Common use of SALARIES AND STIPENDS Clause in Contracts

SALARIES AND STIPENDS. A. Certificated Employee Salary Schedule – (see Appendix C) The District salary schedule shall be the same as the state allocation schedule. Staff members' placement on the salary schedule shall reflect their education and all certified experience. Incremental payments for education and experience shall be paid in accordance with state law. Exact amounts and procedures for implementing salary increases will be developed in accordance with the SPI guidelines and the “fair share” legislation passed by the 1984 legislature. B. Horizontal Advancement on the Salary Schedule Teachers completing sufficient preparation during any year or summer to qualify for horizontal advancement on the salary schedule must come to Human Resources no later than September 10 for a review of their credits and to complete the District form requesting movement on the salary schedule. Failure to meet this deadline will eliminate any opportunity for horizontal advancement on the salary schedule during the current school year. All requests for horizontal advancement on the salary schedule shall be accompanied by proof of completion which must be in the form of an official transcript. Grade reports or other documentation will not be accepted. Official transcripts shall be submitted no later than September 10 if advancement is to be reflected in the September payroll. Official transcripts will be accepted by Human Resources up to October 1. However, teachers who fail to provide official transcripts to Human Resources by October 1 will forfeit their right to horizontal advancement during that school year. Teachers will be reimbursed solely on the basis of approved experience and credits for which appropriate documentation exists in line with existing state laws and the negotiated agreement. All credits to be used for advancement on the salary schedule, according to WAC 000-000-000, must be approved by the District as meeting at least one of the criteria defined in the WAC. Only credits approved by the State of Washington for LEAP calculations shall be approved for salary schedule advancement. C. Building Leadership in the Absence of the Principal When it becomes necessary for all building administrators to be absent from the building, the principal shall designate a certificated staff member to be in charge during the principal’s absence. In making this assignment, the principal shall give first consideration to appointing an individual who has the appropriate administrative preparation whenever possible. When an administrative intern is available to assume this responsibility, assignment of such duties to the intern would be considered appropriate. When a building leadership responsibility is assigned to a unit member other than an intern, the employee shall be compensated at the rate of 130 per cent of his/her daily salary for all days involved. In return for such compensation, the employee will assume the administrative duties assigned by the principal during his/her absence, including duties which might result in the lengthening of the employee workday.

SALARIES AND STIPENDS. A. Certificated Employee Salary Schedule – (see Appendix C) The District salary schedule shall be the same as the state allocation schedule. Staff members' placement on the District salary schedule shall reflect their education and all certified experience. Incremental payments for education and experience shall be paid in accordance with state law. Exact amounts and procedures for implementing salary increases will be developed in accordance with the SPI guidelines and the “fair share” legislation passed by the 1984 legislature. B. Horizontal Advancement on the Salary Schedule Teachers completing sufficient preparation during any year or summer to qualify for horizontal advancement on the salary schedule must come to Human Resources no later than September 10 for a review of their credits and to complete the District form requesting movement on the salary schedule. Failure to meet this deadline will eliminate any opportunity for horizontal advancement on the salary schedule during the current school year. All requests for horizontal advancement on the salary schedule shall be accompanied by proof of completion which must be in the form of an official transcript. Grade reports or other documentation will not be accepted. Official transcripts shall be submitted no later than September 10 if advancement is to be reflected in the September payroll. Official transcripts will be accepted by Human Resources up to October 1. However, teachers who fail to provide official transcripts to Human Resources by October 1 will forfeit their right to horizontal advancement during that school year. Teachers will be reimbursed solely on the basis of approved experience and credits for which appropriate documentation exists in line with existing state laws and the negotiated agreement. All credits to be used for advancement on the salary schedule, according to WAC 000-000-000, must be approved by the District as meeting at least one of the criteria defined in the WAC. Only credits approved by the State of Washington for LEAP calculations shall be approved for salary schedule advancement. C. Co-curricular Request – Co-curricular Salary Review The Cocurricular Salary Schedule for employees is attached to this Agreement as Appendix D and by this reference is incorporated herein. Any formal activity, whether currently being offered or not, may be proposed to be included in the Co-curricular Salary Schedule. In addition, when a co- curricular employee (for a single-employee position), or group of employees (for multiple-employee positions) believes his/her or their assigned job duties are significantly different than their current job description/expectation, the employee(s) may request a co-curricular salary review. When an employee believes his/her after-school activity should be included in the Co-curricular Salary Schedule, or a salary review warranted, they may submit a Co-curricular Request for Consideration Application to the Human Resources Department for consideration. A review will be conducted by a four member committee comprised of District employees not associated with the application. Two members will be selected by the Association and two selected by the Assistant Superintendent. The committee’s decision will be based on information provided by the employee and the District. The committee’s decision is final and is not subject to grievance, complaint, or review procedures outlined in either the CBA or Board Policy. A majority vote confirming the request shall result in one of the three outcomes: a. the activity will not be included in the Co-curricular Salary Schedule; b. the activity will be included in the Co-curricular Schedule at a level determined by the committee, and the employee will be issued a pro-rated contract based on the committee approval date for the remainder of the school year; or, c. the activity will be included on the Co-curricular Schedule at a level determined by the committee, and will become effective the following school year. a. the current rate of pay will not be adjusted; b. the current rate of pay will be adjusted to a level determined by the committee, and the employee will be issued a pro-rated contract based on the committee approval date for the remainder of the school year; or, c. the current rate of pay will be adjusted to a level determined by the committee and will become effective the following school year. An employee is limited to no more than one co-curricular request and one co-curricular review per two year period. The committee shall provide the employee only an acceptance or denial of the request. The employee shall not solicit information about the committee’s deliberations. D. Building Leadership in the Absence of the Principal When it becomes necessary for all building administrators to be absent from the building, the principal shall designate a certificated staff member to be in charge during the principal’s absence. In making this assignment, the principal shall give first consideration to appointing an individual who has the appropriate administrative preparation whenever possible. When an administrative intern is available to assume this responsibility, assignment of such duties to the intern would be considered appropriate. When a building leadership responsibility is assigned to a unit member other than an intern, the employee shall be compensated at the rate of 130 per cent of his/her daily salary for all days involved. In return for such compensation, the employee will assume the administrative duties assigned by the principal during his/her absence, including duties which might result in the lengthening of the employee workday.

SALARIES AND STIPENDS. A. Certificated Employee Salary Schedule – (- see Appendix C) I The District salary schedule shall be the same as the state allocation schedule. Staff members' placement on the salary schedule shall reflect their education and all certified experience. Incremental payments for education and experience shall be paid in accordance with state law. Exact amounts and procedures for implementing salary increases will be developed in accordance with the SPI guidelines and the “fair share” legislation passed by the 1984 legislature. For the 2012-2013 school year only, due to the legislative reductions to the state salary schedule, the District will provide members, through stipends, the equivalent to the state reduction. For members moving vertically on the salary schedule, this will be approximately a .6% stipend. For members moving horizontally, there will be no additional stipend, as their step increase negates the legislative reduction. For those with no movement either vertically or horizontally, the stipend will be approximately 2.0%. The assistant superintendent for human resources will confer with the WWVEA president on the final logistics, but the intent is that members earn the same salary in 2012-2013 as they did in 2011-2012. B. Horizontal Advancement on the Salary Schedule Teachers completing sufficient preparation during any year or summer to qualify for horizontal advancement on the salary schedule must come to Human Resources the personnel office no later than September 10 for a review of their credits and to complete the District form requesting movement on the salary schedule. Failure to meet this deadline will eliminate any opportunity for horizontal advancement on the salary schedule during the current school year. All requests for horizontal advancement on the salary schedule shall be accompanied by proof of completion which must be in the form of an official transcript. Grade reports or other documentation will not be accepted. Official transcripts shall be submitted no later than September 10 if advancement is to be reflected in the September payroll. Official transcripts will be accepted by Human Resources the personnel office up to October 1. However, teachers who fail to provide official transcripts to Human Resources the personnel office by October 1 will forfeit their right to horizontal advancement during that school year. Teachers will be reimbursed solely on the basis of approved experience and credits for which appropriate documentation exists in line with existing state laws and the negotiated agreement. All credits to be used for advancement on the salary schedule, according to WAC 000-000-000, must be approved by the District as meeting at least one of the criteria defined in the WAC. Only credits approved by the State of Washington for LEAP calculations shall be approved for salary schedule advancement. C. Building Leadership in the Absence of the Principal When it becomes necessary for all building administrators to be absent from the building, the principal shall designate a certificated staff member to be in charge during the principal’s absence. In making this assignment, the principal shall give first consideration to appointing an individual who has the appropriate administrative preparation whenever possible. When an administrative intern is available to assume this responsibility, assignment of such duties to the intern would be considered appropriate. When a building leadership responsibility is assigned to a unit member other than an intern, the employee shall be compensated at the rate of 130 per cent of his/her daily salary for all days involved. In return for such compensation, the employee will assume the administrative duties assigned by the principal during his/her absence, including duties which might result in the lengthening of the employee workday.