ridgway area school district proposal to ridgway area...

8/4/16

Ridgway Area School District

Proposal to

Ridgway Area Educational Support Professional Association

August, 2016

This offer is a comprehensive package for settlement. Without full acceptance of this package,

the Board reserves its rights to return to the official table positions.

Section 9-1 Classification

Current Language:

Proposed Language:

(h) Secretaries – The normal work year for all secretarial employees hired before July 1, 2010 shall be 200 days. The high school principal’s secretary’s work year shall be 220 days. For fulltime employees with normal workweek shall consist of five (5) consecutive eight-hour days, Monday through Friday. Work weeks during the summer for 200 and 220 day employees will remain as previous years’ scheduling. All secretaries employed after July 1, 2010 will have a work year of 220 days.

Section 10-2 Paid Vacations .02 Vacation Period Current Language: .02 VACATION PERIOD – Employees may schedule vacations for anytime except no vacations shall be scheduled during the three (3) week period immediately prior to the beginning of the school year unless the employee receives special permission from the superintendent. Proposed Language: .02 VACATION PERIOD - Employees may schedule vacation for anytime. For summer hours each day will be credited at 1.25 days. Half-day scheduling will be done in four hour increments.

Section 11-1 Sick Leave

Current Language:

.03 ACCUMULATION - The unused portion of such yearly sick leave allowance shall

accumulate from year to year for such employees.

.06 MEDICAL CERTIFICATION – When an employee is absent because of personal illness for

more than twenty (20) consecutive school days, the employee shall not resume his/her duties

prior to submitting to the Superintendent a statement of good health signed by a licensed

physician.

Proposed Language:

.03 ACCUMULATION - The unused portion of such yearly sick leave allowance shall

accumulate from year to year for such employees. For employees hired on or after July 1,

2014, the maximum accumulation of sick leave under this provision shall be 220 days.

.06 MEDICAL CERTIFICATION – When an employee is absent because of personal illness for

more than twenty (20) ten (10) consecutive school days or for any surgical procedure or

inpatient hospitalization, the employee shall not resume his/her duties prior to submitting to

the Superintendent a statement of good health signed by a licensed physician.

Section 11-2 Personal Leave Day

Retain current language.

Section 13-1 Hospitalization Insurance Current Language:

Full-time employees will be provided insurance coverage. The School District will pay the

premium for individual and family coverage for Blue Cross/Blue Shield and Major Medical

Hospitalization Insurance, which includes Flex RX prescription drug insurance under the plan in

existence for the 2005-2006 school year and Highmark Preferred Blue PPO as offered on July 1,

2006 through the IU9 Healthcare Consortium. Each employee who is eligible for health insurance

coverage shall annually elect his/her level of coverage of the offered Indemnity plan or the

offered PPO plan. The carrier and the provisions of health care coverage as agreed upon by the

District and the Association shall remain in effect unless both parties mutually agree to change.

For the purposes of insurance coverage full-time employees hired prior to June 30, 2003 will be

defined as:

Cafeteria employees – 3 or more hours daily.

Maintenance, custodial, secretary, aides, and personal care aides – 4 or more hours daily.

Part-time employees hired prior to June 30, 2002 will be eligible to purchase coverage on a

prorata basis.

For cafeteria benefits – the prorata amount will be based on X/6 (2 hour employee will pay 2/3

and the district will pay 1/3 of benefit cost.)

For maintenance, custodial, secretary, aides, and personal care aides the prorata amount will be

based on X/8 (2 hour employee will pay 3/4 and the district will pay 1/4 of benefit cost.)

For the purposes of insurance coverage, full-time employees hired after June 30, 2003 will be

defined as:

Cafeteria employees and sign interpreter – 6 or more hours daily.

Maintenance and custodial employees – 8 hours daily

Secretaries, aides, and personal care aides – 7.5 or more hours daily.

Part-time employees will be eligible to purchase coverage on a prorata basis.

For cafeteria benefits, the prorata amount will be based on X/6 (2 hour employee will pay 2/3

and the district will pay 1/3 of benefit cost).

For maintenance and custodial employees, the prorata amount will be based on X/8 (2 hour

employee will pay 3/4 and the district will pay 1/4 of benefit cost.)

For Secretaries, aides, and personal care aides, the prorata amount will be based on X/7.5 (3

hour employee will pay 3/5 and the district will pay 2/5 of the benefit cost.)

For the purpose of securing benefit coverage, part-time employees may combine positions and

qualify at the lowest hourly level. (Example: An employee who works four (4) hours as a part-

time custodian and two and one-half (2½) hours as a part-time cafeteria employee would qualify

for benefits under the six (6) hour cafeteria requirement.) (Example: An employee who works

three (3) hours as a part-time secretary and four (4) hours as a part-time custodian would qualify

to purchase insurance at the rate of 7/7.5 employer contribution.)

Employees may make contributions to the IRS 125 Plan to offset insurance expenses.

MONTHLY INSURANCE PREMIUM CONTRIBUTIONS

The Ridgway Area School District will contribute up to the equivalent of all but the following listed

employee contributions of the premium costs for the Indemnity coverage of the Blue Cross, Blue

Shield and Blue Cross Major Medical and Highmark Preferred Blue PPO family plans currently in

effect. Payment will be made for the employee and his/her spouse and dependent children, if

any, for the plan in which the employee is enrolled.

INDEMNITY COVERAGE WITH MAINTENANCE DRUG COVERAGE

2010-2011 1% of the monthly premium paid in excess of the individual premium. The

monthly employee contribution would be capped at $20.00.

2011-2012 1% of the monthly premium paid in excess of the individual premium. The

monthly employee contribution would be capped at $20.00.

2012-2013 1.5% of the monthly premium paid in excess of the individual premium.

The monthly employee contribution would be capped at $20.00.

2013-2014 1.5% of the monthly premium paid in excess of the individual premium.

The monthly employee contribution would be capped at $20.00.

Such amount will be deducted one half the first pay of the month and one half the second pay of

the month. Employees who do not receive pay checks over the summer months will be required

to make payments on the 15th and 30th of each month.

Proposed Language: Full time employees will be provided insurance coverage. The school district will pay the premium for individual and family coverage for Blue Cross/Blue Shield Qualified High Deductible Health Plan (QHDHP) as offered on July 1, 2015 through the IU9 Healthcare Consortium. Each employee shall be covered in the Qualified High Deductible Health Plan (QHDHP). The Plan shall include the minimum and maximum deductibles as set by the federal government. Current limits for the 2015-2016 school year are $1,300 single and $2,600 family deductibles. The QHDHP shall automatically be amended to provide for the amount of the minimum and maximum annual in-network deductible and other out-of-pocket expenses required for a Health Savings Account (HSA)/Health Reimbursement Arrangement (HRA) whenever the amount is changed by the federal government. Total maximum out-of-pocket includes monthly contribution, deductible, coinsurance, copays and other qualified in network medical expenses. Once met, the plan pays 100% of covered services for the rest of the benefit period. The carrier and the provisions of the health care coverage as agreed upon by the District and the Association shall remain in effect unless both parties mutually agree to change. Both parties agree to meet prior to negotiations beginning on a successor agreement to this contract to be educated on various insurance plans and to discuss possible changes in the insurance plans in order to make the policies more affordable to the District and employee. For the purposes of insurance coverage full time employees hired prior to June 20, 2003 will be defined as:

Cafeteria employees – 3 or more hours daily.

Maintenance, custodial, secretary, aides, and personal care aides – 4 or more hours daily.

Part-time employees hired prior to June 30, 2002 will be eligible to purchase coverage on a

prorata basis.

For cafeteria benefits – the prorata amount will be based on X/6 (2 hour employee will pay 2/3

and the district will pay 1/3 of benefit cost.)

For maintenance, custodial, secretary, aides, and personal care aides the prorata amount will be

based on X/8 (2 hour employee will pay 3/4 and the district will pay 1/4 of benefit cost.)

For the purposes of insurance coverage, full-time employees hired after June 30, 2003 but prior

to June 30, 2014 will be defined as:

Cafeteria employees and sign interpreter – 6 or more hours daily.

Maintenance and custodial employees – 8 hours daily

Secretaries, aides, and personal care aides – 7.5 or more hours daily.

Part-time employees will be eligible to purchase coverage on a prorata basis.

For cafeteria benefits, the prorata amount will be based on X/6 (2 hour employee will pay 2/3

and the district will pay 1/3 of benefit cost).

For maintenance and custodial employees, the prorata amount will be based on X/8 (2 hour

employee will pay 3/4 and the district will pay 1/4 of benefit cost.)

For Secretaries, aides, and personal care aides, the prorata amount will be based on X/7.5 (3

hour employee will pay 3/5 and the district will pay 2/5 of the benefit cost.)

For the purpose of securing benefit coverage, part-time employees may combine positions and

qualify at the lowest hourly level. (Example: An employee who works four (4) hours as a part-

time custodian and two and one-half (2½) hours as a part-time cafeteria employee would qualify

for benefits under the six (6) hour cafeteria requirement.) (Example: An employee who works

three (3) hours as a part-time secretary and four (4) hours as a part-time custodian would qualify

to purchase insurance at the rate of 7/7.5 employer contribution.)

For employees hired after June 30, 2014, full time will be defined as 8 hours per day. Full time

employees can elect coverage under the District’s Qualified High Deductible Health Plan (QHDHP)

as offered on July 1, 2015 through the IU9 Healthcare Consortium.

Part time employees will be allowed to select coverage based on the following:

Six (6) hour or more but less than eight (8) hours:

Employee may elect coverage under the District’s Qualified High Deductible Health Plan

(QHDHP) as offered on July 1, 2015 through the IU9 Healthcare consortium and will pay the

monthly contribution established for all employees for Individual coverage plus the full monthly

cost of monthly premium in addition to the individual coverage. (i.e. If an employee elects family

coverage he/she will pay the monthly insurance contribution for individual coverage per the

contract plus the entire monthly cost for family minus the monthly cost of the individual

coverage).

Less than six (6) hours per day:

Employee may purchase individual coverage under the District’s Qualified High

Deductible Health Plan (QHDHP) at the employees expense with no contribution by the District.

Employees may make contributions to the IRS 125 Plan to offset insurance expenses.

MONTHLY INSURANCE PREMIUM CONTRIBUTIONS

The Ridgway Area School District will contribute up to the equivalent of all but the following listed

employee contributions of the premium costs for the Qualified High Deductible Health Plan

(QHDHP) plan currently in effect. Payment will be made for the employee and his/her spouse

and dependent children, if any, for the plan in which the employee is enrolled.

Monthly Contributions for QHDHP Plan:

2014-2015 Not Available

2015-2016 Not Available

2016-2017 $ 0.00 per month

2017-2018 $30.00 per month

A Health Savings Account (HSA) or a Health Reimbursement Arrangement (HRA) shall be

established for individuals who elect the QHDHP Plan. In 2016-2017 the Board shall contribute

eighty (80%) of the applicable minimum annual in-network deductible for the QHDHP that is

required to have an HSA or HRA. In 2017-2018 the Board shall contribute seventy (70%) of the

applicable minimum annual in-network deductible for the QHDHP that is required to have an

HSA or HRA.

Section 13-6 Retirement Severance and 403.b benefit

Current Language:

.01 Each member of the bargaining unit who has the required years of service with the

Ridgway Area School District and a minimum of fifteen (15) credited years in PSERS shall receive

retirement severance as follows:

Years of Service with

Ridgway Area School District Retirement Severance

20 – 24 years $60 per year of service


30 + years $80 per year of service

.02 The District will make contributions to a qualified plan (See 14-3: 02) on the last

pay period of each contractual year, based on the following distributions:

Years of Service FULL TIME (4) hours+ per day Contribution

Match

PART TIME (4) hours- per day

Contribution Match

1 to 5

On an employee’s anniversary date, the

District will match one, per annum, $200

contribution made by the association

member




member.

6 to 20

Employee

contributes a

minimum of $200.

District provides an

equal match not to

exceed $400.

Employee

contributes a

minimum of $100.


equal match not to

exceed $200.

21+

Employee

contributes a

minimum of $300.


equal match not to

exceed $600.

Employee

contributes a

minimum of $150.


equal match not to

exceed $300.

.03 The Association holds harmless and indemnifies the Employer against any suits, claims or

other items that may arise out of the application of these provisions.

Proposed Language:

.01 Each member of the bargaining unit who has the required years of service with the

Ridgway Area School District and a minimum of fifteen (15) credited years in PSERS shall receive

retirement severance as follows:

Years of Service with

Ridgway Area School District Retirement Severance



30 + years $80 per year of service

.02 The District will make contributions to a qualified plan (See 14-3: 02) on the last

pay period of each contractual year, based on the following distributions:

Years of Service FULL TIME (4) hours+ per day Contribution

Match

PART TIME (4) hours- per day

Contribution Match

1 to 5




member




member.

6 to 20

Employee

contributes a

minimum of $220.


equal match not to

exceed $440.

Employee

contributes a

minimum of $120.


equal match not to

exceed $240.

21 +

Employee

contributes a

minimum of $320.


equal match not to

exceed $640.

Employee

contributes a

minimum of $170.


equal match not to

exceed $340.

.03 The Association holds harmless and indemnifies the Employer against any suits, claims or

other items that may arise out of the application of these provisions.

Section 13-7 Waiver of Insurance

Current Language:

In the event that an employee who receives full District funded hospitalization benefits elects to

not receive coverage under the District’s Health Insurance program, such employee shall receive

the rates listed below, which shall continue to be paid to the employee, so long as he/she does

not participate in the District program. Payment shall be made during the months of June and

December. The employee retains the right to re-enroll in the medical program, in accordance

with the terms of the medical program. It shall be the employee’s responsibility to notify the

Business Administrator of his/her intent to waive health care coverage annually. Such program

shall be in compliance with applicable IRS Regulations and the District’s flexible benefits plan. If

a husband and wife are jointly employed in the District, the District will provide the appropriate

family or group plan to one spouse. The other spouse will be compensated as an employee who

elects not to receive coverage under the District’s plan as defined above.

YEAR WAIVER RATE

2010/2011 $3,600

2011/2012 $3,400

2012/2013 $3,200

2013/2014 $3,000

Proposed Language:

In the event that an employee who receives full District funded hospitalization benefits elects to

not receive coverage under the District’s Health Insurance program, such employee shall receive

the rates listed below, which shall continue to be paid to the employee, so long as he/she does

not participate in the District program. Payment shall be made during the months of June and

December. The employee retains the right to re-enroll in the medical program, in accordance

with the terms of the medical program. It shall be the employee’s responsibility to notify the

Business Administrator of his/her intent to waive health care coverage annually. Such program

shall be in compliance with applicable IRS Regulations and the District’s flexible benefits plan. If

a husband and wife are jointly employed in the District, the District will provide the appropriate

family or group plan to one spouse. The other spouse will not be compensated as an employee

who elects not to receive coverage under the District’s plan as defined above.

YEAR WAIVER RATE

2014/2015 $2,500

2015/2016 $2,000

2016/2017 $1,500

2017/2018 $1,000

Section 15-2 Sick Leave Pay Current Language: Upon the retirement or death of an employee, payment shall be made for each accumulated day of sick leave at the rate of $35.00 per accumulated day, provided the said payment is not determined to be illegal by definite court action or legislative enactment. Proposed Language: Retain current language.

Article XVII Duration Current Language: This agreement shall take effect at 12:01 AM on July 1, 2010 and shall be in full force and effect through 12:00 midnight June 30, 2014. In witness whereof the Association intending to be legally bound has caused this agreement to be signed by its President and Secretary, and the Board intending to be legally bound has caused this agreement to be signed by its President and attested to by its Secretary all on this date _______________. Proposed Language: This agreement shall take effect at 12:01 AM on July 1, 2014 and shall be in full force and effect through 12:00 midnight June 30, 2018. In witness whereof the Association intending to be legally bound has caused this agreement to be signed by its President and Secretary, and the Board intending to be legally bound has caused this agreement to be signed by its President and attested to by its Secretary all on this date ______________.

APPENDIX B

Current Language:

A. INCREASE

The annual average increase will be as follows:

2010/11 $.45 2012/13 $.50

2011-12 $.50 2013/14 $.55

The hourly rates for all employees covered by this contract will be increased by the above

amounts providing a satisfactory rating is received for the prior year.

B. STARTING RATES

The following rates will be paid to new employees throughout the life of this contract:

Starting Salaries 2010/11 2011/12 2012/13 2013/14

Maintenance $15.00 $15.30 $15.60 $15.95

Custodian $12.55 $12.85 $13.15 $13.50

Secretary $12.60 $12.90 $13.20 $13.55

Cafeteria $10.60 $10.60 $10.60 $10.95

Para Educator $10.25 $10.75 $11.25 $11.80

Special Education $10.25 $10.75 $11.25 $11.80

Technology Aide $10.25 $10.75 $11.25 $11.80

Health Care Aide $13.90 $13.90 $13.90 $13.90

Substitute Health $13.10 $13.10 $13.10 $13.10

Monitors $8.60 $8.90 $9.20 $9.55

Sign Language $23.90 $23.90 $23.90 $23.90

Technology System Assistant $14.45 $14.75 $15.05 $15.40

APPENDIX B

Proposed Language:

C. INCREASE

The annual average increase will be as follows:

2014/15 $.00 2016/17 $.00

2015/16 $.65 2017/18 $.65

The hourly rates for all employees covered by this contract will be increased by the above

amounts providing a satisfactory rating is received for the prior year.

D. STARTING RATES

The following rates will be paid to new employees throughout the life of this contract:

Starting Salaries

Maintenance $14.25

Custodian $13.00

Secretary $13.25

Cafeteria $10.95

Para Educator $11.00

Special Education $11.00

Technology Aide $11.00

Health Care Aide $13.00

Substitute Health $13.10

Monitors $9.55

Sign Language $23.90

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