MISCELLANEOUS SALARY PROVISIONS. 1. Summer Semester Programs:
a. Positions in the summer semester programs shall be established through the classification procedures of Human Resources. Once an employee has accepted a summer school assignment and begun teaching he/she may be dismissed only for just cause or elimination of the assignment.
b. Employees in the summer semester programs will be paid an hourly rate for the position they hold in the summer semester program, as follows:
1) Regular teaching employees will be compensated at their actual hourly rate in effect at the end of the regular school year immediately past, or the average hourly rate for a teaching position, depending on which rate is highest.
2) New employees, including any summer semester employees who worked as substitute employees during the school year immediately past, and regular non- teaching employees will be compensated at the average hourly rate for a teaching position in effect at the end of the regular school year immediately past.
c. First priority for hiring to the regular academic summer semester shall be given to qualified applicants who did not work in the regular academic summer school during the preceding summer.
MISCELLANEOUS SALARY PROVISIONS. Summer Semester Programs:
MISCELLANEOUS SALARY PROVISIONS. A. It is the responsibility of each teacher to keep the Administration Office accurately informed as to all credits earned which may affect advancement on the salary schedule.
B. In the event an error is made resulting in salary underpayment or overpayment, adjustment will be implemented effective to the beginning of the school year in which the error is brought to the District's attention.
C. No teacher will be hired who is not properly certificated to teach in Washington State.
D. Either party may reopen salary negotiations if the State salary limitations as applied to the District are voided by a final and binding court order or are removed by the Legislature, or if there is legislative action that significantly impacts this agreement.
E. The parties understand that benefits contained in this agreement shall be prorated according to an employee’s FTE except for health benefits, which shall be provided at 100% for all teachers, including substitutes who meet the eligibility requirements outlined in Section 3 below.
MISCELLANEOUS SALARY PROVISIONS. 1. Summer Semester Programs:
a. Positions in the summer semester programs shall be established through the classification procedures of Human Resources. Once an employee has accepted a summer school assignment and begun teaching he/she may be dismissed only for just cause or elimination of the assignment.
b. Employees in the summer semester programs will be paid an hourly rate for the position they hold in the summer semester program, as follows:
MISCELLANEOUS SALARY PROVISIONS. A. It is the imperative responsibility of each teacher to keep the Administration Office accurately informed as to all credits earned which may affect advancement on the salary schedule.
B. In the event an error is made resulting in salary underpayment or overpayment, adjustment will be implemented effective to the beginning of the school year in which the error is brought to the District's attention.
C. No teacher will be hired who is not properly certificated to teach in Washington State.
D. Any State-prescribed minimum salaries, e.g., BA+0, will be granted.
E. Either party may reopen salary negotiations if (1) the State salary limitations as applied to the District are voided by a final and binding court order or are removed by the Legislature, or (2) the State significantly impacts or totally abandons use of the State-Wide Salary Schedule.
F. The parties understand that benefits contained in this agreement shall be prorated according to an employee’s FTE.
MISCELLANEOUS SALARY PROVISIONS. A. Salaries of all Supervisors for the 2014-2015, 2015-2016, and 2016-2017 school years shall be as set forth in the Salary Guides attached to this agreement.
B. Supervisors may individually elect to have a designated amount of their monthly salary deducted from their pay for Summer Savings or investment purposes.
C. The Board shall provide automatic payroll deduction for a Supervisor's Annuity program.
D. All Supervisors shall be eligible to participate in the U.S. Savings Bond automatic payroll deduction plan.
E. The Board shall continue todeduct thepremiumsfor individual long termdisability coverage through the Board approved insurer.
F. Supervisors must participate in direct deposit of paychecks to a financial institution of their choice.
G. District employees who are promoted to a twelve (12) month supervisor's position shall not be compensated during the first school year of employment less than the compensation (exclusive of non-pensionable compensation) specified in their previous ten (10) month contract.
MISCELLANEOUS SALARY PROVISIONS. Payroll Deductions No other sections or terms of the Agreement shall apply to substitutes.
MISCELLANEOUS SALARY PROVISIONS. The salary of a new licensee may be adjusted at the beginning of the month following licensing. An annual stipend of $1,700 will be paid to the Sandusky High School Housekeeping Crew Supervisor. Maintenance Staff will be provided with a $150 annual clothing allowance for the purpose of purchasing uniforms and $50 annual tool allowance. A vacancy that occurs in the district maintenance department or bus mechanic position shall only be filled with qualified candidates who satisfactorily pass the pre-employment test for said vacancy. All Class II Custodians hired after July 1, 2002, shall acquire a Boiler’s License within six (6) years of achieving Class II or be bumped back to Class I. Class II Custodians shall be entitled to utilize Professional Leave for their first attempt at obtaining a Boiler’s License. Any employee who is assigned to do work for the After School Activity Program shall receive an annual stipend of $750.
MISCELLANEOUS SALARY PROVISIONS. §1. The basic salary of a guidance counselor shall be the same as for a teacher with the exception that they shall be paid on a per diem basis for each additional day worked after the conclusion of the school term and this per diem shall be based upon the salary established for the next school year.
§2. Any professional Employee who has rendered service to the District for a total of twenty- five (25) years and who desires to retire at the termination of the next year of service shall, upon giving notice of such retirement on or before the first day of May of the preceding school year, be paid the sum of Five Hundred Dollars ($500.00) in addition to the salary otherwise payable to that Employee under the terms of Exhibit "A", provided that such an Employee does in fact retire during the succeeding school year. Employees may be permitted to rescind their decision to retire only by notifying the Superintendent of such decision prior to April 1st of the intended year of retirement. Payment made pursuant to this Article shall be deducted from the remaining salary payments of an Employee who rescinds his or her decision to retire.
§3. A current department chairperson stipend shall remain at the rate in place at the conclusion of the 2008-2011 CBA. Any individual newly appointed to department chairperson shall receive a Six Hundred Dollar ($600) annual stipend above his/her base salary. receive the following increase to his/her current department chairperson stipend: September 1, 2008 2011 – 3.8% September 1, 2009 2012 – 3.8% September 1, 2010 2013 – 3.8%
§4. All newly hired bargaining unit members in their first full year of employment with the District shall receive a bonus payment, which shall not become part of base salary, in an amount equal to Twenty-Five Percent (25%) of the medical insurance cost for the plan for which they are eligible. This bonus payment will be rounded to the nearest Five Dollars ($5.00) and will be a one-time payment, not renewable in a subsequent year of employment.
MISCELLANEOUS SALARY PROVISIONS. Section A-3.
