REDUCTION IN PERSONNEL A. No later than thirty (30) days following ratification of this Agreement, and by September 30th thereafter, the Employer shall prepare and post in every building of the district a seniority list. Bargaining unit members shall be ranked on the seniority list from most senior to least senior. If a bargaining unit member does not object to his/her placement on the seniority list within thirty (30) days of the posting, that list shall become final. B. Seniority shall be defined as length of service within the bargaining unit as of the bargaining unit member's first day of hire and as recognized as a union member. (Note” retro-pay does not equate retro seniority.) In circumstances of more than one bargaining unit member signing an individual contract on same date of hire, all such individuals so affected shall participate in a drawing, conducted by the Association at a time and in a place available to bargaining unit members, to determine the affected members' placement on the seniority list. The district shall be informed of the results in writing following the drawing. Members returning from a leave or layoff in which seniority does not accrue shall be placed at the bottom of the list of members for their respective position (number of accumulated years) on the list if more than one person is listed in order for that particular position. Part-time bargaining unit members shall accumulate seniority on a prorated basis, based on the actual number of paid equivalent days worked. Seniority shall be lost permanently if a bargaining unit member resigns, retires, is discharged, fails to return from an authorized leave of absence, is a probationary teacher whose contract is not renewed, or fails to respond to recall to a position for which they are certified and qualified or is permanently and verifiably disabled and will not be able to return to work. If a bargaining unit member becomes disabled, he/she shall continue to accrue seniority for not more than one (1) year or up until the time the disability is certified permanent, whichever is shorter, and if the disabled member returns to work at some future date, he/she will be reinstated with the level of seniority held prior to its discontinuance. C. Seniority shall continue to accumulate for any bargaining unit member on paid leave of absence, paid maternity leave, or sick leave. Teachers who are laid off following the end of the first semester or later during a contract year shall be considered having completed the contract year for purposes of placement on the Salary Schedule and Seniority List. No salary scale advancement shall be granted if recalled during the same contract year. Individuals on unpaid leaves of absence shall not accrue seniority during such leave and the bargaining unit member shall be placed on the seniority list upon his/her return to employment in the same manner as those returning from layoff. Administrators shall not accrue seniority in the bargaining unit, but shall be entitled to reinstatement of seniority held prior to becoming an administrator if the administrator is returned to active membership in the bargaining unit, provided his/her employment in the district has been continuous as per tenure law.
week period During each bi-weekly pay period there shall be four (4) days off of which two (2) shall be scheduled as consecutive days off. The Employer will endeavour to provide schedules of not more than five
Open Enrollment Period Open Enrollment is a period of time each year when you and your eligible dependents, if family coverage is offered, may enroll for healthcare coverage or make changes to your existing healthcare coverage. The effective date will be on the first day of your employer’s plan year. A Special Enrollment Period is a time outside the yearly Open Enrollment Period when you can sign up for health coverage. You and your eligible dependents may enroll for coverage through a Special Enrollment Period by providing required enrollment information within thirty (30) days of the following events: • you get married, the coverage effective is the first day of the month following your marriage. • you have a child born to the family, the coverage effective date is the date of birth. • you have a child placed for adoption with your family, the coverage effective date is the date of placement. Special note about enrolling your newborn child: You must notify your employer of the birth of a newborn child and pay the required premium within thirty -one (31) days of the date of birth. Otherwise, the newborn will not be covered beyond the thirty -one (31) day period. This plan does not cover services for a newborn child who remains hospitalized after thirty-one (31) days and has not been enrolled in this plan. If you are enrolled in an Individual Plan when your child is born, the coverage for thirty- one (31) days described above means your plan becomes a Family Plan for as long as your child is covered. Applicable Family Plan deductibles and maximum out-of-pocket expenses may apply. In addition, if you lose coverage from another plan, you may enroll or add your eligible dependents for coverage through a Special Enrollment Period by providing required enrollment information within thirty (30) days following the date you lost coverage. Coverage will begin on the first day of the month following the date your coverage under the other plan ended. In order to be eligible, the loss of coverage must be the result of: • legal separation or divorce; • death of the covered policy holder; • termination of employment or reduction in the number of hours of employment; • the covered policy holder becomes entitled to Medicare; • loss of dependent child status under the plan; • employer contributions to such coverage are being terminated; • COBRA benefits are exhausted; or • your employer is undergoing Chapter 11 proceedings. You are also eligible for a Special Enrollment Period if you and/or your eligible dependent lose eligibility for Medicaid or a Children’s Health Insurance Program (CHIP), or if you and/or your eligible dependent become eligible for premium assistance for Medicaid or a (CHIP). In order to enroll, you must provide required information within sixty (60) days following the change in eligibility. Coverage will begin on the first day of the month following our receipt of your application. In addition, you may be eligible for a Special Enrollment Period if you provide required information within thirty (30) days of one of the following events: • you or your dependent lose minimum essential coverage (unless that loss of coverage is due to non-payment of premium or your voluntary termination of coverage); • you adequately demonstrate to us that another health plan substantially violated a material provision of its contract with you; • you make a permanent move to Rhode Island: or • your enrollment or non-enrollment in a qualified health plan is unintentional, inadvertent, or erroneous and is the result of error, misrepresentation, or inaction by us or an agent of HSRI or the U.S. Department of Health and Human Services (HHS).
Option Period Pursuant to the Contract, the following are the Adjustment Factors for the term ending October 20, 2023: Date Index 1 August 2019 11311.06 3 October 2019 11326.12 6 January 2020 11392.41 7 February 2020 11396.01 8 March 2020 11396.97 9 April 2020 11412.67 10 May 2020 11418.16 11 June 2020 11436.23 12 July 2020 11439.11 Date Index 1 August 2021 12463.13 2 September 2021 12464.55 3 October 2021 12464.94 4 November 2021 12467.32 5 December 2021 12481.82 6 January 2022 12555.55 7 February 2022 12683.97 8 March 2022 12791.43 9 April 2022 12898.96 10 May 2022 13004.47 11 June 2022 13110.50 12 July 2022 13167.84 Adjustment: Third Year Index Average = 12712.8733 = 1.1168 Base Year Index Average 11383.5283 WA−DC−GC03−100120−SWC Original Adjustment Factor x Adjustment = Adjustment Factor through 10/20/23 Normal Working Hours – Prevailing Wage 1.0378 1.1168 1.1590 Other Than Normal Working Hours – Prevailing Wage 1.0638 1.1168 1.1881 Normal Working Hours – Non−Prevailing Wage 1.0357 1.1168 1.1567 Other Than Normal Working Hours – Non− Prevailing Wage 1.0605 1.1168 1.1844 Non Pre−Priced 1.1627 1.0000 1.1627
