misapplication of a specific provision of this Agreement.

“Days” shall be defined as business days.

 Section 18.2 - Time Limits 

• Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each step shall be considered a maximum.  Except for the initial filing of a grievance, the time limits specified may be extended by written agreement of the Board and the Union.
• If an employee does not file a grievance in writing within ten (10) days of when s/he knew of or should have known of the act or conditions on which the grievance is based, then the grievance shall be considered to have been waived.
• Failure by the aggrieved employee to appeal a grievance to the next level within the specified time limits shall be deemed acceptance of the decision rendered at that level.
• Failure by the Board to reply within the specified time limits shall permit the aggrieved to proceed to the next step.

Section 18.3 - Steps 

Level 1 - Director

• The aggrieved employee must submit her/his written grievance to the Director within ten (10) days of when s/he knew of the act or conditions on which the grievance is based specifying the nature of the grievance, the specific provision of the Agreement allegedly violated, and the remedy requested.
• The Director shall within five (5) days of receiving the written grievance meet with the aggrieved employee and her/his representative for the purpose of discussing the grievance. 
• The Director shall render her/his decision, in writing, within five (5) days of the conclusion of the meeting, with a copy to the aggrieved employee and the Union steward.

Level 2 - Human Resources Director

• If the aggrieved employee is not satisfied with the disposition of her/his grievance at level 1, s/he may file her/his written grievance with the Human Resources Director within five (5) days of receiving the level 1 decision.
• The Human Resources Director or her/his designee shall within five (5) days of receiving the written grievance, meet with the aggrieved employee and her/his representative for the purpose of discussing the grievance. 
• The Human Resources Director or her/his designee shall render her/his decision, in writing, within five (5) days of the meeting, with a copy to the aggrieved employee and the Union steward.

 Level 3 - Board of Education

• If the aggrieved employee is not satisfied with the disposition of her/his grievance at level 2, s/he may file the grievance with the Board of Education within five (5) days after the level 2 decision.
• The Board of Education or its designated committee shall, within ten (10) days after the receipt of the written grievance, meet with the aggrieved employee and with her/his representative for the purpose of discussing the grievance. 
• The Board or its designated committee shall render its decision in writing to the aggrieved employee with a copy to the Union steward within five (5) days of such meeting.

Level 4 - Arbitration

If the aggrieved employee is not satisfied with the disposition of her/his grievance at level 3, within ten (10) days after the decision, the Union may submit the grievance to arbitration with the Connecticut State Board of Mediation and Arbitration.

Article XIX Vacancies

Section 19.0

It is understood that the Board has the right to eliminate positions and not fill vacancies. 

In the event that the Board decides to fill a vacancy or create a new bargaining unit position, such position shall be posted with a brief description of the job duties, the hours of work and the pay rate for a period of five (5) working days on a bulletin board made accessible to employees and on the Board’s on-line employment opportunities site prior to any action being taken by the Board to fill such vacancies or new positions.

An employee wishing to be considered for posted vacancies or new positions may apply through the on-line internal application process.  In making its selection of the applicant to fill the position, the Early Childhood Coordinator shall consider the following qualifications: education; training; certification; skills and experience as related to the position; job performance; ability, skills and knowledge valuable to the program. 

If two (2) or more bargaining unit employees apply for the position and the Early Childhood Coordinator deems the candidates to be qualified for the position, the Board shall select the most qualified candidate.  If the Board deems the internal qualified candidates to be equally qualified, the bargaining unit employee with the greater seniority shall be awarded the position.

Nothing in this Article shall be construed in any way to restrict the Board from hiring either from within or outside the school system for any vacancy or new position.

In the event that an internal candidate is selected to fill a vacancy or a new position, the employee shall serve a probationary period of ninety (90) workdays in the new position.  The probationary period may be extended, at the discretion of the Board, for an additional fifteen (15) workdays.  Any absences during the probationary period shall extend the ninety (90) working day probationary period (or fifteen (15) workday extended probationary period, if applicable) until the applicable number of workdays have been worked by the employee in the position.

During the ninety (90) working day probationary period (or fifteen (15) workday extended probationary period, if applicable), if a new employee is hired to cover the position vacated by the internal candidate who successfully bid on a vacant or new position, the new employee will be employed as a temporary substitute employee until the probationary period of the internal candidate is complete. 

If the Superintendent of Schools, or his/her designee, determines that the internal candidate selected to fill a vacancy or a new position is unable to perform the duties and responsibilities of the new position, he/she shall be returned to his/her former position before the end of the probationary period. 

Article XX Layoffs

Section 20.0

In the event that a layoff becomes necessary the employee(s) with the highest seniority will be maintained provided that such employee(s) are qualified to perform the required work.  Where two (2) or more employees are equally qualified in the judgment of the Early Childhood Coordinator (in consultation with the Human Resources Director), the employee with the highest seniority will be maintained.

Section 20.1

Employees will be recalled based on seniority (commencing with the most senior laid off employee). 

Employee(s) on layoff shall retain recall rights for a period of fifteen (15) months from the date of layoff.  An employee who is recalled shall be so notified by certified mail, return receipt requested and contacted by telephone at the last telephone number provided to the Board prior to the date of layoff (in the event that the laid off employee does not answer, if possible, a voice mail message will be left for the employee).  A laid off employee is expected to report for duty no more than ten (10) calendar days after the Board attempted to contact the laid off employee by telephone.  The time limit set forth herein may be waived by agreement of the parties.

Article XXI Miscellaneous

Section 21.0

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. 

Section 21.1

Employees shall be paid on a biweekly basis.

Section 21.2

The Board will provide long term disability benefits equal to fifty percent (50%) of the employees covered earnings to a maximum of five thousand dollars ($5,000.00) monthly after a waiting period set forth in the long-term disability plan. 

In order to receive long term disability benefits, an employee must meet the specific definition set forth in the applicable long term disability plan of disability, eligibility provisions, qualifying provisions and any and all other qualifying terms and conditions of the long-term disability policy in effect at the time of his/her disability.

In no event shall any combination of paid leave of any kind, workers’ compensation, or social security disability payments exceed the employee’s regular wages during any period of disability.  Disability payments are payable until receipt of Borough Pension or disability retirement.  Additional disability insurance may be available for purchase by the employee upon request.

Section 21.3

If any Article or Section hereof is declared to be invalid or violative of any law, statute, administrative ruling or judicial decision, such declaration of invalidity shall not affect the other Articles and Section or portions thereof which shall be valid. 

Section 21.4

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 a reasonable accommodation) for a period of twelve (12) months or longer, the Board shall have the right to retire or discharge the employee. 

Section 21.5

Unless specifically set forth to the contrary in an Article of this Agreement, full-time employees shall be defined as either twelve (12) month employees who are regularly scheduled to work thirty-five (35) hours per workweek or ten (10) month employees who are regularly scheduled to work thirty-five (35) hours per workweek.

Unless specifically set forth to the contrary in an Article of this Agreement, part-time employees shall be defined as either full-year part time employees (twelve (12) month employees who are regularly scheduled to work twenty-five (25) hours or less per workweek) or school year part-time employees (ten (10) month employees who are regularly scheduled to work twenty-five (25) hours or less per workweek).

Section 21.6

The Board shall provide term life insurance for full-time employees regularly scheduled to work at least: (a) twenty-five (25) hours per week and twelve (12) months per year; or (b) twenty-five (25) hours per week and ten (10) months per year in the amount of fifty-five thousand dollars ($55,000.00).   

Upon retirement from employment with the Board, those employees who are immediately eligible to collect full Borough pension benefits shall be provided with a four-thousand-dollar ($4,000.00) life insurance policy fully paid for by the Board.

Section 21.7

Leave of Absence Without Pay

(For employees regularly scheduled to work twenty (20) hours or more per week).

At the Superintendent’s discretion (or his/her designee’s discretion), the Superintendent or his/her designee may grant a leave of absence without pay for up to one (1) calendar year, provided, no period of time during the leave may be used for employment elsewhere.  

Requests for a leave of absence without pay shall be made in writing and shall include the length of leave requested. 

The employee shall not earn seniority during a leave of absence without pay but shall retain all seniority earned prior to the leave.  The employee is not entitled to pay, or Board provided benefits during the period of leave, except as required by law.  (This includes continuation of health benefits at the employee’s expense under the rules of the Consolidated Omnibus Budget Reconciliation Act (COBRA)). 

Any sick days credited to the employee before his/her leave of absence without pay shall be retained by the employee for use after his/her return to work for the Board.

A denial of a request for a leave of absence without pay shall not be subject to arbitration under the grievance procedure set forth under Article XVIII. 

Section 21.8

Employees who use their automobiles for school purposes at the written request of the Early Childhood Coordinator (or upon written approval of Early Childhood Coordinator) shall be reimbursed at the IRS rate in effect at the time of such use as well as for parking (if the employee submits a receipt for the parking).  Travel reimbursement forms shall be submitted on a monthly basis.  Failure to submit requests for reimbursement in a timely manner may result in a denial of the request.

Section 21.9

Any policy set forth in the Early Childhood Staff Handbook not specifically superseded herein shall continue to be applicable to bargaining unit members.

Section 21.10

Job descriptions may be changed, eliminated or created as necessary by the Board.  The Board will negotiate the impact, if any, of any change in the job description to bargaining unit employees. 

Section 21.11

It is the responsibility of an employee to report all work-related accidents and injuries to the Human Resources office within twenty‑four (24) hours of the occurrence (excluding weekends and holidays).  Forms for said reporting are maintained in the Human Resources’ office.

Section 21.12

The Board may provide employees with professional development opportunities based upon the operational needs of the school district and available resources.  Requests for payment of memberships in professional organizations or to attend conferences, seminars and other professional training may be submitted to the Early Childhood Coordinator and will be subject to the approval of the Early Childhood Coordinator.

Section 21.13

It is understood and agreed that this Agreement contains the complete understanding between the parties and that it may not be amended or altered unless by mutual agreement, in writing, by the parties.  All benefits, which members of the bargaining unit received from the Board in the past, which are not specifically granted in this Agreement shall cease at the time this Agreement becomes effective.

Section 21.14

Effective upon ratification by the Union and approval by the Board of this Agreement, when a floater is required by the Director or his/her designee to substitute for a para educator who is governed by the terms and conditions set forth in the collective bargaining agreement between the Naugatuck Board of Education and the Naugatuck Non-Certified Employees Union (NNECU), s/he shall receive a differential of up to two dollars ($2.00) per hour for all work performed over two (2) consecutive hours if the floater’s hourly wage rate is less than the lowest hourly wage rate of a NNECU para educator for the applicable contract year.  Consequently, the differential received combined with the floater’s regular hourly wage rate shall not exceed the lowest wage rate of a NNECU para educator.  

Article XXII Union Rights

Section 22.0

An authorized Union staff representative shall have access to the facility during working hours for the purpose of investigating, discussing and processing grievances provided that:

• S/he shall, upon arrival, report to the Director’s office.
• At all times, the operation of the school in a smooth manner shall take precedence over such rights to visitation; if the Director requires the services of the employee, school business shall come first.

Section 22.1

The Board shall provide space on a bulletin board that the Union may utilize for the purpose of posting appropriate notices of Union business.  Said bulletin board shall not be used for material of a partisan political nature or material that is inflammatory or derogatory to the Board, its officers or employees.

Article XXIII Duration

Section 23.0

This Agreement is effective on July 1, 2022 and shall remain in full force and effect through June 30, 2025.

The terms and conditions of this Agreement shall continue in full force and effect each year thereafter unless either party gives written notice to the other at least one hundred twenty (120) days prior to July 1^st of any year of its intention to negotiate a successor Agreement in which case this Agreement shall remain in full force and in effect during the period of negotiations.

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2022-2023 Rates

The following charts depict health insurance and dental insurance costs and rates for the 2022-2023 school year.

Rates for High Deductible Health Plan /Dental Coverage

Class	Annual Cost HDHP Coverage w/ Anthem	Payroll Contribution Effective 9/1/2022 5% Contribution	Annual Cost Dental Coverage w/Anthem Dental	Payroll Contribution Effective 9/1/2022 10% - Indivudal Full Amount – Additional members
Employee	$11,870.52	$59.35	$462.72	$4.63
Employee + 1 Dependent	$22,554.00	$112.77	$1,203.48	$70.37
Family	$33,830.28	$169.15	$1,480.80	$106.44

 

* Payroll contributions are taken during the second pay of each month, September through June. 

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Working Agreement Between The Naugatuck Board Of Education And Naugatuck Non-Certified Employees Union (NIPSEU) July 1, 2022 – June 30, 2025

Agreement

This Agreement is entered into by and between the Naugatuck Board of Education, hereinafter referred to as the "Employer" and/or "Board" and the Naugatuck Non-Certified Employees Union (“NIPSEU”) hereinafter referred to as the "Union."

Article I Recognition

Section 1.0

The Employer recognizes the Union as the sole and exclusive bargaining agent for the purposes of collective bargaining on all matters of wages, hours of employment and all other working conditions for: (1) all cafeteria employees, excluding the director of cafeterias; (2) all custodial employees, maintenance employees, grounds maintenance employees, and pool engineer, excluding the maintenance foreman at the high school; (3) all clerical and secretarial employees, excluding the secretary to the superintendent and the secretary to the assistant superintendent; (4) all para educators; and (5) all security, excluding the security advisor.

Article II Rights Of The Board Of Education

Section 2.0

Unless expressly limited by a specific provision of this Agreement, the rights, powers, and authority of the Board over matters involving the Naugatuck School System including, but not limited to, the full control over the policies, practices, procedures and regulations with respect to employees of the Board covered by this Agreement at all of its’ schools, shall remain vested solely and exclusively with the Board.

Except where expressly limited by the terms of this Agreement, all past practices prior to July 1, 2008, are hereby rendered null and void.

Article III Union Security

Section 3.0

The Board agrees to deduct monthly dues or service fees (if permitted under applicable law), as certified by the Secretary of the Union, from the wages of all employees covered by this Agreement who submit or have previously submitted to the Board a written authorization of dues deduction. The Union will save the Board harmless from all claims, demands, suits or judgments arising from the implementation of this Section.

Section 3.1

The monthly dues or service fees (if permitted under applicable law) remittances to the Union will be accompanied by a list of names of employees from whose wages such deductions have been made. The Union will save the Board harmless from all claims, demands, suits or judgments arising from the implementation of this Section.

Section 3.2

At least one bulletin board shall be reserved at an accessible place in each building for the use of the Union for the posting of official Union notices or announcements. The bulletin board shall be maintained by a designee appointed by the Union Steward, which does not necessarily mean the secretary.

Section 3.3

The Board shall provide one (1) copy of the contract to each employee upon request. New employees shall be provided with a copy of the contract at the time of his/her hire. The Union office shall be provided with one (1) signed copy of the Agreement at the time of signing.

Article IV Seniority

Section 4.0 - Definition of Seniority

A. "Seniority" shall include "unit seniority" (continuous service within the bargaining unit), "department seniority" (continuous service within a department), and "classification seniority" (continuous service in a job classification).

B. For the purposes of this Agreement, seniority shall be credited based on the following: Employees who are scheduled to work one thousand forty (1,040) hours or less in a year shall be credited with one-half (½) year seniority; employees who are scheduled to work more than one thousand forty (1,040) hours in a year shall be credited with one (1) year seniority.

C. A temporary employee (not an employee substituting for a regular employee) may fill vacancies for no more than thirty (30) workdays (that may be extended by the Board for an additional fifteen (15) workdays) during a contract year.

A seasonal employee (defined as an employee employed by the Board during a school recess or summer recess) may be employed by the Board for no more than ninety (90) workdays per contract year during such recesses.

Seasonal employees may include ten (10) month bargaining unit employees during the employees’ summer recess. 3

D. Seniority shall continue to accrue during an absence caused by the following approved leaves:

1. Sick or injury leave of six (6) months or less.
2. Maternity leave.
3. Military leave.
4. Jury duty leave.

E. Seniority shall not accrue but shall be bridged in the cases of:

1. Approved sick or injury leave exceeding six (6) months.
2. Approved leaves of absence without pay.
3. Layoffs of two (2) years or less duration.

F. Seniority shall be terminated by:

1. Resignation. (An employee shall give at least two (2) weeks notice before leaving the employ of the Board, unless otherwise mutually agreed upon.)
2. Retirement.
3. Discharge.
4. Failure to return from a leave of absence or layoff.
5. Layoff for a consecutive period exceeding the period of recall rights (one (1) or two (2) years).
6. Other termination from employment.

Section 4.1 - Seniority List

At the beginning of each school year, and upon reasonable request, the Board shall furnish to the President and Secretary of the Union a list by department of all employees covered by this Agreement. The list shall include unit seniority, department seniority, classification seniority, hourly wage, job title, shift and annual hours worked. Unless the Union files a grievance concerning the list within thirty (30) days of receipt of same, the list will be presumed to be correct for all purposes of this contract. Upon completion of their probationary period, new employees shall be added to this list.

Section 4.2 - Probationary Period

All new employees shall serve a probationary period of ninety (90) working days. Such employees shall have no seniority rights during his/her probationary period but shall be subject to all other provisions of this Agreement (except the grievance procedure shall not be available to such employees in the event of disciplinary action or dismissal).

If a new employee is hired as a para educator, during his/her probationary period, he/she must, as a condition of continued employment, at his/her own expense, meet the requirements of highly qualified as defined under applicable law. If a newly hired para educator fails to meet the 4 requirements of highly qualified during his/her probationary period, it shall be grounds for termination of employment.

All employees who have completed their probationary period shall acquire length of service records as of their date of employment. Any absences during the probationary period shall be added to the ninety (90) days probationary period.

Section 4.3 – Promotions, Vacancies and Transfers

A. With regard to Para Educators, the Board shall have the sole right of selection with respect to all promotions, transfers, and vacancies. The remainder of Section 4.3 does not apply to the Para Educators.

B. In the event that the Board decides to fill a vacancy or create a new bargaining unit position, the position shall be posted with a brief description of the job duties, the hours of work and the pay rate for a period of five (5) working days on bulletin boards and on the Board’s on-line employment opportunities site prior to any action being taken by the Board to fill such vacancies or new positions.

Employees wishing to be considered for posted vacancies or new positions may personally, or through their steward, submit their requests, in writing, to the Human Resources Director or apply through the on-line internal application process.

In making its selection of the applicant to fill the position, the administration shall consider the following qualifications: education; training; certification; skills and experience as related to the position; job performance; ability, skills or knowledge valuable to the school system.

Between applicants within the bargaining unit, department seniority shall be the deciding factor where qualifications are considered by the administration to be equal. Nothing in this Article shall be construed in any way to restrict the Board from hiring either from within or outside the school system. A copy of the vacancy notice will be provided to the Union Secretary

C. In the event that an internal candidate is selected to fill a vacancy or a new position, such employee shall serve a probationary period of thirty (30) workdays in the new position. Such probationary period may be extended, at the discretion of the Board, for an additional fifteen (15) workdays. Any absences during the probationary period shall extend the thirty (30) working day probationary period (or fifteen (15) workday extended probationary period, if applicable) until the applicable number of workdays have been worked by the employee in the position.

During the thirty (30) working day probationary period (or fifteen (15) workday extended probationary period, if applicable), if a new employee is hired to cover the position vacated by the internal candidate who successfully bid on a vacant or new position, the 5 new employee will be employed as a temporary substitute employee until the probationary period of the internal candidate is complete.

If, in the sole judgment of the building administrator or his/her designee or the director of human resources or his/her designee, the internal candidate selected to fill a vacancy or a new position is unable to perform the duties and responsibilities of the new position, he/she shall be returned to his/her former position before the end of the probationary period.

After completing the probationary period, if the position is a lateral position, the employee will remain in the new position for a period of one (1) year before requesting another transfer. In the case where a transfer would result in an increase in work hours by one (1) or more hours per work week and/or the position becomes benefit eligible, current bargaining unit members may apply for the position regardless of the length of time he/she has been in his/her current bargaining unit position. The Board of Education, in its’ discretion, may waive the one (1) year requirement.

In all cases of lateral positions, current employees shall have the right to apply for the position, regardless of the length of time they have been in their current position, prior to the hiring of an outside applicant.

If the position is a promotion, then the employee will remain in the new position for a period of one (1) year before requesting a transfer (or a promotion).

The Union President shall be notified in writing of employees selected to fill vacancies and new positions under this Section.

Promotion shall mean a position paying a higher rate of pay. The Board may, in its’ discretion, waive this one (1) year requirement.

D. In the event of an emergency, employees may be directed to perform temporarily the duties of another, as long as such duties are not outside the jurisdiction of this bargaining unit.

E. Transfers shall be made in the following manner:

Voluntary Transfers: The Board will post the position that the Board is seeking to fill via a transfer internally for a period of five (5) working days setting forth the assignment. In the event that the internal candidate(s) has the qualifications to perform the essential duties of the position, the Board will fill the position with a qualified internal candidate.

Involuntary Transfers: If no qualified internal candidate volunteers for the position, The Board may involuntarily transfer an employee with five (5) calendar days’ notice provided the transfer is on the same work shift (with a possible different starting time, depending on the position), classification (as set forth under Article XIII, Section 13.0) and pay grade.

F. Any opening which results from the filling of a vacancy or new position by a member of the bargaining unit shall not be considered a vacancy for purposes of this Article and shall not be subject to the posting requirements described herein.

G. Cafeteria Department Employees: Where a significant imbalance in the workload of the cafeteria workers exists among the various schools, the Board shall have the right to transfer employees immediately on a temporary basis for the purpose of alleviating such imbalance.

When filling temporary vacancies in each school with substitutes, all Cafeteria bargaining unit employees shall be offered the jobs with hours greater than their normally scheduled work hours before substitutes are offered to fill the remaining job(s). Such offers within the bargaining unit shall be made on the basis of seniority within the classification, within that school.

Only in the case of a vacancy remaining in the manager position will the temporary promotional opportunity be offered to the senior employee within the cafeteria department.

Section 4.4 - Layoff and Recall

A. Layoffs and reductions in employee hours of work shall take effect in inverse order of classification seniority within departments in the following order:

1. Newly hired probationary employees.
2. Employees working less than twenty (20) hours.
3. Employees working less than thirty (30) hours.
4. Employees working less than forty (40) hours.

B. The president and executive officers of Naugatuck Non-Certified Employees Union and one (1) chief steward from each group (1), (2), (3) (4) and (5) as described in Article I shall have superseniority in the event of a layoff

C. The Board will give two (2) weeks notice in advance of layoff to employees affected or two (2) weeks pay in lieu of such notice.

D. In the event of a layoff or the elimination of a position, the affected employee shall have the right to bump the employee with the least seniority in a classification within the department impacted, provided the employee can demonstrate acceptable job performance during a thirty (30) workday probationary period in the position. Such probationary period may be extended, at the discretion of the Board, for an additional fifteen (15) workdays. During such probation period (or extended probationary period, if applicable) the employee will not have access to the grievance procedure.

Any absences during the probationary period shall extend the thirty (30) working day probationary period (or fifteen (15) workday extended probationary period, if applicable) 7 until the applicable number of workdays have been worked by the employee in the position.

E. In the event of a recall, recall shall commence with the most senior laid off employees in the order of their classification seniority.

Recall shall be utilized by the Board prior to any new employees being hired in the laid off employees’ classification for a period of one (1) year following the layoff of employees with more than one (1) year of service but less than eight (8) years of service with the Board in the bargaining unit and for two (2) years following the layoff of employees with more than eight (8) years of service with the Board in the bargaining unit.

F. A laid off employee shall respond to a notice of recall within seven (7) calendar days after receipt of notice sent to the employee by registered mail to his/her last known post office address.

The laid off employee must return to work within fourteen (14) calendar days from the date of acceptance of employment, unless otherwise mutually agreed upon, in writing, by the Board and the recalled employee.

If such laid off employee fails to indicate acceptance within seven (7) calendar days of receipt of the notice of recall or fails to return to work within fourteen (14) calendar days of acceptance of employment, he/she shall lose all rights with respect to reemployment.

It is understood for the purposes of this Article that "receipt" shall mean postal delivery to the employee's last known post office address.

Article V Hours of Work, Overtime and Holiday Premium Pay

Section 5.0

A. The workweek for all employees shall consist of five (5) consecutive days, Monday through Friday except as indicated in Section 5.2.I. herein.

B. All regularly scheduled hours of work shall be consecutive for all employees, except for lunch.

C. Time and one-half shall be paid for all work performed in excess of forty (40) hours per week.

D. All work performed on Saturday when Saturday is outside of the employee’s regularly scheduled workweek shall be paid at time and one-half (1½) the employee’s regular hourly wage rate.

E. All worked performed on Sunday shall be paid at double time, except as indicate in Section 5.2.I. herein.

F. Double time shall be paid for all hours worked on holidays, plus holiday pay.

G. All overtime work shall be assigned according to job classification. All overtime work shall be assigned on a rotational basis within each job classification in each building location. For purposes of ensuring equitable rotation of overtime work, any employee who is offered overtime work and does not avail himself/herself of the opportunity to work will be charged with the scheduled overtime as if he/she had worked the overtime.

It is understood that the Union president has the right to inspect wage and hour records.

An employee who is absent from work for ten (10) or more working days for reasons other than vacation will be charged with the average number of hours of the employees within the job classification upon his/her return to work.

H. Employees shall not leave the building to which they are assigned during work hours without prior notification and approval from the building principal and his/her immediate supervisor except during the employee's lunch break, in which case notification to the building principal or his/her designee in the school where the employee is assigned is required (if the employee is not assigned to work in a school, notification to his/her supervisor is required).

I. Unless otherwise directed by the administration, all custodians, during school recesses, summer closings and school cancellations shall be assigned to first shift work, except at the high school during the month of July. In the event of special events, custodians will be assigned for that function.

J. Except as set forth under Article V, Section I, any change in the existing starting and ending times to an employee's workday will be posted fifteen (15) calendar days in advance of the change (except when the change is due to either an emergency or on a temporary basis, as set forth below) in the building in which the change will occur. An emergency, for the purpose of this Article, is an unforeseen condition which arises, and which requires immediate attention. For purposes of this provision, a temporary basis shall be defined as a period of up to thirty (30) workdays (that may be extended by the Board for up to an additional fifteen (15) workdays) during a contract.

Section 5.1 - Cafeteria Employees (Department 1)

A. The basic work year is ten (10) or twelve (12) months, depending upon job description. B. The basic workweek shall range from ten (10) to thirty (30) hours. C. Cafeteria employees who return to perform any evening work shall be paid a minimum of four (4) hours at one and one-half (1½) times their regular hourly rate.

B. The basic workweek shall range from ten (10) to thirty (30) hours.

C. Cafeteria employees who return to perform any evening work shall be paid a minimum of four (4) hours at one and one-half (1½) times their regular hourly rate.

Section 5.2 – Custodial and Maintenance Employees (Department 2)

A. The basic work year is twelve (12) months.

B. The basic workweek shall be forty (40) hours per week for full-time employees. Employees who are not full-time shall work at least ten (10) hours but less than forty (40) hours per week.

C. Full-time employees shall work eight (8) consecutive work hours per workday (such eight (8) hour workday does not include a one-half (½) hour unpaid lunch).

D. When school is cancelled or if overtime is assigned because of weather conditions or other emergency situations, custodian and maintenance employees in the bargaining unit are required to report to work.

If it is physically impossible for a custodian or maintenance employee to report to work, the burden will be upon the employee to establish an adequate reason for his/her failure to report to work. Under such circumstances, the custodian or maintenance employee must call the Custodial Manager and/or Facilities Director at least one (1) hour before the commencement of his/her regular workday or assigned overtime to state the reason for either being delayed or why it is physically impossible for him/her to report to work.

E. The head custodian at each school facility will maintain a record of overtime hours worked by employees assigned to his/her facility and such record will be posted on the overtime hour board. The Custodian Manager, principal and building steward shall have the right to inspect such records. All overtime must be approved, in advance, either by the Custodian Manager or the building principal or their designee.

F. The Custodian Manager will, on a rotating basis, assign work to custodians from other schools to cover work or overtime activities in the schools where regularly assigned custodians are not available. In the case of overtime, if all custodians have been offered overtime, such overtime may, at the discretion of the Custodian Manager, be offered to maintenance employees on a rotating basis.

G. A full-time custodial or maintenance employee called in to work by the Custodial Manager and/or Facilities Director to perform unscheduled work outside of his/her regularly scheduled working hours shall be paid in accordance with the following:

If the call-in is contiguous to the start time of the custodian or maintenance employee's regularly scheduled work hours (within sixty (60) minutes of his/her start time), he/she shall be paid at his/her regular hourly rate of pay (or overtime rate, if applicable) for the hours worked.

If the start time of the call-in is either before or after the custodian or maintenance employee has started/completed his/her regularly scheduled work hours and the call-in 10 hours are not contiguous to his/her regularly scheduled work hours, he/she shall be paid a minimum of three (3) hours at one and one-half (1½) times his/her regular hourly wage rate, except if the call occurs between midnight and 5:00 a.m. in which case the custodian or maintenance employee shall be paid a minimum of four (4) hours at one and one-half (1½) times his/her regular hourly wage rate.

A custodian or maintenance employee called in, as set forth above, is expected to remain at work to perform assigned work for a minimum of two (2) hours (or until the assigned work is completed, whichever is longer) in order to receive the three (3) hour or four (4) hour minimum (whichever is applicable to the assignment). In the event that the custodian or maintenance employee fails to remain at work for the minimum of two (2) hours (or until the assignment is completed, whichever is longer), he/she shall only receive remuneration for the period of time he/she performed work during the call-in.

H. An employee called back to work for snow or ice storms shall be paid for one-half (½) hour at the applicable rate upon reporting to work for travel time.

Such one-half (½) hour of paid travel time shall apply when: (1) an employee is called back to work after his/her workday ends; or (2) when an employee is required by the Board to report to work prior to the commencement of his/her regular workday; such travel time shall not apply when an employee is required to remain at work after his/her regular workday ends.

I. The work week of custodial employees (at the high school) and maintenance employees hired on or after July 1, 1995, shall be the same as other employees on their respective shifts except they may be scheduled by the Board of Education for any five (5) consecutive day period.

This provision shall apply to a maximum of two (2) such employees at any time, except that any employee hired on or after July 1, 1999, shall be subject to being scheduled for any five (5) consecutive day period.

Said employee shall be paid one and one-half (1½) times his/her regular hourly rate for the sixth (6th) consecutive day of work and double (2x) his/her regular hourly rate for the seventh (7th) consecutive day of work. The workday shall consist of eight (8) consecutive work hours for a full-time position (such eight (8) hour workday does not include a onehalf (½) hour unpaid lunch)

Section 5.3 - Clerical and Secretarial Employees (Department 3)

A. The basic work year is as follows:

1. Twelve (12) months for secretaries assigned to the high school principal, associate high school principal, adult education, middle school principal and the computer secretary at the high school. 11
2. Ten (10) months for all other secretarial employees.

B. Elementary, Middle and Intermediate School Secretaries: Full-time elementary, middle and intermediate school secretaries shall work thirty-seven and one-half (37½) paid work hours per week with a one-half (½) hour unpaid lunch every workday.

C. High School Secretaries: A full-time secretary assigned to the attendance office, the full-time secretary to the dean of student affairs/athletic director and one (1) of the fulltime secretaries to the dean of student affairs shall work forty (40) paid work hours per week with a one-half (½) hour unpaid lunch every work day; all other full-time high school secretaries shall work thirty-seven and one-half (37½) paid work hours per week with a one-half (½) hour unpaid lunch every work day.

D. Full-time secretaries and clerical employees are required to work the entire regular workday on scheduled early dismissal days and professional development days.

E. Secretarial and clerical employees assigned to work at Central Office shall work thirtyseven and one-half (37½) paid work hours per week with a one (1) hour unpaid lunch every workday.

F. A full-time secretarial or clerical employee called in to work outside of his/her regularly scheduled working hours shall be paid in accordance with the following:

If the call-in is contiguous to the start time of the full-time secretarial or clerical employee's regularly scheduled work hours (within sixty (60) minutes of his/her start time), he/she shall only be paid at his/her regular hourly rate of pay (or overtime rate, if applicable) for the hours worked.

If the start time is either before or after the full-time secretarial or clerical employee has started/completed his/her regularly scheduled work hours and the call-in hours are not contiguous to his/her regularly scheduled work hours, he/she shall be paid a minimum of four (4) hours at one and one-half (1½) times his/her regular hourly wage rate.

Section 5.4 - Para Educators (Department 4)

A. The basic work year is ten (10) months.

B. Full-time Para Educators shall work the hours that school is in session, which includes one-half (½) hour unpaid lunch. In addition, they shall work a total of thirty (30) minutes before and/or after school as assigned by the supervisor. The resulting work schedule is thirty-two and one-half (32½) paid hours per week.

C. Para Educators shall be scheduled to work up to two (2) additional workdays (scheduled on consecutive days) beyond the regular school year in each contract year. The two (2) additional consecutive workdays may be assigned, at the discretion of the Administration: 12

• immediately prior to the commencement of the school year; or
• immediately after the conclusion of the school year.

Prior to the last workday of the previous school year, para educators will be advised of the days that the two (2) additional consecutive workdays will be scheduled for the subsequent school year.

D. Full-time Para Educators do work the entire day on scheduled early dismissal days and full professional development days unless arrangements not to work are made in advance with the Supervisor.

E. In the event of delayed openings or emergency dismissals for weather or other unforeseen circumstances, para educators will be paid for the entire day.

G. Part-time Para Educators shall work less than thirty (30) hours per week.

H. Para Educators shall be paid for all hours worked outside their regularly scheduled hours.

I. Effective December 1, 2022, when a para educator is required to cover a class in the absence of a teacher, s/he shall receive a two dollar ($2.00) per hour differential for all work time over two (2) consecutive hours.

Article VI Holidays

Section 6.0

The following holidays shall be observed as days off with full pay for employees in the bargaining unit who are regularly scheduled to work twelve (12) months per year, provided that school is not in session:

• New Year's Eve Day
• New Year's Day
• Martin Luther King Day
• Lincoln's Birthday
• Washington's Birthday
• Good Friday
• Memorial Day
• Independence Day
• Labor Day
• Day before Thanksgiving
• Veterans' Day
• Thanksgiving Day
• Day after Thanksgiving
• Christmas Eve Day
• Christmas Day

Section 6.1

The following holidays shall be observed as days off with full pay for employees in the bargaining unit who are regularly scheduled to work at least ten (10) months each year and at least twenty (20) hours per week, provided school is not in session:

• New Year's Eve Day
• New Year's Day
• Martin Luther King Day
• Lincoln's Birthday
• Good Friday
• Memorial Day
• Labor Day
• Day before Thanksgiving
• Veterans' Day
• Thanksgiving Day
• Day after Thanksgiving
• Christmas Eve Day
• Christmas Day

Section 6.2

For employees scheduled to work less than twenty (20) hours per week and ten (10) months or less each year, the following holidays shall be observed as days off with full pay, provided school is not in session:

• New Year's Day
• Lincoln's Birthday
• Good Friday
• Labor Day
• Thanksgiving Day
• Day after Thanksgiving
• Christmas Day

Section 6.3

Part-time employees who are regularly scheduled to work Monday through Friday, shall receive holiday pay for the holidays set forth under Article VI, Section 6.0 based on their regular hours worked for the applicable holiday.

Except as set forth herein, part-time employees who are regularly scheduled to work on Saturdays and Sundays shall not receive holiday pay for the holidays set forth under Article VI, Section 6.0. If a holiday listed in Article VI, Section 6.0 falls on a Saturday or Sunday (i.e. – Christmas Day), the employee is not expected to report to work and the employee will receive holiday pay for such day based on his/her regular work hours.

Section 6.4

With respect to the holidays set forth under Article XI, Sections 6.0, 6.1 and 6.2, in the event that school is in session on any of the above enumerated holidays, as set forth in the annual school calendar, or if school is held on any of the above enumerated holidays due to the needs of the District (subject to any prohibition under applicable state law), the Board will determine a substitute holiday (or floating holiday) that will be observed as a paid holiday for the eligible employees. The Board agrees to advise the Union in advance prior to implementing a change of a listed holiday.

If a floating holiday is declared in lieu of a holiday enumerated above, the floating holiday may be used on a day agreed to between the eligible employee and the employee’s department head.

For weekend holidays, if school is in session on the preceding Friday or following Monday, employees shall be given a day off at the next available day when school is not in session, and employees would otherwise be expected to work unless the employees have been paid double time plus holiday pay for working on said Friday or Monday, pursuant to Section 5.0 F. of this Agreement. If the employees have been so paid, they shall not receive a day off.

Section 6.5

In order to be eligible for holiday pay, an employee must work his/her last scheduled workday before the holiday and his/her first scheduled workday after the holiday, unless the employee is out sick or on previously approved vacation leave.

Section 6.6

Employees absent on paid sick leave (Section 8.0) on a regular holiday shall be paid the holiday pay only and shall not be charged with sick leave.

Section 6.7

When a holiday occurs during an employee's regularly scheduled vacation, said holiday shall not be charged against the employee's earned vacation time

Article VII Vacations

Section 7.0

Those employees who are regularly scheduled to work twelve (12) months each year and at least twenty (20) hours per week shall receive paid vacations in accordance with the following schedule:

1. An employee who has completed one (1) year, but less than five (5) years of unit seniority shall be entitled to paid vacation of ten (10) days annually. Up to five (5) vacation days may be borrowed against future vacation time after the first six (6) months of unit seniority provided the employee sign in advance a form provided by the school administration. Employees who borrow against future vacation time between six (6) and twelve (12) months of initial employment and leave the district for any reason prior to completing one year and earning said vacation time, the pay for vacation time taken but not yet earned will be deducted from the last paycheck.
2. An employee who has completed five (5) years, but less than fifteen (15) years of unit seniority shall be entitled to fifteen (15) days of paid vacation annually.
3. An employee who has completed fifteen (15) years, but less than twenty (20) years of unit seniority shall be entitled to twenty (20) days of paid vacation annually.
4. An employee who has completed twenty (20) years or more of unit seniority shall be entitled to twenty-five (25) days of paid vacation annually.

Section 7.1

Employees who are called back to work during their vacation shall be paid time and one-half (1½) for all hours worked.

Section 7.2

Employees shall choose their vacations in order of department seniority, subject to the following:

1. For all employees, except as hereafter provided, vacations shall be taken between the period beginning two (2) days after the end of the school year and ending two (2) weeks before the scheduled school opening according to the approved school calendar. Those employees who have earned more than three (3) weeks of vacation time shall be required to take all vacation in excess of three (3) weeks at a time outside the summer vacation schedule, no more than one (1) week at a time.
2. Vacations shall be scheduled so as to meet the operating requirements of the Board and the preference of the employees in accordance with Sections F and G herein.
3. The maximum vacation to be taken consecutively is three (3) weeks during the summer vacation period or one (1) week at any other time. Any vacation in this policy must be authorized in advance by the employee's supervisor.
4. The Board retains the right to limit the number of employees on vacation at any one time.
5. Vacation shall not be accumulated from year to year. F. All requests for vacation scheduling shall be made during month of March in each contract year.
6. Exceptions to the foregoing scheduling of vacations during the month of March may be made at the sole discretion of the department head (or building principal if the employee’s immediate supervisor is not a department head) provided, however, any vacation days not scheduled as set forth under Section F. above shall be in accordance with the following (subject to the approval of the department head) (or building principal if the employee’s immediate supervisor is not a department head):
   1. Requests for use of three (3) or more remaining days must be requested at least two (2) weeks prior to the first day of the requested use of vacation leave;
   2. Requests for use of two (2) remaining days must be requested at least one (1) week prior to the first day of the requested vacation use of vacation leave;
   3. Requests for use of one (1) remaining day must be requested at least sixteen (16) hours prior to the requested use of vacation leave. 

The timeframes set forth under Section G. may be waived at the discretion of the department head (or building principal if the employee’s immediate supervisor is not a department head). A denial of a request under Section G. shall not be subject to the grievance procedure set forth under Article IX.

Section 7.3

An employee who terminates employment in good standing with the Board shall receive a prorated number of vacation days for his/her last year of employment (commencing on his/her anniversary date) provided that fourteen (14) days’ notice of such termination has been given in writing to the Board.

Section 7.4Section 8.1 - Maternity Leave

In the event of the death of an employee, a pro-rated number of vacation days for the deceased employees last year of employment (commencing on his/her anniversary date) shall be paid to the spouse of the employee, if any, and if said spouse is not alive, to the estate of the deceased employee.

Section 7.5

The employee's anniversary date of hire will be used to determine the amount of vacation time due.

Article VIII Leaves of Absence

Section 8.0 Sick Leave

A. Paid sick leave shall be granted to all employees who are regularly scheduled to work twenty (20) hours or more per week.

Sick leave may be used in full or one-half day (½) increments.

All sick leave days will be credited on July 1st of each contract year.

B. All full-time employees who are regularly scheduled to work twelve (12) months per year shall be credited with fifteen (15) days of sick leave per contract year on July 1st, cumulative to a maximum of one hundred (100) days.

C. All full-time employees and part-time employees who are regularly scheduled to work ten (10) months per year and twenty (20) hours or more per week on a regular basis shall be credited with thirteen (13) sick days per year on July 1st, cumulative to a maximum of ninety (90) days.

Part-time employees who are regularly scheduled to work less than twenty (20) hours per work week, shall receive sick leave in accordance with the following:

Effective July 1, 2022 through June 30, 2023, one (1) sick day based on the employee’s regular workday.

Effective July 1, 2023 two (2) sick days in each contract year based on the employee’s regular workday with one (1) day credited on July 1st and one (1) day credited on January 1st annually.

D. Sick leave may be used in the following situations:

1. Personal illness or physical incapacity of the employee.
2. Enforced quarantine of the employee in accordance with the community health regulations.
3. At the discretion of the Superintendent, sick leave may be used in unusual cases for illness or physical incapacity of the employee's spouse, parents, grandparents, brother, sister, child, stepchild or grandchild, or any other relative who is domiciled in the employee's household for a period of time sufficient to make other arrangements for care of the relative.
4. In accordance with the Connecticut Paid Sick Leave Act (limited to employees covered by the Act).

E. The Board of Education shall provide the Union annually with a list showing the amount of sick leave each individual Union employee and each department collectively has used and accrued.

F. Proof of illness may be required at any time the administration has reason to suspect sick leave is being abused or in the event of a pattern of absences.

Note: It is the basic premise of employment that an employee must be present to perform the duties and assignments of his/her position.

Section 8.1 - Maternity Leave

Maternity leave will be provided in accordance with applicable federal law.

Application for leave under the FMLA shall be submitted to Human Resources in accordance with the Board’s FMLA policy and procedure.

Section 8.2 - Bereavement Leave

A. Three (3) days of leave with pay per instance shall be granted in cases of death in the immediate family of any employee, or in the immediate family of the employee’s spouse.

B. "Immediate family", for purposes of this section, shall be defined as the employee’s child, stepchild, spouse, parent, grandchild, grandparents, brother, sister, niece, nephew in-law or any dependent in their household.

C. One additional travel day (unpaid) may be provided upon request of the Superintendent or his/her designee. Such additional day may be granted at the discretion of the Superintendent or his/her designee.

D. In special circumstances, an employee may request additional bereavement leave by submitting a written request to the Superintendent explaining the special circumstances and specifying the amount of additional time requested. At the discretion of the Superintendent or his/her designee, such additional time may be granted.

If such time is granted, it may be paid or unpaid at the discretion of the Superintendent or his/her designee.

Section 8.3 - Injury Leave

(For employees regularly scheduled to work twenty (20) hours or more per week).

Injury leave, as distinguished from sick leave, shall mean paid leave given to any eligible employee due to absence from duty caused by an accident or injury that occurred while the employee was engaged in the performance of his/her duties as a Board employee.

An employee absent from work due to an injury sustained in the performance of his/her duties as a Board employee shall be paid his/her regular weekly wages less any amount received from workers' compensation during the period of temporary total disability (less applicable state and federal withholdings).

The period of such leave shall not exceed seventy-five (75) workdays for any employee for the injury (or subsequent injury resulting from the initial injury, if applicable).

Section 8.4 - Leave of Absence Without Pay

(For employees regularly scheduled to work twenty (20) hours or more per week).

At the Board’s discretion, the Board may grant leaves of absence without pay for up to one (1) year, not to include a leave for employment elsewhere.

Requests for such leave shall be made in writing and shall include the length of leave requested.

The employee shall not earn seniority during such leave but shall retain all seniority earned prior to such leave. The employee is not entitled to pay, or Board provided benefits during the period of absence, except as required by law. (This includes continuation of health benefits at the employee’s expense under the rules of the Consolidated Omnibus Budget Reconciliation Act (COBRA)). The employee's accumulation of sick leave shall be retained to his/her credit when he/she returns.

A denial of leave under Article VIII, Section 8.4 shall not be subject to the grievance procedure set forth under Article IX.

Section 8.5 - Military Leave

Military leave shall be granted in accordance with federal, state and local laws. An employee who is required to serve active reserve or national guard duty shall be paid the difference between his/her regular salary and military pay (if his/her military pay is less) for up to two (2) weeks, or longer if required by applicable law.

Section 8.6 - Jury Duty

Any employee summoned for jury duty shall be paid the difference between the employee's regular earnings and what he/she receives for such jury duty service, provided, however, that the employee is cooperative with the Board in efforts to have the employee relieved from such jury duty, and such request for relief is not granted by the court.

When an employee on jury duty is not required to attend court for four (4) hours or more, the employee shall return to his/her regular duties.

An employee who is assigned to the second shift who is required to attend court for less than four (4) hours, shall be required to work the number of hours which, when added to his hours in court, equal eight (8) hours.

Section 8.7 - Personal Leave

(For employees regularly scheduled to work twenty (20) hours or more per week).

Personal Leave may be granted for personal, medical, or legal business outside the control of the employee that cannot be conducted outside of the workday. Three (3) days of personal leave may be granted per year.

Personal leave shall not be cumulative and, therefore, may not be carried over from contract year to contract year.

Except in the case of emergencies, the employee must request such leave at least forty-eight (48) hours in advance. Employees shall not be entitled to paid personal leave during their probationary period as new employees.

Employees who are regularly scheduled to work less than twenty (20) hours per week may be granted one (1) day of personal leave per contract year.

Article IX Grievance Procedure

Section 9.0

The purpose of the grievance procedure shall be to settle employee grievances on as low an administrative level as possible.

Section 9.1 – Definitions

Grievance: A grievance shall be defined as a claim by an employee or the Union, on behalf of either a named employee or a class action on behalf of a group of employees, as defined under Article IV, Section 4.4, that as to the employee, named employee (or group of employees), there has been a violation of the specific terms of this Agreement.

Days: As used here, the term "days" shall refer to calendar days.

Section 9.2 Steps

Grievances shall be processed as follows:

A. Step 1 The aggrieved employee or his/her Union representative must submit the grievance in writing to the director of human resources within the fifteen (15) day timeframe set forth under Article IX, Section 9.3.

Within ten (10) days of receipt of the grievance, the director of human resources will meet with the employee and his/her Union representative to review and discuss the grievance.

Within ten (10) days after the conclusion of such meeting, the director of human resources will provide the employee and the employee’s Union representative with his/her written disposition of the grievance.

In the event that the employee is not satisfied with the disposition of his/her grievance by the director of human resources, the employee shall have ten (10) days to submit the grievance to the superintendent (or, if designated by the superintendent as his/her designee, the assistant superintendent) at step 2 of the grievance procedure.

B. Step 2 Within fifteen (15) days of receipt of the grievance from the employee, the superintendent (or, if designated by the Superintendent as his/her designee, the assistant superintendent) shall schedule a meeting with the employee and his/her Union representative to review and discuss the grievance.

Within ten (10) days after the conclusion of such meeting, the superintendent (or, if designated by the superintendent as his/her designee, the assistant superintendent) will provide the employee and the employee’s Union representative with his/her written disposition of the grievance.

In the event that the employee is not satisfied with the disposition of his/her grievance by the superintendent (or, if designated by the superintendent as his/her designee, the assistant superintendent) the employee shall have ten (10) days to submit the grievance to the Board of Education at step 3 of the grievance procedure.

C. Step 3 The Board of Education, or a committee thereof, shall hear the grievance, within twenty (20) days of the date the grievance is filed with the Board of Education and shall render a decision, in writing, within fifteen (15) days of the date of the final hearing. The Union representative shall be present at the hearing.

D. Step 4 If the grievance is not satisfactorily settled at Step 3, the Union may submit a demand for arbitration to the State Board of Mediation and Arbitration no later than fifteen (15) days from the receipt of the Board’s disposition of the grievance.

In no event will the arbitrators be empowered to or have authority to render an award which would add to, subtract from, modify, or otherwise alter any provision of this Agreement. The decision of the arbitrator shall be final and binding.

Section 9.3

In the event that an employee (or his/her Union representative) fails to file the grievance at step one of the grievance procedure within fifteen (15) days from the date the employee knew or should have known of the basis for the grievance, then the grievance shall be considered to have been waived.

Section 9.4

Time extensions beyond those set forth in the grievance procedure may be extended by mutual agreement of the Board and the Union, provided, such agreement is in writing.

Article X Union Activities

Section 10.1

In the event that employee representatives of the Union are required to meet with Board officials or attend hearings on grievance matters or contract negotiations during their regular working hours, such representatives shall not suffer any loss of pay for the time involved, except that it is understood that this provision shall apply to no more than the following Union representatives:

A. No more than one (1) representative from each department for negotiation sessions to a maximum of four (4) representatives.

B. No more than two (2) representatives for resolving grievance matters prior to arbitration. The two (2) representatives shall be the Union president and the grievant or the Union president and the department steward.

C. No more than three (3) representatives for attendance at hearings before the Connecticut Board of Mediation and Arbitration or the Connecticut Board of Labor Relations. The three (3) representatives shall be: the Union president and two (2) others as designated by the Union.

Section 10.2

A written list of the negotiating committee members, officers, and Union stewards shall be furnished to the employer immediately after their designation and the Union shall notify the employer promptly of any changes.

Article XI Insurance and Pension

Section 11.0

This Article applies only to employees who regularly work at least twenty (20) or more hours per week and at least twelve (12) months each year and to employees who regularly work at least twenty-five (25) or more hours per week and at least ten (10) months each year.

Section 11.1

A. The Board shall offer each eligible employee the option of enrolling in a medical insurance plan as set forth below.

References to specific insurance plans or administrators below are intended to describe the type of insurance rather than a contractual relationship with any specific carrier. Accordingly, the Board is free to obtain the same type of insurance with other carriers or administrators or by other means subject to prior consultation with the Union.

High Deductible Health Plan

Summary of plan design:

For the January 1, 2023 through December 31, 2025 calendar years:

(HDHP) $2,250/$4,500 Annual Deductible

Upon satisfaction of the HDHP deductible, prescriptions are subject to a co-pay of $5.00 generic/$25.00 brand name/$40.00 non-formulary brand name (unlimited maximum) (2x mail-in co-pay for 90-day supply)

100% in network after deductible

70%/30% out of network

$3,250/$6,500 in-network maximum

$5,000/$10,000 out of network maximum

• Bariatric procedures are not covered.
• Infertility benefits are subject to the state mandate limits.
• High-cost diagnostics and x-rays are subject to preauthorization and a $75.00 copay (to a maximum of $375.00 per plan year).

The Employee shall be responsible for one hundred percent (100%) of the applicable deductible in each calendar year covered by this Agreement.

The co-pays for drugs shall not apply to prescriptions under either the Women’s Health and Wellness Act or for diabetes.

The employee’s contribution toward the deductible shall either be, at the employee’s option, via payroll deduction or contributed directly by the employee in his/her Health Savings Account (HSA) bank account.

Enrollees in the HDHP shall have a Health Savings Account (HSA) to defray deductible expenses. A HSA is not health insurance, it is a bank account. The parties acknowledge that the Board’s contribution toward funding the deductible relates to the manner in which the deductible shall be funded for active employees.

Except as set forth under Article XI, Section 11.3, the Board shall have no obligation to fund any portion of the plan for retirees or other individuals upon their separation from employment.

The employee will be responsible for opening the HSA account and for any bank fees associated with maintaining the HSA account.

The Board shall provide eligible employees a full-service dental insurance plan with the employee having the option to purchase dependent coverage at the employee’s expense.

B. The Board shall provide eligible twelve-month employees a fifteen thousand dollars ($15,000.00) term life insurance policy and eligible ten-month employees a ten thousand dollars ($10,000.00) term life insurance policy.

C. New full-time employees of the Board shall be eligible for health insurance after ninety (90) calendar days of employment with the Board.

Section 11.2

A. The employee shall pay the following premium share contributions toward medical insurance premium costs:

• January 1, 2023 to December 31, 2023: two percent (2%) (HDHP Plan)
• January 1, 2024 to December 31, 2024: two and one-half percent (2.5%) (HDHP Plan)
• January 1, 2025 to December 31, 2025: three percent (3%) (HDHP Plan)

In an attempt to keep employees healthy, medical claims down, and costs low, employees and their spouses will be required to participate in a wellness program offered by the Board’s insurance carrier. Employees participating in the wellness program will be required to see health care providers of their choice and obtain the required preventive medical testing as outlined in the wellness plan at no cost to the Board.

If an employee and an employee’s spouse participate in the wellness plan as required, the employee will be awarded by paying one percent (1%) less in premium cost in the ensuing contract year (the reduction in the premium share by one percent (1%) shall be based on the then current premium share negotiated by the parties for the contract year in question, as set forth herein).

If an employee or an employee’s spouse chooses not to participate in the wellness plan, the employee will be penalized by paying an additional one percent (1%) premium costshare during the ensuing contract year and any other contract years that the employee does not participate.

B. Employees shall contribute one hundred percent (100%) of the dental insurance premium cost for dependent coverage each year of this contract.

C. Employees shall not contribute to the premium cost of life insurance coverage.

D. Each employee enrolled in a health insurance plan shall submit a written wage deduction authorization allowing the Board to deduct from wages on a periodic basis his or her share of the cost of the premiums. An employee may automatically forgo coverage if he or she does not contribute to the cost of the premiums in accordance with this section.

Section 11.3

A. Upon retirement from employment with the Board, those employees hired prior to June 30, 2013 who are immediately eligible to collect full town pension benefits under the terms of the Defined Pension Plan Agreement between the Borough of Naugatuck, the Naugatuck Board of Education and Locals 1303-50 and 1303-12 of Council #4, AFSCME shall be provided the opportunity to enroll in a retiree medical insurance plan with a prescription drug rider and dental plan as set forth below.

Upon retirement from employment with the Board, those employees hired on or after July 1, 2013 who have participated in the Borough of Naugatuck’s Defined Contribution Plan for a minimum of ten (10) consecutive years of service immediately prior to his/her retirement date and attained:

• the age of fifty-five (55) with thirty (30) years of service; or
• the age of sixty (60) with fifteen (15) years of service

at the time of retirement shall be provided with an opportunity to enroll in a retiree medical insurance plan with a prescription drug rider and dental plan as set forth below.

Employees hired on or after December 1, 2022 shall not be eligible to enroll in a retiree medical insurance plan with a prescription drug rider and dental rider as provided for below.

Throughout their retirement, all healthcare benefit eligible retired employees will be subject to any benefit plan changes negotiated and implemented for active employees.

Healthcare benefit eligible retirees who are under the age of sixty-five (65) and not eligible for Medicare may choose among the health insurance options offered to active employees (if an option exists).

Retirees covered under the HDHP Plan shall receive five hundred dollars ($500.00) on an annual basis as a contribution toward the retirees HDHP deductible.

Upon a healthcare benefit eligible retiree reaching the age of sixty-five (65) and becoming eligible for Medicare, the retired employee will be transferred to a Medicare Supplemental policy with a prescription drug rider and dental plan.

Retirees shall contribute annually throughout their retirement a share of the premium costs for health insurance equivalent to the premium share contribution for active employees as of the year the retirement is effective in accordance with a payment plan designated by the Board. Throughout retirement, such retirees shall be subject to any plan changes implemented for active employees.

B. Upon retirement from employment with the Board, as set forth above, employees who retire on or after December 1, 2022 shall be provided with a five-thousand-dollar ($5,000.00) term life insurance policy fully paid for by the Board. Employees who retire prior to December 1, 2022 shall be provided with a four-thousand-dollar ($4,000.00) term life insurance policy fully paid by the Board. Employees hired on or after December 1, 2022 shall not be eligible for the five-thousand-dollar ($5,000.00) term life insurance plan.

Section 11.4

The Board shall provide employees a long-term disability plan, fully paid for by the employees, subject to enrollment percentages and any other restrictions imposed by the provider. The Board shall retain control over the selection of provider, plan design, coverage amounts, plan administration and all other aspects of the plan and may make changes to the plan and/or provider at any time.

Section 11.5

The above noted insurance shall be provided subject to and in accordance with the terms of the insurance carrier. Master group policies in the business office provide the detailed specifics of each plan. The above descriptions of insurance are only a general description of the plans.

Section 11.6

Employees hired prior to June 30, 2013 are eligible to participate in and be covered by the terms of the Defined Pension Plan Agreement between the Borough of Naugatuck, the Naugatuck Board of Education and Locals 1303-50 and 1303-12, of Council #4, AFSCME.

All eligible employees, as defined above under Section 11.0, hired on or after June 30, 2013 shall be offered the Naugatuck Defined Contribution Union Plan and shall not be eligible for the Board’s/Borough’s defined benefit pension plan.

Section 11.7

Subject to law, including the rules and regulations of the Internal Revenue Service, the Board shall implement and maintain an Internal Revenue Code Section 125 salary reduction agreement designed to permit as exclusions from taxable income each employee's share of health insurance premiums. Employees who participate must complete and sign the appropriate wage deduction form. The Board makes no representations or guarantees as to the continued viability of such salary reduction agreement and shall incur no obligation or engage in any form of impact bargaining in the event a change in law reduces or eliminates the tax-exempt status of employee contributions or other benefit. So long as the Board makes a good-faith effort to comply with this paragraph, neither the union nor any of its members shall make any claim or demand, or maintain any action against the Board or any of its members, employees or agents, for taxes, penalties, interest or other costs or losses arising from a flaw or defect in the salary reduction agreement, or from a change in law which may reduce or eliminate the employee tax benefit.

Section 11.8

Any individual qualified for single medical insurance coverage who elects to waive the coverage shall receive an annual payment of one thousand dollars ($1,000.00) in lieu of the insurance benefit. Any individual qualified for two-person medical insurance coverage who elects to waive the coverage shall receive an annual payment of two thousand dollars ($2,000.00). Any individual qualified for family coverage who elects to waive the coverage shall receive an annual payment of three thousand dollars ($3,000.00).

All waiver payments are contingent on the employee submitting written notification that he or she has elected to waive coverage and also presenting evidence that he or she has alternate insurance coverage. Failure to contribute his or her share of premium costs without written notification that he or she is waiving coverage and proof of alternate insurance may result in the employee having no insurance coverage and no insurance waiver payments.

Retirees and other employees upon separation from employment shall not be eligible for the insurance waiver set forth herein.

Article XII Disciplinary Procedure

Section 12.0

A written warning, suspension, or discharge shall not be imposed without just cause.

Section 12.1

Disciplinary action shall be as follows:

1. Verbal warning
2. Written warning
3. Suspension
4. Discharge

The Board may take disciplinary action without the need for progressive discipline when an offense is of such a nature that warrants it.

Section 12.2

Any employee receiving a written warning is encouraged to respond to the warning in writing. An employee’s written response will be attached directly to the written warning. This document allows the employee’s version of a situation, argument, or defense, to be read and reviewed in the event that the written warning is read for any reason in the future. If the employee agrees with the content of the written warning, the employee, in his/her discretion, can choose not to respond. The employee’s decision not to respond will be construed as his/her agreement on the issue since there will be no alternative version of a situation documented in which to refer in the event that the employee’s performance is questioned at a later date.

Section 12.3

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

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2022-2023 Rates

The following charts depict health insurance and dental insurance costs and rates for the 2022-2023 school year.

Rates for High Deductible Health Plan /Dental Coverage

Class	Annual Cost HDHP Coverage w/ Anthem	Payroll Contribution Effective 9/1/22 2% Contribution	Annual Cost Dental Coverage w/Anthem Dental	Payroll Contribution Effective 9/1/22
Employee	$11,548.80	$11.55	$462.72	---
Employee + 1 Dependent	$21,942.60	$21.94	$1,203.48	$37.04
Family	$32,913.24	$32.91	$1,480.80	$50.90

 

Class	Annual Cost HDHP Coverage w/ Anthem	Payroll Contribution Effective 1/1/23 1% Contribution	Annual Cost Dental Coverage w/Anthem Dental	Payroll Contribution Effective 9/1/22
Employee	$11,548.80	$5.77	$462.72	---
Employee + 1 Dependent	$21,942.60	$10.97	$1,203.48	$37.04
Family	$32,913.24	$16.46	$1,480.80	$50.90

 

Class	Annual Cost HDHP Coverage w/ Anthem	Payroll Contribution Effective 1/1/23 3% Contribution	Annual Cost Dental Coverage w/Anthem Dental	Payroll Contribution Effective 9/1/22
Employee	$11,548.80	$17.32	$462.72	---
Employee + 1 Dependent	$21,942.60	$32.91	$1,203.48	$37.04
Family	$32,913.24	$49.37	$1,480.80	$50.90

 

* Payroll contributions are taken during the first and second pay of each month, September through June.

 

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2022-2023 Rates

The following charts depict health insurance and dental insurance costs and rates for the 2022 - 2023 school year.

Rates for High Deductible Health Plan /Dental Coverage

Salary is over $60,000.00 per year – 18% cost share

Class	Annual Cost HDHP Coverage w/ Anthem	Payroll Contribution Effective 9/1/22	Annual Cost Dental Coverage w/Anthem Dental	Payroll Contribution Effective 9/1/22
Employee	$12,040.56	$216.73	$462.72	$8.33
Employee + 1 Dependent	$22,876.92	$411.78	$1,203.48	$21.66
Family	$34,314.72	$617.66	$1,480.80	$26.65

 

Rates for High Deductible Health Plan /Dental Coverage

Salary is under $60,000.00 per year – 13% cost share

Class	Annual Cost HDHP Coverage w/ Anthem	Payroll Contribution Effective 9/1/22	Annual Cost Dental Coverage w/Anthem Dental	Payroll Contribution Effective 9/1/22
Employee	$12,040.56	$156.53	$462.72	$6.02
Employee + 1 Dependent	$22,876.92	$297.40	$1,203.48	$15.65
Family	$34,314.72	$443.75	$1,480.80	$19.25

 

* Payroll contributions are taken during the second pay of each month, September through June.

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PDF Version 

Contract Between The Naugatuck Teachers' League and The Naugatuck Board of Education, September 1, 2021 to August 31, 2024

This Agreement is made and entered into this 25th day of February, 2021 by and between the Naugatuck Board of Education (hereinafter referred to as the "Board") and the Naugatuck Teachers' League (hereinafter referred to as the "League").

Article I Preamble

1.1

This Agreement is negotiated in order to fix for its term the salaries and all other conditions of employment provided herein.

1.2

Previously adopted policies, rules or regulations in conflict with this Agreement are superseded by this Agreement.

Article II Recognition

2.1

Unless otherwise indicated, the term "teacher" when used hereinafter in this Agreement, shall refer to all employees in the above unit. Teachers holding a Durational Shortage Area Permit (DSAP) shall be covered by all of the terms and conditions of this Agreement, except as set forth below under 2.1 (1) - (4):

1. Article VII – LEAVES OF ABSENCE, Sections 7.6 and 7.8
2. Article IX - TEACHER ASSIGNMENTS
3. Article XVIII - DEATH AND RETIREMENT BENEFITS
4. Article XXIV - SEPARATION AND RECALL

A DSAP holder shall not accrue seniority or length of service for purposes of this Agreement. Notwithstanding the forgoing, if a DSAP holder becomes cer\ified as a teacher and is employed by the Board as a certified teacher the subsequent school year without any break in employment service as a teacher, the teacher shall be credited with years of continuous employment service as a DSAP holder for purposes of seniority and length of service under this Agreement. The Board shall have the right to non-renew and/or terminate the employment of a DSAP holder, and the DSAP holder shall have no right to file or pursue a grievance under this Agreement with respect to such action.

2.2

After forty (40) consecutive work days in the same teaching position, a certified substitute teacher shall be paid at step one (1) on the appropriate degree column of the salary schedule. After forty (40) days of teaching in the school system in any assignment, a substitute teacher will be paid at the rate of not less than ninety dollars ($90.00) per day. Substitutes will receive no other benefits under this Agreement.

Article III Grievance Procedure

3.1

The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to problems, which may arise affecting the working conditions of teachers. Both parties agree that proceedings shall be kept confidential as is appropriate.

3.2 Definition

A grievance shall be defined as a complaint by an employee that there has been an alleged violation, misinterpretation, misapplication or infringement of a specific provision of this Agreement based upon an event or condition which affects the conditions of employment of a teacher or a group of teachers.

As used in this Article, the term "employee" shall mean either (a) an individual employee or (b) a group of employees having the same grievance

3.3 Procedure

Step One

An employee and a League representative (if the employee so desires) shall first discuss the grievance with the school official serving as the employee’s immediate supervisor (or Principal) If the matter is not satisfactorily adjusted within two (2) school days of the discussion with the employee’s immediate supervisor (or Principal), the employee shall submit a written grievance to the Director of Human Resources.

The written grievance must be submitted to the Director of Human Resources within ten (10) school days of the discussion with the employee’s immediate supervisor (or Principal). A copy of the grievance shall also be provided by the employee to his/her immediate supervisor (or Principal).

The Director of Human Resources will meet with the employee and a League representative (if the employee so desires) within five (5) schools days of receipt of the grievance and render his/her decision in writing, with copies to the employee and the League within five (5) school days following such meeting.

Step Two

In the event that the employee is not satisfied with the written decision of the Director of Human Resources, within five (5) school days of the date of the Director of Human Resources written decision, the employee must submit his/her appeal in writing to the Superintendent or his/her designated representative, setting forth specifically the act or condition which the grievance was based upon and the grounds for the appeal.

The Superintendent or his/her designee shall meet with the employee and a League representative (if requested by the employee) within ten (10) school days of receipt of the appeal, and shall render his/her decision in writing to the employee and the League within ten (10) school days of such meeting.

Step Three

In the event that the employee is not satisfied with the written decision of the Superintendent, the aggrieved employee may, within five (5) school days of the date of the Superintendent or his/her designee’s written decision, appeal in writing to the Board.

The Board (or a designated committee of the Board) shall meet with the employee and a League representative (if requested by the employee) within fifteen (15) school days of receipt of such appeal and shall render its decision in writing to the employee and the League within fifteen (15) school days of the meeting

3.4 Arbitration

• If the League is not satisfied with the disposition of a grievance (as defined in Section 3.2 (1) above) after the decision at Step Three has been rendered by the Board (or a committee of the Board, if applicable) or if the Board (or a committee of the Board, if applicable) has failed to provide its written decision within the time period specified in 3.3 Procedure (e), the League may submit the grievance to arbitration by filing a demand for arbitration under the Voluntary Labor Arbitration Rules of the American Arbitration Association within ten (10) school days after receipt of the decision at Step Three or within ten (10) school days following the expiration of the time limit for the decision at Step Three.
• Notice of a demand for arbitration shall be given to the Superintendent and the American Arbitration Association in writing.
• The arbitrator shall hear and decide only one (1) grievance in each case. He/she shall be bound by and must comply with all of the terms of this Agreement. He/she shall have no power to add to, delete from, or modify in any way any of the provisions of this Agreement. The decision of the arbitrator shall be binding upon both parties and all employees during the life of this Agreement, unless the same is contrary to law. Fees and expenses of the arbitrator shall be borne equally by the Board and the League.
• No provisions of this Agreement which is stated as matter of policy shall be subject to arbitration.

3.5 Miscellaneous

• Any grievance, as defined above, must be presented at Step One within twenty (20) school days of the time when the employee knew or should have known of the acts or omissions complained of in order to be considered a timely grievance under this Agreement. Failure at any step of this procedure to communicate a decision within the specified time limits shall permit the aggrieved to proceed immediately to the next step. Failure at any step to appeal within the specified time limits shall be considered acceptance by the aggrieved of the decision rendered, and such decision shall thereafter be binding upon the aggrieved and the League. Time limits may be extended by mutual written agreement between the Board and the League.
• If in the judgment of the President of the League a grievance affects a group or class of employees, the President of the League may submit such grievance at the Superintendent level (Step Three) of this procedure.
• Decisions rendered at all levels of the grievance procedure shall be in writing.
• All documents, communications and records filed by a teacher with respect to his/her grievance, including the grievance form itself and the responses to the grievance at each step of the grievance procedure shall be filed separately from the personnel file of the grievant(s).
• For purpose of this Article, during the school year, “school days” is defined as days when school is in session; during the summer recess, “school days” is defined as Monday through Friday.
• No reprisals of any kind shall be taken by the Board or by any member of the administration against anyone by reason of participation in the grievance procedure or support of any participant thereto.
• Any employee or the Board may be represented at any stage of this grievance procedure by any person of his/her or its choice, provided, however, that exclusive organizational representation shall be provided by the League. When an employee is not represented by the League, the League shall be given an opportunity to present and state its views at any stage of this grievance procedure.
• The League may, if it so desires, call upon professional services of the Connecticut Education Association for consultation and assistance at any stage of the procedure.

Article IV Protection of Teachers

4.1

Teachers shall report immediately to his/her building principal and to the Director of Human Resources all cases of assault suffered by him/her in connection with his/her employment. This report shall be forwarded to the Superintendent and then to the Board.

4.2

In order to promote a strong, professional learning culture, the parties (and their respective members) mutually agree to carry out their responsibilities in a professional and respectful manner in accordance with the Naugatuck Board of Education’s standards for leadership and teacher practice and the Connecticut Code of Professional Responsibility for Educators.

In the event that either a teacher or a representative of the Board believes that he/she is being treated in a manner that is inconsistent with the Naugatuck Board of Education’s standards for leadership and teacher practice or the Connecticut Code of Professional Responsibility for Educators, the teacher may submit the issue to the League and the League will submit it to the Director of Human Resources, with a copy to the Superintendent. The Director of Human Resources will investigate the issue and address it as the Administration deems appropriate.

Any claims under this section shall not be subject to the grievance process.

Article V Personal Injury Benefits

5.1

Whenever an employee is absent from school as a result of a personal injury caused by an accident arising out of and in the course of his/her employment with the Board and he/she is receiving temporary total disability benefits, he/she shall be paid his/her full salary (less the amount of temporary total disability benefits received due to said injury) for the period of such absence, but not beyond either the current school year or for three (3) months, whichever is the longer period of time. No part of such absence shall be charged to his/her annual or accumulated sick leave. For absence for such reasons beyond such period, a teacher shall be entitled to use his/her sick leave allowance. The Board (individually or through its’ representative) reserves the right to have the employee undergo an independent medical examination, at the Board’s expense.

Whenever an employee is absent from school as a result of a personal injury caused by an accident arising out of and in the course of his/her employment with the Board, he/she has restricted duties and the Board does not have work available within the employee’s restrictions, he/she shall be paid his/her full salary (less the amount of temporary partial disability benefits received due to said injury) for the period of such absence, but not beyond either the current school year or for three (3) months, whichever is the longer period of time. No part of such absence shall be charged to his/her annual or accumulated sick leave. For absence for such reasons beyond such period, a teacher shall be entitled to use his/her sick leave allowance. The Board (individually or through its’ 6 representative) reserves the right to have the employee undergo an independent medical examination, at the Board’s expense.

Article VII Insurance

6.1.a

The HDHP described in Appendix A shall be the insurance plan available to eligible employees. Enrollees in the HDHP shall have a Health Savings Account (HSA) to defray deductible expenses.

Teachers shall be responsible for one hundred percent (100%) of the funding of the deductible in each year of the contract.

The teacher’s contribution toward the deductible shall either be, at the teacher’s option, via payroll deduction or contributed directly by the teacher in his/her HSA bank account (if the teacher decides to fund his/her portion of the deductible).

A Health Savings Account (HSA) is not health insurance, it is a bank account.

The Board shall not fund any portion of the deductible contribution for retirees (except as set forth under Article XVIII, Section 18.3) or other individuals upon their separation from employment (i.e. - no contributions will be made into an HSA account for such individuals).

The teacher will be responsible for opening the HSA account at either Liberty Bank or ION Bank. In the event that either Liberty Bank or ION Bank imposes any bank fees associated with maintaining the HSA account, the parties agree to jointly select another bank for the HSA account. The Board will make provisions for a before tax direct deposit payroll deduction for employees who elect to contribute to a HSA.

High Deductible Health Plan Employee Premium Share (Appendix A):
January 1, 2022 – December 31, 2022	7%
January 1, 2023 – December 31, 2023	7.5%
January 1, 2024 – December 31, 2024	8.75%

 

6.1.b

The Board of Education will maintain the current level of dental benefits which they have been providing for the employee and spouse on a 90%/10% employer-employee premium sharing basis. Teachers who choose to purchase family coverage shall pay 100% of the remaining balance.

6.1.c

The Board of Education will provide a fifty-five thousand dollar ($55,000.00) term life insurance policy plus double indemnity for the individual teacher only.

6.1.d

Each eligible employee who elects Board provided health and dental insurance benefits must submit a written wage deduction authorization permitting the Board to deduct from the employee's salary his/her share of the premiums set forth above. Each employee will be informed of the amount of the premium in writing prior to the first or any revised deduction. An employee may forgo or withdraw from full coverage rather than pay his/her share of the premium. The Board shall adopt an Internal Revenue Code Section 125 pre-tax conversion plan which will allow employees to meet their required premium contribution and also include a medical care spending account and a dependent care spending account, to the extent allowed by applicable law.

6.2

Employees working less than half-time (.50) shall be offered individual insurance coverage only.

6.3

Insurance benefits are provided from September 1st through August 31st, for those teachers employed through the end of the school year.

6.4

Prior to any change in insurance plans or carriers, the League shall be notified and consulted. A change of the insurance carrier shall not reduce the level of benefits in effect at such time, as determined on an overall plan benefit basis. A change of the insurance carrier shall not substantially change the nature of the administration of coverage in effect at such time, as determined on an overall plan benefit basis, unless the League approves the change.

A representative of the insurance carrier shall meet with a representative of the League to explain the proposed changes.

If the League does not approve the change, it shall submit a written statement to the Superintendent within twenty (20) school days (as defined in Article III, Section 3.3(e)) of the meeting with the representative of the insurance carrier detailing the reasons for such disapproval, provided, however, the parties may mutually agree, in writing, to extend such twenty (20) school day period.

Upon receipt of such notice of disapproval, the Board may submit the following issue to interest arbitration and must receive a written decision from the arbitrator prior to implementing any change in insurance plans or carriers. Does the change as presented reduce the level of benefits and/or substantially adversely affect the nature of the administration of benefits on an overall plan benefit basis? Failure to submit a timely notice of disapproval shall be deemed an acceptance of the proposed change.

6.5

All insurances, including those provided under this Agreement's Article XVIII, are subject to and in accordance with the terms of the respective carriers. There shall be an open enrollment period on an annual basis commencing in October with an effective date of January of each contract year.

6.6 Insurance Waiver

• Teachers may voluntarily elect, in writing, to waive the insurance coverages listed above, and in lieu thereof shall receive an annual payment equal to the following:

Individual Waiver	$500.00
Individual plus one Waiver	$750.00
Family Waiver	$1,000.00

•  Payment to those employees shall be made in one lump sum in December of the calendar year that the insurance has been waived.
• In order to receive full payment, notice of intent to waive insurance coverage must be provided in writing to the human resources department prior to January 1st of the calendar year that the insurance will be waived; if timely notice is not provided, the payment will be prorated based on the date the employee submits the written waiver to the human resources department. Employees hired after the start of the school year must provide notice of intent to waive coverage within the first two (2) weeks of employment. Evidence of insurance coverage must be submitted with the notice of intent to waive.

Article VII Leaves of Absence

7.1 Personal Leave - with pay

• Professional days - Professional days may be granted upon the advance written approval of the Superintendent or his/her designee.
• Leave for personal reasons - three (3) days per school year. One (1) unused personal leave day may be carried over to the subsequent school year, provided, however, at no time may the total number of current and carried over personal leave days be greater than five (5) days.
  • Written requests for use of any personal leave days shall be made to the building principal or his/her designee in writing at least forty-eight (48) hours in advance of the requested leave.
  • Requests for use of personal leave must set forth the purpose of the leave with sufficient details in order to apprise the Superintendent of the need for the leave.
  • Exceptions to the forty-eight (48) hour requirement for submission of written requests may be made in cases of emergencies by the Superintendent or his/her designee.
  • One (1) of the three (3) personal leave days may be taken prior to May 15th with the reason being the absence is “necessary and unavoidable.”
  • Requests for the use of the remaining personal leave days shall be subject to the approval by the Superintendent or his/her designee, except that approval shall not 9 be withheld for the reasons set forth below under “exceptions” (except as set forth under “Exceptions” subsection (2) below).\
  • Restrictions: Except as set forth under “Exceptions” below, the following restrictions shall apply with respect to the use of personal days:
  1. personal days must be used by May 15th annually;
  2. leaves under this subsection shall not be taken on the first and last days of the school year, during the last two (2) weeks of the school year, immediately before or after a scheduled school holiday or vacation period.
  • Exceptions: Except as set forth under subsection (2) below, approval shall not be withheld in the following cases and, therefore, the restrictions set forth above shall not apply to:
  1. Attendance at the birth or adoption of the employee’s child;
  2. The attendance at either graduation exercises or academic related end of the year school events (as approved by the Superintendent) of the employee, the employee’s spouse or children, to a maximum of two (2) days, if required;
  3. Any severe illness or injury of the employee’s spouse, parent or children which requires the teacher's presence; or
  4. Mandatory court appearances, unless such appearance is at the request of the Naugatuck Board of Education in which case no personal leave days shall be charged against the employee.
• Funeral in immediate family - three (3) days (for the purpose of this Article, immediate family is defined as the employee’s spouse, mother, father, mother-in-law, father-in-law, grandmother, grandfather, sister, brother, child, grandchild, step parents, step children or domestic partner (as defined under section (f) below)).
• Funeral other than immediate family - one (1) day
• Any absence other than the above may be granted at the discretion of the Superintendent. A denial of such a request shall not be subject to the grievance procedure.
• A domestic partner shall be defined as two adults of the same or opposite sex who are not related by blood, who have lived together continuously for at least five (5) years and plan to do so indefinitely, who reside at the same address, who are mutually responsible for their common welfare, basic living expenses and financial obligations to third parties (and are otherwise financially interdependent) and who maintain no other domestic partnerships, marriage and are not legally separated from anyone else.

7.2 Military Leave

• Reinstatement of teachers after military leave that has interrupted teaching service shall be in accordance with state and federal law.
• For purposes of the salary schedules, any teachers hired by the Naugatuck Board of Education shall receive credit of up to two (2) years for time spent in military service, or more if required by law.

7.3 Maternity and Child-Rearing Leave

• (a) The Board and the League recognize that teachers are entitled to leaves for maternity-related disabilities in accordance with Section 46a-60(a)(7) of the Connecticut General Statutes.
• (b) Verification of the commencement and completion of a pregnancy related disability must be furnished by the employee to the Director of Human Resources as soon as possible.
• (c) Any certified professional employee shall be entitled upon written request, submitted to the Superintendent of Schools, to an extended leave without pay for the purposes of child-rearing, apart from any period of childbirth disability leave. An employee shall be entitled to such leave for a period of not less than the remainder of the school year and not more than twenty (20) calendar months. The teacher must return from leave only on the first day of the school year or, at the Superintendent’s discretion, at any other point of the school year, within the twenty (20) calendar month maximum period. The Superintendent’s decision with respect to a return date shall not be subject to the grievance and arbitration procedure set forth herein under Article III. The establishment of the actual date of return from leave shall be made within thirty (30) days of the Superintendent's receipt of such a leave request, and once granted shall be irrevocable, except with the written approval of the Board. All such written requests must be made no later than three (3) months prior to the expected birth date (or as soon as possible prior to adoption).
• (d) Leaves of this nature must be requested in the school year during which a child is born or adopted and shall, whenever possible, cause no interruption between the commencement of the leave and the birth or adoption of the child, except that such leave shall not be used to diminish a period of temporary disability occurring as a result of pregnancy.
• (e) Child rearing leave shall be also subject to the following provisions:

1. All insurance benefits, either in whole or part, shall be available to the employee, at the group rate then in effect, at the expense of the employee.
2. The teacher shall advance on the salary schedule in the year of return if the teacher has worked one-half (½) or more of his/her last school year of employment.
3. Upon return either on the first day of the school year or the date determined by the Superintendent in accordance with Article VII, Section 7.3(c), the teacher shall be reappointed to any vacant position for which he/she is certified and qualified. Any such leave may be terminated on an earlier date by mutual written agreement between the teacher on leave and the Superintendent of Schools.
4. It is understood that a non-tenured teacher who elects a child-rearing leave of absence shall waive any guarantee of return to the same or similar position. Any female teacher shall be deemed to have resigned if she does not return after the termination of maternity disability leave.  The Superintendent shall make a reasonable effort to return a non-tenured teacher to a position for which he/she is certified and qualified upon the return of the teacher in September, except in cases where the Board has either voted not to renew the contract of the non-tenured teacher or has otherwise terminated the contract of the non-tenured teacher.

7.4 League Leave

It is understood that negotiations for such successor agreement will normally be conducted after school hours. If, however, negotiating meetings (not to include mediation sessions or arbitration) between the Board and the League are scheduled during normal working hours of a school day, not more than four (4) representatives of the League shall be relieved from all regular duties without loss of pay, as necessary, in order to permit their attendance at such meetings. When it is necessary, pursuant to the Grievance Procedure in Article III of this Agreement a school representative, member of the Committee on PR&R or other representative designated by the League to investigate a grievance or attend a grievance meeting or hearing during a school day, he shall, provided he gives notice to his supervisor and/or principal of where he is going and why he is leaving his building and receives permission therefore (which permission shall not be unreasonably withheld) be released without loss of pay in order to permit participation in the foregoing activities, but this privilege shall be limited to one League representative per grievance per day. Any teacher whose appearance in such investigations, meetings, or hearings as a witness is necessary shall be accorded the same right.

7.5 Sick Leave

• Each employee shall receive up to fifteen (15) days of sick leave in each contract year. Unused sick leave shall be accumulated from year to year, so long as the employee remains continuously in the service of the Board, up to but not in excess of one hundred seventy (170) days.
• If requested by the Superintendent, the employee shall provide a note from the physician treating the employee for the condition causing the absence from school confirming the sickness as well as the employee’s ability to return to work and perform his or her regular duties. Where the teacher has not been under a physician's care, the Board shall pay the cost of illness verification for a Board appointed physician, unless the teacher elects to visit his/her own physician at his/her own expense.
• Each year, no later than October 1st, the Board shall provide each teacher with an account of his/her accumulated sick leave and personal leave days.

7.6 Sabbatical Leave

• Upon the recommendation of the Superintendent, an extended leave of absence ("Sabbatical Leave") may be granted at the discretion of the Board to an employee for purposes of research, study or writing. The employee must have completed at least seven (7) consecutive years of satisfactory service with the Board as a teacher.
• The Superintendent and the Board need not consider any request for Sabbatical Leave unless it is received by the Superintendent in writing in such form as may be required by December 1st of the year preceding the school year in which the Sabbatical Leave is requested. It is understood that the deadline of December 1st may be waived at the discretion of the Superintendent when fellowship grants or scholarships awarded later in the year make such a deadline unreasonable.
• Sabbatical Leave shall only be granted on the basis of a benefit to the school system, as determined by the Superintendent.
• Employees absent on Sabbatical Leave shall be paid at least seventy five percent (75%) of the employee’s contract rate in effect during such leaves; provided however, reductions shall be made, where necessary, so that the total of such payments, together with any amounts received in connection with the activities carried on during the Sabbatical Leave, do not exceed the salary to which such employees would have been entitled under this contract for service with the Board during the period of the Sabbatical Leave. In addition to such salary, the Board may, in its discretion, reimburse the employee for travel and other expenses related to the Sabbatical Leave.  
• Sabbatical Leave, once granted, may not be terminated before the date of the expiration of the leave, unless mutually agreed upon, in writing, by the employee and the Superintendent.
• Sabbatical Leave will not be granted for the purposes of engaging in gainful occupation or studying for other trade or profession.
• Before commencing the Sabbatical Leave, the employee shall enter into a contract (a copy of which is attached hereto as Schedule D) to return to active service in the Naugatuck Schools for a period of at least two (2) years after the expiration of such leave. An employee who does not fulfill this agreement shall repay to the Board the sum bearing the same ratio to the amount received while on leave that the unfulfilled portion of the two (2) subsequent years' service bears to the two (2) full years; provided, however, that the employee shall be released from such payment if his failure to serve the two (2) years as stipulated is due to illness, disability, or death, or if he is released from the obligation by the Board.
• An employee absent from service because of Sabbatical Leave shall be entitled to advancement on the salary schedule as he/she would have received had he/she remained in the system.

7.7 Jury Duty

Any teacher who is called for jury duty shall notify his/her building principal (or the building principal’s designee) immediately upon receipt of notice and will receive the necessary leave to fulfill this obligation if he/she is not released from jury duty. During such absence, the teacher shall receive his/her daily rate of pay less the amount the teacher received as a jury fee, provided the teacher cooperates with the Superintendent in seeking to be excused from such jury duty

7.8 Other Leave

The Board may grant, at its discretion, upon recommendation from the Superintendent, and upon terms and conditions set by the Superintendent, leave for up to one (1) year, to teachers. Each such leave shall be without fringes, accumulation of seniority, advancement on the salary scale and other benefits, unless otherwise stated. A denial of a request for such leave shall not be subject to the grievance and arbitration procedure.

7.9

An employee intending to return from a paid or unpaid leave at the commencement of an academic year shall file a notice of such intention with the Superintendent of Schools on or by June 1st, preceding the scheduled date of return. Employees required to return on a date other than at the commencement of an academic year shall file a notice of intent to return by or on the date established by the Board of Education at the commencement of the leave. An employee who fails to file a notice of intent to return with the Superintendent by the required date shall be deemed to have resigned from the employ of the Board of Education effective on the notice of return date.

Article VIII Convention Time and Expenses

8.1

Upon submission of a district travel and expense report and copies of receipts, the Board of Education shall pay expenses incurred by the professional staff member who, with the approval of the Superintendent, attends workshops, seminars, conferences, or other improvement sessions. Such expenses shall include fees and the costs of meals, lodging and/or transportation. If an automobile is used, the professional staff member shall be paid at the published IRS rate per mile. A written report may be requested of any teacher attending such sessions.

Article IX Teacher Assignments, Vacancies and Promotions, and Transfers

9.1 Assignments and Voluntary Transfers; Vacancies and Promotions

• Teachers shall be notified in writing of any changes in their programs and schedules for the ensuing school year, including the schools to which they will be assigned, the grades and/or subjects that they will teach, and any special or unusual classes or assignments that they will have, as soon as practicable and under normal circumstances by the end of the school year, provided that in the event of a change in circumstances or conditions, such assignments may be changed as required to meet the situation and notice thereof shall be given to the teacher in writing with a copy to the League President.
• In order to ensure that pupils are taught by teachers working within the teachers’ areas of competence, teachers shall not be assigned, except in accordance with the regulations of the State Board of Education and for good cause, to subjects or grades or other classes outside the scope of their teaching certificates or their major or minor fields of study.
• Teachers who wish to apply for a change in grade or subject assignment or who wish to apply for transfer to another building shall file a written application with the Director of Human Resources not later than two (2) weeks after the posting of a vacancy. Such application shall include the grade or the school or schools (in order of preference, if the teacher has preference) to which he/she desires to be transferred, and the reason for such application.
• With respect to the determination of assignments and transfers, the convenience and wishes of the individual teacher will be considered in the light of the instructional requirements and best interests of the school system and the pupils. However, it is understood that the administration may fill vacancies with teachers who have not applied for a vacancy under this Article. Except in emergencies, notice of all vacancies shall be posted in each school and on the Board’s on-line employment opportunities site; a copy of such posting notice shall be given to the President of the Naugatuck Teachers' League, for a period of two (2) weeks prior to filling the vacancy. The two (2) week posting period shall not apply to Schedule A or Schedule B position openings or teaching vacancies which occur after t July 1 and before the official opening of school.
• Except in emergency situations, when a vacancy exists in a Schedule A or Schedule B position or when a new Schedule A or Schedule B position is created (including summer programs) notice of the vacancy or newly created position shall be posted and a copy of such posting notice shall be given to the President of the Naugatuck Teachers' League, for a period of two (2) weeks prior to any action being taken to fill the vacancy or position.
  • Teachers within the system wishing to be considered for assignment or transfer to vacancies or new positions may submit their requests to the Superintendent or his/her designee. The Board shall determine when a vacancy exists.
• When filling a Schedule A or a Schedule B position, the Superintendent or his/her designee will consider what is best for the school system.
  • In the event that a bargaining unit member is deemed most qualified for a Schedule A position by the Superintendent or his/her designee, such bargaining unit member will be given preference for the position.
  • When filling a Schedule B position, the Superintendent shall give preference to the most qualified applicant from the bargaining unit.

9.2 Involuntary Transfers

• When it is necessary to transfer teachers from one school building to another or to reassign teachers within a particular school building due to an elimination or a vacancy, the Board shall first consider volunteers from the building in which the elimination (or vacancy) exists in an effort to reduce or eliminate the need for involuntary transfers to reassignments.
• If after considering volunteers, the Board determines that there is still a need for involuntary transfers or reassignments, the Board shall give priority to the instructional requirements of the School System, the best interests of the School System and the pupils, and on the basis of Borough-wide seniority, within a particular building or within a particular department in cases where the school is departmentalized. The teacher who is involuntarily transferred or reassigned shall not lose pay or benefits (except extra duty assignments which may be affected by transfers or reassignments) under this Agreement.
• One (1) week prior to the close of school in June, a list of all open positions shall be given to the teachers being involuntarily transferred and to the League President. Teachers shall indicate which positions on the list they desire to fill. The positions shall be filled on the basis of the criteria noted in subsection (b) above.

9.3

For purposes of this Article, seniority is defined as follows:

• Borough-wide (total number of years in uninterrupted service in a position requiring State Certification, without regard to the number of positions held or building in which services were rendered).
• School-wide (total number of years of uninterrupted services in a Naugatuck public school in a position requiring State Certification, without regard to number of positions held).
• Departmental (total number of years of uninterrupted service in a department of a given Naugatuck public school or within a service department).

Article X Rules and Regulations

10.1

The Board may, during the life of this Agreement, make and adopt rules and regulations for the maintenance of discipline and for the performance of the employees' duties; provided however (a) that no such rules and regulations shall override or contradict any specific provisions of this Agreement; and (b) that the League may present its positions on such rules and regulations at the next meeting of the Board at which the same is to be a topic, provided it notifies the Board prior to such meeting of its desire to be heard and in such notice outlines its position.

Article XI Contracts

11.1

It will be the joint responsibility of the Board and the League to ensure that sufficient copies of the master contract are produced and provided to the Board, Administration, teachers and Teachers’ League. The Board and League shall share all costs and expenses in implementing this provision.

Article XII Annuity Plan

12.1

The Board will continue to offer access to the current IRS Section 457 plan and 403(b) plan for teachers and any agreed to additions/substitutions to the plans offered (to a maximum of an aggregate of twelve (12) overall Section 457 and 403(b) plans), provided the Plan Administrator continues to offer the specific plans.

12.2

The Board shall maintain a special purpose trust to allow a retired employees to pay postretirement medical expenses on a tax free-basis and converts lump sum distributions upon retirement from taxable W-2 earned income to an employer qualified 401(a) or 403(b) plan. The League agrees to save the Board and its agents harmless from any claims, demands, suits, or judgments arising from actions taken by the Board in complying with the provisions of this Section.

Article XIII Payroll Deductions

13.1

In addition to those payroll deductions required by law, the following agencies are eligible for payroll deductions. All requests for deductions must be in writing on approved authorization forms.

• Tax Sheltered Annuity Plans as set forth under Article XII, Section 12.2.
• United Way
• Naugatuck Teachers League, Connecticut Education Association and National Education Association.
• Waterbury Teachers' Credit Union

13.2 Payment Options

• Teachers shall select one of the following options for purposes of receipt of his/her annual remuneration:
  • Twenty-six (26) payments - The teachers’ salary will be divided into twenty-six (26) equal payments and will be paid commencing with the first regular pay period after the start of the school year and shall continue on a bi-weekly basis up to the last school day of such school year.
  • The remaining number of weeks of pay that are unpaid as of the last school day of such school year shall be paid in separate checks that each equate to 1/26th of the teachers’ salary and shall be issued to the teacher on the last school day of the school year.
  • Twenty-two (22) payments - The teachers’ salary will be divided into twenty-two (22) equal payments and will be paid commencing with the first regular pay period after the start of the school year and shall continue on a bi-weekly basis up to the last school day of such school year, provided, however in the event that the school year ends prior to the twenty-second (22nd) paycheck being issued, the remaining number of weeks of payments that are unpaid as of the last school day of the school year shall be paid in a separate check that equates to the remainder of the teacher’s salary for such school year. Such check shall be issued to the teacher on the last school day of the school year. 18

• Teachers will receive the subsequent school year’s pay dates prior to May 15th of the then current school year. Teachers must elect an option by June 1 in the school year preceding the payments on a form provided by the school administration. Teachers who do not select an option by June 1st shall be paid in accordance with his/her option from the then current school year.

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

13.3 Dues

• Deductions
  • The Naugatuck Board of Education agrees to deduct from each teacher who elects to join the League an amount equal to membership dues by means of payroll deductions. Dues deduction from each paycheck shall be equal to the amount of total League membership divided by the number of paychecks from the first paycheck in September to the last paycheck in June.
  • The amount of League membership dues shall be certified by the League to the Board of Education prior to the opening of school each year.
• Subsequent Employment
  • Those teachers whose employment commences after the start of the school year shall pay a prorated amount equal to the percentage of the remaining school year.
• Forwarding of Dues
  • The Board of Education agrees to forward to the League each month a check for the amount of dues deducted during that month. The Board shall include with such check a list of teachers for whom such deductions were made.
• Save Harmless
  • The League agrees to save the Board and its agents harmless from any claims, demands, suits, or judgments arising from actions taken by the Board in complying with the provisions of this Section.
• General Provisions
  • The singular reference to the "League" herein shall be interpreted as referring to the Naugatuck Teachers' League, the Connecticut Education Association and the National Education Association.

Article XIV Teachers' Personnel Files

14.1

Any evaluation report or other written statement of criticism may not be contained in the individual teacher's personnel or other file longer than thirty (30) days, unless such report is shown to the subject teacher and such individual has been given the opportunity to acknowledge the report either by reply or signature within the thirty (30) day period beginning with the date of the report. It is recognized that teachers have access to their personnel files under C.G.S. §10-151a, as amended.

14.2

No teacher shall be disciplined without just cause. For purposes of this contract, the lowest level of discipline which just cause applies is a written warning. Disputes regarding termination or non-renewal will be processed in accordance with applicable state statutes and not subject to the grievance and arbitration provisions set forth herein.

14.3

Any substantive, serious complaint made to the administration against a teacher or person for whom the teacher is administratively responsible, by any parent, student, other person or entity shall promptly be called to the attention of the teacher. In no case shall any anonymous complaint or other complaint of third parties not investigated by the administration be placed in the teacher's file.

Article XV Board Prerogatives

15.1

The Board has and will continue to retain, whether exercised or not, the rights, responsibilities and prerogatives as set forth below:

The Teachers' League recognizes the Board of Education as having the full and exclusive powers of management in operation of the school district, and, except as specifically limited herein, or in the Connecticut General Statutes as amended, the Board and the Superintendent of Schools reserve and retain full rights, authority and discretion in the discharge of their duties and responsibilities to control, supervise, and manage the school system and its professional staff.

Article XVI Salaries

16.1

The salary schedule and the definition for teacher salary placement to be in effect for the term of this Agreement are set forth on Schedule C attached hereto and hereby made a part hereof.

16.2

Each teacher shall advance on the salary schedule or receive a longevity stipend each year as noted in the salary schedule set forth in Schedule C of this Agreement except as set forth below (for the applicable contract year) or when on an unpaid leave of absence for one (1) day more than one half (½) of the school year. Advancement shall be in the appropriate degree column. Advancement and longevity stipend shall be automatic under an existing collective bargaining agreement, unless the Board of Education withholds such step advancement or longevity stipend for unsatisfactory service in the prior school year. Such withholding of an advancement or longevity stipend shall be subject to the grievance procedure commencing at the Board of Education level.

On September 1, 2021, teachers not at the maximum step shall advance one (1) step on the 2020-2021 salary schedule.

During the September 1, 2022 through August 31, 2023 contract year, there shall be no step movement.

On September 1, 2023, teachers not at the maximum step shall advance one (1) step on the 2022-2023 salary schedule.

16.3

Each teacher who has served in the Naugatuck School District for twenty (20) or more years as of June 30th of the previous school year shall receive annually a longevity stipend prior to the December school recess as follows:

21-25	$400.00
26-30	$600.00
31-35	$800.00
35+	$1,000.00

 

16.4

Retirees shall receive the longevity payment earned in their final year of teaching on the first pay day of the following school year.

Article XVII Work Year

17.1

The teacher work year shall consist of one hundred eighty three (183) days.

17.2

There are one hundred eighty (180) instructional days.

17.3

The teacher work day shall consist of seven (7) hours per day inclusive of “wrap around time”, as set forth below. Accordingly, the teacher work day shall consist of the instructional day and “wrap around time.”

In determining the instructional needs of the students, a building administrator may identify the need for a flexible schedule. A list of all proposed alternative schedules will be provided to all teachers in their respective applicable buildings and the League President. In the event that a flexible schedule will be used for a teacher, prior to August 1st, the teacher’s specific teaching schedule shall be established in writing by mutual agreement between the teacher and the building principal.

Wrap around time at the elementary, intermediate and middle schools shall be fifteen (15) minutes before the teacher’s instructional day begins and fifteen (15) minutes after 21 his/her instructional day ends. That is, teachers shall be required to be on duty fifteen (15) minutes before and fifteen (15) minutes after his/her instructional day.

“Wrap around time” at the high school shall be ten (10) minutes before and twenty (20) minutes after the teacher’s instructional day.

17.4

The administration may schedule up to four (4) hours of common planning/faculty meetings per month during the school year.

The duration of such meetings may not exceed ninety (90) minutes per session. Such sessions may be scheduled either before or after the commencement of the school day. Any common planning time that takes place during the school day shall not count toward the four (4) hours per month set forth above.

For required faculty meetings beyond those set forth above and for workshops and professional development activities beyond the four (4) hours a month teachers shall be paid at the rate of $38.86 in each year of the contract.

17.5 Planning Periods

• At the elementary level, teachers shall be guaranteed five (5) preparation periods per week during a full five (5) day week that total no less than two hundred twenty (220) minutes. No elementary level teacher will have more than one (1) day without a preparation period during a full five (5) day week.
  • At the intermediate and middle levels, teachers shall be guaranteed at least one (1) preparation period per full work day during a full five (5) day week that total to no less than two hundred twenty (220) minutes.
  • At the high school level, teachers shall be guaranteed at least one (1) preparation period per full work day during a full five (5) day work week that, under the current schedule, total no less than forty-three (43) minutes per full work day.
  • In the event that during the term of the contract, the schedule is changed and the duration of a period is impacted by such change, the parties will meet to negotiate over the duration of the preparation period.
• The Board and the NTL agree that the purpose of preparation periods is to allow teachers to prepare their class lessons and fulfill their personal professional responsibilities.
  • However, the parties recognize that certain parent-teacher, PPT, teacher evaluation conferences and other conferences may encroach on preparation period time to the same extent that they have in the past.
  • Faculty, team, and grade level meetings will not be scheduled during teachers’ preparation periods.
• If a substitute cannot be found and a teacher is required to cover a class, the teacher shall be paid a differential based on the hourly rate of $38.86 in each year of the contract.

17.6

A sixth class may be assigned to secondary teachers on a voluntary basis. In the event that a secondary teacher teaches a sixth class, the teacher will receive an additional four thousand five hundred dollars ($4,500.00) for such sixth class for a full year course (a teacher who teaches a half-year course will receive an additional two thousand two hundred fifty dollars ($2,250.00) for the sixth class).

17.7

In the event that the Board changes the work day or the work year in any way other than noted above, the Board will agree to meet and negotiate over the impact of such change. Such negotiations will be conducted in accordance with §10-153b, et seq., of the Connecticut General Statutes.

17.8

At the high school the length of periods may vary as long as any alteration of periods is done on an equitable basis.

17.8

When a lead teacher (or another teacher, if a lead teacher is not available) is requested by an administrator to cover for the administrator while the administrator is absent from the building for a full student day, the teacher who covers for the administrator will be relieved of his/her teaching duties while acting in such capacity if he/she agrees to act in that capacity.

Teachers within the building where a lead teacher (or another teacher if a lead teacher is not available) is covering for an administrator during the administrator’s absence will be informed of: (1) the name of the teacher acting in that capacity; and (2) if possible, the period of time the teacher will be acting in such capacity.

17.10

If due to the operational needs of the school system, the Board requires a teacher (or teachers) to forego his/her lunch period in order to supervise the cafeteria, the teacher (or teachers) who volunteer for such duty will be eligible for the stipend set forth in Schedule B.

Coverage of lunch duty by use of a teacher who foregoes his/her lunch period shall not be subject to the rotation system set forth under Article XXIII, Section 23.1.

17.11

All teachers shall have an uninterrupted duty-free lunch period daily. For intermediate, middle and high school teachers the lunch period shall be a minimum of twenty (20) minutes and for elementary teachers the lunch period shall be a minimum of thirty (30) minutes. Elementary teachers shall not be required to supervise the cafeteria during his/her lunch period.

Article XVIII Death and Retirement Benefits

18.1 Percentage and Per Diem of Retirement Benefits

Effective upon the retirement of a teacher who is eligible for immediate retirement benefits under Chapter 167 of the Connecticut General Statutes, the teacher shall be paid seventy-five percent (75%) of his/her accumulated sick leave. Teachers must provide written notice of intent to retire to the Superintendent prior to February 1st in the fiscal year the retirement is effective. If notice of retirement is given prior to February 1st, the teacher shall receive such payment at the beginning of the next fiscal year. In the event notice of retirement is given on or after February 1st, the teacher shall receive such payment at the beginning of the second fiscal year following such notice of retirement. Such payment shall be made at the rate of fifty dollars ($50.00) per day.

18.2 Percentage of Per Diem of Death Benefits

Upon the death of a teacher, seventy-five percent (75%) of the accumulated unused sick leave shall be payable at the rate of fifty dollars ($50.00) per day, to the designated beneficiary of the teacher. In the absence of a designated beneficiary, such payment shall be made to the teacher's estate.

18.3 Retiree Insurance

Retirees who are age fifty-five (55) or older and have twenty (20) years of service with the Naugatuck Board of Education and are eligible to receive a pension from the Connecticut State Teachers’ Retirement Board, shall be allowed to participate in the group insurance plan with the Board paying for a portion of the single person coverage until the person is eligible to participate in Medicare according to the following schedule: fifty percent (50%) for retirees with fifteen (15) or more years of employment service in the Naugatuck school district as of August 31, 2012; twenty five percent (25%) for retirees with at least ten (10) but less than fifteen (15) years of employment service in the Naugatuck school district as of August 31, 2012; zero percent (0%) for retirees with less than ten (10) years of employment service in the Naugatuck school district as of August 31, 2012. (For purposes of this benefit calculation, teachers with effective retirement dates on or after September 1, 2009 but before August 31, 2012 shall have the length of their employment service determined as of the effective date of their retirement.)

The retiree shall pay the difference between the amount paid by the Board and the cost of group insurance.

Upon a retiring teacher (or his/her spouse) becoming Medicare eligible, such retirees must enroll in the state TRB Medicare Supplemental Plan with prescription drugs and dental in lieu of the Board’s plan. 

Teachers who enroll in the state TRB Medicare Supplemental Plan shall be reimbursed for one hundred percent (100%) of the premium cost of such plan for single coverage only, subject to TRB rules. Such retirees may purchase additional state TRB vision and hearing insurance coverage at the retiree’s own expense, subject to TRB rules. The teacher shall pay the full cost of any dependent coverage. The retiree shall be eligible for a four thousand dollars ($4,000.00) life insurance policy.

A teacher who is not eligible for Medicare (either due to not contributing toward Medicare or not having a spouse who is eligible for Medicare) shall continue to be covered by the Board’s plan with the Board paying a portion of individual coverage as delineated in paragraph 1 of Section 18.3. The retiree shall pay the full cost of any dependent coverage.

Retirees who continue to be covered by the Board's HDHP, will receive five hundred dollars ($500.00) on an annual basis as a contribution toward the eligible retirees HDHP deductible.

Article XIX Travel Allowance

19.1

A teacher who uses his/her automobile for school purposes shall be reimbursed for mileage at the IRS rates in effect at the time of such use.

Article XX Amendment

20.1

This Agreement shall not be altered, amended, or changed except in writing, signed by both the Board and the League, which amendment shall be appended hereto and become a part hereof.

Article XXI Duration

21.1

This Agreement contains the full and complete agreement between the Board and the League on all negotiable issues, and neither party shall be required during the term hereof to negotiate over an item which is covered in this Agreement unless the parties have otherwise waived negotiations in accordance with law. All inconsistent prior practices, agreements and understandings are void and of no force and effect unless specifically incorporated herein. This Agreement shall remain in full force and effect from September 1, 2021 to August 31, 2024.

21.2

Salary Schedules C-1, C-2, C-3 (attached) will be effective September 1, 2021 to August 31, 2024.

21.3

The coaches' salaries are in Schedule A; the differentials are in Schedule B, both attached hereto and made a part hereof.

Article XXII Saving Clause

22.1

In the event that any provision or portion of this Agreement is ultimately ruled invalid for any reason by an authority of established and competent legal jurisdiction the balance and remainder of this Agreement shall remain in full force and effect.

Article XXIII Non Teaching Duties

23.1

Except as set forth under Article XVII, Section 17.10, if teachers are used to perform lunch duties, bus duties or recess duties a rotation system will be utilized and assignments will be made on as equitable a basis as possible.

23.2

Any teacher presenting or conducting an in-service workshop shall be paid at the rate of $38.86 in each year of the contract.

Preparation time for presenting or conducting an in-service workshop shall not be compensated.

Article XXIV Separation and Recall

24.1 Separation

• Should it become necessary to reduce the number of teachers employed by the Board due to the elimination of teaching positions, the Board shall terminate teacher contracts on the basis of tenure status, certification, qualification and Borough-wide seniority. Prior teaching experience at, or near grade level, or in the relevant subject area will be an indication of qualification.
• Prior to any layoff, the League President shall be notified, in writing, of the details of the layoff, that is, of the number of teachers to be laid off and the positions which are to be eliminated. The Administration shall meet with the League President and his designees for the purpose of explaining the layoffs and conferring with the League regarding the reasons for the order of layoff.
• The President of the League shall receive annually in the month of October a bargaining unit wide seniority list. Said list shall include the teachers' names, their years' of seniority (including date of hire), their certifications and endorsements, and their current teaching assignments.
• Prior to lay-off, the Board shall first attempt to reduce the staff through voluntary retirement, resignation or leave of absence.
• Nothing herein may be construed as invalidating, abrogating, modifying or waiving in any way the Board's or a teacher's rights under §10-151 of the Connecticut General Statutes.

24.2 Recall

• The name of any teacher who has been laid off due to elimination of position shall be placed upon a recall list and remain on such list for two years, provided such teacher does not refuse reemployment during that period.
• Any teacher on the recall list shall receive a written offer of a position by certified mail at least thirty (30) days prior to the date of recall. The teacher shall accept or reject the position in writing within one (1) calendar week of the receipt of the offer. Notice of recall shall be sent to the teacher's last known address. It shall be the teacher's responsibility to inform the Superintendent of his/her last known address.
• No new employee shall be hired to fill a position for which an employee on the recall list is certified and qualified. In cases where more than one employee on the recall list is certified for a particular position to be filled, the Board of Education may consider other relevant criteria in making recall decisions, but will place major emphasis on the following: (The order of listing is not of any significance.)
  • Ability to teach particular subjects and grades as determined by length and quality of teaching experience in those subjects and grades;
  • General teaching performance as determined by evaluations. (This criterion will become effective when the evaluation program currently being developed goes into operation);
  • The length of teaching service in the Naugatuck School System; and
  • The length of teaching service.
• No employee who has been laid off shall be entitled to payment or accrual of any compensation or fringe benefits whether or not he remains on the recall list, other than those benefits guaranteed by law. However, an employee who is reappointed from the list shall be entitled to reinstatement of any benefits earned or accrued at the time of layoff and further accrual of salary increments and fringe benefits shall resume where they left off. No years of layoff will be credited as years of service for compensation or retirement purposes.
• The Superintendent shall provide the League President with:
  • notice of all openings, 27
  • copies of correspondence between the School System and the laid-off teacher and,
  • copies of correspondence between the laid off teacher and the School System.

Article XXV Special School Programs

25.1

These provisions apply to positions in programs for which certification is required.

• In filling these positions, preference shall be given to qualified teachers regularly employed in the school system.
• In filling such positions, the criteria shall be a teacher's area of competence, major and/or minor field of study, length of service in the system, and prior experience in these programs, if any.
• All openings for these positions, except Homebound Instruction, shall be listed at least two (2) weeks prior to commencement of the program.
•  Teachers shall be paid for Summer School at a rate of $38.86 in each year of the contract.
• Teachers shall be paid for Adult Education at a rate of $38.86 in each year of the contract.
• Teachers shall be paid for Homebound Instruction at a rate of $38.86 in each year of the contract.

Schedule A Coaches 2021-2022

Position	Step 1	Step 2	Step 3
Fall NHS
Varsity Soccer	$3,919	$4,355	$4,778
JV Soccer	$2,616	$3,050	$3,476
Freshman Soccer	$2,616	$3,050	$3,476
Cross Country (2)	$3,919	$4,355	$4,778
Varsity Football	$6,793	$7,235	$7,663
JV Football	$3,269	$3,701	$4,120
Freshman Football	$2,616	$3,050	$3,476
Assistant Football (3)	$3,919	$4,355	$4,778
Varsity Volleyball	$3,919	$4,355	$4,778
JV Volleyball	$2,616	$3,050	$3,476
Freshman Volleyball	$2,616	$3,050	$3,476
Swimming	$5,658	$6,096	$7,008
Assistant Swimming	$2,616	$3,050	$3,476
Winter NHS
Swimming	$5,658	$6,096	$7,008
Assistant Swimming	$2,616	$3,050	$3,476
Varsity Basketball	$6,793	$7,235	$7,663
JV Basketball	$3,919	$4,355	$4,778
Freshman Basketball	$2,616	$3,050	$3,476
Indoor Track (2)	$4,182	$4,418	$5,041
Assistant Indoor Track	$3,919	$4,355	$4,778

 

Schedule A Coaches 2021-2022

Position	Step 1	Step 2	Step 3
Spring NHS
Varsity Baseball	$5,921	$6,357	$7,404
JV Baseball	$3,919	$4,355	$4,778
Baseball Pre-season	$687	$812	$941
Spring Football Head Coach	$1,425	$1,558	$1,702
Spring Football Assistant Coach	$855	$995	$1,132
Golf	$2,616	$3,050	$3,476
Tennis	$3,919	$4,355	$4,778
Varsity Softball	$5,921	$6,357	$7,404
JV Softball	$3,919	$4,355	$4,778
Freshmen Softball	$2,616	$3,050	$3,476
Outdoor Track (2)	$4,182	$4,418	$5,041
Assistant Outdoor Track (2)	$3,919	$4,355	$4,778
Middle School
Cross Country (2)	$2,168	$2,617	$3,055
Softball	$2,168	$2,617	$3,055
Baseball	$2,168	$2,617	$3,055
Basketball	$2,168	$2,617	$3,055
Swimming (2)	$2,168	$2,617	$3,055
Intramurals (4)	$2,168	$2,617	$3,055

 

Newly hired coaches will begin on the first step.

Schedule A Coaches 2022-2023

Position	Step 1	Step 2	Step 3
Fall NHS
Varsity Soccer	$3,958	$4,399	$4,826
JV Soccer	$2,642	$3,081	$3,511
Freshman Soccer	$2,642	$3,081	$3,511
Cross Country (2)	$3,958	$4,399	$4,826
Varsity Football	$6,861	$7,307	$7,739
JV Football	$3,302	$3,738	$4,161
Freshman Football	$2,642	$3,081	$3,511
Assistant Football (3)	$3,958	$4,399	$4,826
Varsity Volleyball	$3,958	$4,399	$4,826
JV Volleyball	$2,642	$3,081	$3,511
Freshman Volleyball	$2,642	$3,081	$3,511
Swimming	$5,715	$6,157	$7,078
Assistant Swimming	$2,642	$3,081	$3,511
Winter NHS
Swimming	$5,715	$6,157	$7,078
Assistant Swimming	$2,642	$3,081	$3,511
Varsity Basketball	$6,861	$7,307	$7,739
JV Basketball	$3,958	$4,399	$4,826
Freshman Basketball	$2,642	$3,081	$3,511
Indoor Track (2)	$4,224	$4,462	$5,091
Assistant Indoor Track	$3,958	$4,399	$4,826

 

Newly hired coaches will begin on the first step.

Schedule A Coaches 2022-2023

Position	Step 1	Step 2	Step 3
Spring NHS
Varsity Baseball	$5,980	$6,421	$7,478
JV Baseball	$3,958	$4,399	$4,826
Baseball Pre-season	$694	$820	$951
Spring Football Head Coach	$1,439	$1,574	$1,719
Spring Football Assistant Coach	$864	$1005	$1144
Golf	$2,642	$3,081	$3,511
Tennis	$3,958	$4,399	$4,826
Varsity Softball	$5,980	$6,421	$7,478
JV Softball	$3,958	$4,399	$4,826
Freshmen Softball	$2,642	$3,081	$3,511
Outdoor Track (2)	$4,224	$4,462	$5,091
Assistant Outdoor Track (2)	$3,958	$4,399	$4,826
Middle School
Cross Country (2)	$2,190	$2,643	$3,086
Softball	$2,190	$2,643	$3,086
Baseball	$2,190	$2,643	$3,086
Basketball	$2,190	$2,643	$3,086
Swimming (2)	$2,190	$2,643	$3,086
Intramurals (4)	$2,190	$2,643	$3,086

 

Newly hired coaches will begin on the first step.

Schedule A Coaches 2023-2024

Position	Step 1	Step 2	Step 3
Fall NHS
Varsity Soccer	$3,998	$4,443	$4,874
JV Soccer	$2,668	$3,112	$3,546
Freshman Soccer	$2,668	$3,112	$3,546
Cross Country (2)	$3,998	$4,443	$4,874
Varsity Football	$6,930	$7,380	$7,817
JV Football	$3,335	$3,775	$4,203
Freshman Football	$2,668	$3,112	$3,546
Assistant Football (3)	$3,998	$4,443	$4,874
Varsity Volleyball	$3,998	$4,443	$4,874
JV Volleyball	$2,668	$3,112	$3,546
Freshman Volleyball	$2,668	$3,112	$3,546
Swimming	$5,772	$6,219	$7,149
Assistant Swimming	$2,668	$3,112	$3,546
Winter NHS
Swimming	$5,772	$6,219	$7,149
Assistant Swimming	$2,668	$3,112	$3,546
Varsity Basketball	$6,930	$7,380	$7,817
JV Basketball	$3,998	$4,443	$4,874
Freshman Basketball	$2,668	$3,112	$3,546
Indoor Track (2)	$4,266	$4,507	$5,142
Assistant Indoor Track	$3,998	$4,443	$4,874

 

Newly hired coaches will begin on the first step.

Schedule A Coaches 2023-2023

Position	Step 1	Step 2	Step 3
Spring NHS
Varsity Baseball	$6,040	$6,485	$7,553
JV Baseball	$3,998	$4,443	$4,874
Baseball Pre-season	$701	$828	$960
Spring Football Head Coach	$1,454	$1,590	$1,736
Spring Football Assistant Coach	$873	$1,015	$1,155
Golf	$2,668	$3,112	$3,546
Tennis	$3,998	$4,443	$4,874
Varsity Softball	$6,040	$6,485	$7,553
JV Softball	$3,998	$4,443	$4,874
Freshmen Softball	$2,668	$3,112	$3,546
Outdoor Track (2)	$4,266	$4,507	$5,142
Assistant Outdoor Track (2)	$3,998	$4,443	$4,874
Middle School
Cross Country (2)	$2,212	$2,670	$3,117
Softball	$2,212	$2,670	$3,117
Baseball	$2,212	$2,670	$3,117
Basketball	$2,212	$2,670	$3,117
Swimming (2)	$2,212	$2,670	$3,117
Intramurals (4)	$2,212	$2,670	$3,117

 

Newly hired coaches will begin on the first step.

Schedule B Schedule of Differentials

Position	2021-2022	2022-2023	2023-2024
Dept Head- High School	$4,792	$4,840	$4,889
Director of Guidance	$4,792	$4,840	$4,889
Modern Dancing	$1,748	$1,766	$1,783
Senior Week & Graduation	$1,990	$2,010	$2,030
Senior Play (Per Production)	$1,997	$2,017	$2,037
Debating	$1,997	$2,017	$2,037
DECA Club Advisor	$763	$770	$778
Dramatics (Per Production)	$1,997	$2,017	$2,037
Drill Team	$976	$985	$995
Newspaper	$1,997	$2,017	$2,037
Classbook	$2,566	$2,592	$2,618
School Psychologist*	$5,001	$5,051	$5,101
Psychological Examiner*	$2,667	$2,694	$2,721
High School Senior Class Advisor	$2,174	$2,195	$2,217
High School Junior Class Advisor	$1,278	$1,290	$1,303
High School Sophomore Class Advisor	$1,024	$1,034	$1,045
High School Freshman Class Advisor	$763	$770	$778
Cheerleading: High School	$2,174	$2,195	$2,217
Middle School	$1,086	$1,097	$1,108
School Classbook Middle School	$1,049	$1,060	$1,070
School Newspaper Middle School	$872	$880	$889
Talent Show/Drama Show: Middle School	$872	$880	$889
Marching Band: High School	$5,529	$5,584	$5,640
Head Librarian: High School	$4,802	$4,850	$4,898
Middle School Curriculum Coordinator (6)	$2,138	$2,160	$2,181
Ticket Manager- High School	$3,660	$3,697	$3,734
Director Small Group Ensemble	$763	$770	$778
Lunch Duty (HS & MS)	$2,547	$2,573	$2,598
Distributive Education Coordinators (10% of salary)
CWE (Cooperative Work Experience) (10% of salary)

 

Schedule B Schedule of Differentials

Position	2021-2022	2022-2023	2023-2024
Marching Band Assistants:
Assistant Drill Instructor	$2,277	$2,299	$2,322
Drill Instructor	$4,226	$4,268	$4,311
Percussion Instructor	$4,226	$4,268	$4,311
Assistant Percussion Instructor	$2,277	$2,299	$2,322
Color Guard Instructor	$3,252	$3,285	$3,318
Assistant Color Guard Instructor	$2,277	$2,299	$2,322
Curriculum Area Coordinator (NHS)(8)	$2,138	$2,160	$2,181
District Curriculum Coordinator K-12 (Music, Art, Health/PE)	$5,258	$5,311	$5,364
Varsity Basketball and Football Games:
Ticket Taker (HS)** (home per contest)	$63.03	$63.66	$64.30
Ticket Sellers (HS)** (home per contest)	$63.03	$63.66	$64.30
Crowd Control (HS)** (home per contest)	$63.03	$63.66	$64.30
Basketball Games (JV and Varsity)
Scorer (HS) (home per game)	$33.75	$34.09	$34.43
Timer (HS) (homer per game)	$33.75	$34.09	$34.43
Lead Teacher (12)	$977	$986	$996
Math Team (4)	$506	$511	$516
Student Counsel Advisor	$1,049	$1,060	$1,070
National Honor Society	$1,049	$1,060	$1,070
Chamber Singers Director	$4,083	$4,124	$4,166

 

* Only teachers under contract as of June 30, 2000 shall be eligible for this stipend.

** The Board may assign these positions to community volunteers or paid student help (provided Crowd Control may not be assigned to students). If community volunteers or paid student help are not assigned to these positions, then bargaining unit members will perform such work at the contractually determined rates. If no bargaining unit member wishes to perform such work, then the Board is free to assign the work to non-bargaining unit individuals.

Schedule C Salary Placement and Schedules

All teachers shall be placed on the appropriate step and column in the Salary schedule, taking into consideration the following:

1. Degree status, as defined below;
2. Credit shall be given for previous teaching experience as a certified teacher in an accredited public school. Credit may be given for previous teaching experience in an accredited public, private or military dependency school as determined by the Superintendent. Credit may also be given for related work experience as deemed appropriate by the Superintendent. Teachers shall not receive more credit than their years of prior service and experience.
3. Salary placement due to a change in degree status shall be effected once in September and once in February. In order to be eligible for such change in degree status, a teacher must notify the Superintendent in writing, no later than January 2nd of the previous school year, that he/she expects a degree change or has earned a degree change. For course work completed prior to the start of the school year, documentation must be provided by January 1st to be retroactive to the first pay check. For course work completed prior to February 1st, documentation must be provided by May 1st to be retroactive to February.

Degree Definitions

For all teachers hired prior to July 1, 2012, the Salary Schedules listed in Schedules C-1 through C-3 of this Agreement shall be interpreted and applied in accordance with the following definitions.

1. Bachelor’s Degree: A baccalaureate degree in a course of study pertinent to the employee’s teaching position.
2. Master’s Degree: A master’s degree earned in a planned program pertinent to the employee’s teaching position.
3. Master’s Degree plus 15: Fifteen (15) credits beyond the Master’s Degree in a planned program pertinent to the employee’s teaching position.
4. Sixth-Year Certificate: A certificate indicating a full year’s graduate school study beyond the Master’s Degree OR, a second Master’s Degree OR, a second Master’s Degree in a discipline other than that which the initial degree was attained, all of which shall be earned in a planned program pertinent to the employee’s teaching position. 37
5. Sixth-Year plus 15: Fifteen (15) credits beyond a Sixth-Year Certificate earned in a planned program that is pertinent to the employee’s teaching position.

For all teachers hired on or after July 1, 2012, the Salary Schedules listed in Schedules C-1 through C-3 of this Agreement shall be interpreted and applied in accordance with the following definitions.

1. Bachelor’s Degree: A baccalaureate degree in a course of study pertinent to the employee’s teaching position.
2. Master’s Degree: A master’s degree of less than forty-five (45) credits earned in a planned program pertinent to the employee’s teaching position.
3. Master’s Degree plus 15: Fifteen (15) credits beyond the Master’s Degree OR, completion of a Master’s Degree requiring forty-five (45) or more credits, either of which shall be earned in a planned program pertinent to the employee’s teaching position.
4. Sixth-Year Certificate: A certificate indicating a full year’s graduate school study beyond the Master’s Degree OR, a second Master’s Degree OR, a second Master’s Degree in a discipline other than that which the initial degree was attained OR, completion of a Master’s Degree requiring sixty (60) or more credits, all of which shall be earned in a planned program pertinent to the employee’s teaching position.
5. Sixth-Year plus 15: Fifteen (15) credits beyond a Sixth-Year Certificate earned in a planned program that is pertinent to the employee’s teaching position.

The phrase “pertinent to the employees teaching position” shall include planned programs in the teacher’s subject area or potential subject area as well as planned programs in educational leadership and administration.

To be recognized, all of the above stated degrees and credits shall be earned at accredited colleges and universities and recorded as credit on the college/university transcript.

Credits earned “beyond” a specific degree shall be earned after the degree is conferred.

Schedule C-1 2021-2022 Salary Schedule

STEP	BA	MA	MA+15	SIXTH	6TH+15
2	$47,364	$51,868	$54,267	$56,799	$59,215
3	$49,417	$54,098	$56,511	$59,079	$61,545
4	$51,561	$56,425	$58,849	$61,451	$63,968
5	$53,796	$58,851	$61,283	$63,918	$66,486
6	$56,128	$61,381	$63,819	$66,485	$69,103
7	$58,562	$64,021	$66,459	$69,154	$71,822
8	$61,102	$66,774	$69,207	$71,931	$74,649
9	$63,751	$69,645	$72,071	$74,818	$77,587
10	$66,516	$72,639	$75,051	$77,822	$80,641
11	$69,400	$75,763	$78,156	$80,948	$83,815
12	$72,410	$79,021	$81,389	$84,197	$87,113
13	$75,550	$82,419	$84,756	$87,578	$90,542
14	$78,826	$85,963	$88,261	$91,094	$94,106
15	$82,867	$89,607	$92,263	$95,222	$98,376
16	$86,908	$93,251	$96,264	$99,350	$102,645

 

Effective September 1, 2021, all teachers not at the maximum step shall move up one (1) step from their 2020-2021 step in accordance with the salary schedule set forth above.

Schedule C-2 2022-2023 Salary

STEP	BA	MA	MA+15	SIXTH	6TH+15
2	$48,311	$52,905	$55,352	$57,935	$60,399
3	$50,405	$55,180	$57,641	$60,261	$62,776
4	$52,592	$57,554	$60,026	$62,680	$65,247
5	$54,872	$60,028	$62,509	$65,196	$67,816
6	$57,251	$62,609	$65,095	$67,815	$70,485
7	$59,733	$65,301	$67,788	$70,537	$73,258
8	$62,324	$68,109	$70,591	$73,370	$76,142
9	$65,026	$71,038	$73,512	$76,314	$79,139
10	$67,846	$74,092	$76,552	$79,378	$82,254
11	$70,788	$77,278	$79,719	$82,567	$85,491
12	$73,858	$80,601	$83,017	$85,881	$88,855
13	$77,061	$84,067	$86,451	$89,330	$92,353
14	$80,403	$87,682	$90,026	$92,916	$95,988
15	$84,524	$91,399	$94,108	$97,126	$100,344
16	$88,646	$95,116	$98,189	$101,337	$104,698

 

During the September 1, 2022 through August 31, 2023 contract year, there shall be no step movement.

Schedule C-3 2023-2024 Salary Schedule

STEP	BA	MA	MA+15	SIXTH	6TH+15
2	$48,557	$53,175	$55,634	$58,230	$60,707
3	$50,662	$55,461	$57,935	$60,568	$63,096
4	$52,860	$57,848	$60,332	$63,000	$65,580
5	$55,152	$60,334	$62,828	$65,528	$68,162
6	$57,543	$62,928	$65,427	$68,161	$70,844
7	$60,038	$65,634	$68,134	$70,897	$73,632
8	$62,642	$68,456	$70,951	$73,744	$76,530
9	$65,358	$71,400	$73,887	$76,703	$79,543
10	$68,192	$74,470	$76,942	$79,783	$82,673
11	$71,149	$77,672	$80,126	$82,988	$85,927
12	$74,235	$81,012	$83,440	$86,319	$89,308
13	$77,454	$84,496	$86,892	$89,786	$92,824
14	$80,813	$88,129	$90,485	$93,390	$96,478
15	$84,955	$91,865	$94,588	$97,621	$100,856
16	$89,976	$96,543	$99,662	$102,857	$106,268

 

On September 1, 2023, teachers not at the maximum step shall advance one (1) step on the 2022- 2023 salary schedule.

Appendix A High Deductible Health Plan (HDHP)

(HDHP) $2,500/$5,000 Annual Deductible

100% in network after deductible (except with respect to prescription drugs)

70%/30% out of network

$5,000/$10,000 out of network maximum

Upon satisfaction of the (HDHP) deductible, prescriptions subject to $5 Generic/ $25 Brand Name/ $40 Non Formulary Brand Name co-pay (unlimited maximum) (2x retail co-payment for 90-day supply)

The co-pays for drugs shall not apply to prescriptions under either the Women’s Health and Wellness Act or for diabetes

Vision with a $0 co-pay.

Infertility benefits are subject to the state mandate limits

Bariatric procedures (not covered)

Out of country will be at charges based upon the carrier’s policy for urgent and emergency care.

In the case of “hardship”, eligible non-probationary employees may apply to the Director of Human Resources for a loan to cover medical costs covered under the Board’s health insurance plan.

In the event that the Director of Human Resources denies the application for a loan, the employee may appeal such decision to the Superintendent of Schools.

Hardship shall be defined as any individual claim that exceeds $2,250.00 prior to March 1st of any calendar year.

Such loan must be paid by the end of the fiscal year that the loan was granted.

Should an employee end his/her employment with the Board prior to the end of the applicable fiscal year, the employee shall repay the Board any amounts owed towards the employee's share of the HSA deductible. Accordingly, each employee who is granted a loan will sign a promissory note obligating the employee to repay the Board for the loan.

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2022-2023 Rates

The following charts depict health insurance and dental insurance costs and rates for the 2022 - 2023 school year.

Rates for High Deductible Health Plan /Dental Coverage - Effective 9/1/22

Class	Annual Cost HDHP Coverage w/ Anthem	Payroll Contribution Effective 9/1/22 7.0% Contribution	Annual Cost Dental Coverage w/Anthem Dental	Payroll Contribution Effective 9/1/22 10% - Employee 10% - Employee + Dependent Balance - Family
Employee	$11,870.52	$83.09	$462.72	$4.63
Employee + 1 Dependent	$22,554.00	$157.88	$1,203.48	$12.03
Family	$33,830.28	$236.81	$1,480.80	$39.76

 

Rates for High Deductible Health Plan /Dental Coverage - Effective 1/1/23

Class	Annual Cost HDHP Coverage w/ Anthem	Payroll Contribution Effective 1/1/23 7.5% Contribution	Annual Cost Dental Coverage w/Anthem Dental	Payroll Contribution Effective 1/1/23 10% - Employee 10% - Employee + Dependent Balance - Family
Employee	$11,870.52	$89.03	$462.72	$4.63
Employee + 1 Dependent	$22,554.00	$169.16	$1,203.48	$12.03
Family	$33,830.28	$253.73	$1,480.80	$39.76

 

* Payroll contributions are taken during the second pay of each month, September through June.

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