Common use of Salary and Fringe Benefits Clause in Contracts

Salary and Fringe Benefits. 4.1 The Board agrees to provide a local salary supplement to all Professional Employees. The local supplement is in Appendix II and reflects pays for 188 days. Increases will occur annually over the life of this contract and will be computed as follows. Annual local teachers’ salary schedule increases for the years 2019-2020 through 2022-2023 will be the equivalent to ½ of the percentage increase in the District Assessed Value, with a minimum of 1% and not to exceed 2%. Annual local teachers’ salary schedule increase for 2023-2024 will be the equivalent to ½ of the percentage increase in the District Assessed Value, with a minimum of 1% and not to exceed 3%. If the number of contract work days is other than 188, the salary schedules shall be adjusted accordingly. 4.2 The Board agrees to provide an additional local supplement for Extra-Duty positions authorized by the Board of Education. The supplements for such positions shall be as provided in Appendix III and IV. These amounts are to be in addition to the full salary schedule for each individual affected. If new positions are added, both parties must agree as to appropriate schedule placement for compensation. 4.3 All Extra-Duty supplements shall be paid within a month of the end of the season or completion of the activity and dependent upon the completion of all duties and necessary paperwork. 4.4 The Board will provide at no cost to the Professional Employee a $25,000 Group Life Insurance Policy with accidental death and dismemberment provisions for each Professional Employee. 4.5 Professional Employees holding appropriate certification in the subject and/or grade area of their employment will be reimbursed in accordance with the conditions described below for each credit hour of work, based upon the normal and regular charges made per credit hour by the University of Delaware. The board will only reimburse individuals for actual expenditures to the limit prescribed in the previous sentence. A reimbursement will be contingent upon the Professional Employee’s receiving prior approval and upon delivery of an official transcript of work successfully completed and properly documented receipt from the college or university showing that the tuition has been paid. Prior approval can only be granted through the proper processing of a “Professional Growth/In-service Approval Form” available in each school office. A. If the Professional Employee completes work at an institution other than the University of Delaware, reimbursement will be limited to a rate not to exceed the current credit-hour rate charged by the University of Delaware. B. It is the intent of this Agreement that approval of courses for the purpose of reimbursement to individual Professional Employees will be made for course work that is in education, in field of specialty, or relevant to any assignment/activity performed by that employee. C. A Professional Employee who has achieved National Board Certification or recertification will be eligible for reimbursement, pursuant to the conditions of this article, for the equivalent of a single 3-semester-hour course. The amount received from the Cape Henlopen School District, in combination with the State contribution and any other sources, shall not exceed the total fee for the National Board Certification or recertification program. 4.5.1 Conditions and procedures that shall apply are: A. Professional Employees will be reimbursed for courses up to and including twelve (12) credit hours completed between July 1 and the following June 30 with a maximum of nine

Salary and Fringe Benefits. 4.1 5.1 SALARY SCHEDULE The Board agrees to provide a local salary supplement to all Professional Employeesschedule shall be generated as described below and is reflected in Appendix A of this agreement. The local supplement schedule will consist of 18 lanes including AS, AS+15, AS+30, AS+45, BS, BS+8, BS+15, BS+23, MS, MS+8, MS+15, MS+23, MS+30, MS+38, MS+45, MS+53, MS+60, and DOC. Each vertical or horizontal cell advancement represents an increase of 1.5%. (e.g. MA step 3 = MA step 2 + 1.5% of MA step 2). This shall remain consistent for each salary schedule for each year of the contract. For the 2021-2022 academic year, the salary at AS Step 0 shall be $37,961 The agreed upon percent increase for AY 21-22 is in Appendix II 2.00%. It is the intention of both the Association and reflects pays the Board that the salary schedule will continue to be used for 188 days. Increases will occur annually over the life calculation of this contract annual salary increases and the placement of newly hired faculty. 5.2 PAYMENT SCHEDULE Faculty will be computed as followspaid biweekly. 5.3 SCHEDULE PLACEMENT The President or his/her designee will determine prior work/teaching experience of newly appointed faculty. Annual local teachers’ salary schedule increases for S/he may seek the years 2019-2020 through 2022-2023 recommendations of others in doing so. All new faculty will be notified of their placement on the equivalent salary schedule. All faculty will be placed on the schedule according to ½ education and allowed prior teaching and/or related occupational experience. Faculty shall have sixty (60) college days from the full-time start date to challenge the initial placement. (e.g., Faculty hired to start the fall semester of 2021 shall have a start date on the first day of the percentage increase in the District Assessed Value2021-2022 academic year.) If salary placement is not challenged within 60 days as referenced above, no additional prior training, semester hours or experience will be recognized for salary purposes. Spoon River College will make every effort to ensure that new full-time faculty teaching college transfer courses are employed with a minimum of 1% and not to exceed 2%. Annual local teachers’ salary schedule increase for 2023-2024 will be the equivalent to ½ of the percentage increase in the District Assessed Value, with a minimum of 1% and not to exceed 3%. If the number of contract work days is other than 188, the salary schedules shall be adjusted accordingly. 4.2 The Board agrees to provide an additional local supplement for Extra-Duty positions authorized by the Board of Education. The supplements for such positions shall be as provided in Appendix III and IV. These amounts are to be in addition to the full salary schedule for each individual affected. If new positions are added, both parties must agree as to appropriate schedule placement for compensation. 4.3 All Extra-Duty supplements shall be paid within a month of the end of the season or completion of the activity and dependent upon the completion of all duties and necessary paperwork. 4.4 The Board will provide at no cost to the Professional Employee a $25,000 Group Life Insurance Policy with accidental death and dismemberment provisions for each Professional Employee. 4.5 Professional Employees holding appropriate certification master's degree in the subject and/or grade area of their employment taught or related area. Faculty will be reimbursed in accordance with placed on the conditions described below schedule according to the provisions that follow: Credit for each credit hour prior teaching will be credited at the rate of work, based upon up to 10 years according to the normal and regular charges following criteria unless an exception is made per credit hour by the University of Delaware. The board will only reimburse individuals for actual expenditures to the limit prescribed in the previous sentence. A reimbursement President as outlined below: a. Full-time K – 12 will be contingent upon credited at the Professional Employee’s receiving prior approval and upon delivery rate of an official transcript of work successfully completed and properly documented receipt from the college or university showing that the tuition has been paid. Prior approval can only be granted through the proper processing of a “Professional Growth/In1.5 years = 1 year b. Part-service Approval Form” available in each school office. A. If the Professional Employee completes work at an institution other than the University of Delaware, reimbursement time college-level teaching will be limited credited at the rate of 30 credit hours = 1 year c. Prior direct work experience will be credited at the rate of 1.5 years = 1 year d. Directly related work experience and prior teaching experience may be credited up to a rate not to exceed the current credit-hour rate charged by the University of Delaware. B. It is the intent of this Agreement that approval of courses 10 years for the purpose of reimbursement vertical placement. Faculty can be placed higher than the above criteria specify in order to individual Professional Employees accommodate market demands or other related employment criteria. If the college hires an employee at a higher rate to accommodate market demand or other related employment criteria, the salary of the existing faculty in the same specific discipline (not broad like Humanities, but more specific, such as Psychology) shall be increased to one step above the new employee’s step placement. The College shall provide the Association President with a report justifying the purpose for the exception. 5.4 VERTICAL ADVANCEMENT ON THE SALARY SCHEDULE A faculty member will be made for course work that is in education, in field advanced vertically on the salary schedule one step each academic year following his/her first year of specialty, or relevant to any assignment/activity performed by that employeeemployment. C. A Professional Employee who has achieved National Board Certification or recertification will be eligible for reimbursement, pursuant to the conditions of this article, for the equivalent of a single 3-semester-hour course. The amount received from the Cape Henlopen School District, in combination with the State contribution and any other sources, shall not exceed the total fee for the National Board Certification or recertification program. 4.5.1 Conditions and procedures that shall apply are: A. Professional Employees will be reimbursed for courses up to and including twelve (12) credit hours completed between July 1 and the following June 30 with a maximum of nine5.5 HORIZONTAL ADVANCEMENT

Salary and Fringe Benefits. 4.1 5.1 SALARY SCHEDULE The Board agrees to provide a local salary supplement to all Professional Employeesschedule shall be generated as described below and is reflected in Appendix A of this agreement. The local supplement schedule will consist of 18 lanes including AS, AS+15, AS+30, AS+45, BS, BS+8, BS+15, BS+23, MS, MS+8, MS+15, MS+23, MS+30, MS+38, MS+45, MS+53, MS+60, and DOC. Each vertical or horizontal cell advancement represents an increase of 1.5%. (e.g. MA step 3 = MA step 2 + 1.5% of MA step 2). This shall remain consistent for each salary schedule for each year of the contract. For the 2018-2019 academic year, the salary at AS Step 0 shall be $36,558.00 The agreed upon percent increase for AY 18-19 is in Appendix II 2.00%. It is the intention of both the Association and reflects pays the Board that the salary schedule will continue to be used for 188 days. Increases will occur annually over the life calculation of this contract annual salary increases and the placement of newly hired faculty. 5.2 PAYMENT SCHEDULE Faculty will be computed as followspaid biweekly. 5.3 SCHEDULE PLACEMENT The President or his/her designee will determine prior work/teaching experience of newly appointed faculty. Annual local teachers’ salary schedule increases for S/he may seek the years 2019-2020 through 2022-2023 recommendations of others in doing so. All new faculty will be notified of their placement on the equivalent salary schedule. All faculty will be placed on the schedule according to ½ education and allowed prior teaching and/or related occupational experience. Faculty shall have sixty (60) college days from the full-time start date to challenge the initial placement. (e.g., Faculty hired to start the fall semester of 2012 shall have a start date on the first day of the percentage increase in the District Assessed Value2012-2013 academic year.) If salary placement is not challenged within 60 days as referenced above, no additional prior training, semester hours or experience will be recognized for salary purposes. Spoon River College will make every effort to ensure that new full-time faculty teaching college transfer courses are employed with a minimum of 1% and not to exceed 2%. Annual local teachers’ salary schedule increase for 2023-2024 will be the equivalent to ½ of the percentage increase in the District Assessed Value, with a minimum of 1% and not to exceed 3%. If the number of contract work days is other than 188, the salary schedules shall be adjusted accordingly. 4.2 The Board agrees to provide an additional local supplement for Extra-Duty positions authorized by the Board of Education. The supplements for such positions shall be as provided in Appendix III and IV. These amounts are to be in addition to the full salary schedule for each individual affected. If new positions are added, both parties must agree as to appropriate schedule placement for compensation. 4.3 All Extra-Duty supplements shall be paid within a month of the end of the season or completion of the activity and dependent upon the completion of all duties and necessary paperwork. 4.4 The Board will provide at no cost to the Professional Employee a $25,000 Group Life Insurance Policy with accidental death and dismemberment provisions for each Professional Employee. 4.5 Professional Employees holding appropriate certification master's degree in the subject and/or grade area of their employment taught or related area. Faculty will be reimbursed in accordance with placed on the conditions described below schedule according to the provisions that follow: Credit for each credit hour prior teaching will be credited at the rate of work, based upon up to 10 years according to the normal and regular charges following criteria unless an exception is made per credit hour by the University of Delaware. The board will only reimburse individuals for actual expenditures to the limit prescribed in the previous sentence. A reimbursement President as outlined below: a. Full-time K – 12 will be contingent upon credited at the Professional Employee’s receiving prior approval and upon delivery rate of an official transcript of work successfully completed and properly documented receipt from the college or university showing that the tuition has been paid. Prior approval can only be granted through the proper processing of a “Professional Growth/In1.5 years = 1 year b. Part-service Approval Form” available in each school office. A. If the Professional Employee completes work at an institution other than the University of Delaware, reimbursement time college-level teaching will be limited credited at the rate of 30 credit hours = 1 year c. Prior direct work experience will be credited at the rate of 1.5 years = 1 year d. Directly related work experience and prior teaching experience may be credited up to a rate not to exceed the current credit-hour rate charged by the University of Delaware. B. It is the intent of this Agreement that approval of courses 10 years for the purpose of reimbursement vertical placement. Faculty can be placed higher than the above criteria specify in order to individual Professional Employees accommodate market demands or other related employment criteria. If the college hires an employee at a higher rate to accommodate market demand or other related employment criteria, the salary of the existing faculty in the same specific discipline (not broad like Humanities, but more specific, such as Psychology) shall be increased to one step above the new employee’s step placement. The College shall provide the Association President with a report justifying the purpose for the exception. 5.4 VERTICAL ADVANCEMENT ON THE SALARY SCHEDULE A faculty member will be made for course work that is in education, in field advanced vertically on the salary schedule one step each academic year following his/her first year of specialty, or relevant to any assignment/activity performed by that employeeemployment. C. A Professional Employee who has achieved National Board Certification or recertification will be eligible for reimbursement, pursuant to the conditions of this article, for the equivalent of a single 3-semester-hour course. The amount received from the Cape Henlopen School District, in combination with the State contribution and any other sources, shall not exceed the total fee for the National Board Certification or recertification program. 4.5.1 Conditions and procedures that shall apply are: A. Professional Employees will be reimbursed for courses up to and including twelve (12) credit hours completed between July 1 and the following June 30 with a maximum of nine

Salary and Fringe Benefits. 4.1 The Board agrees to provide a local salary supplement to all Professional Employees. The local supplement is in Appendix II and reflects pays for 188 days. Increases The school year 2012-2013 consists of a 0% increase per cell from the 2011-2012 local salary supplement. Employees retiring at the end of the 2012-2013 school year will receive a 2% increase from the 2011-2012 local salary supplement. Future increases will occur annually over the life of this contract and will be computed as follows. Annual local teachers’ For the school year 2013-2014, the salary schedule increases for will consist of a 2% increase per cell from the years 20192011-2020 through 20222012 local salary supplement. For the school year 2014-2023 will be 2015, the equivalent to ½ of the percentage increase in the District Assessed Value, with a minimum of 1% and not to exceed 2%. Annual local teachers’ salary schedule will consist of a 2% increase for 2023per cell from the 2013-2024 will be the equivalent to ½ of the percentage increase in the District Assessed Value, with a minimum of 1% and not to exceed 3%2014 local salary supplement. If the number of contract work days is other than 188, the salary schedules shall be adjusted accordingly. 4.2 The Board agrees to provide an additional local supplement for Extraspecial-Duty duty positions authorized by the Board of Education. The supplements for such positions shall be as provided in Appendix III and IV. These amounts are to be in addition to the full salary schedule for each individual affected. If new positions are added, both parties must agree as to appropriate schedule placement for compensation. 4.3 All Extraspecial-Duty duty supplements shall be paid within a month of the end of the season or completion of the activity and dependent upon the completion of all duties and necessary paperwork. 4.4 The Board will continue to support membership provisions for each Professional Employee in the Blood Bank of Delaware when requested by individual Professional Employees. 4.5 The Board will provide at no cost to the Professional Employee a $25,000 Group Life Insurance Policy with accidental death and dismemberment provisions for each Professional Employee. 4.5 4.6 Professional Employees holding appropriate certification in the subject and/or grade area of their employment will be reimbursed in accordance with the conditions described below for each credit hour of work, based upon the normal and regular charges made per credit hour by the University of Delaware. The board will only reimburse individuals for actual expenditures to the limit prescribed in the previous sentence. A reimbursement will be contingent upon the Professional Employee’s receiving prior approval and upon delivery of an official transcript of work successfully completed and properly documented receipt from the college or university showing that the tuition has been paid. Prior approval can only be granted through the proper processing of a “Professional Growth/In-service Approval Form” available in each school office. A. If the Professional Employee completes work at an institution other than the University of Delaware, reimbursement will be limited to a rate not to exceed the current credit-hour rate charged by the University of Delaware. B. It is the intent of this Agreement that approval of courses for the purpose of reimbursement to individual Professional Employees will be made for course work that is in education, in field of specialty, or relevant to any assignment/activity performed by that employee. C. A Professional Employee who has achieved National Board Certification or recertification will be eligible for reimbursement, pursuant to the conditions of this article, for the equivalent of a single 3-semester-hour course. The amount received from the Cape Henlopen School District, in combination with the State contribution and any other sources, shall not exceed the total fee for the National Board Certification or recertification program. 4.5.1 . Conditions and procedures that shall apply are: A. Professional Employees will be reimbursed for courses up to and including twelve (12) credit hours completed between July 1 and the following June 30 with a maximum of ninenine (9) credit hours during the regular school year. Reimbursement will only be approved for one (1) course to be taken at any time during the school year. No individual will be reimbursed for more than three (3) credit hours in a given year (July 1 to June 30) until such time it can be determined that funds available will permit everyone requesting reimbursement in that year to be reimbursed for up to three (3) credit hours. Reimbursement for courses up to three (3) credit hours shall be considered and authorization made in the sequence of receipt of applications for approval of specific courses. Based on the availability of funds, all individuals requesting a total of four to six (4-6) credit hours will receive reimbursement from the remaining funds for the second three (3) credit hours. These funds will be equally distributed among these individuals on a per-credit-hour basis. Based on availability of funds, all individuals requesting a total of seven to nine (7-9) credit hours will receive reimbursement from the remaining funds for the third three (3) credit hours. These funds will be equally distributed among these individuals on a per-credit-hour basis. Based on availability of funds, all individuals requesting a total of ten to twelve (10-12) credit hours will receive reimbursement from the remaining funds for the fourth three (3) credit hours. These funds will be equally distributed among these individuals on a per-credit-hour basis. B. Courses or credits in specialized professional fields other than education (example: theology, law, business administration, etc.) will be recognized for tuition reimbursement only if such courses or credits are acceptable for placement on the salary schedule by the Professional Accountability Section of the Department of Education. C. Only courses or credits in the subject matter area of a particular Professional Employee’s assignment (home economics, French, Spanish, English literature, or grammar, etc.) will be recognized for the purposes of tuition reimbursement by the Board except in cases in which the Professional Employee is pursuing a program of studies leading to a Master’s degree, in which case the Professional Employee must submit for approval an outline of a program listing courses to be completed as a requirement for a Master’s degree. A maximum of fifteen (15) credit hours will be recognized for the purpose of tuition reimbursement for courses other than in a Professional Employee’s subject area for such Professional Employees pursuing a Master’s degree. Another exception is noted in “D”. D. A Professional Employee may receive reimbursement for all or a portion of the tuition of courses other than in the subject area of his/her assignment depending on the sum total of all tuition costs as outlined in other paragraphs in this Section (except for Professional Employees pursuing a Master’s degree as described in “C”). A Professional Employee wishing to have tuition costs considered for reimbursement in whole or in part when courses are not in the Professional Employee’s assigned subject area shall submit a Request for Prior Approval form before matriculating in a course in question. The application form submitted by a Professional Employee for such a course as described in the two previous sentences will be filed and reimbursement authorized in an amount to be determined on a pro rata basis. The maximum funds to be used in determining such authorization shall be the residue of funds available after all Professional Employees have been reimbursed for tuition costs covering courses completed in their subject area assignment (except for courses described in “C”). E. Partial reimbursements as described in "D" shall be considered and authorization made, if practicable, during the month of June each year of this Agreement. F. Reimbursement covering tuition costs shall be considered and authorization made in the sequence of receipt of applications for approval of specific courses. G. The Board will provide local funds for reimbursement of tuition costs as described in previous paragraphs. This money shall be in addition to any State allocation for tuition reimbursement. For the life of this contract the Board will provide an amount of $40,000 each year for tuition reimbursement plus $10,000 each year for exclusive use of Consortium staff for required course work to complete their certification for autism. In the event that the total amount of money allocated is not used during a contract year, the balances will be added to the appropriation of the subsequent year. 4.7 The Board agrees to provide funding for members of the bargaining unit for payment toward the approved state medical/health plan coverage to a maximum of $105 per month for the life of this contract. A. The Board will not provide the State-supported premium cost for a Professional Employee who is ineligible for coverage as defined by the State of Delaware. A Professional Employee who is otherwise eligible for a district contribution may not receive a cash equivalent of the contribution in lieu of the coverage itself. B. Part-time Professional Employees working a minimum of 18.75 hours per week shall be eligible for this benefit. 4.8 The Board agrees to provide funding for members of the bargaining unit for a dental plan that provides a minimum coverage as follows: A. Employee (annual coverage capped at $1000) *Diagnostic & Preventive 100% of the dentist's usual, customary, and reasonable fees or of the fees actually charged for Diagnostic & Preventive service, whichever is less. *Basic Benefits 80% of the dentist's usual, customary, and reasonable fees or of the fees actually charged for Basic service, whichever is less. *Major Benefits 50% of the dentist's usual, customary, and reasonable fees or of the fees actually charged for Major service, whichever is less. B. Family Members (annual coverage capped at $1000 per dependent) *Diagnostic & Preventive 80% of the dentist's usual, customary, and reasonable fees or of the fees actually charged for Diagnostic & Preventive service, whichever is less. *Basic Benefits 80% of the dentist's usual, customary, and reasonable fees or of the fees actually charged for Basic service, whichever is less. *Major Benefits 50% of the dentist's usual, customary, and reasonable fees or of the fees actually charged for Major service, whichever is less. *(As defined in the district contract with the insurance provider on the effective date of this contract.) C. Part-time Professional Employees working a minimum of 18.75 hours per week shall be eligible for the employee coverage. To be eligible for family coverage, an employee must work a minimum of 30 hours per week. 4.9 The District will provide a disability insurance plan for those who elect to remain with the Cape district plan for members of the bargaining unit who are not enrolled in the State of Delaware disability insurance plan. Those who elect to remain will pay up to $100 per year in premium costs that will be deducted from one’s pay. An employee must elect annually to continue in the plan. If an employee in any year elects not to enroll, s/he may not re-enroll at any time in the future. The District’s plan will provide a disability benefit of 66 2/3% of an employee’s pay at the time of disability. The elimination period will be ninety (90) days or end of sick leave, whichever is greater. Benefits will be paid to age sixty-five (65). All other conditions of the coverage will be substantially identical to that found in the policy with the UNUM insurance company, the original carrier. When all currently insured no longer need coverage (sever employment, coverage through another comparable plan, etc.) the District’s obligation to provide coverage will cease. 4.10 From January 1, 2013, and for the life of the contract, the District will pay into the Delaware State Flexible Spending Account $500 on behalf of each member who properly enrolls. The plan shall be administered pursuant to applicable procedures, laws, and regulations. In lieu of participation in the Delaware State Flexible Spending Account, an employee may elect to receive a taxable payment of $350 to be distributed in paychecks throughout the year. 4.11 Those Professional Employees who are required to attend any required meetings that extend more than thirty (30) minutes beyond the contractual work day will be paid a minimum of one hour at the maximum State hourly rate. For meetings that extend more than an hour beyond the contractual work day Professional Employees will be compensated in quarter-hour increments at the maximum State hourly rate.