Graduate Level Courses. Courses must be on the graduate level with the following exceptions: (a) Undergraduate courses approved by the State for advancement from provisional to permanent certification. (b) Undergraduate courses acceptable for provisional certificate to be acquired at request of school. (c) Undergraduate courses approved by the State for coaching certification. Teachers received these credits will receive tuition reimbursement only. (d) Others as approved by the Superintendent.

Graduate Level Courses. For each bargaining unit member, course reimbursement shall be paid in an amount not to exceed the monetary equivalent of eight UNH graduate credits per year. Course reimbursement will be based on UNH per credit rates for NH residents as follows: 1) Graduate courses taken as part of a program will be reimbursed at a rate not to exceed the UNH graduate rate for NH residents; 2) Other graduate courses will be reimbursed at a rate not to exceed the UNH continuing education course credit rate for NH residents. Course reimbursement will be provided for direct tuition costs only. Funding for this benefit shall be capped at $85,000. This funding shall be apportioned as follows: one-half for summer coursework, one- quarter for fall coursework, and one-quarter for spring coursework. Funds will be allocated among the three terms on a first come first served basis for up to four credits for any teacher in a single term.

Graduate Level Courses a. All credits taken at the graduate level must have the prior approval of the Superintendent. Graduate courses will be considered for salary credit only if: 1. the institution is regionally accredited, or 2. the institution is accredited by nationally recognized accredited agency, or 3. the accrediting agency is the Board of Regents, or 4. the accrediting agency is recognized by the U.S. Office of Education, and 5. graduate courses must be provided by the institutional instructional faculty of the college or university at which the course is taken. Credits earned through such courses must be acceptable by the college or university for a graduate degree bearing program provided by the institution. Such courses must be directly relevant to the subject(s) taught by the teacher as determined by the Superintendent of Schools. b. No credit will be awarded for correspondence or video courses. On-line courses shall be accepted in the sole discretion of the Superintendent. c. Credit will be given in connection with courses completed for lane movement purposes effective the September or February following the completion date and only if acceptable proof of completed courses is submitted within 45 days of said completion. In the event a member fails to submit the proof of completion within 45 days then said member may not be granted the right to move until the following September or February after said paperwork has been submitted. General Provisions a. Effective July 1, 2018, and thereafter, in no event shall teachers be permitted to move more than one lane within any 24-month period. Notwithstanding this limitation, teachers progressing toward a second license in Bilingual, ENL or Special Education pursuant to a course of study approved by the Superintendent, shall be exempt from the provisions of Paragraphs (a), (b) and (c) in connection with said specific program. This exemption shall also apply as to teachers who, prior to June 19, 2018, received approval from the Superintendent to commence a course of study leading to a second license even if other than, Bilingual, ENL or Special Education. b. Effective July 1, 2018, and thereafter, in no event shall a teacher be entitled to accumulate more than 6 credits in a semester or 12 credits in a calendar year unless the teacher is on leave, or unless prior written approval is obtained from the Superintendent. c. Effective July 1, 2018, and thereafter, credits accumulated in excess of those required for lane movement m...

Graduate Level Courses. Course reimbursement shall be paid for a maximum of eight credits per year at a rate not to exceed the UNH per credit rate for each bargaining unit member. Course reimbursement will be provided for direct tuition costs only. Funding for this benefit shall be capped at $85,000. This funding shall be apportioned as follows: one-half for summer coursework, one-quarter for fall coursework, and one-quarter for spring coursework. Funds will be allocated among the three terms on a first come first served basis for up to four credits for any teacher in a single term.

Graduate Level Courses. Grade Per Semester Hour Per Quarter Hour 3.5 or above 100% ($145 maximum) 100% ($90 maximum) 2.5 to 3.5 80% ($110 maximum) 80% ($70 maximum) The Superintendent or his/her designee will retain final authority to approve or deny all such tuition reimbursement requests, based on sound management practices, including the availability of funds. If limitation of funding prevents all tuition reimbursement requests from being approved, bargaining unit members enrolled in a degree program will receive first consideration. If funding limitation further prevents all members enrolled in a degree program from being approved, the member who has been continuously enrolled in a specific degree program will receive first consideration. Any such request for tuition reimbursement will not be unreasonably denied.

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Staffing Levels To the extent legislative appropriations and PIN authorizations allow, safe staffing levels will be maintained in all institutions where employees have patient, client, inmate or student care responsibilities. In July of each year, the Secretary or Deputy Secretary of each agency will, upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In August of each year, the Secretary or Deputy Secretary of Budget and Management will, upon request, meet with the Union to hear the employees’ views regarding the Governor’s budget request.
Teaching Load 11-1 The parties recognize that the number of students, the number of preparations, and the amount of planning time are related to student performance. 11-2 CLASS SIZE 11-2-1 The parties recognize that class size is related to economics and that reduction of class size is faced with fiscal constraints. The parties further recognize that it is not feasible at this time to set general numerical limitations upon class size because of physical space available, special programs, special student needs, attendance area variances, differences in scheduling systems, busing, and because of other variable causes affecting class size. Nevertheless, the parties shall make reasonable effort to maintain class size at reasonable, workable, and educationally effective levels in all situations. 11-3 TEACHER LOAD 11-3-1 Teaching load shall be defined as the number of separate class preparations that a teacher has per school day as delineated in the course description guide.
Service Level Expectations Without limiting any other requirements of the Agreement, the Service Provider shall meet or exceed the following standards, policies, and guidelines:
EXTRA-CURRICULAR ACTIVITIES 1. In this Agreement, extra-curricular programs and activities include all those that are beyond the provincially prescribed and locally determined curricula of the school district. 2. The Board and the Association consider it desirable that teachers participate in extra-curricular activities, and recognize that participation in extra-curricular activities by the individual teacher is on a voluntary basis.
TEACHING HOURS AND TEACHING LOAD Section 1 Work Day For the applicable agreement period, the normal work day will be seven and one-quarter (7 ¼) hours including arrival time fifteen (15) minutes before and departure time (15) minutes after the students’ school day. The normal work day will include uninterrupted prep time. The Building Principal, as authorized by the Superintendent, upon request of a teacher or group of teachers, may waive the requirement to remain fifteen (15) minutes after the school day for a specific day or days. It is recognized; however, that the proper performance of their duties may, on occasion, require these persons to work longer than the normal work day, i.e. for conferences, faculty meetings, department meetings, etc. Therefore, “mandatory meetings will occur two times per month and be no longer than 90 minutes in length, inclusive of the additional 15 minutes beyond the scheduled student school day. A schedule of the meetings will be distributed by June 30th of the previous school year, but may be changed at the discretion of the Principal with 48 hours’ notice.” Teachers will also remain at school after the fifteen (15) minutes described above, during one (1) day each calendar week for such periods of time as is necessary to provide students extra help, and/or to meet with parents or guardians, concerning the progress of their children or wards. No teacher shall be required to work more than a normal seven and one- quarter (7 ¼) hour day, including fifteen (15) minutes before and (15) minutes after the students’ school day, which will include uninterrupted prep time; this provision does not apply to other contractually agreed upon time and meetings. Should state law require a longer instructional day, or more days, the teachers shall work the added time and the parties shall immediately commence impact bargaining on the issue. This article does not purport to cover the arrival and departure time of teachers involved in special assignments. Section 2 Other Personnel Personnel other than classroom teachers will work at their assigned tasks for the length of the regular teachers' work day. The exact daily schedule will be worked out on an individual basis between the Administration and the employee with notification to the Association. Instructional Coaches are required to work an additional five (5) days at their per diem rate, beyond the work year for a total of 189 days. These days will be determined prior to the start of the new school year and at the discretion of the Superintendent and the Chief Academic Officer.
Level 4 If the Employee is not satisfied with the response of the Assistant Superintendent for Administrative Services, the Employee may submit the grievance to the Superintendent within ten (10) days of the receipt of the response to Level 3. The Superintendent shall sign and date all copies when he/she receives them. The Superintendent shall respond in writing within ten (10) days of the above date. Either party may be accompanied by one other Employee or administrator.
Technical Objections to Grievances It is the intent of both Parties of this Agreement that no grievance shall be defeated merely because of a technical error, other than time limitations in processing the grievance through the grievance procedure. To this end, an arbitration board shall have the power to allow all necessary amendments to the grievance and the power to waive formal procedural irregularities in the processing of a grievance, in order to determine the real matter in dispute and to render a decision according to equitable principles and the justice of the case.
Level 2 If the grievant is not satisfied with the written answer from his/her manager the grievant may, within ten (10) days from the receipt of such answer, file a written appeal to the appointing authority. Within ten (10) days of the receipt of the written appeal the appointing authority shall investigate the grievance, which shall include a meeting with the concerned parties, and thereafter shall give a written answer to the grievant within ten (10) days.
Types of Grievances (A) An Individual Grievance is a grievance initiated by the Union on behalf of an individual employee. (B) A Group Grievance is a grievance initiated by the Union on behalf of a group of employees similarly affected by the Employer’s actions. (C) A Policy Grievance is a grievance by the Union which may involve a matter of general policy or general application of the Collective Agreement. (D) A Union Grievance is a grievance which directly affects the Union. (E) An Employer Grievance is a grievance initiated by the Employer.
WORKPLACE FLEXIBILITY The employer must ensure that any Individual Flexibility Agreement (IFA) is genuinely agreed to by the employer and the employee and result in the employee being better off overall at the time the IFA is made than the employee would have been if no IFA had been agreed to. 8.1 Notwithstanding any other provision of the Agreement, the employer and an individual employee may agree to vary the application of certain terms of the Agreement to meet the genuine individual needs of the employer and the individual employee. The terms the employer and the individual employee may agree to vary are the application of those permitted under Section 172 of the FW Act, and relates only to:- 8.1.1 arrangements for when work is performed; 8.1.2 salary sacrifice arrangements; 8.1.3 reduction in ordinary hours; and 8.1.4 are not unlawful terms under Section 194 of the FW Act. 8.2 The employer and the individual employee must have genuinely made the IFA without coercion or duress. An IFA can only be entered into after the individual employee has commenced employment with the employer. 8.3 The IFA between the employer and the individual employee must: 8.3.1 be confined to a variation in the application of one or more of the terms listed in Clause 8.1; and 8.4 The IFA between the employer and the individual employee must also: 8.4.1 be in writing, name the parties to the IFA and be signed by the employer and the individual employee and, if the employee is under eighteen (18) years of age, the employee’s parent or guardian; 8.4.2 state each term of the Agreement that the employer and the individual employee have agreed to vary; 8.4.3 detail how the application of each term has been varied by agreement between the employer and the individual employee;

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