Chagrin Falls/CFEA - CBA 2021-2023 (clean, final, executed

AGREEMENT

between the

CHAGRIN FALLS EDUCATION

ASSOCIATION

and the

BOARD OF EDUCATION FOR THE

CHAGRIN FALLS EXEMPTED VILLAGE

SCHOOL DISTRICT

During the Period July 1, 2023 through June 30, 2026

08/21/2023

0503-01

23-MED-03-0197

43375

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TABLE OF CONTENTS

Article Page

I RECOGNITION ......................................................................................................1

II NEGOTIATIONS PROCEDURE ...........................................................................2

A. Good Faith Negotiating................................................................................2

B. Schedule .......................................................................................................2

C. Attendance at Negotiation Meetings; Released Time ..................................2

D. Representation on Negotiations Committee ................................................2

E. Exchange of Information .............................................................................2

F. Progress Report ............................................................................................3

G. Consultants ...................................................................................................3

H. Joint Study Committee(s) ............................................................................3

I. Caucus ..........................................................................................................3

J. Agreement ....................................................................................................3

K. Impasse Procedures ......................................................................................3

III GRIEVANCE PROCEDURE ..................................................................................4

A. Basic Objective ............................................................................................4

B. Definitions....................................................................................................4

C. Right to Assistance and Counsel..................................................................5

D. Informal (Discussion) Procedure .................................................................5

E. The (Formal) Procedure ...............................................................................5

F. Stipulations ..................................................................................................6

IV LEAVES OF ABSENCE .........................................................................................7

Paid Leaves of Absences ........................................................................................7

A. Sick Leave ....................................................................................................7

B. Personal Leave .............................................................................................9

C. Sabbatical Leave ........................................................................................10

D. Assault Leave .............................................................................................10

E. Legal Leave ................................................................................................12

F. Professional Leave .....................................................................................12

G. CFEA Leave ............................................................................................12

H. Parental Leave ............................................................................................13

Unpaid Leaves of Absence...................................................................................13

A. General Leave ............................................................................................13

B. Child Care Leave .......................................................................................14

C. Short-Term Unpaid Leaves of Absence .....................................................16

D. Family and Medical Leave (12-Week Leave) ...........................................16

Catastrophic Sick Leave Bank ...................................................................16

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Article Page

V GROUP INSURANCE FOR EMPLOYEES ON APPROVED

UNPAID OR PARTIALLY PAID LEAVES ........................................................17

VI BARGAINING UNIT VACANCIES ....................................................................18

A. Definition ...................................................................................................18

B. Posting........................................................................................................18

C. Filling a Non-Supplemental Vacancy ........................................................19

D. Reemployment of Retirees .........................................................................19

VII PERSONNEL FILES .............................................................................................19

VIII WORK DAYS, SCHOOL CALENDAR, PLANNING

TIME, PREPARATIONS ......................................................................................20

A. Work Days .................................................................................................20

B. Parent Conference Days/Open House/Staff Meetings ...............................20

C. School Calendar .........................................................................................21

D. Hours ..........................................................................................................21

E. Elementary Schedules (Grades K-6) ..........................................................22

F. Secondary Preparations ..............................................................................23

G. Educator of Special Needs Students ..........................................................23

H. Secondary Schedule (Grades 7-12) ............................................................23

J. Online Instruction/Remote Learning .........................................................24

L. Moving Classroom Buildings ....................................................................24

IX EVALUATION......................................................................................................25

A. Assessment of Teacher and Counselor Performance .................................25

B. The Observation Process............................................................................26

C. Classroom Walkthroughs ...........................................................................26

D. Pre-Observation Conference ......................................................................26

E. Formal Observation ...................................................................................27

F. Post-Observation Conference ....................................................................27

G. High-Quality Student Data (HQSD) ..........................................................28

H. Elect Not to Evaluate .................................................................................28

I. OTES/OhioES Compliance Issues .............................................................28

J. Non-OTES/Non-OSCES Bargaining Unit Members.................................28

K. OTES Committee .......................................................................................28

L. Professional Growth and Improvement Plans ............................................29

X CFEA AND EMPLOYEES RIGHTS ....................................................................29

A. Use of School Buildings ............................................................................29

B. Duly Authorized Representatives ..............................................................29

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C. Use of Bulletin Boards or Mailboxes.........................................................30

D. Board of Education Meetings ....................................................................30

E. Orientation Meetings .................................................................................30

F. Employee Schedules ..................................................................................30

G. Dues Deduction ..........................................................................................30

Article Page

XI PROCESSING OF COMPLAINTS OR CONCERNS .........................................31

A. Informal Complaint Resolution Process ....................................................31

B. Formal Complaint/Investigation Notice Procedure ...................................32

C. Anonymous Complaints.............................................................................32

D. Opportunity for Rebuttal ............................................................................33

E. Open Communication ................................................................................33

XII REDUCTION IN FORCE .....................................................................................33

A. Scope of Procedure ....................................................................................33

B. Attrition ......................................................................................................34

C. Reduction Other Than By Attrition and Non-Renewal .............................34

D. Reassignment Retraining ...........................................................................35

E. Reduction in Force List and Status Upon Recall .......................................35

F. Notice of Recall .........................................................................................36

G. Part-Time Employees.................................................................................37

H. Benefits ......................................................................................................37

XIII BOARD OF EDUCATION REQUESTED COURSE WORK .............................37

XIV DRUG-FREE WORKPLACE ...............................................................................37

A. Board of Education Policy .........................................................................37

B. Prohibitions ................................................................................................38

C. Definitions..................................................................................................38

D. Violations ...................................................................................................38

E. Rehabilitation .............................................................................................38

F. Disciplinary Action ....................................................................................38

G. Reporting....................................................................................................38

H. Education ...................................................................................................38

XV CONTINUING CONTRACTS ..............................................................................39

XVI SUBSTITUTION BY EMPLOYEES OF THE BARGAINING UNIT ................39

XVII ATTENDANCE OF EMPLOYEE’S CHILDREN ...............................................40

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Article Page

XVIII COMPENSATION ................................................................................................40

A. Salary Schedules ........................................................................................40

B. Interscholastic/Co-Curricular Salary Schedules ........................................41

C. Remuneration for College Credit ...............................................................41

D. Severance Pay ............................................................................................42

E. Expenses ....................................................................................................43

F. Insurance ....................................................................................................43

G. STRS Pick-Up ............................................................................................46

H. Extended Service/Compensatory Time/Release Time ...............................47

I. Supplemental Positions and Salaries .........................................................48

J. Local Professional Development Committee (LPDC) ..............................50

XIX PAYROLL PRACTICES ......................................................................................50

A. Pay Periods.................................................................................................50

B. Electronic Transfer.....................................................................................50

C. Paycheck/Pay Form Distribution ...............................................................50

D. Final Payment ............................................................................................50

E. Supplemental Pays .....................................................................................51

XX PROGRESSIVE DISCIPLINE ..............................................................................51

XXI FINALIZING THE AGREEMENT ......................................................................51

XXII HONORING THE CONTRACT ...........................................................................51

XXIII CONFLICT WITH LAW OR REGULATIONS ...................................................52

XXIV WAIVER OF NEGOTIATIONS DURING TERM OF AGREEMENT ..............52

XXV SPECIALIZED HEALTH CARE PROVISIONS .................................................52

XXVI TERM OF AGREEMENT .....................................................................................53

Signature Page .......................................................................................................53

Appendices

Appendix A – Salary Schedules ............................................................................54 Appendix B – Interscholastic/Co-Curricular Salary Schedules 57

Appendix B – Interscholastic/Co-Curricular Salary Schedules .............................57

Appendix C – Grade Level Representatives/Department Heads/

Curriculum Representatives/Intramurals/

Events Helpers Salary Schedules ...................................................70

Appendix D – Medical Benefits Waiver Form ......................................................71

Appendix E – Medical Insurance Coverage ..........................................................73

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Appendix F – Catastrophic Sick Leave Contribution Form ..................................74

Appendix G – Professional Leave Request Form ..................................................75

Appendix H – Spot Substitution Form...................................................................76

Appendix I– Memorandum to Teachers on Limited Contracts .............................77

Certificate – O.R.C. 5705.412 ...............................................................................79

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PREAMBLE

The Chagrin Falls Board of Education and the Chagrin Falls Education Association seek to

promote cooperation and to act in the best interest of the community and students of the Chagrin

Falls Exempted Village School District. With this goal in mind, the parties agree as follows:

ARTICLE I – RECOGNITION

A. Recognition of the Chagrin Falls Education Association

The Chagrin Falls Board of Education (hereinafter referred as Board of Education)

recognizes the Chagrin Falls Education Association, an OEA/NEA affiliate, (hereinafter

referred to as CFEA or the Association) as the sole and exclusive representative for the

purposes of Collective Bargaining as defined in Chapter 4117 of the Ohio Revised Code.

The bargaining unit shall include all classroom teachers, librarians, guidance counselors,

social workers, speech and language pathologists, occupational therapists, psychologists,

instructional coaches, and holders of valid teaching certificates/licenses, temporary or

otherwise, employed in like positions (hereinafter referred to as “employee(s)”). Holders

of positions which are traditionally noncertificated/licensed positions, teacher aides, the

Superintendent, Assistant Superintendent, School Principals, Assistant Principals,

Director of Technology, Technology Integrationists, Network Technician, Curriculum

Coordinator, and other management-level personnel shall be excluded from the

bargaining unit.

Recognition of the Association shall continue in full force and effect until such time as a

challenging employee organization is successful in gaining exclusive representative

status in strict adherence to the provisions of Ohio Revised Code § 4117.05 and §

4117.07.

B. Recognition of the Board of Education

CFEA recognizes the Board of Education as the locally elected body charged with the

control, supervision, and administration of public education in the Chagrin Falls School

District and as the employer of all certificated personnel of the school system.

C. Recognition of the Superintendent

CFEA recognizes the Superintendent as the chief executive officer and primary

professional advisor to the Board of Education, as well as the educational leader of the

school system.

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ARTICLE II – NEGOTIATIONS PROCEDURE

A. Good Faith Negotiating

The parties acknowledge and agree to abide by their mutual legal obligation to bargain in

good faith. Examples of “Good faith” include:

● coming to the negotiating table with the intention of negotiating.

● the parties be willing to react to each other’s proposals.

● the parties to recognize negotiations as a shared process in which each party is free to

offer its candid opinion without censure or penalty.

Good faith does not require either side to make a concession.

B. Schedule

Either party may commence negotiations by serving a written Notice to Negotiate on the

other not later than March 1 of the year in which the contract expires. Upon service of

such notice, the parties shall meet not later than March 15 to exchange initial proposals

and discuss the negotiating schedule.

C. Attendance at Negotiation Meetings; Released Time

Negotiation meetings shall be executive sessions. Attendance will be limited to the

negotiating committee and to observers and consultants. Up to three (3) school days shall

be provided to each member of the CFEA bargaining team during which the bargaining

team members shall be released from their assignments.

D. Representation on Negotiating Committee

1. Representation shall be limited to five (5) representatives each of the Board of

Education and the CFEA. Each team may also include one (1) consultant. (See

G.)

2. Each of the parties may be allowed an observer at each meeting. The observer

may comment by agreement of both parties.

E. Exchange of Information

Upon a request, reasonable in scope, the Board of Education and the Superintendent shall

furnish the CFEA’s negotiating committee or its designee, within a reasonable time, such

information, including information concerning the district’s finances, past, present, and

projected, as will assist the CFEA in developing intelligent, accurate and constructive

proposals. Similarly, upon a request, reasonable in scope, the CFEA shall furnish the

Board of Education and the Superintendent, or a designee, within a reasonable time, such

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information as will assist the Board of Education and Superintendent in developing

intelligent, accurate and constructive proposals.

F. Progress Report

Each party shall be permitted to submit progress reports to its members.

G. Consultants

Either party may call upon professional and lay consultants to assist in all negotiations.

Reasonable notice must be given when the consultant is to be a participant at the table.

The expense of such consultants shall be borne by the requesting party.

H. Joint Study Committee(s)

By mutual consent, joint ad hoc study committees may be appointed to research, study,

develop, and present reports and recommendations relative to matters under

consideration. Each committee shall operate under procedures approved by the parties.

I. Caucus

Either party may caucus for a reasonable period of time.

J. Agreement

1. During the negotiation process, items which are tentatively agreed upon shall be

signed by the designated chairs.

2. When tentative agreement is reached, it shall be reduced to writing and submitted

to the CFEA for membership consideration by secret ballot.

3. Upon ratification by the CFEA membership, the tentative agreement will be

submitted to the Board of Education for its action.

4. The Board of Education must take action within fifteen (15) days of the CFEA

ratification, unless both parties agree to extend the time limit.

5. When approved by the Board of Education, the Agreement shall be signed by

both parties and become a part of the official minutes of the Board of Education.

K. Impasse Procedures

1. Either party may declare impasse when the parties have failed to reach an

agreement after full consideration of proposals and counterproposals.

2. Either party shall have the right to request the assistance of a federal mediator

from the Federal Mediation and Conciliation Service (FMCS) and such request

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shall be deemed a joint request. Such request shall include a request for a written

report.

3. Any costs incurred in securing and utilizing the services of a federal mediator

shall be shared equally by the Board of Education and the CFEA. Each party

shall be responsible for any additional costs such party incurs.

4. The mediator shall have no authority to bind either party to any agreements.

5. If impasse is declared, it shall be with the understanding that impasse is declared

on all issues where tentative agreement has not been reached.

6. The mediator shall have the authority to call meetings for the purpose of

promoting an agreement between the parties and the parties agree to send

representatives.

7. The mediation process shall continue until the parties mutually agree that no

further progress can be made or until the mediator determines that no further

progress can be made or until the contract expires. ORC 4117.14(D)(2) and

provisions thereafter shall then apply.

8. Any agreements reached through the mediation process shall be acted upon in

accordance with the procedures of Section J above.

9. These impasse procedures constitute the parties’ mutually agreed upon dispute

settlement procedures and shall operate in lieu of any and all settlement

procedures set forth in Section 4117.14 of the Ohio Revised Code.

10. The parties may amend these procedures only by written agreement.

ARTICLE III – GRIEVANCE PROCEDURE

A. Basic Objective

The objective of this procedure is to secure, at the lowest possible administrative level, in

the shortest time, equitable solutions to grievances. Proceedings shall be kept as informal

and confidential as may be appropriate at any level of the procedure. All grievances shall

be presented promptly and in any event, no later than twenty (20) school days after the

employee knew, or should have known, of the act or condition-giving rise to the

grievance.

B. Definitions

1. A “grievance” is any alleged violation of the written provisions of this Agreement

or any dispute with respect to their meaning or application.

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2. The term “grievance” shall not apply to any matter on which the Board of

Education is without authority to act under state law.

3. The “grievant” is the employee or group of employees making the complaint or

the CFEA.

4. “School days” shall mean actual employee working days. During the interval

between academic years, grievances may be processed in accordance with the

time limits contained herein with school days meaning weekdays that are not

holidays, by mutual agreement of the parties.

5. “Representative” means an official of or other spokesperson for the CFEA or its

affiliates.

C. Right to Assistance and Counsel

The grievant shall have the right to be accompanied by and receive assistance of a

representative at any stage of the grievance procedure. If there is a resolution of the

grievance and it is put in writing, the CFEA President shall be provided with a copy. The

CFEA President/designee shall have a right to be present at any meeting called for the

purpose of adjusting a grievance.

D. Informal (Discussion) Procedure

1. The employee(s) having a problem relating to a work situation shall first discuss it

with his/her principal or immediate supervisor within twenty (20) school days

after the employee(s) knew, or should have known, of the act or conditions giving

rise to the problem. The objective of this discussion is to resolve the matter

informally. The employee(s) shall inform the principal or immediate supervisor

that he/she is exercising his/her right under the Informal Discussion section of the

Agreement.

2. If the matter arises due to an act or omission of the Superintendent, the informal

procedure may be initiated with the Superintendent and if unresolved may be

advanced to Level Two.

E. The (Formal) Procedure

Level One: If the employee(s) is not satisfied with the outcome of the informal

discussion, he/she may present a written grievance to the principal or immediate

supervisor within twenty (20) school days after the grievant knew, or should have known,

of the act or conditions upon which the grievance is based. The principal or immediate

supervisor shall, within five (5) school days after receipt of the written grievance render

his/her decision and the reasons therefore in writing to the grievant with a copy to the

CFEA President. In the event of the principal’s or immediate supervisor’s absence and

where the grievant does not agree to extend the time limits, another administrator shall

respond.

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Level Two: If the grievant or the CFEA is not satisfied with the Level One response, the

written grievance may be submitted to the Superintendent within five (5) school days

after receipt of the Level One response. The Superintendent, at the option of either party,

shall within five (5) school days after receipt of the written grievance, meet with the

grievant for the purpose of resolving the grievance. The Superintendent shall, within five

(5) school days after receipt of the grievance or after the meeting, if there is a meeting,

render his/her decision and the reasons therefore in writing to the grievant with a copy to

each of the following: the CFEA President, the principal, and other immediate

supervisors involved. In the event of the Superintendent’s absence and where the

grievant does not agree to extend the time limits, another administrator shall respond.

Level Three: If the grievant or the CFEA is not satisfied with the Level Two response, an

arbitrator shall be hired, providing the CFEA concurs with advancing the grievance to

arbitration. The CFEA within fifteen (15) school days of the failure of resolution at

Level Two may request a list of arbitrators from the American Arbitration Association

(AAA) and selection of the arbitrator shall be made in accordance with the voluntary

rules and regulations of the American Arbitration Association. The person so selected

shall hold the necessary hearings promptly and issue his/her findings in writing. The

arbitrator shall base his/her decision on the application or interpretation of the terms of

the Agreement and he/she is specifically prohibited from making any decision which is

inconsistent with the terms of the Agreement or contrary to law. Moreover, he/she shall

have no power to add to, subtract from, or modify the Agreement. The decision given by

the arbitrator shall be final and binding on all parties. The cost for the services of the

arbitrator shall be borne equally by the Board of Education and the CFEA, unless the

arbitrator determines that a greater cost should be assessed to one party which has argued

a frivolous position.

F. Stipulations

1. The temporary absence of the grievant, the grievant’s representative, the

principal, or the Superintendent, shall toll any deadline requiring that person’s

action, during the absence of such person, but in no case for more than five (5)

additional school days.

2. Failure of a grievant to comply with the time limits set forth in this Article shall

void any further appeal on the grievance. Failure of the principal, immediate

supervisor, or Superintendent to respond within the time limits shall provide the

grievant with automatic-appeal rights to the next level in the formal procedure.

3. If a grievant waives representation by the CFEA, a representative selected by the

CFEA Executive Committee shall have the right to be present and to represent the

CFEA at all levels of the procedure. Notification of all meetings at Levels One

and Two and copies of all grievances and responses shall be given to the CFEA

President.

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4. The Board of Education and the CFEA agree that the grievant, the CFEA, the

officers of CFEA, the members of the CFEA Executive Committee, witnesses in

grievance hearings, school administrators and Board of Education members, may

freely exercise all rights and duties under this grievance procedure.

5. Grievance records shall be kept in the Central Office but separate from the

individual personnel records.

6. A grievant may withdraw the grievance at any time by written request, but, once

withdrawn the grievance may not be reopened.

7. The administration and the CFEA Executive Committee will cooperate in

providing necessary and relevant information relating to any grievance, in

keeping with law.

8. If a grievance involves a group or class of employees located in more than one

school building or a decision by an administrator above the level of principal, the

CFEA Executive Committee may initiate and submit such grievance in writing to

the Superintendent directly and the processing of such grievance will be

commenced at Level Two. The grievance must be presented to the

Superintendent within twenty (20) school days after the grievant knew, or should

have known, of the act or conditions upon which the grievance is based.

9. The CFEA agrees to assume full responsibility to fairly represent bargaining unit

employees in the exercise of their rights as provided by the grievance and

arbitration procedures contained herein.

ARTICLE IV – LEAVES OF ABSENCE

Paid Leaves of Absence

A. Sick Leave

1. Acceptable Reasons For Use of Sick Leave:

a. Sick leave will be available in increments of ¼, ½, ¾, or one (1) whole

day(s) for personal illness, injury, or pregnancy and adoption.

b. Exposure to contagious disease which could be communicated to others.

c. Illness, injury, or death in the employee’s immediate family. For purposes

of illness or injury, the immediate family is defined as parent, parent-in-

law, daughter-in-law, son-in-law, spouse, child, brother, sister, or member

of the immediate household standing in the same relationship as any of

these. For purpose of death, immediate family is defined as parent,

parent-in-law, daughter-in-law, son-in-law, grandparent, grandchild,

brother, sister, spouse, child, brother-in-law, sister-in-law, aunt, uncle,

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niece, nephew, or member of the immediate household standing in the

same relationship as any of these.

d. In the event of absence due to illness or death in the immediate family,

absence with pay shall be limited to five (5) days unless extenuating

circumstances require more, in which case the employee shall inform the

Superintendent.

e. Evidence indicating to the Board of Education that leave with pay

privileges have been abused may be considered just cause for disciplinary

action which may result in dismissal.

f. Employee may be required to present a physician’s note regarding

absences over ten (10) consecutive days in a school year.

2. Accumulation of Sick Leave

a. Unused days of sick leave may be accumulated up to 310 days.

b. New employees may transfer accumulated sick leave to the Chagrin Falls

Schools. Proper verification must be presented from the employee’s

previous public employer before credit can be given. In order for credit to

be given for prior sick leave, the employee’s last termination from public

service has to have taken place within the last ten (10) years.

c. Each new employee without accumulated sick leave shall be entitled to an

advancement of ten (10) days of sick leave. If an employee has not repaid

all of his/her advanced days, upon leaving employment, the employee

must repay sick days that have been advanced. Repayment of the days

may be in the form of a deduction from his/her pay, or some other method

as determined by the Superintendent.

Current employees shall be entitled to an advancement of five (5) days of

sick leave once during their employment with the district under the same

provisions as above, including repayment via payroll deduction.

3. Notice of Sick Leave/Absence

a. Electronic absence procedures will be followed.

b. In cases of ¼, ½, ¾, and 1 whole day(s), or short-term absences, the

employee will notify the building principal or his/her designee. All

appropriate absence forms should be completed and submitted to the

building principal.

c. In other cases (such as, but not limited to, a scheduled surgery or

pregnancy), when the employee knows of the need for extended sick leave

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in advance of the date of the absence, the employee must notify the

Treasurer’s office in writing. The notice to the Treasurer’s office must

include the date on which the leave is expected to begin and its anticipated

duration as soon as the employee becomes aware of the fact that illness or

disability will require sick leave. All treasurer notification documents

should be copied to the building principal.

d. Should there be any changes in the expected starting date or duration of

the leave, the employee must promptly advise the Treasurer. While on

extended sick leave of more than one (1) month, the employee must advise

the Treasurer or Superintendent, if requested, at least monthly of his/her

status and anticipated return date. In addition, this paragraph will apply to

unpaid leaves of absence approved because of illness or disability.

B. Personal Leave

The purpose of personal leave is to allow employees paid time off to attend to situations

over which they have no control. Personal leave may be used for an activity that requires

the employee’s presence elsewhere during his/her regular working hours. and is of such a

nature that it cannot be attended to at any other time. Employees will enter any and all

personal leave into the designated electronic reporting system.

1. Employees are eligible for three (3) days of paid personal leave per year, which

shall be without restriction. Personal leave shall be taken in ½ day or full day

increments. However, no more than ten percent (10%) of the teachers per

building may be on personal leave on the same day, and no teacher may use

personal leave on a professional development day without prior approval from the

Superintendent or designated immediate supervisor.

2. Unused personal leave days may not be carried forward from year to year except

for severance pay purposes.

3. If personal leave is requested at least ten (10) school days prior to the date sought,

the applicant shall receive written notification of approval or denial within five (5)

school days of submission.

4. No personal leave may be used without at least forty-eight (48) hours advance

notice. If less than forty-eight (48) hours the employee will provide direct notice

(i.e., phone call/message/text) to the employee’s Principal or designated

immediate supervisor, except in emergency situations.

For emergency situations in which prior approval cannot be obtained, the

employee will report the absence to his/her immediate supervisor at the earliest

opportunity.

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C. Sabbatical Leave

1. An employee who has been in the employ of the Chagrin Falls Board of

Education for not less than six (6) years in a professional position(s), may be

granted a leave of absence for not more than one (1) school year for the purpose

of pursuing a professional growth plan. Such leave shall be subject to approval

by the Board of Education upon recommendation by the Superintendent of

Schools and shall be requested by the employee prior to the first day of March of

the school year preceding the one for which the request is being made. The

request must be in writing to the Superintendent of Schools and must be

accompanied by a written plan for professional growth which fully details the

plans for the period of leave, projected outcomes of the leave, and proposals of

means by which satisfactory completion of the plan can be determined by the

Superintendent of Schools.

2. An employee granted leave under this policy, upon return from leave and proof of

completion of the plan for professional growth, as approved by the Superintendent

of Schools, shall be paid a salary which shall be the difference between the

employee’s expected salary during the period of leave and the salary of the

employee’s replacement, if any, for such period. In no case shall any

supplementary or extra duty pay of any kind be considered as part of the

employee’s expected salary for the period of leave.

3. Any salary which accrues to an employee in accordance with this sabbatical leave

policy shall not be paid unless the employee returns to active employment with

the Chagrin Falls Board of Education upon expiration of the leave.

4. Any payment which accrues to an employee as a result of leave granted under this

policy shall be paid on the first regular pay date after the employee resumes active

duty with the Chagrin Falls Exempted Village School District.

5. An employee on leave must indicate to the Superintendent no later than March 1,

(during the leave year) his/her intention to return to duty the subsequent school

year. If he/she fails to comply, the leave shall become a resignation. The

Superintendent shall notify the employee in writing of this obligation at the time

the leave is approved by the Board of Education. This notification shall include

the fact that failure to comply shall result in resignation. The Superintendent shall

also send notice of this requirement to the employee, in writing, at his/her last

known address, with a copy to the CFEA President, on or after January 1, but not

later than January 31 of the leave year. Should the employee fail to submit his/her

written indication to the Superintendent on or before March 1 during the leave

year, the lack of response shall be treated as a resignation.

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D. Assault Leave

1. An employee who is absent due to disability resulting from an assault related to

Board of Education employment shall receive assault leave. Assault is defined as

the intentional, knowing, or reckless causation of harm to the employee by

another person, including injuries suffered by the employee during the course or

as a result of an assault as defined herein upon third person(s). The employee

shall not suffer the loss of salary, sick leave, or any other emolument. Assault

leave shall be limited to a maximum of twelve (12) months duration from the date

upon which the assault occurred. If the leave exceeds five (5) school days, the

Board of Education may require a physician’s note.

2. The employee shall not qualify for assault leave except upon submission of a

written application, justifying the granting of assault leave. An employee must

also file a report with the proper law enforcement authorities. If medical attention

is required, the employee shall furnish a certificate from the attending physician

stating the nature of the disability and its expected duration. Falsification of

either a signed statement or a physician’s certificate is grounds for suspension or

termination of employment under Section 3319.16 of the Revised Code. Any

student guilty of assaulting an employee shall be disciplined in accordance to

Board Policy.

3. Payment of assault leave shall be at the regular rate of pay (employee’s regular

pay plus any extra-duty, supplemental and/or supplementary pay) in effect for

such employee at the time of such assault, less any compensation to which the

employee is entitled under the Worker’s Compensation Act of Ohio.

4. An employee who has been assaulted in connection with the performance of a

professional assignment of this Board of Education shall notify the building

principal. The employee shall be apprised of his/her right to confer with a

representative of the employee’s choice prior to the submission of any report.

The employee shall file a written report and the report shall be signed by the

employee and/or his/her representative.

5. An employee temporarily disabled as a result of assault shall be returned to a

position in accordance with Article IV, D (5), unless the employee’s contract has

been non-renewed or employment has been terminated for any other reason.

Assault leave shall cease with the date of expiration of the employee’s last limited

contract or the effective date of termination in the event of nonrenewal or

termination of the employee’s contract for any other reason.

6. If court action results, the employee shall be granted leave of his/her professional

duties with no loss of pay for necessary time in court.

7. If the Board of Education chooses to prosecute the individual(s) responsible for

criminal action that resulted in an employee qualifying for and utilizing the

assault leave provision of this agreement, the affected employee must be willing

12

to testify in the prosecution of the individual(s) involved in such action. The

Board of Education agrees to assume all costs associated with said prosecution.

E. Legal Leave

1. An employee who is summoned or subpoenaed for litigation or a hearing during a

school day shall be provided legal leave with pay when the employee is

representing the interests of the Board of Education in a school-related matter.

For example, testimony at a custody hearing for a student qualifies for legal leave.

If the summons or subpoena applies to days on which school is not in session and

the summons or subpoena is requested by the Board, the employee shall be paid

the per diem rate of pay for all days of required attendance.

2. An employee summoned to jury duty or required to perform jury duty shall

submit a leave request to his/her building administrator (or immediate supervisor)

upon the employee’s receipt of the summons. The employee shall be granted jury

duty without loss of pay and may retain any jury fee provided to him/her.

F. Professional Leave

1. Each year, the Board of Education shall set aside an amount in its annual budget

for certain expenses connected with the attendance at professional meetings,

conferences, visitations or conventions. It shall be the policy of the Board of

Education to provide a fair distribution of this money among the staff.

2. Any employee desiring to attend a professional conference or convention shall

request the day off electronically and submit a completed Professional Leave

Request Form (Appendix H). Said request shall be submitted no later than fifteen

(15) school days prior to the conference or convention. The applicant shall

receive written notification of approval or denial within five (5) school days of

submission of the Professional Leave Request Form.

3. Expenses will be paid as approved on the Professional Leave Request Form.

When traveling by car, mileage will be paid at the IRS rate established in Article

XVIII, Section F.

4. Mileage reimbursement shall be based upon the actual mileage to and from the

destination and/or destinations in accordance with the approved Professional

Leave Request Form. In no case shall the transportation cost by automobile

exceed the cost of the same trip by train or airplane coach.

5. Employees shall be reimbursed for meals, not otherwise paid for as part of a

registration fee or similar prepayment, up to sixty ($60.00) dollars per day.

Receipts need be turned in for such reimbursement.

13

6. Any foreseeable expenses other than mileage and meals must be approved in

advance by the Superintendent or designee, and original receipts must be

submitted evidencing those expenses. Unforeseen expenses that reflect actual and

necessary costs may be submitted for reimbursement.

G. CFEA Leave

1. Five (5) school days of professional leave will be granted to the President of the

CFEA, or his/her designee, for the purpose of attendance at meetings related to

the professional activities of the organization, without expense to the Board of

Education, except that, if the Board of Education provides substitutes, the Board

of Education shall pay the substitute cost.

2. Additional days may be requested except that, if the Board of Education provides

substitutes, the substitute cost shall be reimbursed to the Board of Education by

the CFEA.

H. Parental Leave

1. Paid sick leave for the bargaining unit member who gives birth shall not exceed

eight (8) consecutive calendar weeks from the date of birth unless medical

complications due to birth, as verified with medical documentation, require longer

use of sick leave.

2. Paid sick leave for a bargaining unit member who is the non-birth parent or

adoptive parent(s) of a child shall not exceed four (4) consecutive calendar weeks

from the date of birth or placement for adoption.

3. Members who take paid parental leave as prescribed above will be permitted to

return to work upon completion of the leave.

4. Requests for parental leave shall be submitted at least thirty (30) days prior to the

date on which the leave is anticipated to begin, or as soon as the member becomes

aware of the need, whichever is later, unless unusual conditions arise so that a

licensed physician recommends the need for leave to commence sooner than the

thirty (30) day period. Failure to meet these timelines will result in a forfeiture of

the leave rights provided herein.

5. This paid parental leave, under each circumstance above, shall not carry over

through the summer months. Therefore, as an example, if an employee gives

birth on May 15, she may take paid parental leave only through the end of that

school year and shall not be entitled to additional paid leave upon commencement

of school in the following school year. Likewise, if a child is born to a father on

the last day of school, he may take paid leave for that day, but does not carry over

additional days of paid parental leave into the following school year.

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Unpaid Leaves of Absence

A. General Leave

The Board of Education, upon recommendation of the Superintendent of Schools, may

grant such leave of absence without pay. A leave shall not be granted for the purpose of

accepting employment as an employee in grades pre-K through 12 in the United States or

in another occupation or business during the period of leave, unless approved in writing,

in advance of the commencement of the leave, by the Superintendent. The

Superintendent reserves full discretion to grant or deny the leave and the decision shall

not be grievable. Leaves of absence that may be considered by the Superintendent of

Schools must meet the following conditions:

1. The employee shall have been in the service of the Board of Education for a

minimum of three (3) years immediately preceding the period of the proposed

absence.

2. The application shall have been received in writing by the Superintendent of

Schools prior to March 1 of the school year preceding the one for which the

request is being made, unless there are extenuating circumstances.

3. Reasons for which leaves may be granted are professional study, educational

endeavor, travel in line with professional advancement, alternate employment

representing a unique opportunity, once-in-a-lifetime opportunity (one per

employee during his/her tenure) and such other reasons as the Superintendent of

Schools deems appropriate.

4. The employee shall return to the Chagrin Falls School system following the leave

of absence.

An employee upon return at the expiration of a leave shall resume the contract status held

prior to such leave. No credit shall be allowed on the salary schedule for experience

while on leave.

An employee on leave must indicate to the Superintendent no later than March 1 during

the leave year his/her intention to return to duty the subsequent school year. If he/she

fails to comply, the leave shall become a resignation. The Superintendent shall notify the

employee in writing of this obligation at the time the leave is approved by the Board of

Education. This notification shall include the fact that failure to comply shall result in

resignation. The Superintendent shall also send notice of this requirement to the

employee, in writing, at his/her last known address, with a copy to the CFEA President,

on or after January 1, but not later than January 31 of the leave year. Should the

employee fail to submit his/her written indication to the Superintendent on or before

March 1 during the leave year, the lack of response shall be treated as a resignation.

15

B. Child Care Leave

An employee may request and shall be granted a leave of absence without pay or benefits

(except as otherwise provided under Article V, GROUP INSURANCE FOR

EMPLOYEES ON APPROVED UNPAID OR PARTIALLY PAID LEAVES OR

RECALL LIST, or in accordance with the Family and Medical Leave Act) for the

purpose of early child care of a son or daughter (including adopted children) of the

employee. Both birth and non-birth parents shall be eligible. Child care leave must also

meet the following conditions:

1. Leave may begin on the date of the child’s birth; on the date paid parental leave as

outlined in Paid Leaves of Absence Section H. above expires; or on the date when

the mother who has been on sick leave for pregnancy disability is no longer

eligible for sick leave because she has recovered from the physical effects of

pregnancy and childbirth which necessitated her absence.

2. The leave of absence shall be for the balance of the school year in which delivery

is expected unless such leave is earlier terminated as hereinafter provided.

3. The leave may be extended for one (1) additional school year upon request of the

employee to the Board of Education, made no later than March 1 preceding the

year for which such leave is requested. However, those who start their child care

leave after January 15th, shall have until June 15th to notify.

4. Members who take unpaid child care leave will be permitted to return to work

following the use of child care leave with thirty (30) day written notice to the

Superintendent/designee. Regardless of the 30-day notice period, any member

seeking to return from such leave must do so prior to the last ten (10) school days

that students are in session; otherwise, the member will be eligible to return for

the first workday of the subsequent contractual year.

5. Upon return from approved leave, the employee shall be entitled to reinstatement

to the same position with the same contractual status which the employee held

prior to the leave, or, if that position is no longer available, to a substantially

equivalent position for which the employee holds valid unexpired certification. If

said leave is extended, the same provision shall apply.

6. Members who start their child care leave prior to January 15th, and who wish to

return to employment from child care leave for the start of following school year,

must notify the Superintendent/designee in writing of their intent to return by

March 1st of the current year. However, those who start their parental leave after

January 15th, shall have until June 15th to notify.

If the employee fails to comply with the notification deadlines outlined above, the

leave shall become a resignation. The Superintendent shall notify the employee,

in writing, of this obligation at the time the leave is approved by the Board of

Education. This notification shall include the fact that failure to comply shall

16

result in resignation. The Superintendent shall also send notice of this

requirement to the employee, in writing, at his/her last known address, with a

copy to the CFEA President, on or after January 1, but not later than January 31,

of the leave year for those members subject to the March 1 deadline. For those

members subject to the June 15

th

deadline, said notice shall be sent on or after

May 1, but not later than May 31, of the leave year.

C. Short-Term Unpaid Leaves of Absence

1. Situations may arise when an employee may request to be away from his/her job

due to rare personal commitments beyond his/her control or initiation, or to take

advantage of once-in-a-lifetime opportunity not otherwise covered by paid leave.

In these situations, the employee may request up to five (5) days of unpaid leave

per year, which may be approved in the Superintendent's discretion. Approval of

such leave shall not be unreasonably withheld.

2. Any unpaid leave days shall be at the discretion of the Superintendent, which

shall not be grievable.

D. Family and Medical Leave (12-week leave)

The Board of Education shall comply with the requirements of the Family and Medical

Leave Act of 1993 (“Act”), (Public Law 103-3, Feb. 5, 1993, 103

rd

Congress, H.R. 1; 107

Stat. 6 et seq.) and applicable regulations. It is understood and agreed that the Act shall

not diminish the obligation of the Board of Education to comply with the provisions of

this agreement which may provide greater leave rights and benefits than the Act, nor shall

this agreement diminish any rights under the Act.

CATASTROPHIC SICK LEAVE BANK

a. The Catastrophic Sick Leave Bank (CSLB) is designed to assist

employees who have exhausted their sick days due to catastrophic illness

or injury.

b. CFEA members may voluntarily join the CSLB during the enrollment

period below; long-term substitutes are not eligible.

c. CFEA members may contribute one sick day to the CSLB.

d. All contributions to the CSLB must be made on the Catastrophic Sick

Leave Bank Contribution form and submitted to the Treasurer. The

enrollment period thereafter will be from January 15th to February 15th of

each year of the contract. The District shall send out an annual notice to

bargaining unit members of the open enrollment period. The notice shall

indicate employee eligibility and the number of aggregate days in the

bank.

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e. When the CSLB contains fewer than 100 days, members will be notified

in writing and an open contribution/enrollment period will be determined

by the CFEA President.

f. Days contributed to the CSLB will be deducted and reflected on the first

payroll in March.

g. Once a sick day has been contributed to the CSLB, it cannot be returned to

the member.

h. The CSLB will be administered by a committee composed of the CFEA

President or designee, one member of the CFEA Executive Board, the

Superintendent of Schools or designee, and the Treasurer.

i. Any CFEA member who has contributed a sick day to the CSLB is

eligible to request days from the CSLB if (s)he meets the following

criteria:

1. All of the member’s sick leave is exhausted.

2. The member’s absence is due to personal catastrophic illness,

accident resulting in recovery from long-term injuries, or the

catastrophic illness/accident of a spouse or child.

3. The member has submitted to the Treasurer written medical

verification of the condition and the expected recovery period.

4. The member is not receiving any form of workmen’s

compensation or disability pay.

j. When written requests are made to the CSLB accompanied by the

appropriate documentation, the CSLB committee shall meet to discuss the

request. A member may request up to 30 days from the Sick Leave Bank

during one school year.

k. Decisions of the Sick Leave Bank Committee will be final and are not

eligible for the grievance process.

l. All records will be kept confidential and will not affect the member’s

status in the group health insurance.

ARTICLE V – GROUP INSURANCE FOR EMPLOYEES ON APPROVED

UNPAID OR PARTIALLY PAID LEAVES OR RECALL LIST

A. Unless otherwise required by the 1993 Family and Medical Leave Act, employees on

approved unpaid or partially paid leaves of absence or the recall list may maintain their

hospitalization, dental insurance coverage, and other coverages, by paying the Treasurer

18

in advance monthly, the full cost of the premium, including any share normally paid by

the Board of Education. The Board of Education shall continue to pay the life insurance

premium.

B. In the event an employee begins, but does not complete a school year on a paid basis due

to a Board-approved leave of absence, the employee shall be entitled to hospitalization

and dental paid by the Board of Education through the first full month following the

month in which unpaid leave began.

Any employee who completes the year shall have benefits paid for the months of June,

July, and August,, except as provided in Article XIX, PAYROLL PRACTICES, D-1.

ARTICLE VI – BARGAINING UNIT VACANCIES

A. Definition

A vacancy shall exist whenever a new bargaining unit position is created, a current

position will be open for a semester or more, when an employee dies, resigns, retires, is

terminated, accepts an administrative position, is non-renewed for reasons other than

reduction in force, or an employee takes a leave of absence which, based on available

information, is expected to equal or exceed one semester.

B. Posting

When the Superintendent determines that a bargaining unit vacancy exists, it will be

posted in each school building and electronically delivered to all Bargaining Unit

Members via their school e-mail account address. The notice of the vacancy shall be

posted in a conspicuous place accessible to employees. A vacancy need not be posted if

an employee accepts recall to the position. Vacancies, other than supplemental positions,

need not be posted if the position is for less than a full school year and will be filled in

the succeeding year by the employee whose absence created the vacancy in the first place

or if the position will be abolished in the succeeding school year. The CFEA President,

however, will be notified of all bargaining unit vacancies.

In the case of bargaining unit vacancies which occur during the months of the summer

vacation, reasonable efforts will be made to contact employees who have indicated

interest in applying for the kind of vacancy to be filled. Employees interested in being

contacted about vacancies which open during the summer vacation months shall leave

with the Board of Education Treasurer, their name, summer address and telephone

number. Notice of vacancies will be electronically delivered to the Bargaining Unit

Members via their school e-mail account address for the duration of the posting during

the summer vacation.

Posting may be waived if a vacancy occurs after August 10

th

.

19

Notice of each vacancy posting shall be mailed to the summer address provided by the

employee. If after eight (8) days the Superintendent or his/her designee has not heard

from the employee, then normal procedures in filling the vacancy shall occur.

Employees failing to notify the Treasurer of their interest in summer vacancies forfeit any

claim to notice. The Board of Education, acting through its Superintendent of Schools,

reserves the right to contact any present employee it wishes to consider for an opening,

regardless of whether such employee has indicated an interest as described above.

C. Filling a Non-Supplemental Vacancy

Any employee may apply for such positions or for reinstatement to a previously held

position. Members of the bargaining unit will be given serious consideration over

applicants from outside the system. District employees will be afforded an interview and

will be notified of their hiring status prior to any public announcement of filling the

position. When a transfer occurs, the transferee’s previous position shall be considered a

vacancy.

Upon written request of an employee applicant, a conference with the Superintendent or

his/her designee will be held to discuss the reason(s) why another applicant was selected

to fill the vacancy.

D. Reemployment of Retirees

Any bargaining unit member who retires under STRS and subsequently is reemployed in

the district may be hired at a rate of pay equivalent to his or her academic training level

and at step zero (0) for years of service as specified in the salary index contained in this

agreement. (The rehired retiree can advance to a maximum of step three (3) on the salary

index, with years of experience, upon rehire.) Said member may not hold the positions

covered in #1 (Grade Level Chair/Department Head) or #2 (Curriculum Representatives)

covered in Appendix D of this Agreement. Due to the automatic non-renewal at the end

of each school year, said members shall not be subject to the entry year/mentoring

program and the mandatory three observation process. Retire/rehire employees shall not

be eligible for continuing contract. This provision and such salary and individual

contract with a member expressly supersedes RC Section 3317.13 and all other

applicable laws. All provisions in Article XII, Reduction in Force, shall apply to the

member with the understanding that the member shall be considered a “Limited Contract

Employee” with seniority being determined from the member’s contract signing date

which followed retirement. Such retired member is not eligible to receive a second

severance payment upon leaving employment with the district. This provision of the

agreement and such salary and contract will not be grievable under the grievance

procedures of this agreement nor through any claim or action filed before the State

Employment Relations Board (SERB) or any court of law.

20

ARTICLE VII – PERSONNEL FILES

A. The Board of Education shall maintain the only official personnel file for each employee

in accordance with applicable Ohio Law.

B. The employee shall be given a copy of any material placed in his/her file after the date of

initial employment. All material in the file must be relevant to the employee’s job and

shall be included in the file within a reasonable period of time following its receipt or

preparation, unless the employee agrees to its inclusion at a later date. All material

placed in the file should be clearly stamped with the date of inclusion in the file.

Any employee interested in discussing the relevancy of materials in his/her personnel file

may request and shall be granted an opportunity to discuss questions of relevancy with

the Superintendent. Material mutually deemed irrelevant shall be removed from the file.

If there is disagreement between the employee and the Superintendent regarding the

relevancy of materials, the employee may insert in the file a statement of the reasons why

said material is irrelevant which shall be physically attached to the disputed material or

challenge the inclusion of the material in accordance with Ohio law.

C. All materials placed in the employee’s file shall be available in the Central Office where

the employee or employee’s representative with written authorization from the employee

may examine them. Material included in this file may be used for personnel decisions if

it is properly included according to the conditions stated in this Article.

D. If an employee misplaces or loses his/her copies of materials which have been placed in

the personnel file, the employee may request another copy of such material and it shall be

supplied to the employee at his/her expense.

E. If a member of the public wishes to examine the contents of an employee’s personnel file,

the employee shall be notified of such request. Prior to the inspection of the file, the

employee may request the opportunity to meet with the superintendent regarding the

procedures outlined in Item B of this Article. For security reasons, the superintendent or

designee will be present during the examination.

ARTICLE VIII – WORK DAYS, SCHOOL CALENDAR,

PLANNING TIME, PREPARATIONS

A. Work Days

The school year shall consist of one hundred and eighty-five (185) days which will

include the following:

1. Two (2) employee in-service and/or work days prior to the opening of school.

2. One (1) teacher-directed Secondary Records day (at end of first semester)

21

3. Two (2) teacher-directed Elementary Records days (at the end of the first and

second trimesters). The Elementary Records day at the end of the first trimester

will include one TBT meeting per grade level lasting not more than one (1) hour

per grade level.

4. One (1) teacher-directed Records Day (following the last student day).

B. Parent/Guardian Conference Days/Open House/Staff Meetings

1. Fall parent/guardian conference days and elementary (PreK-6) spring conference

days (approximately two (2) full-time equivalent work days, up to but not

exceeding fifteen (15) hours) shall be scheduled as evening in-person sessions

each school year. Compensatory time for the evening sessions shall be taken as a

full release day for students and staff during the school year. The fall conference

release day will be the day preceding Thanksgiving; the spring conference release

day will be the Friday immediately preceding Memorial Day for elementary

(PreK-6) students and staff only. Conference time for grades 7-12 shall be one

(1) full-time equivalent workday (up to but not to exceed 7.5 hours). At the

preschool level, if the Superintendent or designee determines that additional

conference days are necessary, the District will compensate at the member’s pro-

rated per diem rate for hours worked.

2. Any art or music teacher involved in after-school music concerts/performances

and the art show shall be released from attending Fall and Spring Conferences.

The Innovation Specialist/Media Specialist that is involved in book fair shall not

be required to attend conferences.

3. Teachers are required to attend up to ten (10) staff meetings outside of the school

day per school year. Such meetings should not last longer than one (1) hour.

3. Teachers are required to attend and participate in one (1) event for a maximum of

four (4) hours designated by the Superintendent outside of the school day per

school year.

C. School Calendar

1. The Superintendent will develop at least one (1), but not more than two (2) draft

calendars prior to January 15 of each school year. CFEA will be permitted to

submit one (1) draft calendar option. Draft copies will be available to the CFEA

and other employees for their input. Thereafter, copies shall be distributed to

employees and a vote taken to determine the most preferred calendar. The

calendar receiving the most votes shall be presented to the Board for

consideration.

2. The Board of Education will approve the following year’s calendar prior to the

end of the current school year. Copies will be sent to each employee via their

school e-mail account address.

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D. Hours

1. The employee workday shall be seven and one half (7.5) consecutive hours.

2. The employee workday shall not begin prior to 6:20 A.M., nor shall it end after

4:00 P.M.

3. K-12 employees are expected to be at school 10 minutes prior to their first

scheduled duty or assignment.

4. Teachers that travel from one campus to another for a teaching assignment will be

allotted a minimum of fifteen (15) minutes of travel time. Parking spaces will be

designated for traveling teachers at each building.

5. The starting and ending times of the employee day may be adjusted providing the

following conditions are met.

a. Any change is implemented as of the beginning of a school year.

b. Employees are sent notice by August 1 preceding the beginning of any

school year in which a change is implemented.

6. The Board shall have the right to determine the number of periods in the teacher

workday.

E. Elementary Schedules (Grades PreK-6)

1. By November 1 of each year, the Association will appoint up to three teachers to

serve on the Master Schedule Committee for each elementary school. Each

committee will be chaired by the building administrator. The committee’s

responsibility is to analyze the current schedule, study alternatives, and make

recommendations for consideration by the Superintendent.

2. Times in this section are based on a five-day week, 7.5 hour work day, with a

regular instructional schedule. Shortened weeks and modified schedules due to

special programming will periodically affect the minimum/maximum minutes

stated in this Section, but such variations will not be deemed a violation of this

Section.

3. The elementary schedule shall include the following:

a. A weekly maximum of 1,640 classroom instructional minutes, defined as

direct instruction to a class section of students.

b. A minimum of a fifty (50) minute duty-free lunch.

23

c. A minimum of three hundred (300) minutes per week for planning, in

minimum blocks of twenty (20) minutes, with no more than three (3) fifty-

five (55) minute principal-directed professional development meetings and

one (1) fifty-five (55) minute teacher based team meeting. Part-time

teachers shall receive planning time prorated based on hours worked.

3. For the purpose of this Section, planning time includes but is not limited to the

following: assessing student work or needs or creating classroom plans;

conference time means time spent in teacher/teacher, teacher/student,

teacher/parent-guardian, and/or teacher/administrator conferences.

Teacher/administrator conferences are limited to thirty-three (33) per year.

F. Secondary Preparations

Secondary employees (Grades 7-12) shall not be assigned more than three (3) different

class preparations without good cause. If, for good cause, more than three (3)

preparations are required by the administration, a conference will be held with the

employee, and the employee shall have the right to be accompanied by a CFEA

representative.

G. Educators of Students with Disabilities

1. Bargaining Unit Members assigned to co-teaching or inclusion classrooms shall

receive four (4) release days per year, to be educator directed for the purpose of

collaborative planning. When the co-teaching or inclusion assignment involves

multiple general education teachers, the release day shall be shared between those

teachers. Intervention specialists (IEP case managers), that do not have a co-

teaching schedule shall receive two (2) release days per year to be educator

directed for the purpose of collaborative planning. The intervention specialist will

identify the necessary general education teachers involved with the serving of a

student’s individual education plan to share in the collaborative planning process

on each release day.

2. Selection of the day in which the release shall occur must be approved by the

building principal in advance.

H. Secondary Schedule (Grades 7-12)

1. By November 1 of each year, the Association will appoint up to five teachers to

serve on the Master Schedule Committee for the secondary campus. The

committee will be chaired by the secondary administration and have

representation from the middle and high schools. The committee’s responsibility

will be to analyze the current schedule, study alternatives and make

recommendations for consideration by the Superintendent.

2. For purposes of this Section, times are based on a five-day week, 7.5 hour work

day with a regular instructional schedule. Shortened weeks and modified

24

schedules due to special programming will periodically affect the

maximum/minimum minutes stated in this Section, but such variations shall not

be deemed a violation of this Section.

3. The secondary schedule shall include the following:

a. A weekly maximum of 1,500 classroom instructional minutes, defined as

direct instruction to a class section of students.

b. A minimum of a thirty (30) minute duty-free lunch.

c. A minimum of two hundred twenty-five (225) minutes per week for

planning and conference time in minimum blocks of twenty (20) minutes.

Planning time includes but is not limited to the following: assessing

student work or needs or creating classroom plans; conference time means

time spent in teacher/teacher, teacher/student, teacher/parent-guardian, and

or teacher/administrator conferences. In no case shall the number of

teacher/administrator conferences exceed thirty-three (33) per school year.

Part-time teachers shall receive planning time prorated based on hours

worked.

d. A weekly maximum of two hundred ten (210) minutes of advisory at the

middle school and a weekly maximum of one hundred twenty (120)

minutes at the high school. Advisory time is dedicated to student

enrichment, intervention, and programming. It is also structured to

provide collaborative time for instructional improvement (data analysis,

curriculum work, lesson design, and building initiatives).

e. A weekly maximum of 250 minutes of duty time for purposes other than

classroom instruction. This includes but is not limited to study hall and

lunch duty. The Administration will give consideration to rotation of

these assignments among teachers.

4. A maximum of twenty-four (24) secondary teachers per year may be assigned six

(6) classes. Teachers assigned to teach a sixth (6th) class will not be assigned a

duty or advisory period. Teachers who teach a sixth (6th) class will be paid an

additional stipend of two thousand dollars ($2,000) per semester.

5. The administration shall inform the CFEA President of the necessity for a sixth

class and work collaboratively with the department chairperson to assign the

class. Consideration of rotation of staff will be given.

6. Any teacher assigned to six classes will not carry load greater than 150 students

average per year, excluding special classes (music, art, health/physical education,

business, computer science, family consumer science).

I. Class sizes will be determined in accordance with Board Policy.

25

J. The parties recognize that IEP/504/ETR meetings may occur in a virtual setting.

K. Teachers accepting a supplemental contract to provide home instruction may do so

virtually on a case-by-case basis.

L. Moving Classrooms/Buildings

Teachers who are moving from building to building or classroom to classroom shall have

furniture, equipment, and packed items moved by the Chagrin Falls School District.

Teachers shall be paid a stipend of one hundred fifty dollars ($150.00) per day for up to

two (2) days to pack and unpack the classroom.

ARTICLE IX – EVALUATION

A. Assessment of Teacher and Counselor Performance

1. The Board of Education is responsible for a standards-based teacher evaluation

policy and related practices that conform to the framework for evaluation of all

teachers as approved by the State Board of Education and aligns with state

law. All teachers will be evaluated pursuant to the Ohio Teacher Evaluation

System (“OTES”), as adopted by the state and as reflected in Board policy.

OTES 2.0 is a professional growth model and is intended to be used to

continually assist educators in enhancing teacher performance. An effective

professional growth model considers a teacher’s instructional strengths and

identified deficiencies, while supporting identified focus areas. This process is

to be collaborative, ongoing and supportive of the professional growth of the

teacher.

2. All counselors will be evaluated pursuant to the Ohio School Counselor

Evaluation System (“OSCES”), as adopted by the state and as reflected in

Board policy.

3. Teacher and counselor evaluation results in assignment of an effectiveness

rating of: (a) Accomplished; (b) Skilled; (c) Developing; or (d) Ineffective.

4. Teachers and counselors will be scheduled for evaluations according to Board

policy. By September 1 of each year, Administration will provide notice to

members who are “on cycle” for evaluation for the current year. This notice

shall contain a list of potential evaluators and the process for requesting an

evaluator. If eligible to request an evaluator, the teacher or counselor must

notify the Superintendent or designee of his/her intent by September 10. All

requests are subject to approval by the Superintendent or designee.

5. Components of a full “on cycle” evaluation consist of a Professional Growth

Plan or Improvement Plan, two (2) conferences, at least two (2) formal

observations of at least thirty (30) minutes each, and at least two (2) classroom

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walkthroughs. In any year that the teacher’s contract is set to expire or in any

year that the teacher may be considered for continuing contract, the teacher

will be placed “on cycle” and shall receive at least three (3) formal

observations, regardless of whether the teacher otherwise may be “off cycle”

for such year.

6. All teachers subject to OTES 2.0 and counselors subject to OSCES will be

evaluated on their expertise and growth in the classroom and school setting.

Teachers with an overall Accomplished, Skilled or Developing final holistic

evaluation rating may request their credentialed evaluator for the evaluation

cycle. Teachers with an overall Accomplished rating may request a peer

evaluator for the evaluation cycle. Teachers with an overall Ineffective rating

will be assigned the credentialed evaluator for the evaluation cycle. Employees

will not be required to submit their input or request for an evaluator any earlier

than September 10.

7. A credentialed evaluator is one who:

a. possesses the proper certification/licensure to be an evaluator, or whom

the Superintendent and CFEA Executive Committee has deemed may

be an evaluator

b. is approved as an evaluator by the local Board of Education

c. is a credentialed OTES 2.0 evaluator

d. is a District employee (not a purchased service)

B. The Observation Process

The formal observation process consists of a pre-conference, formal observation,

walkthroughs, and a post-conference. Both the teacher and evaluator may bring

evidence (to the pre- and post-conferences).

C. Classroom walkthroughs are informal observations of fewer than thirty (30) minutes.

Walkthroughs (for the purposes of evaluation) may occur periodically and may be

unannounced. The evaluator will give written feedback to the teacher within three (3)

school days through the OTES/OhioES website.

D. Pre-Observation Conference

1. The purpose of the pre-observation conference is to provide the evaluator and

teacher with an opportunity to discuss the following:

a. Lesson or unit objective(s)

b. Prior learning experiences of the students

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c. Characteristics of the learners/learning environment

d. Instructional strategies that will be used to meet the lesson objectives

e. Student activities and materials

f. Differentiation based on needs of students

g. Evidence collected to demonstrate student learning

2. This communication will take place during a formal meeting, and will be

recorded electronically in OTES/OhioES. The pre-observation conference will

be scheduled for a mutually-agreeable date and time. If no agreement on a

date/time is reached, the conference will be scheduled by the administrator to

occur within seven (7) school days of the formal observation date. If the pre-

observation conference is canceled for any reason, every effort will be made to

reschedule the conference in order to maintain the scheduled formal

observation date.

3. The conference will also give the teachers an opportunity to identify areas in

which they would like focused feedback from the evaluator during the

classroom observation.

4. The teacher and evaluator should set a specific date and time for the formal

observation to take place, and change this scheduled date and time as

necessary if the observation is not conducted as planned. In that case, a second

pre-observation conference will be scheduled.

E. Formal Observation

A formal observation shall consist of a visitation of a class period or the viewing of a

class lesson of the teacher’s choice. The observation should be conducted for a

minimum of thirty (30) minutes but no longer than an entire class period. During the

classroom observation, the evaluator shall document specific information related to

teaching and learning. Each formal observation will be analyzed by the evaluator

using the OTES 2.0 Teacher Performance Evaluation Rubric from ODE. The

evaluator will complete a narrative, recorded electronically in OTES/OhioES, within

five (5) school days after the observation. Formal observations will not include

videotaping or sound recordings except with the prior written permission of the

teacher.

F. Post-Observation Conference

1. The results of each formal (holistic and focused) observation shall be reviewed

with the teacher during the post-observation conference, within ten (10) school

days after the observation. Following the lesson, the teacher shall reflect on the

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lesson and how well the student learning outcomes were met. Professional

conversations between the evaluator and the teacher during the post-

observation conference will provide the teacher with feedback on the observed

lesson, and shall center on areas of focus and growth.

2. The discussion between the evaluator and teacher should focus on successful

aspects of focus areas when applicable and necessary areas of refinement.

Teachers may bring additional evidence that supports the lesson observed to

share with the evaluator at the conference. This may be considered evidence of

student learning or evidence to support the teacher’s performance. The

evaluator’s recommendations may become part of the teacher’s professional

development plan.

G. High-Quality Student Data (HQSD)

HQSD is derived from District-determined instrument(s) rigorously reviewed by

locally determined experts selected at the District’s discretion. HQSD provides

evidence of student learning attributable to the teacher being evaluated. Use of HQSD

shall comply with State law.

H. Pursuant to Ohio Revised Code, the Board and the Association agree that the Board

shall not conduct an evaluation of a teacher who: (1) was on leave for fifty percent

(50%) or more of the school year, as calculated by the Board; or (2) has submitted

notice of retirement, which has been accepted by the Board on or before December 1,

of the current school year.

I. OTES/OhioES Compliance Issues

When prompted by the OTES/OhioES system or requested by administration,

employees will “pin off” (i.e., acknowledge the input of) information entered into the

system in a reasonable period of time. When either party is required to make an entry

into the OTES/OhioES system, the parties recognize that a certain degree of latitude

may be granted as to the deadline for compliance so long as such information is input

in good faith within a reasonable period of time. In determining reasonable period of

time, extenuating circumstances will be considered.

J. Non-OTES/Non-OSCES Bargaining Unit Members

This section shall apply to the evaluation of bargaining unit members who are not

subject to OTES or OSCES, including but not limited to library/media specialists,

speech language pathologists, occupational therapists, physical therapists and school

psychologists. For those bargaining unit members, the District shall implement an

applicable evaluation process and related form(s) that assesses the relevant

competencies of the bargaining unit member. The process and form shall be developed

with input from CFEA and the affected members of the respective fields.

K. The Association and the Board agree to establish a joint Evaluation Committee (OTES

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Committee) in order to assess HQSD options, attempt to reach consensus regarding

HQSD, and make recommendations regarding HQSD.

1. This committee shall be comprised of equal numbers, not to exceed four (4), of

Association members (designated by the Association) and Administrative

representatives appointed by the Superintendent. Ad hoc members may be

called for expertise in specialized areas.

2. Committee members shall be representative of elementary, middle, secondary,

and specialty areas within the District.

L. Professional Growth and Improvement Plans

1. A Professional Growth Plan is a written plan, self-directed by teachers rated

Accomplished, jointly developed between the teacher and evaluator for

teachers rated Skilled, and guided by the assigned evaluator for teachers rated

Developing. Professional Growth Plans are designed for the purpose of

continuing teacher growth focused on areas identified in the teacher’s

observations and/or evaluation.

2. An Improvement Plan is a detailed, written plan that a teacher rated Ineffective

is placed on by his/her assigned evaluator, however the administration has the

discretion to place any teacher on an Improvement Plan at any time based on

deficiencies in any individual component of the evaluation system.

3. Professional growth and improvement plans shall be aligned to the teacher’s

evaluation and, if applicable, include component(s) of the District or building

level improvement plan.

4. No Improvement Plan or Professional Growth Plan will have more than three

(3) achievable goals per Evaluation Cycle.

ARTICLE X – CFEA AND EMPLOYEE RIGHTS

A. Use of School Buildings

The CFEA and its representatives shall have the right to use school buildings, upon

written request and approval from the administrator, at all reasonable hours, for meetings,

provided that when custodial service is required, the CFEA will pay the actual cost of the

CFEA requested and/or required custodial services. No charge shall be made for use of

school rooms during normal school open hours. Said charge shall be the actual cost

incurred by the Board of Education.

B. Duly Authorized Representatives

Duly authorized representatives of the CFEA and their respective affiliates shall be

permitted reasonable access to school property in order to transact official CFEA

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business. CFEA business shall not be conducted during employee classroom time or any

employee supervisory duties. Duly authorized representatives shall be responsible for

checking in with the school office in accordance with the procedures for any school

visitors.

C. Use of Bulletin Boards or Mailboxes

The CFEA shall have the right to post notice of its activities and matters of CFEA

concern on employee bulletin boards. The CFEA may use employee mailboxes,

including electronic mailboxes, for communications to employees and may make

announcements of meetings at faculty meetings with the principal’s permission.

D. Board of Education Meetings

The CFEA shall be notified of all Board of Education meetings as much in advance as

possible. The CFEA shall receive a copy of the agenda for each Board of Education

meeting and will receive a copy of the Board of Education minutes of each meeting.

E. Orientation Meetings

The CFEA shall be afforded an opportunity to address new employees during the

orientation day prior to the opening of school. A general meeting, if scheduled, or

meetings in the individual schools may be used for this purpose.

F. Employee Schedules

Prior to July 10, each employee shall be given a schedule of his/her assignment for the

coming school year. This schedule shall include the building assignment and the classes

to be taught. Changes may be made in the foregoing by the administration after

consultation with the affected employee. If the employee cannot be reached at the

number and address left with the building principal prior to summer vacation, the

administration may effect the necessary change.

G. Dues Deduction

The employer agrees to deduct from the wages of any employee-member of the

Association, the dues, initiation fees and assessments of the Association, upon

presentation of a written deduction authorization from any member of the Association.

This deduction shall be without cost to the Association or the member. Dues deductions

shall not be provided for any other competing organization, unless and until a collective

bargaining agreement requires such deductions.

Deductions of the annual dues and assessments will be made in as nearly equal pay

period installments during the school year and in an amount determined by the

Association. Deductions shall begin with the first pay period in October and end with the

last pay period in June.

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All monies deducted for such purposes shall be sent to the Association not more than five

(5) days following the collection. Accompanying each deposit notification will be a

complete listing of the names of the members for which a payroll deduction was made.

The Board of Education assumes and accepts no responsibility or liability for deductions

and payments other than:

1. To make deductions upon written request of the employee.

2. To forward the payment to the organization on the employee’s written request the

same day as the pay date.

The CFEA assumes full responsibility and liability for any claims for the enforcement of

this Article provided the Board of Education follows the provisions contained herein.

Association membership is annual with the membership year being September 1 through

August 31. Dues deductions shall be on a continuous basis following the submission of a

written dues deduction authorization form. For all school years following the submission

of the dues deduction authorization, dues shall continue without the need to resubmit

additional authorization forms, unless between August 1 through August 31 the member

employee discontinues membership and/or payroll deductions by providing written notice

to the CFEA President and the Board of Education Treasurer. A member may cancel

their membership outside of the aforementioned cancellation period but shall be

responsible for all remaining dues and assessments of the current membership year. On

or before September 10 of each school year the CFEA Treasurer shall provide the Board

of Education Treasurer with a list of all CFEA members and the total amount of dues to

be deducted.

The Board of Education shall withhold the balance of any dues from the final paycheck

of anyone who resigns, retires, takes leave (including maternity/paternity leave), is

terminated, or is denied membership. The CFEA Treasurer will be notified by the Board

of Education when any employee meets any of the above criteria. Employees employed

by the district after October 1, of any school year may have dues deducted in even

installments from the remaining paychecks that will coincide with the dues deducted for

other CFEA members.

ARTICLE XI – PROCESSING OF COMPLAINTS OR CONCERNS

A. Informal Complaint Resolution Process

The parties recognize that attempting to resolve third-party complaints or concerns at the

lowest level possible is encouraged and advisable. Third-party complaints shall be

defined as complaints or concerns brought by individuals who are not District employees.

This informal complaint procedure does not supplant or supersede management rights to

address employment/professional concerns with bargaining unit members.

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When administration identifies a complaint/concern that may be suitable for informal

resolution, the following process shall apply:

1. Step 1. The complaining party/ies will be directed to discuss the complaint or

concern with the staff member(s) involved. The nature of the complaint or

concern and the name(s) of the complainant(s) will be forwarded to the immediate

supervisor, who will communicate that information to the affected staff

member(s).

2. Step 2. The affected staff member(s) then will have the opportunity to remedy the

complaint or concern with the complainant(s) as soon as possible. Alternatively,

the employee(s) may defer action to the immediate supervisor to proceed as set

forth in Step 3 below.

3. Step 3. If the staff member(s) and the complaining party/ies cannot satisfactorily

resolve the problem at Step 2, either the complainant(s), the staff member(s), or

the immediate supervisor may request a meeting of all parties with the immediate

supervisor and CFEA representative (if requested) present. Unless mutually-

agreed upon otherwise, the staff member will be given at least two (2) days

advance notice of the date, time, and place of the conference.

4. Step 4. If the complaint/concern is not satisfactorily resolved at Step 3 and

further action may be warranted, the immediate supervisor will inform the

Superintendent, who will determine the subsequent course of action.

B. Formal Complaint/Investigation Notice Procedure

1. The administration has the authority to determine when it is necessary to

investigate an employee based upon a complaint or allegations levied against the

employee. Typically, the teacher will be informed of the investigation prior to the

District interviewing students or CFEA members who are not complainants.

However, the parties recognize that each situation must be handled on a case-by-

case basis depending upon the nature and severity of the underlying

complaint/allegations, as well as the steps required to conduct a full and fair

investigation. Therefore, prior notice may not be provided in situations of

extenuating circumstances, such as those related to health, safety or welfare of a

student or staff member, a potential criminal or third-party agency investigation or

where evidence may be compromised or destroyed.

2. The employee who is the subject of the investigation may be accompanied by a

CFEA representative at any conference with administration relating to the

investigation of a complaint or allegations.

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C. Anonymous Complaints

Anonymous complaints or concerns against staff members that are not corroborated or

confirmed shall not be used in evaluations, discipline, decisions of assignment or placed

in an employee’s official personnel file.

D. Opportunity for Rebuttal

If the complaint or concern is placed in the staff member’s personnel file, or used in an

evaluative or disciplinary manner, the staff member shall be notified in writing (e.g.,

provided a copy of the document being placed in the file) and be given the opportunity to

write a rebuttal to such record for placement in the personnel file.

E. Open Communication

Nothing contained in this procedure shall be construed as limiting the individual right of

an employee having a complaint or concern to discuss the matter informally with

members of the administration through normal channels of communication.

ARTICLE XII – REDUCTION IN FORCE

A. Scope of Procedure

If the Board of Education determines that it is necessary to reduce the size of the teaching

staff, the Board of Education may do so. The Board reserves the right to non-renew

limited contract employees in accordance with the Ohio Revised Code.

Limited contract employees may be suspended and the validity of the reason(s) for a

reduction of limited contract employees is solely a matter of Board of Education

discretion. The preceding sentence shall in no way be construed as guaranteeing renewal

of limited contract employees. All those whose limited contracts are renewed and then

suspended on account of the planned reduction shall have recall rights as specified herein.

Continuing contract employees may be suspended for any of the reasons contained in

ORC 3319.17, as well as for declining enrollment in a particular subject or financial

reasons. In the event of the suspension of the contract of any employee for the purpose of

a reduction in force, the suspension shall become effective with the beginning of a school

year and the employee shall be notified not later than June 1 of the school year preceding

the effective date of the contract suspension.

The CFEA President shall be notified in advance of the Board of Education meeting at

which time action on the proposed reduction in force shall occur. Notification shall be in

writing and shall include the positions in each area of certification affected by such

reduction in force.

The procedures contained in Section B through H of this Article shall not apply to an

employee filling a leave of absence nor an employee whose contract nonrenewal is

governed by the evaluation procedures of this Agreement.

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B. Attrition

The number of employees affected by a reduction in force will be kept to a minimum by

not employing replacements insofar as practical for employees who resign, retire, go on

leave, or whose limited contracts are not renewed as a result of performance.

C. Reduction Other Than By Attrition and Non-Renewal

1. To the extent that reductions are not achieved through attrition and non-renewal,

any reduction will result first in the layoff of limited contract employee(s) who

were not non-renewed. Continuing contract employees have preference over all

limited contract employees and may exercise this preference to remain employed

over limited contract employees in any area of their certification/licensure. No

preference is given to any employee based on seniority, except when making a

decision between employees who have comparable evaluations.

2. For purposes of this Article only, evaluations are deemed “comparable” as

follows:

a. The overall evaluation rating shall be based upon the most recent three (3)

year average. The average rating shall be computed using the following

formula:

Evaluation Rating

Points

Accomplished

3

Skilled

3

Developing

1

Ineffective

0

b. The average three (3) year evaluation rating shall be computed by adding

the points for each evaluation and dividing by the number of evaluation

years. For example, if an employee receives an Accomplished (3 points),

Skilled (3 points) and a Developing (1 point) rating, the employee’s three-

year average will be 2.33.

1. In calculating the overall average, a teacher who has been

employed less than three full years with the District shall receive

only the points awarded to him/her for the year(s) evaluated, which

shall then be divided by the number of evaluation years to

determine the employee’s average rating.

2. In calculating the overall average for a teacher who is “off-cycle”

due to a prior Skilled or Accomplished rating, the “off-cycle” year

shall be given the same point value attached to the evaluation

leading to the “off-cycle” year(s).

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3. In calculating the overall average, a teacher who may be on leave

or otherwise does not receive an evaluation in the current year

shall receive the point value attached to the last full-cycle

evaluation.

3. Seniority

If two (2) or more employees have the same length of continuous service in the

bargaining unit, seniority shall be determined by:

a. The greatest amount of bargaining unit service in the Chagrin Falls

Schools, even if interrupted, if still equal by

b. Total teaching experience, if still equal by

c. Coin toss or drawing of lots with employee present, if desired by the

employee.

Length of continuous service shall not be interrupted by authorized leaves of

absence, but time spent on leaves of absence shall not be counted towards

seniority. Employee(s) who work less than full-time shall earn seniority on a

proportionate basis [i.e. an employee who has worked two (2) consecutive school

years on a one-half (1/2) time basis shall be credited with one (1) year as

seniority].

D. Reassignment Retraining

In the event that an employee is assigned to an area on his/her certificate/license which

the employee has not taught at least one (1) class a day for 120 days minimum (as

required for credit on the state minimum salary schedules set forth in ORC 3317.13) in

any of the five (5) years preceding the school year in which the reassignment will occur,

or, in the event that an elementary certified employee is assigned to teach a subject area

at the seventh or eighth grades and that employee has not taught that subject area at the

seventh or eighth grade in any of the last five (5) school years preceding the school year

in which the reassignment will occur, the employee may be required to complete up to

three (3) semester hours or may elect to complete up to six (6) semester hours of course

work in that subject area. The courses will be submitted to the LPDC in advance for

approval. The courses shall be completed within the year following the receipt of notice

of reassignment. Expenses of the employee taking courses pursuant to this provision

shall be reimbursable in accordance with Article XIII BOARD OF EDUCATION

REQUESTED COURSE WORK.

E. Reduction in Force List and Status Upon Recall

Employee(s) selected for reduction shall be placed upon a reduction in force list. A

current copy shall be given to the CFEA President. [Employee(s) whose contracts are not

renewed for reasons other than reduction in force shall not be placed on this list.]

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Employee(s) on the list shall be offered reemployment to positions for which he/she is

certified/licensed and/or qualified. Seniority shall not be the basis for recalling an

employee, except when making a decision between employees who have comparable

evaluations. Employee(s) recalled to a position shall resume the contract status held prior

to the reduction and shall be credited with the sick leave accumulation and years of

service for salary schedule placement held prior to the reduction. The seniority of a

recalled employee shall be calculated (for further RIF consideration) as if service were

not interrupted. Employee(s) on the recall list shall have access to the grievance

procedure in the event recall is based on seniority and there is a disagreement over their

order of recall.

F. Notice of Recall

In the event a vacancy becomes available in a position for which the employee is

certified/licensed and/or qualified, the Board of Education shall recall an employee to

active employment status by giving written notice. Said written notice shall be sent to the

employee by registered or certified letter addressed to the employee’s last known address.

It shall be the responsibility of each employee to notify the Board of Education of any

change in address. If an employee fails to accept active employment status within fifteen

(15) calendar days (excluding Saturdays, Sundays, and holidays) from the date said

notification was delivered, said employee shall be considered to have declined the offer

but shall remain on the recall list. An employee shall forfeit recall rights if the offer is for

full-time work for a full school year unless the employee is under contract to another

school district, or, in the case of part-time employees, if the recall is for work equivalent

to that which the part-time employee previously held.

An employee on a reduction in force list shall be offered a short-term recall opportunity

to fill a temporary opening in his/her area(s) of certification/licensure, providing no

reassignments of students or employee is required. Short-term recall is defined as service

which is expected to last for at least thirty (30) work days in a single assignment. During

this period the employee shall receive his/her per diem rate according to the salary

schedule placement reflecting his/her status at the time of suspension. He/she shall not

lose his/her recall status should temporary employment not be accepted; nor shall he/she

earn additional time on the recall list or gain in seniority while on temporary recall status.

Employees interested in temporary recall options must request consideration in writing to

the Superintendent and provide him/her with a phone number where the employee may

be reached day and evening within a period of five (5) days. In order to assure continuity

of instruction, the employee must be reachable and able to accept the temporary recall

assignment within five (5) calendar days. An employee offered short-term recall to fill a

temporary opening shall not be required to retrain, nor shall they be eligible for

reimbursement from the Fund.

An employee on limited contract at the time of reduction shall be retained on the recall

list for thirty-six (36) months.

An employee who was initially hired on a part-time basis shall have recall/advancement

rights only for the subject area(s) to which the employee was initially assigned plus any

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other subject area(s) to which the employee may have been assigned following the

employee’s initial assignment up to the maximum of the part-time employee’s greatest

part-time employment. The employee initially hired on part-time basis shall not have

recall rights to subject areas on the employee’s teaching certificate unless the employee is

hired for or subsequently assigned to that subject area.

G. Part-Time Employees

Previous full-time employees who are now regularly employed on a part-time basis shall

be offered the opportunity to fill full-time vacancies, or vacancies offering work which

provides greater employment time than their existing position. An employee initially

hired on a full-time basis and subsequently reduced to part-time basis, shall have

recall/advancement rights to any subject area(s) for which the employee is certified

and/or qualified (with Reassignment/Retraining Requirement).

An employee who was initially hired on a part-time basis shall have recall/advancement

rights only for the subject area(s) to which the employee was initially assigned plus any

other subject area(s) to which the employee may have been assigned following the

employee’s initial assignment up to the maximum of the part-time employee’s greatest

part-time employment. The employee initially hired on part-time basis shall not have

recall rights to subject areas on the employee’s teaching certificate unless the employee is

hired for or subsequently assigned to that subject area.

H. An employee reduced under this article may maintain, hospital, surgical, major medical,

prescription, and dental coverage by paying in advance, either monthly, semi-annually or

annually at the discretion of the employee, the full cost of the premium, including any

share normally paid by the Board of Education, to the Treasurer of the Board of

Education unless the carrier does not permit this practice.

ARTICLE XIII – BOARD OF EDUCATION REQUESTED COURSE WORK

If the Superintendent recommends to the Board of Education that an employee take additional

course work and the Board of Education approves the recommendation, the employee shall be

requested to do so in writing. If the employee agrees to take the course(s), tuition, fees, and

other expenses, shall be specified in advance and shall be paid subject to Board of Education

approval. Reimbursement shall be made by the Board of Education to the employee not later

than the satisfactory completion of the course work.

ARTICLE XIV – DRUG-FREE WORKPLACE

A. Board of Education Policy

All employees shall receive a copy of the Board of Education adopted resolution and

procedures regarding a drug-free workplace, which shall apply to each employee and

shall be followed.

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B. Prohibitions

All employees shall refrain from the use, manufacture, distribution, or possession of

controlled substances or alcohol while in the workplace. All employees shall refrain

from the use of tobacco while in the workplace.

C. Definitions

For the purpose of this provision, the following definitions shall apply:

1. “Drug Abuse Offenses” shall be defined as the unlawful possession, use or

distribution of controlled substances and alcohol.

2. “Workplace” is defined as any area under the control of the Board of Education or

at any Board-funded activity, regardless of location.

D. Violations

An employee accused of being in violation of this provision shall be afforded due process

and shall not be disciplined without just cause.

E. Rehabilitation

For employees who are first offenders in the workplace, the corrective action shall

include a requirement for the employee to complete an appropriate rehabilitation program

provided by the Board of Education, unless otherwise determined under Section F.

below.

F. Disciplinary Action

Drug abuse offenses may result in just cause discipline. Such discipline may ultimately

result in termination of employment in accordance with the Ohio Revised Code and the

provisions of this Agreement.

G. Reporting

Any employee convicted under a criminal drug statute of an offense occurring in the

workplace must report his conviction to the Superintendent no later than five (5) work

days after the conviction. Failure to do so may result in discipline for just cause.

H. Education

The Board of Education shall provide a drug-free awareness and education program for

all employees.

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ARTICLE XV –CONTINUING CONTRACTS

Continuing contracts will be granted pursuant to Ohio Revised Code no later than the final Board

of Education meeting in May of each year.

Each year, no later than September 1, the Superintendent or designee shall provide a memo to all

teachers on limited contract setting out the criteria for eligibility for continuing contract. The

memo also shall set out the options available in the event continuing contract status is not

approved. Teachers who believe they are or will be eligible for consideration for continuing

contract status and will have completed the requirements by April 30 of that school year and

wish to be so considered, shall notify the Superintendent or designee by September 15.

By October 1, the Superintendent or designee will confer with the teachers who have expressed

an interest in being considered for tenure to discuss the process. This informational meeting may

be done in a group setting. A teacher who does not notify the Superintendent of his/her intent to

be considered shall not be eligible for consideration for continuing contract status during that

school year and waives any such right to receive a continuing contract for that year.

A teacher who expresses her/his intent to be considered and is not able to complete the steps

required or who wishes to withdraw from tenure consideration shall notify the Superintendent of

that fact not later than April 1. In this case, such teacher shall not be eligible for continuing

contract but shall not experience another employment consequence solely as a result of not

completing the continuing contract eligibility requirements. However, such teacher may be non-

renewed in compliance with the collective bargaining agreement and Ohio law. If such teacher

remains employed by the District, he/she shall not be required to, but may elect to apply for

continuing contract consideration in a subsequent year.

With respect to continuing contract consideration only, this provision shall supersede conflicting

provisions in Ohio Revised Code to extent permitted by law. However, nothing herein

supersedes the Board’s discretion to determine whether a teacher will be approved for a

continuing contract.

ARTICLE XVI – SUBSTITUTION BY EMPLOYEES

OF THE BARGAINING UNIT

Employees may be asked to substitute during their conference/planning period(s). Employees

agreeing to substitute during their conference/planning period(s) shall be compensated at a rate

of Thirty Dollars ($30) per hour or receive one compensatory day for every seven and one half (7

½) hours of substitution.

A teacher may receive no more than two (2) compensatory days per year. Hours accumulated

towards such leave may carry over from year to year. Compensatory days may not be used

consecutively. A minimum of seventy-two (72) hours’ notice must be given prior to use. Leave

shall not conflict with professional responsibilities related to but not limited to conference days,

open house, district in-service days, etc. and in all cases be subject to approval by the building

principal with appeals to the Superintendent.

40

ARTICLE XVII – ATTENDANCE OF EMPLOYEE’S CHILDREN

Employees may enroll their children in Chagrin Falls Exempted Village Schools, as of the

beginning of any school year, provided the Board of Education shall not be required to provide

additional education services to the children of employees which are not ordinarily locally

provided to students. Employees will complete open enrollment paperwork articulated in Board

policy.

It is understood that the employee shall provide transportation and that the children shall arrive at

and leave their school(s) on the same time schedules as other pupils, thereby assuring that the

parent/employee’s duties or the duties of other employees shall not be interrupted as a result of

this benefit.

Specifically, the parent/employees will make arrangements for the off-site care of their children

before and after school which will not interfere with their regular and/or supplemental job duties

and responsibilities. Child care by any employees during regular or supplemental working hours

is inappropriate and will be considered a violation of this Article. Continuation of this benefit

for each employee will be contingent upon compliance with this Article.

ARTICLE XVIII – COMPENSATION

A. Salary Schedules

1. The base salary shall increase by two and one-half percent (2.50%) for each year

of the contract.

Each CFEA member shall receive a five hundred ($500.00) dollar one-time, lump

sum payment no later than September 30, 2023. (This shall not apply to

employees newly-hired for the 2023-2024 contract year). The salary schedules are

in Appendix A.

2. Payment for advancement to the next higher education (training) level for

employees beyond Step 20 of the salary schedule shall be calculated by

subtracting the amount at Step 20 of the previous education level from the amount

at Step 20 of the new education level and adding the difference to the employee’s

salary to determine the new previous year’s salary.

3. The salaries of part-time employees shall be prorated. Any part-time employee

may be required to work full time, provided that the Superintendent gives the

employee at least sixty (60) calendar days written notice before the change takes

effect.

B. Interscholastic/Co-Curricular Salary Schedules

All supplemental salaries shall be paid at the rate set forth in the attached

INTERSCHOLASTIC/CO-CURRICULAR SALARY SCHEDULE

(Appendix C).

41

Schedule 1 - District Interscholastics

Schedule 2 - High School Co-Curriculars

Schedule 3 - Middle School Co-Curriculars

Schedule 4 - Elementary Co-Curriculars

Appendix D - Grade Level Representatives/Department Heads/

Curriculum Representatives/Events Helpers

For the purposes of determining placement on any one of the schedules, total years’

experience in any one activity shall be used (for example, 3 years as an assistant football

coach would put a reassignment level to head coach at level 4). The District shall track

the number of years of experience.

C. Remuneration for College Credit

To qualify for advancement to the next higher education (training) level on the schedule,

the employee must submit to the Superintendent prior to September 15 an official college

or university transcript reflecting the successful completion of the required number of

credits. A grade slip or other satisfactory evidence may be substituted for the transcript

for a period not to exceed sixty (60) days.

1. All graduate level courses taken will be accepted for advancement to a higher

educational (training) level.

2. Undergraduate level courses will be accepted for advancement to a higher

educational (training) level provided the courses are:

a. Related to the field of education, or

b. Related to the employee’s assignment, or

c. Related to a prospective area of instruction currently being offered in the

Chagrin Falls Schools or an area of instruction being considered for

inclusion within the curriculum.

3. For all teachers, all post-masters coursework used for advancement on the pay

scale must be graduate level courses, must be graded, and must be a grade of “A”,

“B”, or “C”. If the course is graded as a “pass/fail,” the rating of “pass” will be

sufficient.

Undergraduate level courses taken prior to the time a master’s degree is conferred

will not be used for advancement beyond the master’s column on the salary

schedule. Beginning with the 04-05 school year, newly hired teachers are

responsible to keep current certification/licensure in all areas as

presented/demonstrated on their hire.

42

D. Severance Pay

Upon retirement, as hereinafter defined, employees shall be entitled upon application, to

be paid a sum equal to twenty-five percent (25%) of their total accumulated and unused

sick leave days at the time of their retirement, providing that the maximum number of

paid severance days shall be seventy-seven and one-half (77-1/2) days. These severance

pay maximums shall be increased by twenty-five percent (25%) of total accumulated and

unused personal leave for severance pay purposes only. Such payment shall be based

upon the employee’s daily rate of pay at the time of retirement or at the highest rate of

pay the employee received in any of the last three (3) school years in which the employee

worked, whichever is greater, exclusive of supplementary pay. The employee’s

eligibility will be determined as of his/her final date of employment in the school district.

At the time of retirement, as defined below, the employee shall be provided a copy of the

Severance Pay Application form. It shall be the employee’s responsibility to complete

the form and return it promptly to the Treasurer.

Retirement shall be defined as resignation from Board of Education employment in

addition to any one of the following:

1. Proof of eligibility for benefits under the State Teachers Retirement System.

(First retirement check.)***

***Upon mutual agreement of the parties via advance written approval prior to

the employee’s resignation, an employee may delay his/her actual retirement

under the STRS system for no more than twelve (12) months from the date of

his/her resignation and remain eligible for severance under this section.

2. Death of the employee in which case payment shall be made to the surviving

spouse, or if there is no surviving spouse, to the employee’s estate.

Payment for sick leave under this policy shall be considered to eliminate all sick leave

credit accrued by the employee at that time. Such payment shall be made within thirty

(30) calendar days of the submission of the Severance Pay Application and proof of

retirement as defined above, unless the employee elects to defer receipt of severance pay,

in which case payment shall be deferred for a period not to exceed twelve (12) months

from the employee’s effective retirement date.

If the employee elects to defer severance payment, such payment shall be made within

fifteen (15) calendar days of the date designated by the employee. Any previous payment

received by an individual under the terms of this policy shall make such individual

ineligible for a repeat payment under this policy.

43

E. Expenses

1. Mileage

a. Rate

Employees shall be reimbursed at the IRS rate per mile. This rate will be

used/changed upon receipt of official notice to the Treasurer’s office.

b. Prior Approval

Trips for which mileage is to be paid must have prior approval by the

Superintendent/designee and the building principal on the appropriate

form. Forms shall be available in the building offices. In emergency

situations, the prior approval requirement may be waived.

2. Other Expenses

Approved expenses incurred in the course of employment shall be reimbursable

providing that (1) a purchase order is processed prior to the expenditure or (2)

verifiable receipts accompanied with a purchase order are provided for purchases

of up to twenty-five dollars ($25.00). Preapproval of expenses is encouraged

whenever possible.

F. Insurance

All regularly employed full and part-time employees shall be eligible for insurance

benefits as described in this Article. Coverage shall be either single or family coverage

(two rates) for hospitalization/major medical and prescription drug insurance, at the

option of the employee. Dental coverage shall be either single or family coverage with a

composite coverage rate (same rate) regardless of coverage.

1. Premium

a. HOSPITAL/SURGICAL / MAJOR MEDICAL / PRESCRIPTION

INSURANCE: The Board shall pay eighty percent (80%) of the premium

for family hospital, surgical, major medical, and prescription drug

coverage. Effective July 1, 2018, the Board shall pay one hundred percent

(100%) of the premium for single coverage regardless of premium costs.

Effective July 1, 2019, the Board shall pay ninety-five percent (95%) of

the premium for single coverage regardless of premium costs. Effective

July 1, 2020, the Board shall pay ninety percent (90%) of the premium for

single coverage regardless of premium costs. The employee portion of

premium payments shall be made through an IRS 125 flexible spending

account.

44

The Board’s share of premium payments for part-time employees shall be

prorated based on FTE, according to procedure currently in effect. The

CFEA President shall be given a copy of this procedure.

b. DENTAL INSURANCE: The Board of Education shall pay eighty

percent (80%) of the premium for composite coverage for family

premium. Effective July 1, 2018, the Board shall pay one-hundred percent

(100%) of the composite premium for single coverage regardless of

premium costs. Effective July 1, 2019, the Board shall pay ninety-five

percent (95%) of the composite premium for single coverage regardless of

premium costs. Effective July 1, 2020, the Board shall pay ninety percent

(90%) of the composite premium for single coverage regardless of

premium costs. The Board of Education’s share of premium payments for

part-time employees shall be pro-rated according to procedures currently

in effect.

c. TERM LIFE INSURANCE: The Board of Education shall pay one

hundred percent (100%) of the premium for the agreed to amount of term

life insurance, without prorating for part-time.

2. Coverage

a. Hospital, Surgical and Major Medical Insurance

The plan shall be managed care with different amounts of coverage for in-

network and out-of-network services. (See Appendix F.)

Levels and types of services covered are as illustrated in the benefits book.

b. Dental

Current coverage to be maintained unless altered by mutual agreement of

the parties.

c. Term Life Insurance

The policy will be in the amount of seventy-five thousand dollars

($75,000) with seventy-five thousand ($75,000) accidental death and

dismemberment.

3. Healthcare Committee

A joint committee of CFEA, OAPSE and Administration will serve as the

Healthcare Committee, consisting of an equal number of members of CFEA,

OAPSE, and administration. In addition, up to two (2) members of the Board of

Education may serve on the Committee. The Treasurer shall serve as the

chairperson. The Committee’s work will include, but not be limited to:

45

a. Developing a better understanding of the healthcare program;

b. Identifying various options to reduce the costs associated with the

healthcare program;

c. Developing strategies, which, if implemented, will reduce the costs within

the healthcare program;

d. Developing and implementing strategies for educating employees

regarding employee benefits.

The Committee shall be provided with all relevant documentation and shall be

authorized to require the carriers to furnish data and required reports concerning

cost trends and funding levels.

Either the CFEA or the Board of Education can initiate a study of existing policies

and their coverages as compared to others. The Board maintains the right to

select the carrier as long as the coverage remains the same.

The Committee shall be assembled at the call of the Chair (minimum two-week

advanced notice) on an ongoing basis for the purpose of maintaining an overview

of the insurance program.

The Committee shall have no authority to add to, subtract from, or modify any of

the provisions of this Agreement.

4. Medical Benefits Waiver (Opt-out Program)

a. An employee may waive medical (including dental) benefit coverage for

the entire school year and receive a waiver payment. An employee’s

eligibility for the waiver is based upon contracted hours, with payment

amounts prorated based on percentage of full-time. An employee is not

eligible for this waiver if his/her spouse maintains family coverage

through the District. Members eligible for waivers on June 30 of each

year shall determine the amount paid as follows:

0 – 30 Waivers $1000.00

31+ Waivers $2000.00

b. New employees hired during the school year are eligible to participate at a

pro-rated annual payment.

c. The waiver payment shall be paid in July following the waiver year.

d. The form must be completed and returned to the Treasurer’s Office by the

second Friday in September to be eligible for participation. The Medical

Benefits Waiver Form will be Appendix E.

46

5. Policy Descriptions

All employees shall receive a copy of the life insurance policy and plan

descriptions for each of the insurance coverages provided as soon as practicable

following employment or when an insurance coverage becomes effective,

whichever is later.

6. Wellness Testing

Wellness/preventative testing will be arranged on site each school year. If such

testing is not covered by the employee’s health insurance, the cost of tests shall be

borne by the Board of Education.

7. Section 125 Flexible Pay Plan

Bargaining unit members have the option to participate in the 125 Flexible

Benefits Plan. This Plan allows employees to participate in medical

reimbursement up to the IRS maximum per the Plan with permissible annual

carryover; dependent care reimbursement per the Plan; and premium pass-through

of employee contributions for insurances. Information regarding this Plan is

available through the Treasurer’s office. There is an open enrollment period once

during the calendar year. The Treasurer’s office will notify all members of this

open enrollment period.

G. STRS Pick-Up

The Board of Education agrees with the CFEA to pick-up contributions to the State

Teachers Retirement System on behalf of the employees in the bargaining unit in

accordance with the following:

1. The amount to be picked-up and paid on behalf of each employee shall be the

amount required by the State Teachers Retirement System. The employee’s

annual compensation shall be reduced by an amount equal to the amount picked-

up and paid by the Board.

2. The pick-up percentage shall apply uniformly to all employees.

3. No employee covered by this provision shall have the option to elect a wage

increase or other benefit in lieu of the employer pick-up.

4. The pick-up shall apply to all compensation earned, including supplemental

earnings. Severance pay, supplemental salaries and index, and similar matters

shall be based upon the published salary schedule.

47

5. The Board of Education shall be held harmless from any change in ruling by the

IRS regarding the appropriateness of this procedure and the financial obligation of

employees to the Federal or State Government.

H. Extended Service/Compensatory Time/Release Time

1. Media Specialist

Each media specialist may work up to three (3) days prior to a new school year or

following the conclusion of the school year with compensatory time during the

school year. Arrangements for scheduling these days shall be made between the

media specialist and the school principal. Additional days between school years

may be provided if agreed to between the media specialist and the school

principal.

2. Special Education Teacher

Each special education teacher required to write IEPs shall have four (4) days per

year release time for the sole purpose of preparing said documents. The special

education teacher and building principal will establish the dates for release time.

3. Counselor

a. Each K-6 counselor may be assigned to work up to five (5) extended days

per contract year. Each 7-12 counselor may be assigned to work up to 10

extended days per contract year. The extended days will be scheduled by

the Superintendent or his/her designee. At the high school level, extended

days will be scheduled to allow for a counselor to be available during each

week of June. Scheduling shall take into account the input of the

counselors. Counselors will be paid their per diem rate for any assigned

extended day.

b. Counselors will be required to attend no more than five (5) school

activities outside of their regular work day (e.g., College Night, etc.). The

first three (3) of these activities will be without additional compensation.

The remaining two (2) activities will be compensated with the use of flex

time on the affected date(s). Administration will establish a rotational

worked in excess of the number of days in the school year unless

otherwise specifically provided for in this Agreement.

5. Extended School Year (ESY) Services

Upon submission of time records verifying the time/hours incurred, employees

working ESY shall be paid forty ($40.00) dollars per hour.

48

6. School Psychologists may request, for approval by the supervisor or designee, up

to ten (10) extended days per contract year, as needed. Extended days shall be

paid at the per diem rate.

I. Supplemental Positions and Salaries

Provisions

1. All supplemental salaries shall be paid at the rate set forth in the attached Co-

Curricular Salary Schedule (Appendix C). All supplemental salaries shall be paid

pursuant to a properly issued limited employment contract. Contracts for

supplemental duties shall be one-year limited contracts and all contracts will be

automatically non-renewed each year. Preference for reemployment shall be

given to employees holding supplemental contracts, including non-bargaining unit

member employees, who wish to be reemployed in the same activity in the next

school year, unless the employee is notified otherwise by April 30th or within

four (4) weeks after the season’s conclusion (contract expiration) for said

supplemental, or whichever is later.

The provisions listed herein do not apply to subject area, grade level, classroom or

curricular supplementals.

Grievances filed on this Article shall be limited to procedural violations only.

2. For those positions which carry years of experience credit employees shall

immediately be placed in the appropriate column corresponding to the number of

years of experience credit the employee has as a coach or sponsor of the particular

activity or sport. Upon the initial employment of an employee in a supplemental

position, credit may be given for experience in the particular activity or sport at

the discretion of the Superintendent of Schools, but in no case shall the person be

advanced more than one column more than his/her actual experience. Once an

employee is placed on the schedule, the employee can only move a year for each

year of experience in the sport or activity, and the employee must move a year for

each year of experience. An employee who functions in the position of assistant

and is promoted to the head position, or vice versa, shall be given full credit for

experience as long as the assistant experience/head experience is in the same

activity or sport.

3. Whenever a vacancy occurs or a new position is created on the Interscholastic/Co-

Curricular Salary Schedules, the administration shall first post the opening and

seek qualified applicants from within the recognized bargaining unit. If no one

from the bargaining unit applies within the time designated for applications or if

no one is a qualified applicant then, and only then, the administrator may hire

applicants from outside the recognized bargaining unit.

49

4. Job descriptions for supplemental salary positions shall be developed and/or

revised. Job descriptions shall set forth fully and explicitly the duties to be

performed.

5. Pay for all supplemental duties shall be negotiated with the CFEA.

6. Upon completion of supplemental duties, the employee shall submit the

Completion of Duties form to his/her supervisor for processing payment.

7. The creation of additional supplemental contract positions may be suggested by

an administrator or an employee. The proposal shall include rationale, number of

students to be served, the time period to be covered, a draft job description, and

salary range to be considered by the Superintendent/Board and the CFEA

President/Association.

8. For each week, after the first week, that the season is extended as a result of

athletic tournament play, compensation will be as follows:

Head Coaches/Directors/Advisors

Team Qualifier

Individual Qualifier

.06 of their

supplemental salary

.05 of their

supplemental salary

Assistant Coaches/Directors/Advisors

Team Qualifier

Individual Qualifier

.05 of their supplemental

salary (who actively work

with squad during season)

.04 of their supplemental salary

(who actively work with squad

during season)

9. The Middle School Athletic Director positions shall be calculated as one (1) duty

assignment.

10. Longevity Stipend

Beginning with the 10th year, and for each 5-year increment following, a

longevity pay award of 10% of Appendix C interscholastic and co-curricular

salaries shall be paid at the conclusion of the qualifying season or activity. To

qualify for this stipend, all years must be in one sport/position, and all must be at

Chagrin Falls.

11. Overnights

Teachers participating in overnight grade-level trips shall be compensated One

Hundred Fifty Dollars ($150.00) per night. The eighth-grade Washington, D.C.

trip and the sixth-grade retreat are examples of trips that constitute a grade-level

trip.

50

J. Local Professional Development Committee (LPDC)

The Chagrin Falls Exempted Village Schools Local Professional Development

Committee (LPDC), operating under the requirements of SB 230; ORC 3301-24-08, and

policies established by the Chagrin Falls Schools Board of Education, will review all

certificate/license renewal applications for all certificated employees. The LPDC is the

official body through which Chagrin Falls School District certificated/licensed employees

must seek credential renewal.

The LPDC shall consist of one (1) committee at the district level. It will have ten (10)

members, five (5) teachers and five (5) administrators. The five (5) teachers shall include

one representative from the high school, middle school, intermediate, and elementary,

and the President of CFEA or his/her designee will be a standing member. Teacher

members will be appointed by the CFEA. The Superintendent shall be a standing

member and will appoint four (4) district administrators to the committee.

A majority of voting members will be teachers for a teacher’s review and a majority of

administrators for an administrator’s review.

ARTICLE XIX – PAYROLL PRACTICES

A. Pay Periods

Annual pay shall be computed on the basis of twenty-four (24) pay periods.

B. Electronic Transfer

The Board of Education shall require and make electronic transfers for all CFEA

employees to institutions specified by the employee.

C. Paycheck/Pay Form Distribution

The Board of Education shall establish pay dates on the fifteenth (15

th

) and last day of

each month. If the date falls on a day that is not a regularly-scheduled work day,

paychecks or pay forms shall be received by the employee or designee on the last

regularly-scheduled work day prior thereto, except for the pay dates which occur between

academic terms.

D. Final Payment

1. Termination of Employment – An employee whose employment is terminated for

any reason shall receive upon written request any unpaid monies due, other than

retirement monies, on the next regularly-scheduled pay date, at which time all

benefits cease.

51

2. Death – Upon an employee’s death any payments due to an employee will be

made to the surviving spouse, or if there is no surviving spouse, to the employee’s

estate, or in accordance with the Ohio Revised Code.

E. Supplemental Pays

The minimum allowable federal and state tax deductions will be deducted from

supplemental pay unless otherwise requested by the employee.

ARTICLE XX – PROGRESSIVE DISCIPLINE

A. A teacher shall not be disciplined without cause. With the exception of termination, such

disciplinary action shall be subject to the grievance procedure set forth in this Agreement.

B. Any discipline issued to a teacher will be reasonably appropriate for the alleged

infraction. The disciplinary procedure generally will be progressive in structure, and

typically should include at least one verbal and at least one written warning prior to

initiating more serious disciplinary action, such as suspension without pay or termination.

However, the Board of Education may skip steps in the progressive discipline framework

should it determine the magnitude of the offense warrants a more serious corrective

action.

C. If the Board determines a suspension is warranted given the magnitude of the offense

and/or prior steps in the progressive discipline process, the administration may suspend a

teacher without pay for up to ten (10) days.

D. If the Board determines termination is warranted given the magnitude of the offense

and/or prior steps in the progressive discipline process, the termination of the teacher’s

contract shall be governed by Ohio Revised Code 3319.16. Any appeal of termination

shall proceed according to the statute and shall not be subject to the grievance procedure.

ARTICLE XXI – FINALIZING THE AGREEMENT

Upon finalizing the Agreement between the CFEA and the Board of Education, a copy of the

new Agreement will be made available electronically, a paper copy shall be issued to each

employee, and the total cost of printing the Agreement shall be shared equally by the Board of

Education and the CFEA.

ARTICLE XXII – HONORING OF CONTRACT

During the term of the Agreement, there shall be no strikes of any kind, work stoppages, slow

downs, or interference or interruption with the operation of the schools by any employees or the

CFEA

During the term of the Agreement, the Board shall not “lock-out” members of the bargaining

unit. A “lock-out” is action by the Board to prevent employees from performing their regularly

assigned duties where an object thereof is to bring pressure on the employees or an employee

52

organization to compromise or capitulate to the employer’s terms regarding a labor relations

dispute.

ARTICLE XXIII – CONFLICT WITH LAW OR REGULATIONS

If any provision of this document, or any application of the provisions of this document to any

person or persons, or any agreement reached under its terms, conflicts with any federal or state

law as determined by a court of competent final jurisdiction, then such provision, application, or

agreement shall be inoperative, but the remaining provisions hereof shall continue in effect. The

parties shall meet within thirty (30) school days for the purpose of renegotiating only those

provisions or applications found to be contrary to law and to begin bargaining over its impact

and to bring the Contract into compliance. If the parties fail to reach agreement over the affected

provision thirty (30) days after the initial bargaining session, the mutually agreed upon dispute

resolution procedure (MAD) found in Article II of the CBA shall be utilized to resolve the

dispute.

ARTICLE XXIV – WAIVER OF NEGOTIATIONS DURING TERM OF AGREEMENT

A. After the Agreement has been officially approved by the CFEA and the Board of

Education, both parties waive the right to initiate further negotiations on the matters

included in this Agreement, during the period covered by this Agreement unless the

parties mutually agree to reopen negotiations. The written provisions of this contract

represent complete collective bargaining and full agreement by the parties with respect to

rates of pay, wages, hours and other terms and conditions of employment which shall

prevail during the term hereof.

B. The Board of Education and the CFEA acknowledge that during the negotiations which

preceded this Agreement, each had the unlimited right and opportunity to make demands

and proposals with respect to any subject matter not removed by law from the area of

collective bargaining and that the understanding and agreements arrived at by the parties

after the exercise of that right and opportunity are set forth in this Agreement.

ARTICLE XXV – SPECIALIZED HEALTH CARE PROVISIONS

A. Bargaining unit members (other than nurses) may volunteer to serve as custodians of

medication and/or administer medication in accordance with state law and Board policy.

If no bargaining unit members volunteer to serve as custodians of medication or

administer medication and the building principal or teacher in charge (person in charge

when building principal is not available) is not available, administration may assign these

duties. Employees who volunteer to serve as or are assigned to be custodians of

medication and/or to administer medication shall be offered training as-needed.

B. A nurse or healthcare provider will attend a school field trip that involves a student with a

complicated health care plan.

C. Staff training in CPR, AED, and First Aid-Choking shall be offered free of charge to

members at regular intervals consistent with state law and/or Board policy.

53

D. This article shall not apply to bargaining unit members who are fulfilling their

supplemental duties/contract responsibilities.

ARTICLE XXVI – TERM OF AGREEMENT

The Agreement shall be in effect from July 1, 2023 through June 30, 2026. Unless terminated or

changed by mutual written consent of the parties, the procedures set forth in this document and

the terms thereof governing its application and interpretation will remain in force so long as

recognition of the CFEA as exclusive representative of the bargaining unit continues.

Any changes, additions, or deletions to the terms of this agreement must be in writing and may

only be made upon ratification by the CFEA membership and approval by the Board of

Education.

CHAGRIN FALLS EDUCATION THE BOARD OF EDUCATION OF

ASSOCIATION THE CHAGRIN FALLS EXEMPTED

VILLAGE SCHOOL DISTRICT

Appendix

A

—

Salary

Schedules

Fiscal

2024

Base

$

50,560

Step

A

B

C

D

E

F

G

0)

$50,560

|

$51,571

|

$52,077

|

$52,582}

$

53,088)

$

53,594}

$

54605

1}

$52,259

|

$53,594

|

$54,251

|

$54,908|$

55,565

|$

56223)

$

57,537

2|

$53,958

|

$55,616

|

$56,425

|

$57,234}

$

58043)

$

58852

|}$

60,470

3)

$55,656

|

$57,638

|

$58,599

|

$59.560/}$

60,520)

$

61,481

|$

63,402

4|

$57,355

|

$59,661

|

$60,773

|

$61,885

|$

62,998)}$

64,110|$

66,335

5|

$59,054

|

$61,683

|

$62,947

|

$64,.211/$

65,475)

$

66,739|$

69,267

6)

$60,753

|

$63,706

|

$65,121

|

$66,537

}$

67,953)

$

69,368}

$

72,200

7|

$62,452

|

$65,728

|

$67,295

|

$68,863

}$

70,430)

$

71,997|$

75,132

8}

$64,151

|

$67,750

|

$69,469

|

$71,188}

$

72,908)

$

74,627|$

78,065

9)

$65,849

|

$69,773

|

$71,644

|

$73,514/$

75,385)

$

77,256|$

80,997

10|

$67,548

|

$71,795

|

$73,818

|

$75,840|$

77,862

|$

79,885)

$

83,930

11|

$69,247

|

$

73,818

|

$75,992

|

$78,166|$

80,340|$

82,514)

$

86,862

12|

$

70,946

|

$

75,840

|

$

78,166

|

$80,492|$

82,817|$

85143)

$

89,795

13|

$

72,645

|

$

77,862

|

$80,340

|

$82,817

)$

85,295)

$

87,772|$

92,727

14|

$

74,343

|

$79,885

|

$82,514

|

$85,143]

$

87,772|$

90,401)

$

95,660

15|

$

76,042

|

$81,907

|

$84,688

|

$87,469]

$

90,250|$

93,030)

$

98,592

16|

$77,741

|

$83,930

|

$

86,862

|

$89,795|$

92,727

|$

95,660

|

$

101,524

17|

$

79,440

|

$

85,952

|

$89,036

|

$92,120|$

95,204

|$

98,289

|

$

104,457

18}

$

81,139

|

$87,974

|

$91,210

|

$94,446

|

$

97,682

|

$100,918

|

$

107,389

19]

$

82,838

|

$

89,997

|

$93,384

|

$96,772

|

$

100,159

|

$103,547

|

$

110,322

20|

$

84,941

|

$92,019

|

$95,558

|

$99,098

|

$

102,637

|

$106,176

|

$

113,254

A=BA

B=BA

+15

SH

C=BA

+24

SH

D=MA

E=MA

+18

SH

F=MA

+36

SH

G=PhD

or

equivalent

54

Appendix A – Salary Schedules

Appendix

A

—

Salary

Schedules

Fiscal

2025

Base

$

51,824

Step

A

B

C

D

E

F

G

0

$

51,824/$

52,860}$

53379|/$

53897|/$

54415|$ 54933]$

55,970

1

$

53,565/$

54933}$

55607|/$

56,281)/$

56955|$

57,628|$

58976

2

$

55,307/$ 57,006|$

57,836|/$

58665)$ 59494)$

60,323)$

61,982

3

$

57,048/)$

59079|$

60,064)/$ 61,049)$

62033/$ 63018|$

64987

4 $

58789/$

61,152}$

62,292|/$ 63433)/$ 64573|/$ 65,713)$

67,993

5

$

60,530/$

63,225}$ 64521|/$

65816)/$

67,112/$

68408]/$

70,999

6 $

62,272/$

65,298|$

66,749|/$ 68200)/$

69651/$

71,103)$

74,005

7

$

64013/)$

67,371|$

68978|$

70,584)/$

72,191|$

73,797|$

77,010

8

$

65,754/$

69,444/$

71,206|/$ 72,968)$ 74,730|$ 76,492|$

80,016

9

$

67,496/$ 71,517|$

73435|$

75,352)$ 77,270|/$

79,187)$

83,022

10

|$

69,237|$

73590|$

75663|$

77,736;$ 79,809}$ 81,882;$

86,028

11.

|$

70,978|$ 75,663)$

77,891}$ 80120;$ 82348/$ 84577|$

89,034

12

|$

72,719|$ 77,736|$

80,120;$

82504/$ 84888}$

87,272|$

92,039

13.

|$

74,461|}$

79,809|$

82348|$

84888|$

87,427|$ 89,966/$

95,045

14

|$

76202|$

81,882|$

84577/$

87,272}$

89966/$

92,661/$

98,051

15

|$

77,943|$

83955}$

86805/$

89656/$

92,506/$ 95,356/$

101,057

16

|$

79,685|}$

86028)$

89,034;$

92,039}$

95045;$ 98051;$

104,063

17

|$

81,426}$

88101)$

91,262;$ 94423|$

97,585|}$

100,746|$

107,068

18

|$

83,167|$

90,174|/$

93,490}$

96807;/$

100,124;$ 103,441;$

110,074

19

|$

84908|$

92,247|/$

95719}$

99191;}$

102,663|$ 106,136;$

113,080

20

|$

87,064)$

94320/$

97,947|$

101,575|$

105,203|$

108830|)$

116,086

A=BA

B=BA

+15

SH

C=BA

+24

SH

D=MA

E=MA

+18

SH

F=MA

+36

SH

G=PhD

or

equivalent

55

Appendix A – Salary Schedules

Appendix

A

—

Salary

Schedules

Fiscal

2026

Base

$

53,120

Step

A

B

C

D

E

F

G

0

|$

53120}$

54182/$ 54714)$

55245)$

55,776)$ 56,307;$

57,370

{

$

54905}$

56,307/$ 56998}$ 57688}$

58379}$ 59069|$

60,451

2

|$

56690/$

58432}$

59282)$

60132/$

60,982)$ 61,832;$

63,532

3.

|$

58474/$ 60557|$

61,566)$

62,575/$

63585)$ 64594;$

66612

4

{$

60259/$ 62682)$

63850;/$

65019|$

66,188)$ 67,356/$

69,693

5

|$

62,044/$

64806|$

66,134/$ 67,462/$

68790)$

70,118|$

72,774

6

|$

63829}$

66,931)$ 68419/$ 69906}$

71,393)$ 72,881|$

75,855

7

=

|$

65614/$

69,056}$

70,703/$

72,349|$

73,996/$

75643)$

78,936

8

|$

67,399/$

71,181}$

72,987|$

74793)$

76599|}$

78405;$

82,017

9

|$

69183/$

73306/$

75271|$

77,236)$ 79,202|$ 81,167;$

85,098

10

|$

70,968)$

75430)$

77,555)$

79680;}$ 81,805/$

83930}$

88,179

11.

|$

72,753)$

77,555|$

79,839)$

82,124|)$

84408}$ 86692)$

91,260

12

|$

74538)$

79680)$

82124)$ 84567/$

87,011;$

89454)$

94341

13,

|$

76,323)$

81,805)$

84408;)$ 87,011/$

89613}$ 92216)$

97,422

14

|$

78108)$

83930)$

86692)$ 89454/$

92216/$ 94979|$

100,503

15

|$

79892|$

86,054/$ 88976)$

91,898}$

94819}$

97,741|$

103,584

16

|$

81,677)$

88179|$

91,260)$

94341/$

97,422|}$

100,503|$

106,665

17

|$

83,462/$

90,304/$

93544)$

96,785|$

100,025;/$

103.265|$

109,746

18

|$

85,247)$

92,429|$

95,828)$ 99,228|$

102628}$

106,028|$

112,827

19

|$

87,032)$

94554)$

98113)

101,672)$ 105,231)$

108790)$

115,908

20

|$

89,242|$

96678}$

100,397/$

104115}$

107,834/$ 111,552}$

118,989

A=BA

B=BA

+15

SH

C=BA

+24

SH

D=MA

E=MA

+18

SH

F=MA

+36

SH

G=PhD

or

equivalent

56

Appendix A – Salary Schedules

Appendix

B —

Interscholastic/Co-Curricular

Salary

Schedules

Base

Salary:

Index

2023-2024

2024-2025

2025-2026

50,560

51,824

53,120

Schedule

1

-

District

Interscholastics

Years

of

Service

Position

1

2

3

4

Asst.

Athletic

Director-M.S.

(1)

0.119

0.123

0.128 0.132 0.137

Football

Program

Coor.

(1)

0.152

0.160

0.168 0.176 0.190

Asst.

H.S.

Football

Coach

(6)

0.106

0.111

0.115 0.120 0.126

M.S.

Head

Coach

(1)

0.091

0.096

0.100 0.104 0.109

Asst.

M.S.

Coach

(3)

0.081

0.085

0.088 0.092 0.098

Boys/Girls

Basketball

Coor.

(2)

0.139

0.146

0.152 0.159 0.185

Asst.

Bball

Coach

(6)

0.094

0.098

0.102 0.107 0.115

M.S.

Head

Bball

Coach

(4)

0.072

0.075

0.078

0.081

0.090

Wrestling

Coord.

(1)

0.137

0.143

0.150 0.156 0.170

Asst.

Wrestling

Coach

(2)

0.091

0.096

0.100 0.104 0.110

M.S.

Wrestling

Coach

(1)

0.072

0.076

0.079 0.083 0.087

Asst.

M.S.

Wrestling

(1)

0.049

0.053

0.056

0.06

0.064

Boys/Girls

Head

Soccer

(2)

0.110

0.116

0.122 0.128 0.140

Asst.

Soccer

Coach

(4)

0.079 0.082 0.086 0.089 0.094

Head

Gymnastics

Coach

(1)

0.113

0.118

0.123 0.128 0.135

Head

Swimming

Coach

(1)

0.113

0.118

0.123 0.128 0.135

Asst

Swimming

Coach

(2)

0.081

0.085

0.088 0.092 0.096

Head

Hockey

Coach

(1)

0.113

0.118

0.123 0.128 0.135

Asst.

Hockey

Coach

(1)

0.081

0.085

0.088 0.092 0.096

Head

Baseball/Softball

(2)

0.106

0.111

0.116

0.121

0.127

Asst.

Baseball/Softball

(4)

0.076

0.079

0.083 0.086

0.091

Boys/Girls

Track

Coor.

(2)

0.106

0.111

0.116

0.121

0.127

Asst.

Track

Coach

(4)

0.076

0.079

0.083 0.086

0.091

M.S.

Track

Coach

(2)

0.063

0.065

0.067 0.070 0.074

Asst.

M.S.

Track

Coach

(2)

0.048

0.050

0.052 0.055 0.058

Boys/Girls

Lacrosse

Coach

(2)

0.106

0.111

0.116

0.121

0.127

Asst.

Lacrosse

Coach

(4)

0.076

0.079

0.083 0.086

0.091

Cheerleading

Coor.-Fall

(1)

0.074

0.078

0.081

0.085 0.094

Cheerleading

Coor-Wir

(1)

0.074

0.078

0.081

0.085 0.094

Asst. H.S.

Cheerleading-Fall

(1)

0.057

0.060

0.063 0.065

0.071

Asst. H.S.

Cheerleading-Wtr

(1)

0.057

0.060

0.063 0.065

0.071

M.S.

Cheerleading-Fall

(1)

0.043

0.046

0.049 0.052 0.055

M.S.

Cheerleading-Wtr

(1)

0.043

0.046

0.049 0.052 0.055

Asst.

M.S.

Cheerleading-Fall

(1)

0.033

0.036

0.039 0.042 0.045

Asst.

M.S.

Cheerleading-Wr

(1)

0.033

0.036

0.039 0.042 0.045

Volleyball

Coordinator

(1)

0.110

0.116

0.122 0.128 0.140

Asst.

Volleyball

Coach

(3)

0.079 0.082 0.086 0.089 0.094

M.S.

Volleyball

Coach

(2)

0.065

0.067

0.069 0.072 0.076

Boys/Girls

Head

Golf

Coach

(2)

0.074

0.078

0.081

0.085 0.094

Asst.

Golf

Coach

(2)

0.057

0.060

0.063 0.065

0.071

Boys/Girls

Tennis

Coach

(2)

0.074

0.078

0.081

0.085 0.094

Asst.

Tennis

Coach

(2)

0.057

0.060

0.063 0.065

0.071

Boys/Girls

Cross

Country

Coor.

(3)

0.074

0.078

0.081

0.085 0.094

M.S.

Cross

Country

(3)

0.046

0.049

0.052 0.055

0.061

Faculty

Manager/Fall

(1)

0.047

0.0495

0.052

0.0545

0.058

Faculty

Manager/Winter

(1)

0.047

0.0495

0.052

0.0545

0.058

37

57

Appendix B – Interscholastic/Co-Curricular Salary Schedules

Index

Schedule

1

-

District

Interscholastics

Years

of

Service

2023-2024

Position

1

2

3

4

5

Asst.

Athletic

Director-M.S.

(1)

$

6,017

$

6,219

$

6,472

$

6,674

$

6,927

Football

Program

Coor.

(1)

$

7,685

$

8,090

$

8,494

§$

8,899

$

9,606

Asst.

H.S.

Football

Coach

(6)

$

5,359

$

5,612

$

5,814

$

6,067

$

6,371

M.S.

Head

Coach

(1)

$

4,601

$

4,854

$

5,056

$

5,258

$

5,511

Asst.

M.S.

Coach

(3)

$

4,095

$

4,298

$

4449

$

4,652

$

4,955

Boys/Girls

Basketball

Coor.

(2)

$

7,028

$

7,382

$

7,685

$

8,039

$

9,354

Asst.

Bball

Coach

(6)

$

4,753

$

4,955

$

5,157

$

5,410

$

5,814

M.S.

Head

Bball

Coach

(4)

$

3,640

$

3,792

$

3,944

$

4,095

$

4,550

Wrestling

Coord.

(1)

$

6,927

$

7,230

$

7,584

$

7,887

$

8,595

Asst.

Wrestling

Coach

(2)

$

4,601

$

4,854

$

5,056

$

5,258

$

5,562

M.S.

Wrestling

Coach

(1)

$

3,640

$

3,843

$

3,994

§$

4196

$

4,399

Asst.

M.S.

Wrestling

(1)

$

2,477

$

2,680

$

2,831

$

3,034

§$

3,236

Boys/Girls

Head

Soccer

(2)

$

5,562

$

5,865

$

6,168

$

6,472

$

7,078

Asst.

Soccer

Coach

(4)

$

3,994

$

4,146

$

4,348

$

4,500

$

4,753

Head

Gymnastics

Coach

(1)

$

5,713

$

5,966

$

6,219

$

6,472

$

6,826

Head

Swimming

Coach

(1)

$

5,713

$

5,966

$

6,219

$

6,472

$

6,826

Asst

Swimming

Coach

(2)

$

4,095

$

4,298

$

4,449

$

4,652

$

4,854

Head

Hockey

Coach

(1)

$

5,713

$

5,966

$

6,219

$

6,472

$

6,826

Asst.

Hockey

Coach

(1)

$

4,095

$

4,298

$

4,449

$

4,652

$

4,854

Head

Baseball/Softball

(2)

$

5,359

$

5,612

$

5,865

$

6,118

$

6,421

Asst.

Baseball/Softball

(4)

$

3,843

$

3,994

§$

4,196

$

4,348

$

4,601

Boys/Girls

Track

Coor.

(2)

$

5,359

$

5,612

$

5,865

$

6,118

$

6,421

Asst.

Track

Coach

(4)

$

3,843

$

3,994

$

4,196

$

4,348

$

4,601

M.S.

Track

Coach

(2)

$

3,185

$

3,286

$

3,388

$

3,539

§$

3,741

Asst.

M.S.

Track

Coach

(2)

$

2,427

$

2,528

$

2,629

$

2,781

$

2,932

Boys/Girls

Lacrosse

Coach

(2)

$

5,359

$

5,612

$

5,865

$

6,118

$

6,421

Asst.

Lacrosse

Coach

(4)

$

3,843

$

3,994

$

4,196

$

4,348

$

4,601

Cheerleading

Coor.-Fall

(1)

$

3,741

$

3,944

$

4,095

$

4,298

$

4,753

Cheerleading

Coor-Wtr

(1)

$

3,741

$

3,944

§$

4,095

$

4,298

$

4,753

Asst.

H.S.

Cheerleading-Fall

(1)

$

2,882

$

3,034

$

3,185

$

3,286

$

3,590

Asst.

H.S.

Cheerleading-Wtr

(1)

$

2,882

$

3,034

$

3,185

$

3,286

$

3,590

M.S.

Cheerleading-Fall

(1)

$

2,174

$

2,326

$

2,477

$

2,629

$

2,781

M.S.

Cheerleading-Wtr

(1)

$

2,174

$

2,326

$

2,477

$

2,629

$

2,781

Asst.

M.S.

Cheerleading-Fall

(1)

$

1,668

$

1,820

$

1,972

$

2,124

$

2,275

Asst.

M.S.

Cheerleading-Wtr

(1)

$

1,668

$

1,820

$

1,972

$

2,124

$

2,275

Volleyball

Coordinator

(1)

$

5,562

$

5,865

$

6,168

$

6,472

$

7,078

Asst.

Volleyball

Coach

(3)

$

3,994

$

4,146

$

4,348

$

4,500

$

4,753

M.S.

Volleyball

Coach

(2)

$

3,286

$

3,388

$

3,489

$

3,640

$

3,843

Boys/Girls

Head

Golf

Coach

(2)

$

3,741

$

3,944

$

4,095

$

4,298

$

4,753

Asst.

Golf

Coach

(2)

$

2,882

$

3,034

$

3,185

$

3,286

$

3,590

Boys/Girls

Tennis

Coach

(2)

$

3,741

$

3,944

$

4,095

$

4,298

$

4,753

Asst.

Tennis

Coach

(2)

$

2,882

$

3,034

$

3,185

$

3,286

$

3,590

Boys/Girls

Cross

Country

Coor.

(3)

$

3,741

$

3,944

$

4,095

$

4,298

$

4,753

M.S.

Cross

Country

(3)

$

2,326

$

2,477

$

2,629

$

2,781

$

3,084

Faculty

Manager/Fall

(1)

$

2,376

$

2,503

$

2,629

$

2,756

$

2,932

Faculty

Manager/Winter

(1)

$

2,376

$

2,503

$

2,629

$

2,756

$

2,932

O1

0O

58

Index

Schedule

1

-

District

Interscholastics

Years

of

Service

2024-2025

Position

1

2 3

4

5

Asst.

Athletic

Director-M.S.

(1)

$

6167

$

6,374

$

6,633

$

6,841

$

7,100

Football

Program

Coor.

(1)

$

7,877

$

8,292

$

8,706

$

9,121

$

9,847

Asst.

H.S.

Football

Coach

(6)

$

5493

$

5,752

$

5,960

$

6,219

$

6,530

M.S.

Head

Coach

(1)

$

4,716

$

4,975

$

5,182

$

5,390

$

5,649

Asst.

M.S.

Coach

(3)

$

4,198

§$

4,405

$

4,561

$

4,768

$

5,079

Boys/Girls

Basketball

Coor.

(2)

$

7,204

$

7,566

$

7,877

$

8,240

$

9,587

Asst.

Bball

Coach

(6)

$

4,871

$

5,079

$

5,286

$

5,545

$

5,960

M.S.

Head

Bball

Coach

(4)

$

3,731

$

3,887

$

4,042

$

4,198

$

4,664

Wrestling

Coord.

(1)

$

7,100

$

7,411

$

7,774

$

8,085

$

8,810

Asst.

Wrestling

Coach

(2)

$

4,716

$

4,975

$

5,182

$

5,390

$

5,701

M.S.

Wrestling

Coach

(1)

$

3,731

$

3,939

$

4,094

$

4,301

$

4,509

Asst.

M.S.

Wrestling

(1)

$

2,539

$

2,747

$

2,902

$

3,109

$

3,317

Boys/Girls

Head

Soccer

(2)

$

5,701

$

6,012

$

6,323

$

6,633

$

7,255

Asst.

Soccer

Coach

(4)

$

4,094

$

4,250

$

4,457

$

4,612

$

4,871

Head

Gymnastics

Coach

(1)

$

5,856

$

6,115

$

6,374

$

6,633

$

6,996

Head

Swimming

Coach

(1)

$

5,856

$

6,115

$

6,374

$

6,633

$

6,996

Asst

Swimming

Coach

(2)

$

4198

$

4,405

$

4,561

$

4,768

$

4,975

Head

Hockey

Coach

(1)

$

5,856

$

6,115

$

6,374

$

6,633

$

6,996

Asst.

Hockey

Coach

(1)

$

4198

$

4,405

$

4,561

$

4,768

$

4,975

Head

Baseball/Softball

(2)

$

5,493

$

5,752

$

6,012

$

6,271

$

6,582

Asst.

Baseball/Softball

(4)

$

3,939

$

4,094

$

4,301

$

4,457

$

4,716

Boys/Girls

Track

Coor.

(2)

$

5493

$

5,752

$

6,012

$

6,271

$

6,582

Asst.

Track

Coach

(4)

$

3,939

$

4,094

$

4,301

$

4,457

$

4,716

M.S.

Track

Coach

(2)

$

3,265

$

3,369

$

3,472

$

3,628

$

3,835

Asst.

M.S.

Track

Coach

(2)

$

2,488

$

2,591

$

2,695

$

2,850

$

3,006

Boys/Girls

Lacrosse

Coach

(2)

$

5,493

$

5,752

$

6,012

$

6,271

$

6,582

Asst.

Lacrosse

Coach

(4)

$

3,939

$

4,094

$

4,301

$

4,457

$

4,716

Cheerleading

Coor.-Fall

(1)

$

3,835

$

4,042

$

4,198

$

4,405

$

4,871

Cheerleading

Coor-Wtr

(1)

$

3,835

$

4,042

$

4,198

$

4,405

$

4,871

Asst.

H.S.

Cheerleading-Fall

(1)

$

2,954

$

3,109

$

3,265

$

3,369

$

3,680

Asst.

H.S.

Cheerleading-Wtr

(1)

$

2,954

$

3,109

$

3,265

$

3,369

$

3,680

M.S.

Cheerleading-Fall

(1)

$

2,228

$

2,384

$

2,539

$

2,695

$

2,850

M.S.

Cheerleading-Wtr

(1)

$

2,228

$

2,384

$

2,539

$

2,695

$

2,850

Asst.

M.S.

Cheerleading-Fall

(1)

$

1,710

§$

1,866

$

2,021

$

2,177

$

2,332

Asst.

M.S.

Cheerleading-Wtr

(1)

$

1,710

§$

1,866

$

2,021

$

2,177

$

2,332

Volleyball

Coordinator

(1)

$

5,701

$

6,012

$

6,323

$

6,633

$

7,255

Asst.

Volleyball

Coach

(3)

$

4,094

$

4,250

$

4,457

$

4,612

$

4,871

M.S.

Volleyball

Coach

(2)

$

3,369

$

3,472

$

3,576

$

3,731

$

3,939

Boys/Girls

Head

Golf

Coach

(2)

$

3,835

$

4,042

$

4,198

$

4,405

$

4,871

Asst.

Golf

Coach

(2)

$

2,954

$

3,109

$

3,265

$

3,369

$

3,680

Boys/Girls

Tennis

Coach

(2)

$

3,835

$

4,042

$

4,198

$

4,405

$

4,871

Asst.

Tennis

Coach

(2)

$

2,954

$

3,109

$

3,265

$

3,369

$

3,680

Boys/Girls

Cross

Country

Coor.

(3)

$

3,835

$

4,042

$

4,198

$

4,405

$

4,871

M.S.

Cross

Country

(3)

$

2,384

$

2,539

$

2,695

$

2,850

$

3,161

Faculty

Manager/Fall

(1)

$

2,436

$

2,565

$

2,695

$

2,824

$

3,006

Faculty

Manager/Winter

(1)

$

2,436

$

2,565

$

2,695

$

2,824

$

3,006

O1

co

59

Index

Schedule

1

-

District

Interscholastics

Years

of

Service

2025-2056

Position

1

2 3

4

5

Asst.

Athletic

Director-M.S.

(1)

$

6,321

$

6,534

$

6,799

$

7,012

$

7,277

Football

Program

Coor.

(1)

$

8,074

$

8,499

$

8,924

§$

9,349

$

10,093

Asst.

H.S.

Football

Coach

(6)

$

5,631

$

5,896

$

6,109

$

6,374

$

6,693

M.S.

Head

Coach

(1)

$

4,834

$

5,100

$

5,312

$

5,524

$

5,790

Asst.

M.S.

Coach

(3)

$

4,303

$

4,515

$

4,675

$

4,887

$

5,206

Boys/Girls

Basketball

Coor.

(2)

$

7,384

$

7,756

$

8,074

$

8446

$

9,827

Asst.

Bball

Coach

(6)

$

4,993

$

5,206

$

5,418

$

5,684

$

6,109

M.S.

Head

Bball

Coach

(4)

$

3,825

$

3,984

$

4,143

$

4,303

$

4,781

Wrestling

Coord.

(1)

$

7,277

$

7,596

$

7,968

$

8,287

$

9,030

Asst.

Wrestling

Coach

(2)

$

4,834

$

5,100

$

5,312

$

5,524

$

5,843

M.S.

Wrestling

Coach

(1)

$

3,825

$

4,037

$

4,196

$

4,409

$

4,621

Asst.

M.S.

Wrestling

(1)

$

2,603

$

2,815

$

2,975

$

3,187

$

3,400

Boys/Girls

Head

Soccer

(2)

$

5,843

$

6,162

$

6,481

$

6,799

$

7,437

Asst.

Soccer

Coach

(4)

$

4,196

$

4,356

$

4,568

$

4,728

$

4,993

Head

Gymnastics

Coach

(1)

$

6,003

$

6,268

$

6,534

$

6,799

$

7,171

Head

Swimming

Coach

(1)

$

6,003

$

6,268

$

6,534

$

6,799

$

7,171

Asst

Swimming

Coach

(2)

$

4,303

$

4,515

§$

4,675

$

4,887

$

5,100

Head

Hockey

Coach

(1)

$

6,003

$

6,268

$

6,534

$

6,799

$

7,171

Asst.

Hockey

Coach

(1)

$

4,303

$

4,515

$

4,675

$

4,887

$

5,100

Head

Baseball/Softball

(2)

$

5,631

$

5,896

$

6,162

$

6,428

$

6,746

Asst.

Baseball/Softball

(4)

$

4,037

$

4,196

$

4,409

$

4,568

$

4,834

Boys/Girls

Track

Coor.

(2)

$

5631

$

5,896

$

6,162

$

6,428

$

6,746

Asst.

Track

Coach

(4)

$

4,037

$

4,196

$

4,409

$

4,568

$

4,834

M.S.

Track

Coach

(2)

$

3,347

$

3,453

$

3,559

$

3,718

§$

3,931

Asst.

M.S.

Track

Coach

(2)

$

2,550

$

2,656

$

2,762

$

2,922

$

3,081

Boys/Girls

Lacrosse

Coach

(2)

$

5,631

$

5,896

$

6,162

$

6,428

$

6,746

Asst.

Lacrosse

Coach

(4)

$

4,037

$

4,196

$

4,409

$

4,568

$

4,834

Cheerleading

Coor.-Fall

(1)

$

3,931

$

4,143

$

4,303

$

4,515

$

4,993

Cheerleading

Coor-Wtr

(1)

$

3,931

$

4,143

$

4,303

$

4515

§$

4,993

Asst.

H.S.

Cheerleading-Fall

(1)

$

3,028

$

3,187

$

3,347

$

3,453

$

3,772

Asst.

H.S.

Cheerleading-Witr

(1)

$

3,028

$

3,187

$

3,347

$

3,453

$

3,772

M.S.

Cheerleading-Fall

(1)

$

2,284

$

2,444

$

2,603

$

2,762

$

2,922

M.S.

Cheerleading-Witr

(1)

$

2,284

$

2,444

$

2,603

$

2,762

$

2,922

Asst.

M.S.

Cheerleading-Fall

(1)

$

1,753

$

1,912

$

2,072

$

2,231

$

2,390

Asst.

M.S.

Cheerleading-Wtr

(1)

$

1,753

$

1,912

$

2,072

$

2,231

$

2,390

Volleyball

Coordinator

(1)

$

5,843

$

6,162

$

6,481

$

6,799

$

7,437

Asst.

Volleyball

Coach

(3)

$

4,196

$

4,356

$

4568

$

4,728

$

4,993

M.S.

Volleyball

Coach

(2)

$

3,453

$

3,559

$

3,665

$

3,825

$

4,037

Boys/Girls

Head

Golf

Coach

(2)

$

3,931

$

4,143

$

4,303

$

4515

§$

4,993

Asst.

Golf

Coach

(2)

$

3,028

$

3,187

$

3,347

$

3,453

$

3,772

Boys/Girls

Tennis

Coach

(2)

$

3,931

$

4,143

$

4,303

$

4,515

$

4,993

Asst.

Tennis

Coach

(2)

$

3,028

$

3,187

$

3,347

$

3,453

$

3,772

Boys/Girls

Cross

Country

Coor.

(3)

$

3,931

$

4,143

$

4,303

$

4,515

$

4,993

M.S.

Cross

Country

(3)

$

2,444

$

2,603

$

2,762

$

2,922

$

3,240

Faculty

Manager/Fall

(1)

$

2,497

$

2,629

$

2,762

$

2,895

$

3,081

Faculty

Manager/Winter

(1)

$

2,497

$

2,629

$

2,762

$

2,895

$

3,081

aD

oO

60

Base

Salary:

Index

Schedule

2

-

High

School

Co-Curriculars

Years

of

Service

2023-2024

50,560

2024-2025

51,824

2025-2026

53,120

Position

1

2 3

4

5

Art

Club

Advisor

0.021

0.022 0.024 0.025

0.026

Asst.

Marching

Band

Director

(2)

0.091

0.096 0.100 0.104

0.108

Bridge

to

the

World

Coordinator

(1)

0.021

0.022 0.024 0.025

0.026

Cum

Laude

Society

Advisor

(1)

0.031

0.033 0.035 0.036

0.038

Dramatics

-

"Fall

Play"

Advisor

0.091

0.096 0.100 0.104

0.108

Dramatics

-

Spring

Musical

Advisor

0.091

0.096 0.100 0.104

0.108

Dramatics

-

Spring

Musical

Director

0.091

0.096 0.100 0.104

0.108

Speech

and

Debate

Advisor

0.101

0.107 0.113 0.119

0.125

Speech

and

Debate

Club

Assistant

0.072 0.076 0.079 0.083

0.086

Freshman

Class

Advisor

0.021

0.022 0.024 0.025

0.026

Department

Chair

0.051

0.053 0.056 0.060

0.063

Head

Marching

Band

Director

0.137 0.143 0.150 0.156

0.163

International

Club

Advisor

(2)

0.021

0.022 0.024 0.025

0.026

Jazz

Band

Advisor

0.072 0.076 0.079 0.083

0.086

Junior

Class

Advisor

0.051

0.053 0.056 0.060

0.063

Interact

Advisor

0.071

0.072 0.074 0.075

0.076

Interact

Assistant

0.022 0.023 0.025 0.026

0.028

Digital

Journalism

0.072 0.076 0.079 0.083

0.086

Prism

Advisor(s),

Art

30%,

Literary

70%

0.021

0.022 0.024 0.025

0.026

Science

Club

Advisor

0.021

0.022 0.024 0.025

0.026

Select

Choir

Advisor

0.085 0.088

0.091

0.094

0.097

Senior

Class

Advisor

0.051

0.053 0.056 0.060

0.063

Sophomore

Class

Advisor

0.021

0.022 0.024 0.025

0.026

Student

Council

Advisor

0.051

0.053 0.056 0.060

0.063

Student

Enrichment

0.021

0.022 0.024 0.025

0.026

Student

Tutoring

Coordinator

0.022 0.023 0.025 0.026

0.028

Technology

Advocate

0.038 0.040 0.042 0.045

0.047

Thespian/Drama

Club

0.021

0.022 0.024 0.025

0.026

Science

Olympiad

0.038 0.040 0.042 0.045

0.047

Tiger

Perk

Coord.

0.051

0.053 0.056 0.060

0.063

DLT

-

$30

Hourly

Rate

(not

to

exceed

$2,400

-

2X

Bldg.)

61

Index

Schedule

2

-

High

School

Co-Curriculars

Years

of

Service

2023-2024

Position

1

2 3

4

5

Art

Club

Advisor

$

1,062

$

1,112

$1,213

$1,264

$1,315

Asst.

Marching

Band

Director

(2)

$

4601

$

4854

$5056

$5,258

$5,460

Bridge

to

the

World

Coordinator

(1)

$

1,062

$

1,112

$1,213

$1,264

$1,315

Cum

Laude

Society

Advisor

(1)

$

1,567

$

1,668

$1,770

$1,820

$1,921

Dramatics

-

"Fall

Play"

Advisor

$

4601

$

4854

$5056

$5,258

$5,460

Dramatics

-

Spring

Musical

Advisor

$

4,601

$

4,854

$5,056

$5,258

$5,460

Dramatics

-

Spring

Musical

Director

$

4,601

$

4,854

$5,056

$5,258

$5,460

Speech

and

Debate

Advisor

$

5,107

$

5,410

$5,713

$6,017

$6,320

Speech

and

Debate

Club

Assistant

$

3,640

$

3,843

$3,994

$4196

$4,348

Freshman

Class

Advisor

$

1,062

$

1,112

$1,213

$1,264

$1,315

Department

Chair

$

2,579

$

2,680

$2,831

$3,034

$3,185

Head

Marching

Band

Director

$

6,927

$

7,230

$7,584

$7,887

$8,241

International

Club

Advisor

(2)

$

1,062

$

1,112

$1,213

$1,264

$1,315

Jazz

Band

Advisor

$

3,640

$

3,843

$3,994

$4196

$4,348

Junior

Class

Advisor

$

2,579

$

2,680

$2,831

$3,034

$3,185

Interact

Advisor

$

3590

$

3640

$3,741

$3,792

$3,843

Interact

Assistant

$1,112

$

1,163

$1,264

$1,315

$1,416

Digital

Journalism

$

3640

$

3,843

$3994

$4196

$4348

Prism

Advisor(s),

Art

30%,

Literary

70%

$

1,062

$

1,112

$1,213

$1,264

$1,315

Science

Club

Advisor

$

1,062

$

1,112

$1,213

$1,264

$1,315

Select

Choir

Advisor

$

4,298

$

4449

$4601

$4,753

$4,904

Senior

Class

Advisor

$

2,579

$

2680

$2,831

$3,034

$3,185

Sophomore

Class

Advisor

$

1,062

$

1,112

$1,213

$1,264

$1,315

Student

Council

Advisor

$

2,579

$

2,680

$2,831

$3,034

$3,185

Student

Enrichment

$

1,062

$

1,112

$1,213

$1,264

$1,315

Student

Tutoring

Coordinator

$1,112

$

1,163

$1,264

$1,315

$1,416

Technology

Advocate

$

1,921

$

2,022

$2124

$2,275

$2,376

Thespian/Drama

Club

$

1,062

$

1,112

$1,213

$1,264

$1,315

Science

Olympiad

$

1,921

$

2,022

$2124

$2,275

$2,376

Tiger

Perk

Coord.

$

2,579

$

2,680

$2,831

$3,034

$3,185

DLT

-

$30

Hourly

Rate

(not

to

exceed

$2,400

-

2X

Bldg.)

62

Index

Schedule

2

-

High

School

Co-Curriculars

Years

of

Service

2024-2025

Position

1

2 3

4

5

Art

Club

Advisor

$

1,088

$

1,140

$1,244

$1,296

$1,347

Asst.

Marching

Band

Director

(2)

$4,716

$

4,975

$5,182

$5,390

$5,597

Bridge

to

the

World

Coordinator

(1)

$

1,088

$

1,140

$1,244

$1,296

$1,347

Cum

Laude

Society

Advisor

(1)

$

1,607

$

1,710

$1,814

$1,866

$1,969

Dramatics

-

"Fall

Play"

Advisor

$

4,716

$

4,975

$5,182

$5,390

$5,597

Dramatics

-

Spring

Musical

Advisor

$

4,716

$

4,975

$5,182

$5,390

$5,597

Dramatics

-

Spring

Musical

Director

$

4,716

$

4,975

$5,182

$5,390

$5,597

Speech

and

Debate

Advisor

$

5,234

$

5,545

$5,856

$6,167

$6,478

Speech

and

Debate

Club

Assistant

$

3,731

$

3,939

$4094

$4,301

$4,457

Freshman

Class

Advisor

$

1,088

$

1,140

$1,244

$1,296

$1,347

Department

Chair

$

2,643

$

2,747

$2,902

$3,109

$3,265

Head

Marching

Band

Director

$7,100

$

7,411

$7,774

$8,085

$8,447

International

Club

Advisor

(2)

$

1,088

$

1,140

$1,244

$1,296

$1,347

Jazz

Band

Advisor

$

3,731

$

3,939

$4094

$4301

$4,457

Junior

Class

Advisor

$

2,643

$

2,747

$2,902

$3,109

$3,265

Interact

Advisor

$

3680

$

3,731

$3,835

$3,887

$3,939

Interact

Assistant

$1,140

$

1,192

$1,296

$1,347

$1,451

Digital

Journalism

$

3,731

$

3,939

$4094

$4301

$4,457

Prism

Advisor(s),

Art

30%,

Literary

70%

$

1,088

$

1,140

$1,244

$1,296

$1,347

Science

Club

Advisor

$

1,088

$

1,140

$1,244

$1,296

$1,347

Select

Choir

Advisor

$4405

$

4561

$4,716

$4871

$5,027

Senior

Class

Advisor

$

2,643

$

2,747

$2,902

$3,109

$3,265

Sophomore

Class

Advisor

$

1,088

$

1,140

$1,244

$1,296

$1,347

Student

Council

Advisor

$

2,643

$

2,747

$2,902

$3,109

$3,265

Student

Enrichment

$

1,088

$

1,140

$1,244

$1,296

$1,347

Student

Tutoring

Coordinator

$1,140

$

1,192

$1,296

$1,347

$1,451

Technology

Advocate

$

1,969

$

2,073

$2,177

$2,332

$2,436

Thespian/Drama

Club

$

1,088

$

1,140

$1,244

$1,296

$1,347

Science

Olympiad

$1,969

$

2,073

$2,177

$2,332

$2,436

Tiger

Perk

Coord.

$

2,643

$

2,747

$2,902

$3,109

$3,265

DLT

-

$30

Hourly

Rate

(not

to

exceed

$2,400

-

2X

Bldg.)

63

Index

Schedule

2

-

High

School

Co-Curriculars

Years

of

Service

2025-2026

Position

1

2 3

4

5

Art

Club

Advisor

$1,116

$

1,169

$1,275

$1,328

$1,381

Asst.

Marching

Band

Director

(2)

$

4,834

$

5100

$5,312

$5,524

$5,737

Bridge

to

the

World

Coordinator

(1)

$1,116

$

1,169

$1,275

$1,328

$1,381

Cum

Laude

Society

Advisor

(1)

$

1,647

$

1,753

$1,859

$1,912

$2,019

Dramatics

-

"Fall

Play"

Advisor

$

4,834

$

5100

$5,312

$5,524

$5,737

Dramatics

-

Spring

Musical

Advisor

$

4,834

$

5100

$5,312

$5,524

$5,737

Dramatics

-

Spring

Musical

Director

$

4,834

$

5,100

$5,312

$5,524

$5,737

Speech

and

Debate

Advisor

$

5,365

$

5684

$6003

$6,321

$6,640

Speech

and

Debate

Club

Assistant

$

3,825

$

4,037

$4196

$4409

$4,568

Freshman

Class

Advisor

$1,116

$

1,169

$1,275

$1,328

$1,381

Department

Chair

$

2,709

$

2,815

$2,975

$3,187

$3,347

Head

Marching

Band

Director

$

7,277

$

7,596

$7,968

$8,287

$8,659

International

Club

Advisor

(2)

$1,116

$

1,169

$1,275

$1,328

$1,381

Jazz

Band

Advisor

$

3,825

$

4037

$4196

$4409

$4568

Junior

Class

Advisor

$

2,709

$

2,815

$2,975

$3,187

$3,347

Interact

Advisor

$

3,772

$

3,825

$3,931

$3,984

$4,037

Interact

Assistant

$

1,169

$

1,222

$1,328

$1,381

$1,487

Digital

Journalism

$

3,825

$

4037

$4196

$4409

$4568

Prism

Advisor(s),

Art

30%,

Literary

70%

$1,116

$

1,169

$1,275

$1,328

$1,381

Science

Club

Advisor

$1,116

$

1,169

$1,275

$1,328

$1,381

Select

Choir

Advisor

$4515

$

4675

$4834

$4993

$5153

Senior

Class

Advisor

$

2,709

$

2,815

$2,975

$3,187

$3,347

Sophomore

Class

Advisor

$1,116

$

1,169

$1,275

$1,328

$1,381

Student

Council

Advisor

$2,709

$

2,815

$2,975

$3,187

$3,347

Student

Enrichment

$1,116

$

1,169

$1,275

$1,328

$1,381

Student

Tutoring

Coordinator

$

1,169

$

1,222

$1,328

$1,381

$1,487

Technology

Advocate

$

2,019

$

2,125

$2,231

$2,390

$2,497

Thespian/Drama

Club

$1,116

$

1,169

$1,275

$1,328

$1,381

Science

Olympiad

$

2,019

$

2,125

$2,231

$2,390

$2,497

Tiger

Perk

Coord.

$

2,709

$

2,815

$2,975

$3,187

$3,347

DLT

-

$30

Hourly

Rate

(not

to

exceed

$2,400

-

2X

Bldg.)

64

Base

Salary:

2023-2024

50,560

2024-2025

51,824

2025-2026

53,120

Index

Schedule

3

-

Middle

School

Co-Curriculars

Years

of

Service

Position

1

2 3

4 5

Yearbook

Advisor

0.046 0.049 0.052 0.055 0.057

Power

of

the

Pen

0.026 0.028 0.029 0.032 0.034

Newspaper

Advisor

0.026 0.028 0.029 0.032 0.034

Student

Council

Advisor

0.045

0.047

0.050 0.053 0.056

7th/8th

Grade

Class

Advisor

(1)

0.026 0.028 0.029 0.032 0.034

Jazz

Band

-

M.S.

0.059

0.061

0.063 0.065 0.067

Select

Choir

-

M.S.

0.059

0.061

0.063 0.065 0.067

Student

Enrichment

0.021

0.022 0.024 0.025 0.026

Technology

Advocate

0.038 0.040 0.042 0.045 0.047

Grade

Level

Chair

0.051

0.053 0.056 0.060 0.063

Speech

and

Debate

0.059

0.061

0.063 0.065 0.067

2023-2024

Index

Schedule

3

-

Middle

School

Co-Curriculars

Years

of

Service

Position

1

2 3

4 5

Yearbook

Advisor

$

2,326

$

2477

$

2629

$

2,781

$

2,882

Power

of

the

Pen

$

1,315

$

1416

$

1,466

$

1618

$

1,719

Newspaper

Advisor

$

1,315

$

1,416

$

1,466

$

1,618

$

1,719

Student

Council

Advisor

$

2,275

$

2376

$

2528

$

2680

$

2,831

7th/8th

Grade

Class

Advisor

(1)

$

1,315

$

1,416

$

1,466

$

1,618

$

1,719

Jazz

Band

-

M.S.

$

2,983

$

3,084

$

3185

$

3,286

$

3,388

Select

Choir

-

M.S.

$

2,983

$

3,084

$

3185

$

3,286

$

3,388

Student

Enrichment

$

1,062

$

1,112

$

1,213

$

1,264

$

1,315

Technology

Advocate

$

1,921

$

2022

$

2124

$

2,275

$

2,376

Grade

Level

Chair

$

2,579

$

2680

$

2,831

$

3,034

$

3,185

Speech

and

Debate

$

2,983

$

3,084

$

3,185

$

3,286

$

3,388

65

2024-2025

Index

Schedule

3

-

Middle

School

Co-Curriculars

Years

of

Service

Position

1

2 3

4 5

Yearbook

Advisor

$

2,384

$

2539

$

2695

$

2,850

$

2,954

Power

of

the

Pen

$

1,347

$

1,451

$

1,503

$

1,658

$

1,762

Newspaper

Advisor

$

1,347

$

1,451

$

1,503

$

1,658

$

1,762

Student

Council

Advisor

$

2,332

$

2,436

$

2,591

$

2,747

$

2,902

7th/8th

Grade

Class

Advisor

(1)

$

1,347

$

1,451

$

1,503

$

1,658

$

1,762

Jazz

Band

-

M.S.

$

3,058

$

3,161

$

3,265

$

3369

$

3,472

Select

Choir

-

M.S.

$

3,058

$

3,161

$

3,265

$

3,369

$

3,472

Student

Enrichment

$

1,088

$

1,140

$

1,244

$

1,296

$

1,347

Technology

Advocate

$

1,969

$

2,073

$

2,177

$

2,332

$

2,436

Grade

Level

Chair

$

2643

$

2,747

$

2,902

$

3,109

$

3,265

Speech

and

Debate

$

3,058

$

3161

$

3,265

$

3369

$

3,472

2025-2026

Index

Schedule

3

-

Middle

School

Co-Curriculars

Years

of

Service

Position

1

2 3

4 5

Yearbook

Advisor

$

2444

$

2603

$

2,762

$

2,922

$

3,028

Power

of

the

Pen

$

1,381

$

1,487

$

1,540

$

1,700

$

1,806

Newspaper

Advisor

$

1,381

$

1,487

$

1,540

$

1,700

$

1,806

Student

Council

Advisor

$

2,390

$

2497

$

2656

$

2815

$

2,975

7th/8th

Grade

Class

Advisor

(1)

$

1,381

$

1,487

$

1,540

$

1,700

$

1,806

Jazz

Band

-

M.S.

$

3,134

$

3,240

$

3,347

$

3453

$

3,559

Select

Choir

-

M.S.

$

3,134

$

3,240

$

3,347

$

3453

$

3,559

Student

Enrichment

$

1,116

$

1,169

$

1,275

$

1,328

$

1,381

Technology

Advocate

$

2,019

$

2125

$

2,231

$

2390

$

2,497

Grade

Level

Chair

$

2,709

$

2815

$

2975

$

3187

$

3,347

Speech

and

Debate

$

3,134

$

3,240

$

3,347

$

3453

$

3,559

66

Base

Salary:

2023-2024

50,560

2024-2025

51,824

2025-2026

53,120

Index

Schedule

4

-

Elem.

School

Co-Curriculars

Years

of

Service

Position

2 3

4

5

5th

or

6th

Grade

Retreat

Coordinator

(2)

0.009 0.010

0.011

0.012 0.013

Assistant

Select

Choir

0.022 0.023 0.025 0.026 0.028

Destination

Imagination

Advisor

0.026 0.027 0.028 0.029 0.030

Rocket

Club

0.022

0.023 0.025 0.026 0.028

Select

Choir

0.072 0.076 0.079 0.083 0.086

Service

Learning

Club

Advisor

0.022 0.023 0.025 0.026 0.028

Student

Council

Advisor

0.022 0.023 0.025 0.026 0.028

Student

Enrichment

0.021

0.022 0.024 0.025 0.026

Tiger

Tutor

Coordinator

0.022 0.023 0.025 0.026 0.028

Grade

Level

Chair

0.051

0.053 0.056 0.060 0.063

Technology

Advocate

0.038 0.040 0.042 0.045 0.047

Tiger

Beats

0.059

0.061

0.063 0.065 0.067

67

2023-2024

Index

Schedule

4

-

Elem.

School

Co-Curriculars

Years

of

Service

Position

1

2

3

4

5

5th

or

6th

Grade

Retreat*

$

300

$

300

$

300

$

300

$

300

5th

or

6th

Grade

Retreat

Coordinator

(2)

$

455

$

506

$

556

$

607

$

657

Assistant

Select

Choir

$

1,112

$

1,163

$

1,264

$

1,315

$

1,416

Destination

Imagination

Advisor

$

1,315

$

1,365

$

1,416

$

1,466

$

1,517

Rocket

Club

$

1,112

$

1,163

$

1,264

$

1,315

$

1,416

Select

Choir

$

3640

$

3843

$

3994

$

4196

$

4,348

Service

Learning

Club

Advisor

$

1,112

$

1,163

$

1,264

$

1,315

$

1,416

Student

Council

Advisor

$

1,112

$

1,163

$

1,264

$

1,315

$

1,416

Student

Enrichment

$

1,062

$

1,112

$

1,213

$

1,264

$

1,315

Tiger

Tutor

Coordinator

$

1,112

$

1,163

$

1,264

$

1,315

$

1,416

Grade

Level

Chair

$

2,579

$

2680

$

2831

$

3034

$

3,185

Technology

Advocate

$

1,921

$

2022

$

2124

$

2275

$

2,376

Tiger

Beats

$

2,983

$

3,084

$

3,185

$

3,286

$

3,388

*Co-Curricular

stipends

which

are

based

on

"overnights"

may

be

prorated

for

a

lesser

amount

if

night

commitments

are

reduced.

68

2024-2025

Index

Schedule

4

-

Elem.

School

Co-Curriculars

Years

of

Service

Position

1

2 3

4

5

5th

or

6th

Grade

Retreat*

$

300

$

300

$

300

$

300

$

300

5th

or

6th

Grade

Retreat

Coordinator

(2)

$

466

$

518

§$

570

$

622

$

674

Assistant

Select

Choir

$

1,140

$

1,192

$

1,296

$

1,347

$

1,451

Destination

Imagination

Advisor

$

1,347

$

1,399

$

1,451

$

1,503

$

1,555

Rocket

Club

$

1,140

$

1,192

$

1,296

$

1,347

$

1,451

Select

Choir

$

3,731

$

3,939

$

4,094

$

4301

$

4,457

Service

Learning

Club

Advisor

$

1,140

$

1,192

$

1,296

$

1,347

$

1,451

Student

Council

Advisor

$

1,140

$

1,192

$

1,296

$

1,347

$

1,451

Student

Enrichment

$

1,088

$

1,140

$

1,244

$

1,296

$

1,347

Tiger

Tutor

Coordinator

$

1,140

$

1,192

$

1,296

$

1,347

$

1,451

Grade

Level

Chair

$

2,643

$

2,747

$

2,902

$

3,109

$

3,265

Technology

Advocate

$

1,969

$

2,073

$

2,177

$

2,332

$

2,436

Tiger

Beats

$

3,058

$

3,161

$

3,265

$

3,369

$

3,472

*Co-Curricular

stipends

which

are

based

on

"overnights"

may

be

prorated

for

a

lesser

amount

if

night

commitments

are

reduced.

2025-2026

Index

Schedule

4

-

Elem.

School

Co-Curriculars

Years

of

Service

Position

1

2 3

4

5

5th

or

6th

Grade

Retreat*

$

300

$

300

$

300

$

300

$

300

5th

or

6th

Grade

Retreat

Coordinator

(2)

$

478

$

531

§$

584

$

637

$

691

Assistant

Select

Choir

$

1,169

$

1,222

$

1,328

$

1,381

$

1,487

Destination

Imagination

Advisor

$

1,381

$

1,434

$

1,487

$

1,540

$

1,594

Rocket

Club

$

1,169

$

1,222

$

1,328

$

1,381

$

1,487

Select

Choir

$

3,825

$

4,037

$

4196

$

4409

$

4,568

Service

Learning

Club

Advisor

$

1,169

$

1,222

$

1,328

$

1,381

$

1,487

Student

Council

Advisor

$

1,169

$

1,222

$

1,328

$

1,381

$

1,487

Student

Enrichment

$

1,116

$

1,169

$

1,275

$

1,328

$

1,381

Tiger

Tutor

Coordinator

$

1,169

$

1,222

$

1,328

$

1,381

$

1,487

Grade

Level

Chair

$

2,709

$

2815

$

2,975

$

3,187

$

3,347

Technology

Advocate

$

2,019

$

2,125

$

2,231

$

2,390

$

2,497

Tiger

Beats

$

3,134

$

3,240

$

3,347

$

3453

$

3,559

*Co-Curricular

stipends

which

are

based

on

"overnights"

may

be

prorated

for

a

lesser

amount

if

night

commitments

are

reduced.

69

70

Appendix C

Chagrin Falls Exempted Village Schools

Grade Level Representatives/Department Heads/Curriculum Representatives

Intramurals/Events Helpers Salary Schedules

1. Grade Level Representatives/Department Heads

Payment shall be based on Schedule 2 (High School Co-Curriculars)

DEPARTMENT HEADS

K-6

7-12

K-12

Gurney Specials

English

World Languages

Int. Specials

Math/Computers

Guidance

Science

Library

Social Studies

Special Ed.

Art

Music

Health/PE

2. Curriculum Representatives

Employees who are pre-approved to work on curriculum projects outside the contractual

workday shall be compensated at a rate of $40.00 per hour upon submission of time

records verifying the time spent on the project/assignment.

3. Events Helpers

$35 (single) $50 (double) $75 (triple)

71

APPENDIX D

CHAGRIN FALLS EXEMPTED VILLAGE SCHOOLS

MEDICAL BENEFITS WAIVER FORM

An employee may waive medical (including dental) benefit coverage for the entire school year

and receive a waiver payment. An employee’s eligibility for the waiver is based upon contracted

hours, with payment amounts pro-rated based on percentage of full-time. Employees with

spouses who also are employed by the Board are not eligible for the waiver payment. The

number of members eligible for waivers on June 30 shall determine the amount paid as follows:

0 – 30 waivers $1,000

31+ waivers $2,000

New employees hired during the school year are eligible to participate at a pro-rated annual

payment.

The waiver payment shall be paid in the second pay in July following the waiver year.

This form must be completed and returned to the Treasurer’s Office by the 2

nd

Friday in

September to be eligible for participation. Waiver payments will not be paid unless the

employee shows proof of medical and prescription drug coverage under another group plan.

---------------------------------------------------------------------------------------------------------------------

I, ________________________, do hereby voluntarily waive the medical/dental benefits offered

by my employer, Chagrin Falls Exempted Village School District, for myself and/or for my

eligible dependents. All persons waiving coverage are listed below:

The medical/dental benefits provided by my employer have been explained to me. I understand

that by waiving my rights to this medical/dental coverage, I cannot make claim against my

employer or the health plans, through which my employer offers coverage, for any and all

health-related claims the persons listed above and myself may have while not covered by the

medical benefits. I certify that I am waiving my right to medical/dental coverage through my

employer because my dependent’s and/or I have medical coverage through:

(A PHOTOCOPY OF MY CURRENT HEALTH INSURANCE IDENTIFICATION

CARD IS ATTACHED)

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By waiving my rights to this medical coverage, I further understand that I and/or my dependents

(including my spouse) will not be eligible to obtain coverage under my employer’s health plans

until the next open enrollment period.

Employee Signature Date

Treasurer’s Signature Date

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APPENDIX E

MEDICAL INSURANCE COVERAGE

Chagrin Falls Exempted Village Schools

EFFECTIVE OCTOBER 1, 2018

PLAN TYPE

PPO

Medical Benefits

Deductible

Network

Non-Network

Single

$1,000

$2,000

Family

$2,000

$4,000

Deductible Type: Embedded

No one person covered under a family contract will have a

greater Deductible and/or Coinsurance Out-of-Pocket

Maximum than an individual with single coverage.

Deductibles and Coinsurance for all family members

aggregate toward the family Deductible and/or

Coinsurance Out-of-Pocket Maximum.

Coinsurance %

90%

70%

Out-of-Pocket Maximum

(Deductible, Coinsurance and

Medical)

Single

$2,000

$7,000

Family

$4,000

$14,000

Office Visit Copay/Coinsurance

(Primary/Specialist)

$20 / $40 Copay

$30% after Deductible

Urgent Care Copay

$50 Copay

$30% after Deductible

Emergency Room

$150 Copay

Prescription (Rx) Drug Benefits

Retail Copays

Generic or Tier 1

$10

Formulary or Tier 2

$35

Non-Formulary or Tier 3

$60

Specialty

$100

Mail Order Copays

Generic or Tier 1

$20

Formulary or Tier 2

$70

Non-Formulary or Tier 3

$120

Specialty

n/a

Rx Out-of-Pocket Maximum

Single

$5,350

n/a

Family

$10,700

n/a

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APPENDIX F

CATASTROPHIC SICK LEAVE

CONTRIBUTION FORM

I, , wish to contribute one (1) sick day to the

Catastrophic Sick Leave Bank of the Chagrin Falls Exempted Village Schools. I understand that

this day will be deducted from my accumulated sick leave and cannot be returned to me. I also

understand that contributing this day grants me access to the Catastrophic Sick Leave Bank.

(Signature)

(Date)

(Building)

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APPENDIX G

Submit in Triplicate

CHAGRIN FALLS EXEMPTED VILLAGE SCHOOLS

PROFESSIONAL LEAVE REQUEST FORM

CERTIFIED/CLASSIFIED EMPLOYEES

INSTRUCTIONS: 1. Must be submitted in advance of meeting date.

2. A copy of the announcement of meeting conference is to be attached to this

form.

3. Fill in all areas – indicate N/A if not applicable.

NAME

Date: School:

To Attend:

Place:

Sponsoring Organization:

Dates: Days absent from school:

Estimate of Expenses:

Transportation (_____ miles @ $._____) = $

Accommodation ...................................................................... $

Registration ............................................................................. $

Meals ....................................................................................... $

Other ........................................................................................ $

Estimate Total ......................................................................... $ Actual

Amount Approved:

Approved By:

Principal/Supervisor

By:

Assistant Superintendent

Actual Expenses: (To be completed after attendance of program)

Transportation (_____ miles @ $._____) ...................... = $ Attach all receipts and

Accommodation ...................................................................... $ submit to Principal/

Registration ............................................................................. $ Supervisor, who, in turn,

Meals ....................................................................................... $ submits to the Treasurer.

Other ........................................................................................ $

Actual Total ............................................................................. $

TOTAL: $

Approved By:

Principal/Supervisor

Original - Superintendent

Pink Copy - Principal or Supervisor

Yellow Copy - Employee

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APPENDIX H

CFEA SPOT SUBSTITUTION FORM

CHAGRIN FALLS SCHOOL DISTRICT

TEACHER NAME

BUILDING

Rate for spot substitution is $30/hour.

(Secretary – circle option)

DATE ABSENT TEACHER LENGTH OF TIME

HR. MIN.

TOTAL: HR. MIN. $30.00

(7.5 HRS. – 1 COMP. DAY)

SUBMITTED BY: APPROVED BY:

TEACHER BUILDING PRINCIPAL

RETURN TO TREASURER AT END OF PAYROLL PERIOD

OR WHEN 7.5 HRS. EARNED

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APPENDIX I RELATED TO ARTICLE XV

MEMORANDUM TO TEACHERS ON LIMITED CONTRACTS

To: Teachers on Limited Contract

From: Office of the Superintendent

Re: Consideration for Continuing Contract

Under the Board-CFEA agreement, teachers who wish to be considered for continuing contract

status must complete the attached application and return to your building principal/evaluating

administrator by September 15. To be eligible for tenure consideration, a teacher must meet the

following criteria and is subject to the following terms:

1. Educator license:

Teacher license initially issued either on or

after January 1, 2011

Teacher license initially issued prior to

January 1, 2011

1. Professional educator license

1. Professional certificate, permanent

certificate, or life teacher’s certificate

2. Senior professional educator license

2. Professional educator license

3. Lead professional educator license

2. By the end of this school year, will have taught three of the last five years in Chagrin

Falls or, if he/she has acquired tenure in another Ohio district, have completed two years

of teaching in Chagrin Falls Exempted School District by the end of the school year (for

teachers initially licensed prior to January 1, 2011, the teacher may be qualified for a

continuing contract in less than two years upon the superintendent’s recommendation).

3. The teacher has held an educator license for at least seven years.

4. Required Course work (unless otherwise set forth by law):

Teacher license initially issued either on or

after January 1, 2011

Teacher license initially issued prior to

January 1, 2011

If the teacher did not hold a master's degree at

the time of initially receiving an educator

license, thirty semester hours of coursework

in the area of licensure or in an area related to

the teaching field since the initial issuance of

that license, as specified in rules which the

state board shall adopt;

If the teacher did not hold a master's degree at

the time of initially receiving a teacher's

certificate under former law or an educator

license, thirty semester hours of coursework

in the area of licensure or in an area related to

the teaching field since the initial issuance of

such certificate or license, as specified in rules

78

which the state board of education shall adopt;

If the teacher held a master's degree at the

time of initially receiving an educator license,

six semester hours of graduate coursework in

the area of licensure or in an area related to

the teaching field since the initial issuance of

that license, as specified in rules which the

state board shall adopt.

If the teacher held a master's degree at the

time of initially receiving a teacher's

certificate under former law or an educator

license, six semester hours of graduate

coursework in the area of licensure or in an

area related to the teaching field since the

initial issuance of such certificate or license,

as specified in rules which the state board

shall adopt.

5. If a teacher has completed the necessary work, and holds the required certificate/license

and applies for continuing contract, the following options are available to the Board

under the ORC Sections 3319.11 and 3319.111:

A. The Superintendent may recommend that the teacher receive continuing contract

status for the following year, and that recommendation is approved by the Board;

or

B. The Superintendent may recommend the teacher for continuing contract status,

but the Board rejects that recommendation. At a subsequent meeting, the teacher

either will be nonrenewed or approved for an extended limited contract for one or

two years; or

C. The Superintendent may recommend that the teacher be nonrenewed, and that

recommendation is approved by the Board.

6. If you wish to be considered and return the application, you and your building

administrator/evaluating administrator will meet by October 1, to discuss the continuing

contract consideration process.

7. If a teacher applies for tenure consideration and later learns he/she will not be able to

complete the requirements by April 30, or decides by April 1 that he/she does not wish

to be considered, the teacher shall so advise the building principal/evaluating

administrator. If he/she withdraws, he/she may elect to apply for continuing contract

consideration in a subsequent year.

CHAGRIN

FALLS

EXEMPTED

VILLAGE

SCHOOLS

Board

of

Education

Sharon

Broz,

President

*

Lori

Bendall,

Vice

President

Kathryn

Garvey,

Lauren

Miller,

Dr.

Robert

E.

Schleper

Jr.

Dr.

Jennifer

Penczarski,

Superintendent

Ashley

Brudno,

Treasurer

CERTIFICATE

(ORC.5705.412)

For

the

matter

of:

CHAGRIN

FALLS

EDUCATION

ASSOCIATION

Negotiated

Agreement

July

1,

2023

to

June

30,

2026

The

undersigned,

Treasurer

of

the

Board

of

Education

of

the

Chagrin

Falls

Exempted

Village

School

District,

Ohio,

certifies that

the

money

required

to

meet

the

obligations

of

the

Board

during

Fiscal

Year

2024

—

2026

under

the

attached

contract

have been

lawfully

appropriated

by

the

Board

for

such

purposes

and

are

in

the

treasury

or

in

the

process

of

collection

to

the

credit

of

an

appropriate

fund,

free

from

any

The

undersigned,

Treasurer

and

President

of

the

Board

of

Education

of

the

Chagrin

Falls

Exempted

Village

School

District,

Ohio,

and

the

Superintendent

of

Schools

of

the

Chagrin

Falls

Exempted

Village

Schools

District,

Ohio,

hereby

certify

that

the

District

has

in

effect the

authorization

to

levy

taxes,

including

the

renewal

or

replacement

of

existing

levies,

which

when

combined

with

the

estimated

revenue

from

all

other

sources

available

to

the

District

at

the

time

of

this

certification,

are

sufficient

to

provide

the

operating

revenues

necessary

to

enable

the

District

to

maintain

all

personnel

and

programs

during

the

duration

of

the

attached

contract

on

all

of

the

days

set forth

in

its

adopted

school

calendars

for

the

current

fiscal

year

and

for

a

number

of

days

in

the

succeeding

fiscal

years

equal

to

the

number

of

days

instruction

was

held

or

is

scheduled

for

the

current

fiscal

year.

This

Certificate

is

given

in

compliance

with

Ohio

Revised

Code

Sections

5705.41,

5705.412,

and

5705.44

Dated:

April5,2023_

CHAGRIN

FALLS

EXEMPTED

VILLAGE

SCHOOL

DISTRICT

BOARD

OF

EDUCATION

BY:

Om

Kuuidsd,

(Treasurer)

BY:

CLO

(Stiperintendent

of

Schools)

BY:

hx

Cre

(President,

Board

of

se

meas

400

East

Washington

Street,

Chagrin

Falls,

Ohia

44022

Phone:

(440)

247-4564

|

Fax:

(440)

247-5883

|

www.chagrinschools.crg

19

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