PREAMBLE

SPRINGBORO COMMUNITY SCHOOLS

CONTRACT

BETWEEN

SPRINGBORO COMMUNITY CITY SCHOOL DISTRICT

BOARD OF EDUCATION

AND

SPRINGBORO EDUCATION ASSOCIATION

AFFILIATED WITH

THE OHIO EDUCATION ASSOCIATION

AND THE

NATIONAL EDUCATION ASSOCIATION

EFFECTIVE FROM:

JULY 1, 2021

JUNE 30, 2024

08/18/2021

3038-01

21-MED-03-0227

40650

TABLE OF CONTENTS

PREAMBLE 1

ARTICLE I – RECOGNITION ......................................................................................... 2

1.01 Definition of Bargaining Unit ................................................................... 2

1.02 Management Rights of the BOARD ........................................................ 2

ARTICLE II - PROFESSIONAL NEGOTIATIONS PROCEDURES ................................ 4

2.01 Initiation of Negotiations ......................................................................... 4

2.02 Professional Negotiations Meetings ....................................................... 4

2.03 Negotiation Teams ................................................................................. 4

2.04 Information ............................................................................................. 5

2.05 Recesses ............................................................................................... 5

2.06 Item Agreement ..................................................................................... 5

2.07 Agreement ............................................................................................. 5

2.08 Dispute Resolution - Mediation .............................................................. 5

2.09 Waiver of ORC 4117 Fact Finding Procedures ....................................... 6

2.10 Right to Strike ........................................................................................ 6

2.11 Provisions Contrary To Law ................................................................... 6

2.12 Change in Law During Agreement ......................................................... 7

ARTICLE III – NON-DISCRIMINATION ......................................................................... 8

3.01 Non-Discrimination ................................................................................. 8

3.02 Request for Accommodation .................................................................. 8

ARTICLE IV - GRIEVANCE PROCEDURE .................................................................... 9

4.01 Grievance Policy .................................................................................... 9

4.02 Definitions .............................................................................................. 9

4.03 Purpose ................................................................................................. 9

4.04 Grievance Procedure ............................................................................. 9

4.05 Withdrawal of Grievance ...................................................................... 11

4.06 Prohibition of Reprisals ........................................................................ 11

ARTICLE V - ASSOCIATION RIGHTS......................................................................... 12

5.01 Dissemination of Information ................................................................ 12

5.02 Use of Facilities and Equipment ........................................................... 13

5.03 ASSOCIATION Meetings With Members ............................................. 13

5.04 BOARD Meetings ................................................................................. 13

5.05 District Committees .............................................................................. 13

5.06 Prohibition of Reprisals ........................................................................ 14

5.07 Right to Representation ....................................................................... 14

5.08 ASSOCIATION Related Meetings ........................................................ 14

5.09 Payroll Deductions ............................................................................... 14

5.10 ASSOCIATION Dues ........................................................................... 15

5.11 Fair Share Fee ..................................................................................... 15

5.12 President Release Time ....................................................................... 17

ARTICLE VI - LIAISON COMMITTEES ........................................................................ 19

6.01 Faculty/Staff Advisory Committee ........................................................ 19

6.02 Superintendent/Association President Advisory ................................... 19

6.03

Prohibition of Reprisals ........................................................................ 20

ARTICLE VII - PROFESSIONAL PERSONNEL RECORDS ........................................ 21

7.01 Contents of Personnel Records ........................................................... 21

7.02 Access to Personnel Records .............................................................. 21

7.03 Material Placed in Personnel Files ....................................................... 21

7.04 Procedures for Complaints of Record .................................................. 22

7.05 Employee Right to Copies of File Materials .......................................... 22

ARTICLE VIII – EVALUATION ..................................................................................... 23

8.01 Objectives Philosophy of Evaluation .................................................... 23

8.02 Purpose of Evaluation .......................................................................... 23

8.03 Evaluators ............................................................................................ 23

8.04 Evaluation Frequency and Procedure / Teaching Performance ............ 24

8.05 Formal Procedure ................................................................................ 25

8.06 Walkthroughs ....................................................................................... 26

8.07 Evaluation Deficiencies ........................................................................ 26

8.08 Completion of Evaluation Cycle ........................................................... 26

8.09 Off-Cycle Observations ........................................................................ 26

8.10 High Quality Student Data (HQSD) ...................................................... 26

8.11 Professional Growth and Improvement Plans....................................... 27

8.12 Due Process ........................................................................................ 27

8.13 Contract Evaluation Procedures and State Statutes ............................. 27

8.14 Evaluation Committee .......................................................................... 27

ARTICLE IX - VACANCIES, ASSIGNMENTS AND TRANSFERS ............................... 29

9.01 Vacancies and Postings ....................................................................... 29

9.02 Vacancies During the School Year ....................................................... 29

9.03 Shifts in Enrollment/Redistricting .......................................................... 29

ARTICLE X – REHIRE RETIREES .............................................................................. 31

ARTICLE XI - DISCIPLINE- NON-RENEWAL- DISMISSALS ...................................... 33

11.01 Discipline ............................................................................................. 33

11.02 Non-Renewal ....................................................................................... 33

11.03 Dismissal ............................................................................................. 34

ARTICLE XII - SENIORITY/REDUCTION IN FORCE/RECALL.................................... 35

12.01 Seniority ............................................................................................... 35

12.02 Seniority List ........................................................................................ 35

12.03 Reduction in Force ............................................................................... 36

12.04 Recall from Suspended Contract Status ............................................... 37

ARTICLE XIII - EMPLOYEE PROTECTION................................................................. 38

13.01 School Discipline Procedures ............................................................... 38

13.02 Assault ................................................................................................. 38

13.03 Accident Reports .................................................................................. 39

ARTICLE XIV - LEAVES OF ABSENCE ...................................................................... 40

14.01 Sick Leave ........................................................................................... 40

14.02 Exhaustion of Sick Leave ..................................................................... 43

14.03 Medical/Disability Leave ....................................................................... 43

iii

14.04

Sick Leave Bank (S.L.B.) ..................................................................... 45

14.05 Personal Business Days ...................................................................... 47

14.06 Child Care Leave ................................................................................. 48

14.07 Adoption Leave .................................................................................... 48

14.08 Professional Leave............................................................................... 49

14.09 Fulbright Teacher Exchange Leave ...................................................... 49

14.10 Job Sharing .......................................................................................... 50

14.11 Other Leaves ....................................................................................... 52

14.12 Sabbatical Leave ................................................................................. 53

14.13 Leave for Professional Study ............................................................... 54

14.14 Leave for Teaching Overseas .............................................................. 54

14.15 Office in State and National Professional Organizations ...................... 54

14.16 Absence Not Covered by Leave ........................................................... 54

14.17 Family and Medical Leave.................................................................... 54

ARTICLE XV - WORKING CONDITIONS .................................................................... 58

15.01 School Day .......................................................................................... 58

15.02 School Year ......................................................................................... 58

15.03 Planning/Duty Time – Preschool, K-5 ................................................... 58

15.035 Planning/Duty/Scheduling Assemblies Time – 6 .................................. 59

15.04 Planning/Duty/Scheduling Assemblies Time - 7-12 .............................. 59

15.05 High School Preps ............................................................................... 60

15.06 Class Size ............................................................................................ 60

15.07 School Procedures For Employees ...................................................... 60

15.08 Substitutes ........................................................................................... 60

15.09 Facilities for Employees ....................................................................... 61

15.10 Medication ........................................................................................... 61

15.11 Early Release Days.............................................................................. 61

15.12 Professional Rights .............................................................................. 62

15.13 Special Education Teachers ................................................................. 62

15.14 Curriculum Development ...................................................................... 62

15.15 Multiple School Assignment ................................................................. 62

15.16 Drug/Alcohol Free Schools................................................................... 63

15.17 Smoke Free Environment..................................................................... 65

15.18 Employee Job Descriptions .................................................................. 65

15.19 IEP/504 Meetings ................................................................................. 65

15.20 Resident Educator Program ................................................................. 66

15.21 Children of Members………………………………………………………...67

15.22 Remote Instruction…………………………………………………………..67

ARTICLE XVI - INDIVIDUAL EMPLOYEE CONTRACTS ............................................ 68

16.01 Limited Contract Sequence .................................................................. 68

16.02 Continuing Contracts ............................................................................ 68

16.03 Supplemental Contracts ....................................................................... 69

ARTICLE XVII - SALARY SCHEDULE PROVISIONS .................................................. 70

17.01 Salary Schedule and Index .................................................................. 70

17.02 Placement on the Salary Schedule ...................................................... 70

17.03 Supplemental Salary Schedule ............................................................ 71

17.04 Stipends for Curriculum Development and Testing .............................. 72

17.05 Summer School Teachers/Home Tutors/After School Intervention ....... 72

17.06

Administrative Detention and Afterschool/Commons Duty ................... 72

17.07 Elementary Required Evening Music Program ..................................... 73

17.08 Art Show .............................................................................................. 73

17.09 Fingerprinting and/or Background Checks ........................................... 73

17.10 Paychecks ........................................................................................... 73

ARTICLE XVIII - FRINGE BENEFIT PROVISIONS...................................................... 74

18.01 Severance Pay ..................................................................................... 74

18.02 Insurance Program............................................................................... 74

18.03 STRS Pick-Up ...................................................................................... 81

18.04 IRS Section 125 Plan ........................................................................... 81

18.05 Mileage Reimbursement ...................................................................... 82

18.06 Tuition Reimbursement ........................................................................ 82

ARTICLE XIX - LENGTH OF CONTRACT ................................................................... 83

19.01 DURATION .......................................................................................... 83

APPENDIX A - SEA GRIEVANCE FORM .................................................................... 84

APPENDIX B - EMPLOYEE APPLICATION FOR SICK LEAVE BANK ........................ 87

APPENDIX C - PHYSICIAN'S STATEMENT ............................................................... 88

APPENDIX D - SALARY SCHEDULES ....................................................................... 88

APPENDIX E – SUPPLEMENTAL SALARY SCHEDULES.......................................... 96

APPENDIX F -- OFF-CYCLE OBSERVATION REPORT ........................................... 105

APPENDIX G -- PROFESSIONAL IMPROVEMENT PLAN ……………………………..108

APPENDIX H -- OTES IMPROVEMENT PLAN…………………………………………...112

PREAMBLE

This Agreement made and entered into by and between SPRINGBORO COMMUNITY

CITY SCHOOL DISTRICT BOARD OF EDUCATION (herein "BOARD"), and the

SPRINGBORO EDUCATION ASSOCIATION affiliated with THE OHIO EDUCATION

ASSOCIATION and the NATIONAL EDUCATION ASSOCIATION (herein

"ASSOCIATION").

It is the intent and purpose of the BOARD and the ASSOCIATION to set forth

herein their agreement on all matters related to wages, hours, terms and conditions of

employment for the employees of the Springboro Community City School District in the

bargaining unit covered by this AGREEMENT. The BOARD and the ASSOCIATION both

acknowledge and recognize that the provisions of Chapter 4117 of the Ohio Revised

Code govern their collective bargaining relationship and that provisions in this Chapter

enable the parties to negotiate for negotiation procedures, terms and other conditions of

employment for the employees in the bargaining unit which are not the same as and/or

are different than and/or at variance from rights, duties, responsibilities or procedures set

forth in the Ohio Revised Code. The BOARD and the ASSOCIATION hereby state that

it is their express understanding and agreement that to the fullest extent permitted by

Chapter 4117 of the Ohio Revised Code, the specific provisions of this AGREEMENT

shall control over any provision of the Ohio Revised Code which might provide for any

different right, procedure or obligation on either the BOARD or the ASSOCIATION or any

employee in the bargaining unit; provided, however, unless a specific provision in this

AGREEMENT does provide such a different right, procedure or obligation, the provisions

of the Ohio Revised Code shall control.

ARTICLE I – RECOGNITION

1.01 Definition of Bargaining Unit

(a) The Springboro Community City School District Board of Education,

hereinafter referred to as the "BOARD", recognizes the Springboro

Education Association, OEA/NEA, hereinafter referred to as the

"ASSOCIATION", as the exclusive and sole collective bargaining

representative for all purposes permitted by Chapter 4117 of the Ohio

Revised Code for all certificated/licensed employees under Ohio Revised

Code Title 33 including teachers, counselors, librarians, and school

psychologists but excluding all substitutes, "auxiliary service" employees,

administrative staff and/or supervisory employees, as defined in Chapter

4117 of the Ohio Revised Code, and all other employees of the BOARD.

These exclusions shall include the Superintendent, Assistant

Superintendent, Treasurer, Directors Principals, Assistant Principals,

Coordinator(s), Athletic Director, Business Manager,

Coordinator/Supervisor, and Assistant Athletic Director.

(b) As used in this AGREEMENT, the term "employee(s)" refers to all

employee(s) included in the bargaining unit described above in Section

1.01(a).

September 1 through August 31. Once a Member enrolls such

membership shall be continuous thereafter for each subsequent

membership year unless the individual cancels their membership.

(d) Any Member who wishes to cancel their membership must notify the

ASSOCIATION Treasurer in writing between August 1

and August 31

A Member may cancel their membership outside of the aforementioned

cancellation period but shall be responsible for the remaining dues, fees,

and assessments of the current membership year pursuant to Section

5.10 of this AGREEMENT and by such cancellation acknowledges that

they are forgoing any rights specifically reserved to Members of the

ASSOCIATION. Members wishing to cancel his/her membership shall be

responsible for the termination of their dues deduction pursuant to Section

5.10 of this AGREEMENT and all relevant OEA Board Policies.

1.02 Management Rights of the BOARD

(a) The ASSOCIATION recognizes the BOARD as the locally elected body

charged with the establishment of policy of public education in the

Springboro Community City School District and as the employer of all

personnel of this school system under State law. The ASSOCIATION

further recognizes that the BOARD has the sole responsibility for the

management and control of all the public schools of whatever name or

character in the District and has the full authority to establish the rules and

regulations by which the District will be governed as provided in the Ohio

Revised Code, except as limited by specific provisions of this Contract.

(b) It is specifically agreed that the BOARD has all management rights set

forth in Section 4117.08 of the Ohio Revised Code.

his designee.

ARTICLE II - PROFESSIONAL NEGOTIATIONS PROCEDURES

2.01 Initiation of Negotiations

(a) Professional negotiations shall be initiated in writing by the President of

the ASSOCIATION to the Superintendent or by the Superintendent to the

President of the ASSOCIATION. The initiating party shall include the

following:

(1) Date of request

(2) Purpose of negotiations

(3) Contact person/address for negotiations

(b) If mutually agreed to by the parties, this AGREEMENT or any part thereof

may be renegotiated prior to the termination date of the AGREEMENT.

Negotiations shall begin within fourteen (14) calendar days of the

agreement to re-negotiate on these specific items mutually agreed to

reopen and shall proceed in accordance with the provisions of this Article.

Contract, at the request of either party, negotiations shall commence on a

successor document. At that time, all matters related to wages, hours and

other terms and conditions of employment shall be open for negotiations.

Negotiations shall proceed in accordance with the provisions of this

Article.

2.02 Professional Negotiations Meetings

(a) The parties shall meet at a time and place as determined under Section

2.01 for the first negotiations meeting. Negotiations meetings shall be

scheduled during the normal workday of bargaining unit members, unless

otherwise mutually agreed.

(b) Specific written proposals shall be exchanged by the parties at the first

meeting unless otherwise mutually agreed. The party requesting

negotiations shall present and explain its proposals first. The other party

will then present and explain its proposals. Subsequently, no new

proposals shall be considered unless otherwise mutually agreed.

be determined at the end of each negotiations meeting.

2.03 Negotiation Teams

(a) Each negotiations team shall consist of no more than six (6) people. Each

team may designate a spokesperson and the remaining people may act

as observers or consultants. The observers or consultants shall not

participate in the negotiation discussions unless mutually agreed upon.

Formal presentations may be made by consultants upon specific items

under discussion provided notice is given the day prior to the meeting

naming the person who will make the presentation and the subject of

same. Additional special consultants may be called upon to make formal

presentations with the mutual agreement of the parties.

2.04 Information

(a) The designated representatives of the BOARD and the ASSOCIATION

agree to make available to each other, upon reasonable request and in

reasonable time, all available public information pertinent to the matter or

matters then under consideration.

2.05 Recesses

(a) Either team shall have the right to recess for independent caucus at any

time. Caucuses shall be of reasonable length.

2.06 Item Agreement

(a) The designated representatives of the BOARD and the ASSOCIATION

shall determine at the initial negotiations meeting the procedures to be

used for tentative item agreement.

2.07 Agreement

(a) When a tentative agreement on the entire contract is reached through

negotiations, the outcome will be reduced to writing signed by the

spokesperson of each negotiating team and submitted to the

ASSOCIATION's general membership with a recommendation for

acceptance by the ASSOCIATION's bargaining team and to the BOARD

with a recommendation for acceptance by its team.

(b) The ratification vote by the ASSOCIATION's membership shall be

communicated to the BOARD by the President of the ASSOCIATION in

writing. Upon receipt of written notification that the ASSOCIATION has

ratified the tentative agreement, the BOARD shall meet within fourteen

(14) calendar days to vote on the tentative agreement.

ASSOCIATION, the BOARD will have the agreement posted on the

BOARD’S internal website so that all employees in the bargaining unit, all

members of the administrative staff, the ASSOCIATION, and the BOARD

will be able to review it.

2.08 Dispute Resolution - Mediation

(a) In the event that full tentative agreement is not reached at least sixty (60)

calendar days prior to the expiration (or reopener, if applicable) date

specified in the AGREEMENT, the parties mutually agree to utilize the

services of a Mediator designated by the Federal Mediation and

Conciliation Service. So that a Mediator can be promptly designated and

be of assistance to the parties when needed, the parties will no later than

seventy (70) calendar days prior to the expiration (or reopener, if

applicable) date write the appropriate District Director of the Federal

Mediation and Conciliation Service requesting the designation of a

Mediator who could be utilized, if necessary. Either party may request the

services of a Mediator at any time during the sixty (60) calendar day period

prior to the expiration (or reopener, if applicable) date whether or not an

impasse in negotiations exist. However, if full agreement has not been

reached at least forty-five (45) calendar days before the expiration (or

reopener, if applicable) date, the services of a Mediator shall be utilized.

(b) The dispute resolution procedure shall be deemed exhausted either:

(1) at the expiration of the AGREEMENT; or

(2) if the AGREEMENT is extended, when either party declares that

mediation was unable to result in a settlement. In the case of a

contract reopener, the dispute resolution procedures shall be

deemed to be exhausted forty-five (45) calendar days after mediation

services are initiated unless the parties extend this process for a

longer period of time.

2.09 Waiver of ORC 4117 Fact Finding Procedures

(a) The parties expressly hereby waive any right to utilize any mediation or

fact finding procedures prescribed in Chapter 4117 of the Ohio Revised

Code.

2.10 Right to Strike

(a) Nothing herein shall prohibit the ASSOCIATION from exercising its right

under Section 4117.14(D) of the Ohio Revised Code, provided the

ASSOCIATION has given the BOARD and the State Employee Relations

Board ten (10) calendar days' prior notice, in writing, of its intent to strike

on or after the expiration date of this Agreement. Such written notice shall

contain the day and time the strike shall commence and shall otherwise

comply with the applicable provisions of the Ohio Revised Code.

2.11 Provisions Contrary To Law

(a) This collective bargaining agreement supersedes and prevails over all

statutes of the State of Ohio, except as specifically set forth in Section

ORC 4117.10 (A), all Civil Service Rules and Regulations, Administrative

Rules of the Director of State Personnel and all policies, rules, and

regulations of the Employer.

(b) If any provision of this Agreement shall be found to be contrary to law by

a court of competent jurisdiction, then that provision shall be deemed

invalid except to the extent permitted by law, but all other provisions hereto

shall continue in full force and effect for the term of the contract. The

parties shall meet within thirty (30) calendar days upon request of either

party to negotiate any necessary change in the Agreement relative to the

affected provision. Said negotiations shall be in accordance with

provisions outlined in this Article.

to Chapter 4117, the BOARD and the ASSOCIATION intend for that

language to supersede and replace Ohio law where permissible.

2.12 Change in Law During Agreement

(a) If, during the term of this AGREEMENT, there is a change in any state or

federal law which would invalidate any provision of this AGREEMENT, the

parties will meet to negotiate any necessary change in the Agreement

relative to the affected provision within thirty (30) calendar days upon

request of either party and in accordance with provisions outlined in this

Article.

ARTICLE III – NON-DISCRIMINATION

3.01 Non-Discrimination

(a) The BOARD and the ASSOCIATION agree that there shall be no

discrimination against any employee based on race, color, creed, age,

sex, sexual orientation, gender identity, gender expression, national

origin, disability or handicap, marital status, veteran status, political

affiliation and/or union membership/activism, all as in accordance with and

as limited by the provisions of applicable law.

3.02 Request for Accommodation

(a) Any employee requesting any accommodation for any disability shall be

required to furnish the Superintendent with a statement from his/her

physician setting forth the particulars of the disability which requires

accommodation and the recommendation from such physician for the

accommodation(s) necessary.

(b) Upon receipt of such request, the Superintendent shall review the request.

defined in the Americans With Disabilities Act, such issue shall be deemed

a threshold issue. This issue shall be resolved utilizing the

Grievance/Arbitration provision of this AGREEMENT, subject to the

limitation that the sole issue to be submitted to an arbitrator shall be

whether the employee is disabled as defined in the Americans With

Disabilities Act.

(d) Once the issue of whether the employee is disabled is resolved, the

ASSOCIATION and the Superintendent shall meet to determine what

reasonable accommodation is appropriate.

(e) In the event agreement on a reasonable accommodation cannot be

reached, the employee shall have the right to utilize the

Grievance/Arbitration provisions of this AGREEMENT to resolve the

matter.

(f) During the processing of a request for an accommodation, the

Superintendent may, in the exercise of his sole discretion, require any

employee claiming to be disabled and seeking accommodation to be

examined by a physician or physicians selected by the Superintendent for

the purpose of determining whether the employee is disabled and/or what

accommodations may be appropriate under the circumstances present.

(g) The employee is responsible for all expenses incurred from his/her

physician.

(h) The BOARD is responsible for all expenses incurred from the physician

selected by the Superintendent.

ARTICLE IV - GRIEVANCE PROCEDURE

4.01 Grievance Policy

(a) The BOARD recognizes that in the interest of effective personnel

management, a procedure is necessary whereby each employee can be

assured of a prompt, impartial and fair hearing on his/her grievance. Such

procedure shall be available to each employee and no reprisals, of any

kind, shall be taken against any employee initiating or participating in the

grievance procedure.

(b) The grievant shall have the right to representation by the

ASSOCIATION at each step of this procedure.

4.02 Definitions

(a) Grievance - A grievance is a complaint regarding an alleged violation,

misinterpretation or misapplication of any provision(s) of this Agreement;

provided:

(1) If a specific section of this Contract limits the parameters and use of

this grievance procedure, such limitations shall be followed.

(b) Appropriate Administrator - The Administrator at the lowest level who has

authority to consider the grievance.

ASSOCIATION filing the grievance.

(d) Days - The term "days" shall mean working days.

4.03 Purpose

(a) The purpose of the grievance procedure is to secure, at the lowest

possible administrative level, proper solutions to grievances. Both parties

agree that grievance proceedings shall be kept informal at all levels of the

procedure.

4.04 Grievance Procedure

(a) Step One: Discussion with Administrator

(1) Any employee having a grievance should first discuss such

grievance and identify that he/she is beginning the grievance

procedure with the appropriate Administrator.

(b) Step Two: Written to Administrator

(1) If the discussion does not resolve the grievance to the

satisfaction of the grievant, such grievant shall have the right

to file a written grievance with the appropriate Administrator.

If such grievance is not filed within twenty (20) working days

after the occurrence of the act or the condition which is the

basis of said grievance, said grievance shall be waived. The

written grievance shall be on standard form (Appendix A) and

shall contain a concise statement of the facts upon which the

grievance is based and a reference to the specific provision

of this Agreement allegedly violated, misinterpreted or

misapplied.

(2) Within seven (7) working days of receipt of the grievance, the

Principal or Administrator shall hold a meeting at a mutually

agreeable time to discuss the grievance.

(3) The Administrator shall answer the written grievance within

seven (7) working days after the conclusion of the meeting.

The answer and the reasons for the answer shall be reduced

to writing and copies sent to the grievant, and the

ASSOCIATION. In the event the Administrator fails to timely

answer the grievance at Step 2, the grievant may move to the

next step.

(1) If the answer of the Administrator does not resolve the

grievance to the satisfaction of the grievant, the grievant may

appeal the grievance in writing to the Superintendent. Failure

to file such an appeal within seven (7) working days from

receipt of the written Step Two answer of the Administrator

shall be deemed a waiver of the right to appeal and the

grievance shall thereafter be void and not subject to further

processing. A meeting shall be scheduled by the

Superintendent, at a mutually agreeable time, within seven (7)

working days after the receipt of the appeal. The grievant

shall be advised in writing of the time, place and date of such

hearing and shall have the right to be represented at such

meeting by the ASSOCIATION.

(2) The Superintendent shall answer the appeal of the grievance

within seven (7) working days after the conclusion of the Step

Three meeting. The Step Three action and the reasons for

the answer shall be reduced to writing and copies sent to the

grievant, the Step One Administrator, and the ASSOCIATION.

In the event the Superintendent fails to timely answer the

grievance at Step Two the grievant may move to the next step.

(e) Step Four: Arbitration

(1) The ASSOCIATION may, within ten (10) working days after

the issuance of the Step Three answer, demand arbitration in

accordance with the rules and regulations of the American

Arbitration Association; provided, however, it does not have

the right to appoint an arbitrator who is not mutually agreeable

to the parties. When issued in accordance with these

procedures, the opinion and award of the arbitrator shall be

final and binding upon the parties. The arbitrator shall not

have the power to add to, subtract from, or modify this

Agreement. The arbitrator has the authority to determine

arbitrability if such an issue exists. Cost for the services of the

arbitrator, including per diem expenses and actual and

necessary travel expense, shall be borne equally by the

parties.

4.05 Withdrawal of Grievance

(a) A grievance may be withdrawn at any level without prejudice or record.

However, if the grievance is withdrawn after arbitration has been

requested, and the withdrawal is not pursuant to a settlement of the

grievance, the ASSOCIATION shall bear the costs of said cancellation.

4.06 Prohibition of Reprisals

(a) An employee who participates in these grievance procedures shall not be

subjected to discipline or reprisal because of such participation. A copy

of the grievance shall not be filed in the employee's personnel file but shall

be maintained by the Superintendent in a separate grievance record file.

ARTICLE V - ASSOCIATION RIGHTS

5.01 Dissemination of Information

(a) The ASSOCIATION shall have the following sole and exclusive rights:

(1) To use bulletin boards in the employees' workroom(s) for the posting

of official ASSOCIATION announcements or bulletins; provided,

however, this shall not permit the posting of any item concerning any

School Board candidate election.

(2) To use the school mail, email, and mailboxes, provided that all

material distributed to employees shall be sent to the Principal of the

building and to the Superintendent concurrent with distribution.

(3) To have its President furnished with the names and addresses of

newly employed employees following BOARD approval of their

contracts.

(4) To be given two (2) hours during the general All-Staff Meeting at the

start of the school year.

(5) To written notice from ADMINISTRATION to the ASSOCIATION

President of the date, time, and location of all bargaining unit

member orientations not less than ten (10) calendar days prior to any

orientation meeting.

(6) To be given one (1) hour to meet with newly employed employees

for instruction regarding registration and enrollment in the

ASSOCIATION.

(7) To the following bargaining unit member information provided by the

BOARD in an electronic format to the ASSOCIATION President no

later than September 30 of each school year and within twenty (20)

days of any change in information:

• Name

• Home address

• All phone numbers provided to the DISTRICT

• Personal email address

• Work site

• Grade level and/or assignment

• Date of hire

• Full time equivalent (FTE) status

• Employment status (e.g., limited contract, continuing contract)

• Type of credential (e.g., provisional, professional, permanent)

• An indication of whether the bargaining unit member is

participating in payroll deduction of ASSOCIATION dues.

5.02 Use of Facilities and Equipment

(a) The ASSOCIATION shall have the right to use school rooms and

equipment when such rooms and equipment are not in use and provided

that use is arranged in advance and does not interfere with the school

program, at no cost to the ASSOCIATION, that the purpose is for internal

business of the ASSOCIATION.

5.03 ASSOCIATION Meetings With Members

(a) The President and/or his/her designee(s) may meet with any other

member in the District during their lunch break, before and after the

student day. The President and his/her designee(s) shall notify the

Principal of any visitation to the building.

5.04 BOARD Meetings

(a) Prior to each BOARD meeting, the President of the ASSOCIATION shall

be provided access to the agenda and minutes of previous meetings as

included with the agenda.

(b) The President of the ASSOCIATION or his/her designee shall have the

right to speak at BOARD meetings on any item of concern to members

and at a time designated by the BOARD.

5.05 District Committees

(a) The ASSOCIATION shall have the right to recommend employees to

serve on district-wide committees which require the participation of

employees as established by the BOARD and/or Superintendent. At least

one (1) person on each such committee will be a person mutually

agreeable to the ASSOCIATION and the Superintendent. Such individual

shall be the ASSOCIATION's representative on the committee.

(b) Building level committees shall not be considered "district committees" as

defined in this Agreement. Such committees are only advisory in nature.

Concerns about the activities of building committees may be addressed

in Liaison Committee meetings.

Professional Development Committee (LPDC) in accordance with the

provisions of the Ohio Revised Code. The By-Laws of this LPDC Planning

Committee shall govern the operations of the LPDC. Decisions of the

LPDC shall not be subject to the grievance procedure, but rather to the

appeal process as outlined in the LPDC By-Laws.

5.06 Prohibition of Reprisals

(a) There will be no reprisals of any kind taken against any member by reason

of his/her membership in the ASSOCIATION or participation in any

activities, excluding illegal acts.

5.07 Right to Representation

(a) In the event any Administrator intends to hold a meeting with any

employee during which matters related to the possible discipline, transfer,

non-renewal or termination of the employee is likely to be discussed, the

employee will be advised of such fact prior to the meeting and will be

permitted to bring an ASSOCIATION representative to the meeting. It is

the responsibility of the employee to make arrangements for the presence

of such ASSOCIATION representative. It is understood that any

evaluation/observation pre-conference and/or the initial conference

concerning any "formal observation" or "evaluation" of an employee does

not come within the scope of this provision; provided, however, an

employee may within five (5) calendar days after such an initial

conference at his/her request have a second conference with the

Administrator at which an ASSOCIATION representative may be present

if desired by the employee.

5.08 ASSOCIATION Related Meetings

(a) The local ASSOCIATION President and officially elected delegates or

alternates shall be given leave by the BOARD to attend the annual

NEA/OEA Representative Assemblies. The ASSOCIATION shall be

responsible for paying the cost of the substitute for said delegates.

(b) The ASSOCIATION shall also be allowed to purchase up to five (5) days

release time for the President or any authorized designee by reimbursing

the District for the cost of the substitute.

the ASSOCIATION’S affiliated organizations, and has requested leave,

shall be permitted to attend these meetings without loss of pay and a

substitute shall be provided by the ASSOCIATION. Days afforded by this

section shall not exceed seven (7) days without mutual agreement.

5.09 Payroll Deductions

(a) The BOARD shall provide, through its Treasurer, payroll deductions for

the purposes outlined below as a service to the District's employees.

Neither the BOARD nor the ASSOCIATION assumes any obligation,

financial or otherwise, arising out of the provisions of this section. The

individual employee shall indemnify and hold the BOARD and its

Treasurer and the ASSOCIATION harmless for any and all claims,

grievances, arbitration, awards, suits, attachments or other proceedings

arising out of or by reason of any action taken with respect to any payroll

deduction of funds as listed.

(1) Retirement

(2) Withholding tax for National, State or Local Governmental

units, as required by law

(3) Health Care Insurance

(4) Personal Insurance (i.e., Group Life, optional life or other

health insurance)

(5) ASSOCIATION Dues (subject to Section 5.10 below)

(6) Tax Sheltered Annuities

(7) United Way

(8) Credit Union

(9) Any Court-ordered Deduction

(10) Voluntary Political Contributions

(11) SEA Scholarship Fund

(12) Government Bonds

5.10 ASSOCIATION Dues

(a) The BOARD shall provide for the voluntary payroll deduction of United

Education Professional dues for any employee authorizing such

deduction. Payroll deduction of dues, fees, and assessments will be

continuous from year to year until the EMPLOYER is notified by the

ASSOCIATION to cease deductions.

(b) Employees desiring to have such dues, fees, and assessments deducted

must sign an authorization form authorizing such payroll deduction.

second payday in October for all employees authorizing such deduction,

provided the Treasurer of the BOARD receives the data necessary to

make such deduction prior to September 15th. In the event the necessary

data is not timely received, deductions shall commence on the earliest

payday possible after the data is received. Any employee authorizing

such deduction after the first payroll deduction period shall have the dues

divided equally over the remaining pay periods.

(d) In the event an EMPLOYEE severs employment or terminates their

membership outside of the ASSOCIATION drop window outlined in

Section 1.01 (E), the DISTRICT Treasurer shall deduct all owed and

remaining dues from the EMPLOYEE’S next check immediately following

such notification.

5.11 Fair Share Fee

The ASSOCIATION and the BOARD agree to cease the collection of fair share

fees as outlined in this Section pursuant to the ruling by the U.S. Supreme Court

in Janus v. American Federation of State, County, and Municipal Employees

(AFSCME), Council 31.

In the event of a ruling by the U.S. Supreme Court or by other constitutional means

reversing the decision in the Janus v. AFSCME case the ASSCIATION and the

BOARD agree that the language outlined in this Section shall be made immediately

enforceable.

(a) Payroll Deduction of Fair Share Fee

The BOARD shall deduct from the pay of employees who elect not to

become or to remain members of the ASSOCIATION, a fair share fee for

the ASSOCIATION’S representation of such nonmembers during the term

of this contract. No non-member filing a timely demand shall be required

to subsidize partisan political or ideological causes not germane to the

ASSOCIATION’S work in the realm of collective bargaining.

(b) Notification of the amount of Fair Share Fee

Notice of the amount of the annual fair share fee, which shall not be more

than 100% of the unified dues of the ASSOCIATION, shall be transmitted

by the ASSOCIATION to the Treasurer of the Board on or about

September 15 of each year during the term of this contract for the purpose

of determining amounts to be payroll-deducted, and the BOARD agrees

to promptly transmit all amounts deducted to the ASSOCIATION.

(1) All Fair Share Fee Payers

Payroll deductions of such annual fair share fees shall commence on

the first pay date which occurs on or after January 15

annually. In

the case of unit employees newly hired after the beginning of the

school year, the payroll deduction shall commence on the first pay

date on or after the later of:

a. Sixty (60) days employment in a bargaining unit position or

b. January 15

(2) Upon termination of membership during the membership year the

Treasurer of the BOARD shall, upon notification from the

ASSOCIATION that a member has terminated membership,

commence the deduction of the fair share fee with respect to the

former member, and the amount of the fee yet to be deducted shall

be the annual fair share fee less the amount previously paid

through payroll deduction.

(d) Transmittal of Deductions

The BOARD further agrees to accompany each such transmittal with a

list of names of the employees for whom all such fair share fee

deductions were made, the period covered, and the amounts deducted

for each.

(e) Procedure for Rebate

(1) The ASSOCIATION represents to the BOARD that an internal

rebate procedure has been established in accordance with Section

4117.09(C) of the revised code and that a procedure for

challenging the amount of the representation fee has been

established and will be given to each member of the bargaining unit

who does not join the ASSOCIATION and that such procedure

shall be in compliance with all applicable state and federal laws and

the constitutions of the United States and the State of Ohio.

(f) Entitlement to Rebate

(1) Upon timely demand, non-members may apply to the

ASSOCIATION for an advance rebate of the fair share fee pursuant

to the internal procedure adopted by the ASSOCIATION.

(g) Indemnification of Employer

(1) The ASSOCIATION, on behalf of itself and the OEA and NEA,

agrees to indemnify the BOARD for any cost or liability incurred as

a result of the implementation and enforcement of this provision

provided that:

a. The BOARD shall give a ten (10) day written notice of any claim

made or action filed against the employer by a non-member for

which indemnification may be claimed;

b. The ASSOCIATION shall reserve the right to designate counsel

to represent and defend the employer;

c. The BOARD agrees to: (1) Give full and complete cooperation

and assistance to the ASSOCIATION and its counsel at all levels

of the proceeding; (2) Permit the ASSOCIATION or its affiliates

to intervene as a party if it so desires, and/or (3) To not oppose

the ASSOCIATION or its affiliates’ application to file briefs

amicus curiae in the action.

d. The BOARD acted in good faith compliance with the fair share

fee provision of this agreement; however there shall be no

indemnification of the BOARD if the BOARD intentionally or

willfully fails to apply (except due to court order) or misapply such

fair share fee provision herein.

5.12 President Release Time

A. If the president of the association has a preschool, K-5 classroom

assignment, he/she shall not be assigned to perform any non-teaching

duties during the workday. This will allow the president to attend to

association business.

B. If the president of the association has a preschool, K-5 assignment, but

without a homeroom, he/she shall have a schedule that includes a daily

period to attend to association business. This period shall be in addition to

the planning time provided in Article 15.03.

C. If the president of the association has a grade 6-12 assignment, he/she shall

have a schedule that includes a daily period to attend to association

business. This period shall be in addition to the planning time provided in

Articles 15.035 and 15.04.

ARTICLE VI - LIAISON COMMITTEES

6.01 Faculty/Staff Advisory Committee

A. There shall be a Faculty/Staff Advisory Committee established in each

building which shall be co-chaired by one of the ASSOCIATION’s building

representatives and the Building Principal.

B. The ASSOCIATION shall have representatives on the Faculty/Staff

Advisory Committee in a ratio of one (1) representative for each fifteen

(15) teachers, or fraction thereof, provided that in each building the

ASSOCIATION shall be entitled to a minimum of three (3) representatives.

Such representatives shall be elected by their respective faculties.

C. The intent of the committee is to improve communications between staff

and administration in regard to building problems and programs and to

improve the educational effectiveness of the building. Upon request by

either party, the Faculty/Staff Advisory Committee shall meet to discuss

matters of common interest in the building.

A schedule of potential meetings shall be established at the start of each

school year.

Any agenda of matters to be considered at the regular meetings shall be

distributed to the building staff, including the building administrator, at

least twenty-four (24) hours before any regular meeting. Special meetings

may be scheduled when necessary.

Members may anonymously submit items of concern which they wish

placed on the agenda to any member of the Faculty/Staff Advisory

Committee.

D. Training will be provided to available members of the Faculty/Staff

Advisory Committees on the district in-service days and as agreed by the

parties.

E. Minutes of all meetings shall be kept in a prescribed format and distributed

to the building staff, the Superintendent, and ASSOCIATION president.

All meetings are to be open so that any employee in the building can

attend as an observer.

6.02 Superintendent/Association President Advisory

A. In an effort to further a good working relationship between the parties, the

Superintendent and Association President shall meet periodically as

requested by either party.

B. The purpose of such meetings shall be to discuss issues, concerns or

problems with the intent to develop possible resolutions.

C. Either party may elect to have other employees, officers or consultants

attend, provided advance notice is given to the other.

6.03 Prohibition of Reprisals

(a) No reprisals of any kind shall be taken against any employee participating

in the activities of the Faculty / Staff Advisory Committee or the Labor

Management Committee.

ARTICLE VII - PROFESSIONAL PERSONNEL RECORDS

7.01 Contents of Personnel Records

(a) All official personnel records will be filed in the Superintendent's office or

Treasurer's office on a current basis. These personnel records may

include:

(1) Application for employment, including references;

(2) Nomination form;

(3) Copy of latest contract properly signed;

(4) Copy of latest salary notice;

(5) Ohio teaching certificate;

(6) Evaluation(s);

(7) Transcript(s) of college credits showing the official record

of the degree granted, original or certified copy;

(8) Record of military service;

(9) Recommendations/reprimands; and

(10) Other documents properly placed in such file utilizing the

procedure set forth in Section 7.02 and 7.03 below.

7.02 Access to Personnel Records

(a) Each employee will have access to the contents of his/her own personnel

file with the exception of (a)(1) above. This personnel file may be opened

only in the presence of the Superintendent; and a representative of the

ASSOCIATION may, at the employee's request, accompany the

employee in such a review.

(b) Material will be removed from an employee's file by consent of the

Superintendent or, if required by law or pursuant to the decision of an

arbitrator hearing a grievance under this Agreement.

be open to the public except as required by law. An employee's medical

file shall be deemed confidential information and shall not be open to the

public.

7.03 Material Placed in Personnel Files

(a) An employee will be notified of the placement in his/her personnel file of

any material and will be provided the opportunity to read any such material

prior to its being placed in his/her file. An employee will be given the

opportunity to acknowledge that he/she has read the material by affixing

his/her signature to the copy to be filed. This signature will not indicate

agreement with the content of the material, but indicates only that the

material has been provided to the employee. If the employee declines to

sign the material, this shall be noted on the material placed in the

personnel file. An employee shall have the opportunity to reply to any

material placed in his/her personnel file in a written statement to be

attached to the filed copy. The employee will be given a copy of such

material. Any written reprimand or other disciplinary action of record

except for suspensions without pay taken against an employee shall be

deemed null and void and of no force and effect either three (3) years after

the date of issuance, provided there has been no other discipline during

such three (3) year period, or three (3) years after the date of issuance of

the last discipline of record, whichever is the later date. Records of

suspensions without pay shall be deemed null and void and of no force

and effect either ten (10) years after the date of issuance, provided there

has been no other discipline during such ten (10) year period, or ten (10)

years after the date of issuance of the last discipline of record, whichever

is the later date.

7.04 Procedures for Complaints of Record

(a) Upon receipt of a complaint, the Building Principal or his/her designee, will

investigate the allegations contained therein. Should the Building

Principal, or his/her designee, determine that the allegations are serious

enough to become a matter of record, he/she shall meet with the

employee to discuss the complaint. The employee may be accompanied

by an ASSOCIATION representative. At the meeting the employee shall

be presented with the specifics of the complaint, and shall have the

opportunity to respond to the allegations.

(b) If, upon completion of the investigation, the complaint is merited by the

facts of the case, a written report may be generated. If a report is

generated, a copy will be provided to the employee. If the complainant has

asked that their identity not be identified, no written report shall be

generated solely on the basis of a confidential complaint.

his/her designee, determine that disciplinary action is necessary, the

procedure set forth in Article XI shall be followed.

(d) Anonymous letters or materials shall not be placed in an employee’s

personnel file.

7.05 Employee Right to Copies of File Materials

(a) An employee shall be entitled to a copy of any material in his/her file

except the material originally supplied to the administration as confidential

prior to employment.

ARTICLE VIII – EVALUATION

8.01 Objectives Philosophy of Evaluation

a) The Springboro Community School District believes that employee evaluation is

an ongoing process. Evaluations are used to improve the quality of instruction, to

enhance job performance responsibilities and to focus on and emphasize

professional development. Effective student learning is the ultimate goal of

evaluations. It is a continuous, constructive and cooperative process wherein the

individual being evaluated and the evaluator share a joint responsibility to work

together to recognize effective instruction and the means and methods by which

to improve student learning. It is a process meant to commend where

commendation is warranted and create specific professional development plans

and suggest means of improvement when needed. It is also a means for making

decisions regarding employment.

8.02 Purpose of Evaluation

a) To help employees gain a better understanding of the scope of their duties and

responsibilities as reflected in the job description.

b) To increase overall job performance with support from the administrator.

c) To provide employees with feedback necessary to develop a professional growth

or professional improvement plan.

d) To provide a means for making appropriate contract recommendations.

Pursuant to the Ohio Teacher Evaluation System (OTES) as required by Sections

3319.111 and 3319.112 of the Ohio Revised Code, the following procedure will be

utilized for all employees. Additionally, the Ohio School Counselor Evaluation

System (OSCES) will be utilized for the counselors, the Ohio School Library Media

Specialist evaluation and rubric, developed by OELMA, will be utilized for licensed

media specialists, and the Ohio School Psychologists Association developed

evaluation tool will be utilized for school psychologists and related services (SLP,

P/T, O/T) employed by the BOARD.

An employee’s teaching performance shall be assessed based on the OTES

Standards for the teaching profession.

8.03 Evaluators

a) An evaluator shall be a principal or a principal or special education administrator

for speech pathologists, school psychologists, or other related services, employed

under a contract pursuant to Sections 3319.01 or 3319.02 of the Ohio Revised

Code and must hold at least one (1) license named under Division (a), (b), (c), (d)

of Section 3319.22 of the Ohio Revised Code and must be credentialed as stated

in Ohio law.

b) By September 30 of each school year, each building principal will provide written

notice to employees assigned to his/her building which head or assistant principal

will be conducting the annual evaluation.

c) An employee who travels between buildings shall be evaluated by the principal

where he/she spends the majority of his/her time, unless mutually agreed

otherwise.

d) In assessing a teacher’s performance, evaluators will not make judgments, or

otherwise discriminate, on the basis of a teacher’s age, gender identification, race,

ethnicity, national origin, religion, sexual orientation, marital status, military status,

disability, or ASSOCIATION involvement.

8.04 Evaluation Frequency and Procedure / Teaching Performance

a) Annual Evaluations shall occur for:

1. A teacher in his/her first year of employment with the BOARD;

2. A teacher in his/her second year of employment with the BOARD;

3. A teacher in his/her third year of employment with the BOARD;

4. A teacher who receives an evaluation rating of developing;

5. A teacher who receives an evaluation rating of ineffective.

b) Skilled Evaluation Rating

If an employee’s final evaluation rating is skilled, he/she will be evaluated every

other year.

Additionally, an employee whose final evaluation rating is skilled and therefore not

subject to an annual evaluation, may notify the head principal, via email, by

September 15

of any school year that he/she would like to be formally evaluated

during the year.

c) Accomplished Evaluation Rating

If an employee’s final evaluation rating is accomplished, he/she will be evaluated

every three (3) years.

d) Leaves of Absence

An employee who is scheduled to be on a leave of absence for more than fifty

percent (50%) of the school year shall not be formally evaluated.

e) Notice of Retirement

An employee who submits a notice of retirement by November 1 and such retirement

is approved by the BOARD by December 1 shall not be formally evaluated during

the school year.

f) Sections b and c above apply to all employees, whether or not on a limited or

continuing contract. However, the principal may elect to formally evaluate an

employee during the school year prior to the expiration of the employee’s limited

contract. Said employee shall be notified by September 30 if the principal elects

to evaluate.

8.05 Formal Procedure

a) During an employee’s first and second year of teaching with the BOARD, all

observations shall be scheduled and announced.

b) With the exception of a. above, only the first observation of the school year shall

be scheduled and announced.

c) Two (2) formal observations of at least thirty (30) consecutive minutes shall be

conducted. There shall be at least ten (10) work days between formal

observations. Additional observations may be conducted as determined by the

principal if an ineffective rating is noted on the rubric. The principal will inform the

employee during the post-observation conference following the second

observation if additional observations shall be made.

Notwithstanding the provision above, an employee whose limited contract could

be subject to a nonrenewal, shall be observed at least three (3) times by the

principal. In such cases, the employee shall be informed in advance if an

administrator, other than his/her evaluator, will conduct observations.

d) For announced observations, a pre-observation conference shall occur between

the principal and the employee at a mutually agreeable time. Within ten (10) work

days after the observation, a post-observation conference shall be held between

the principal and employee. The principal shall provide a summary of the evidence

observed to support his/her observations at the conclusion of the conference.

e) Within ten (10) days after an unannounced observation, a post-observation

conference shall be held between the principal and employee. The principal shall

provide a summary of the evidence observed to support his/her observations at

the conclusion of the conference or within ten (10) work days following the

conference.

f) All observations shall be completed by May 1 of each year. By May 10, all

summative evaluation reports shall be completed. The employee shall receive the

final formal written evaluation report, which shall include evidence to support the

principal’s analysis and teaching performance designation.

g) The employee may submit any comments/responses concerning the evaluation

he/she deems necessary.

h) All observations, including walkthroughs as described below of teaching

performance, shall be conducted with full knowledge of the employee.

i) Observation and/or evaluation conferences shall not be scheduled the first week of

school, the first day of the second semester for those employees teaching a

semester class, or on the day before or after Thanksgiving, Winter and Spring

break.

j) All conferences shall be scheduled at a mutually agreeable time between the

principal and the employee.

8.06 Walkthroughs

a) In addition to the observations described above, the principal shall use periodic

walkthroughs as a means to observe an employee’s teaching performance. A

walkthrough shall be limited to a maximum of fifteen (15) minutes.

Upon the request of either the employee or principal a meeting shall occur after

the walkthrough to discuss observations.

The teacher shall be provided a report of the walkthrough form electronically.

8.07 Evaluation Deficiencies

a) Formal observations and walkthroughs resulting in an Ineffective rating in any one

of the standards shall result in the principal and employee developing a plan of

action during the post-observation conference. All deficiencies identified by the

principal shall be recorded in the plan of action and shall state the specific

problem(s), the observed evidence to support said problem(s) and

recommendations for improvement.

8.08 Completion of Evaluation Cycle

a) The summative evaluation of an employee shall be based upon performance that

is assessed during the walkthroughs and formal observations that are conducted

for the current school year. The evaluation report shall be completed by May 10

and verified by both parties.

8.09 Off-Cycle Observations

a) In years when the employee is not subject to the formal evaluation because he/she

has received an evaluation rating of accomplished or skilled he/she will be subject

to an off-cycle observation. The principal shall conduct one (1) off-cycle

observation of at least fifteen (15) to thirty (30) minutes. A post-observation

conference shall be held within ten (10) workdays if the principal has a concern to

discuss with the employee and the completed Observation Report, using the

informal observation form in OhioES, shall be discussed. If a post observation

conference is not held, the principal shall notify the employee that his/her

observation is complete on the OhioES system. The process outlined in this

Section shall be completed by May 1

8.10 High Quality Student Data (HQSD)

a) Data obtained from HQSD shall not be used for employment decisions, including

but not limited to, nonrenewal, termination, reduction in force and recall.

b) No evaluation factor shall be impacted solely by student performance on a test or

tests.

c) HQSD shall not be aggregated to provide “shared attribution” among teachers in

the District, building, grade, content area, or other group.

8.11 Professional Growth and Improvement Plans

a) Professional growth and/or improvement plans shall be developed in accordance

with BOARD policy and state law.

b) The improvement plan shall utilize the form found in Appendix G of this

AGREEMENT.

8.12 Due Process

a) An employee who disagrees with the summative evaluation rating shall be entitled

to a hearing before the superintendent/designee. The employee shall have the

opportunity to present information, evidence and data that disputes the area of the

evaluation for which he/she objects. The employee will articulate the changes in

the final evaluation report that he/she is requesting.

b) The employee shall be entitled to ASSOCIATION representation at such hearing.

c) The superintendent shall render a decision to the employee’s objections within ten

(10) work days of the hearing.

d) The employee then has the right to grieve procedural errors and/or errors in

student growth measures related to his/her evaluation in accordance to Article 4.

The grievance shall commence at Step Four of the grievance procedure.

8.13 Contract Evaluation Procedures and State Statutes

a) The parties state that it is their express intention and agreement that the evaluation

procedures set forth in this Article are the sole evaluation procedures applicable in

the Springboro Community City School District for the employees in the bargaining

unit covered by this agreement and that such evaluation procedures, where

applicable, comply with the requirements of 3319.111 and 3319.112.

b) The parties agree that should litigation and/or legislation amend and/or appeal any

requirement or provision related to the employees’ evaluation, the Evaluation

Committee shall review said changes and recommend what adjustments, if any,

need to be made to the evaluation policy and/or procedures defined within this

Article. Any alteration to this Article shall require approval/ratification from the

BOARD and the ASSOCIATION membership. Upon approval/ratification the

parties shall enter into a written amendment to the contract.

8.14 Evaluation Committee

a) The ASSOCIATION and the BOARD agree to establish a standing joint Evaluation

Committee for the purpose of regularly reviewing the evaluation procedure and

process, including the evaluation instrument.

b) Committee Composition

1. The committee shall be comprised of four (4) ASSOCIATION members

appointed by the ASSOCIATION President and four (4) members appointed

by the Superintendent. In addition each party may appoint up to one (1) ad

hoc non-voting member to assist and/or attend committee meetings.

c) Committee Operation

1. The committee shall be chaired by a committee member from the

administration with input on the agenda from the association

president/designee.

2. Members of the committee will receive OTES training.

3. The committee will establish by mutual agreement a meeting calendar,

tasks for the committee to complete, and timelines for the completion of

specific tasks.

4. One (1) task of the committee shall be to determine those conditions that

would likely have an adverse impact on student growth measures, such as

long term leaves of absence, the acceptance and mentoring of student

teachers, changes in employee assignments, implementation of the

common core state standards, etc. The committee shall perform this task

over the term of this agreement and shall make recommendations to inform

future contract negotiations.

5. All decisions of the committee will be achieved by consensus.

6. At the initial committee meeting, the committee will develop the ground rules

by which the committee will operate.

7. Members of the committee will receive release time for committee work and

training.

8. The committee shall be authorized to utilize consultant(s). (Examples

include, but are not limited to, educational consultants, software

consultants, credentialing trainers, etc.,) as it deems appropriate. The cost,

if any, shall be borne by the BOARD.

9. Any recommended changes to the provisions in this Article VIII shall be

submitted to the superintendent and ASSOCIATION president. Any

alterations shall require approval / ratification from the BOARD and

ASSOCIATION membership. Upon approval / ratification the parties shall

enter a written amendment to the contract.

ARTICLE IX - VACANCIES, ASSIGNMENTS AND TRANSFERS

9.01 Vacancies and Postings

(a) A vacancy shall be defined as a position within the bargaining unit which

results from a resignation, retirement, death, nonrenewal, or termination that

the administration determines to fill or the creation of a new position.

(b) Vacancies shall be posted for five (5) work days. The notice of vacancy shall

be sent through the internal email system by the Human Resource

Department and posted on the district’s website. The notice shall include the

grade level, academic content area, building and timeline for notification of

interest in the position.

email within the specified timelines in the posting.

(d) Current employees who are qualified by certificate/license for the position and

who notify Human Resources of their interest in the position will be

considered for the position before individuals not in the employ of the BOARD

are hired. Considered means that an employee will be interviewed by a

building principal/administrator when the employee applies for any position in

that building principal/administrator’s building. The building

principal/administrator does not have to interview the employee in the same

school year if the employee applies for that position again or for any other

position in the building.

(e) The EMPLOYEE may request a meeting with the building

principal/administrator to discuss the reasons for not being selected to fill a

vacant position.

9.02 Vacancies During the School Year

Vacancies occurring during the school year shall be filled with a temporary

employee for the remainder of the school year. The employee filling the position

will be considered temporary and his/her contract will automatically expire and not

be subject to nonrenewal or reduction in force. The position shall then be posted

in the spring as a vacancy as specified in Section 9.01 above.

9.03 Shifts in Enrollment/Redistricting

(a) When a transfer must be made due to a reduction in the number of classes

within a grade level within a building or department, the least senior employee

properly certified/licensed shall be subject to a transfer provided no other

employee from the same grade level or department has volunteered to

transfer to a vacancy.

(b) When a transfer must be made due to redistricting or reassignment of grade

levels to other buildings, all employees shall remain in their current

assignment. Any such employee transferred due to redistricting or

reassignment of grade levels to other buildings shall have the opportunity to

express interest in vacancies as defined in Section 9.01 above.

shall occur by May 30

. Transfers after May 30

shall occur only as a result

of other extenuating circumstances.

(d) Prior to a transfer pursuant to (a) or (b) of this Section, the affected Member(s)

may meet with the principal or immediate supervising administrator and/or

the Superintendent or his/her designee to discuss the reasons for the

transfer.

ARTICLE X – REHIRE RETIREES

This Article governs the terms and conditions of employment of individuals who

have retired under STRS rules whom the BOARD may regularly employ in a

position that falls within the bargaining unit.

(a) For initial placement purposes on the salary schedule, the employee will

receive horizontal credit in accordance with the normal rules, with the

further understanding that the employee will be placed at Step 0 of the

appropriate column.

(b) The employee will receive a one-year limited contract of employment (if

employed after the start of the year, such contract will be for the remainder

of that school year). Each one (1) year contract shall automatically expire

upon the completion of the year and it is not necessary for the BOARD to

conduct evaluations in accordance with Ohio Revised Code 3319.111 or

Article VIII or for the BOARD to take formal action to not reemploy the

employee pursuant to Ohio Revised Code 3319.11 or Article XI in order

to terminate the employment relationship. If subsequently reemployed,

the employee will be awarded another one-year limited contract. In no

event will the employee qualify for a continuing contract or multi-year

contract. If reemployed, the employee shall advance one (1) year on the

salary schedule.

seniority and will not retain or accrue seniority.

(d) The employee shall not be eligible for severance pay upon separation

from employment.

(e) A full-time employee shall be eligible to participate in the District’s

insurance programs offered to bargaining unit members as identified in

Article 18.02 but the BOARD will pay 80% and the employee will pay 20%

of each such benefit. For part-time employees, the BOARD’s share will

be pro-rated based on the employee’s part-time status.

(f) Prior employment in the District is no guarantee of post-retirement

employment or a particular assignment. Employees must apply for each

vacancy for which they wish to be considered, and compete with other

applicants as a part of the selection process.

(g) Employees shall be SEA members or Fair Share Fee Payers as provided

in the Negotiated Agreement.

(h) Employees who are rehired will begin employment with zero (0) days of

accumulated sick leave, and will accrue and accumulate sick leave in

accordance with the provisions of the Negotiated Agreement.

(i) Employees shall not be entitled to tuition reimbursement/professional

development stipend identified in Article 18.06 or the sick leave bank

identified in Article 14.04.

(j) Employees shall be entitled to all other benefits provided by the

Negotiated Agreement unless otherwise limited by specific provisions of

this Article.

(k) The provisions of this Article supersede and prevail over any inconsistent

terms that may appear elsewhere in this Negotiated Agreement or in any

part of the Ohio Revised Code, including but not limited to 3317.13,

3319.08, 3319.11, and 3319.111.

ARTICLE XI - DISCIPLINE- NON-RENEWAL- DISMISSALS

11.01 Discipline

(a) The BOARD/Administration shall have the right to discipline; (e.g., verbal

warning, written warning and/or disciplinary suspension without pay) for

good and just cause. Disciplinary action of any type taken by the

BOARD/Administration shall be subject to the grievance/arbitration

provisions of this Agreement.

(b) The procedures set forth in Sections 4.04 shall be applicable to the

issuance of discipline.

11.02 Non-Renewal

(a) Notwithstanding any provisions of the Ohio Revised Code which requires

otherwise, it is agreed and expressly understood by the BOARD and the

ASSOCIATION that during the term of this AGREEMENT the language in

this section shall be considered the complete and total non-renewal

provisions of the School District.

(b) A recommendation by the Superintendent to the BOARD for the non-

renewal of an employee's regular limited contract shall take into account

the employee's ability or lack thereof, and the degree of professional

competency of the employee, or the lack thereof.

shall be maintained in accordance with the evaluation procedure and such

written record shall be complete prior to any recommendation for the non-

renewal.

(d) Upon a decision by the Superintendent to recommend non-renewal of an

employee's contract, but prior to the Superintendent's recommendation of

non-renewal to the BOARD, the Superintendent shall notify the employee

in writing of said non-renewal decision, which shall include the reasons for

his recommendation. The employee shall have the opportunity for a

conference with the Superintendent to discuss the reasons for the non-

renewal recommendation. In the event the Superintendent's reasons for

non-renewal are not disclosed in the employee's written evaluation record,

such reasons shall have been properly documented as required by the

provisions of this Agreement. (See Article VII, Section 7.03.)

(e) The Superintendent shall recommend and the BOARD shall act on a non-

renewal recommendation prior to June 1 of the year in which the

employee's contract expires.

(f) Within seven (7) calendar days of receipt of the BOARD's written notice

of non-renewal, the employee may request in writing to the Treasurer of

the BOARD a hearing with the BOARD regarding the contract non-

renewal. Said employee shall be notified within ten (10) calendar days of

the time, date, and place of the hearing which shall be within thirty (30)

calendar days of the request.

(g) The hearing regarding non-renewal must be conducted by a majority of

the BOARD and in executive session unless the BOARD and the

employee mutually agree to hold a public hearing. A record of the hearing

may be taken by either the BOARD or the employee at the expense of the

party taking the record.

(h) The BOARD shall issue a written decision and order to the employee

within ten (10) calendar days of the conclusion of the hearing either

affirming or vacating the BOARD's action of non-renewal. Should the

BOARD vacate the non-renewal, all reference to said non-renewal shall

be expunged from the employee's record.

(i) The employee shall have the right to representation by the ASSOCIATION

at each step of this procedure.

(j) Upon completion of the procedures set forth in this Article, the employee

may use the grievance-arbitration procedures in this Agreement to grieve

procedural but not substantive/merit issues, with the arbitrator having the

authority in an appropriate case to remedy procedural errors only.

(k) The provisions of Section 11.02 shall supersede and replace applicable

provisions of the Ohio Revised Code to include, but not limited to, R.C.

3319.11 and 3319.111.

11.03 Dismissal

(a) The BOARD shall also have the right to terminate the contract of an

employee for just cause. The termination of an employee shall be subject

to the grievance/arbitration provisions of this Agreement.

ARTICLE XII - SENIORITY/REDUCTION IN FORCE/RECALL

12.01 Seniority

(a) Seniority shall be defined as the length of continuous full or part-time

service as an employee in the bargaining unit under a limited or continuing

contract in the district.

(b) The accrual of seniority shall begin from the date of regular full-time or

part-time employment as verified by official Board of Education minutes,

and continue for all time the employee is working and receiving regular

paychecks, is receiving Workers' Compensation benefits, or is in military

service.

1, 1992 (unpaid leave, suspended contract, or the initial five years of

disability retirement), shall not contribute to the accrual of seniority, but

shall not constitute a break in seniority. Such employees will be given an

adjusted seniority date to reflect the time off work on such unpaid leave,

suspended contract, or disability retirement.

(d) Seniority shall be terminated when an employee resigns, retires, or his/her

contract with the BOARD is terminated or is non-renewed.

If two or more employees have the same seniority or adjusted seniority

date, as computed using the foregoing procedures, or if conflicts develop

over seniority, seniority will be determined:

1. By the date of Board of Education hiring as stated in the BOARD

minutes and then by;

2. Previous days of regular teaching experience outside the employment

of the Springboro School District, then by;

3. Number of days of substitute teaching in the Springboro School

District, then by:

4. Broken by lot using a procedure mutually established by the

ASSOCIATION and the BOARD.

12.02 Seniority List

(a) Every employee's name will appear in order of seniority on a list according

to the employee’s areas of certification or licensure on file in the office of

the Superintendent at the commencement of the second semester of a

school year. Employees who are certified or licensed in more than one

area shall have their names on the list under each category for which they

hold a valid Ohio Department of Education certification or license, and for

which the certificate or license is on file in the office of the Superintendent.

(b) The seniority list shall be compiled by placing at the top of the list in

descending order of seniority, according to respective areas of

certification, those employees serving under continuing contracts.

Employees serving under limited contracts will be placed on the list below

those with continuing contracts, also in descending order of seniority.

December 1 of each school year. The seniority list shall be reviewed by

the ASSOCIATION President and Superintendent. All disagreements

about the accuracy of the list shall be resolved. The seniority list shall

then be updated with any new certifications or licenses filed with the Office

of the Superintendent and then initialed by the ASSOCIATION President

and the Superintendent, with copies given to each no later than January

31. Once initialed, the seniority list shall be considered final.

12.03 Reduction in Force

(a) When a staff reduction is necessary, based upon reasons established in

Ohio Revised Code 3319.17, the Superintendent shall give written notice

by certified mail of the intent to recommend the suspension of contracts

to the employees so affected and to the ASSOCIATION President. A list

of all those affected shall be given to the ASSOCIATION. The notification

to the employees and to the ASSOCIATION shall be given thirty (30)

calendar days prior to the BOARD meeting at which action will be taken

on the reduction in force in order to allow the ASSOCIATION to confer

with the Superintendent about the reasons for the reduction.

(b) Implementation of a reduction in force shall occur at no other time than

the beginning of a school year, except for reductions made necessary by

the return of an employee from a leave of absence.

all employee evaluations shall be deemed comparable with the exception

of an employee whose teaching performance on his/her summative

evaluation is scored a “1.”

(d) Reduction(s) shall first be made through attrition resulting from

resignations, retirements, non-renewals, terminations and transfers, with

the vacancies created by such resignations, retirements, non-renewals,

terminations or transfers filled utilizing the procedures set forth in Article

IX.

(e) If additional reductions are necessary employees on a limited contract

with a teaching performance summative evaluation score of “1” assigned

to teach in the licensed area affected by the reduction will be reduced on

the basis of least senior first as noted on the seniority list.

(f) Secondly, if additional reductions are necessary, employees on a limited

contract with comparable evaluations in the certification / licensed area(s)

affected by the reduction will be reduced on the basis of least senior, first

to be reduced, by certification / licensed area, as noted on the seniority

list.

(g) If additional reductions are necessary employees on a continuing contract

with a teaching performance summative evaluation score of “1” assigned

to teach in the licensed area affected by the reduction will be reduced on

the basis of least senior first as noted on the seniority list.

(h) If additional reductions are necessary, employees on a continuing contract

with comparable evaluations in the certification/ licensed area(s) affected

by the reduction will be reduced on the basis of least senior, first to be

reduced, by certification / licensed area or position, as noted on the

seniority list.

(i) Employees who are displaced and/or reduced from one teaching area but

who hold a valid certificate / license in another area taught in the District

may exercise their seniority to displace the least senior employee in the

other teaching area; provided an employee on a limited contract shall not

have the right to displace an employee on a continuing contract.

(j) After all reduction/displacement alternatives are exercised the employees

who are unable to exercise such rights will have their teaching contracts

suspended.

12.04 Recall from Suspended Contract Status

(a) The names of employees whose contracts are suspended or whose work

hours are reduced in a reduction in force will be placed on a recall list for

a period of one (1) year. Thereafter, an employee shall lose his/her right

to recall. Employees on the recall list shall have the following rights:

(1) No new appointments may be made by the BOARD while there are

employees with suspended contracts available who are certified /

licensed to fill vacancies.

(2) Employees on the recall list will be recalled in order of seniority with

employees on a continuing contract recalled before employees with

a limited contract for vacancies in areas for which they are certified /

licensed and a record of same is on file with the Superintendent.

(3) Notice of recall from suspended contract status will be by certified

letter to the last known address of the employee to be recalled. It is

the responsibility of the employee to keep the BOARD informed of

his/her current address. Within seven (7) calendar days of receipt of

the notice, or upon return of the Notice of Recall undelivered by the

post office, the employee notified is required to indicate in writing to

the Superintendent his/her availability for the position. Any

employee who fails to respond within seven (7) calendar days, will

forfeit all recall rights and will be deemed to have resigned his/her

employment.

An employee shall have the right to decline to accept one offer of

recall. An employee who declines to accept an offer of recall to a

second position will forfeit all recall rights and will be deemed to have

resigned his/her employment.

ARTICLE XIII - EMPLOYEE PROTECTION

13.01 School Discipline Procedures

(a) The BOARD is responsible for adopting a code of student conduct.

(b) The Principal of each building shall develop with his/her faculty and staff

a means of implementing the adopted code of student conduct for his/her

school building that leads to appropriate student discipline.

control shall be reviewed by the Building Principal periodically with the

faculty.

(d) A Building Code of Conduct regarding discipline shall be posted on the

BOARD’S website at the beginning of each school year.

13.02 Assault

(a) An employee who has been physically or verbally assaulted shall make

an immediate oral report to the Principal or his designee. The employee

shall make a complete written report of the incident to the Principal as

soon as physically able to do so.

(b) The Principal shall give a full report to the Superintendent who shall

determine if any public authority should be contacted by the District and/or

if proceedings should be initiated by the District against the assailant.

Nothing in this section prohibits the employee from personally initiating

legal action; provided, however, prior to doing so the Superintendent must

be notified.

opposed to civil action initiated by the employee for his/her own benefit)

the employee shall be granted leave of absence with no loss of pay for

the days in court or consultation as may be requested by BOARD counsel,

the County Prosecutor, the Court, or law enforcement officers.

(d) Any employee who is disabled and unable to perform his/her duties due

to an assault upon the employee as certified by the employee's attending

physician to the Superintendent, in writing, shall receive leave up to a

maximum of seventeen (17) work days. Upon request from the

Superintendent, the employee may be required to be examined by a

BOARD-designated physician to verify such disability.

(e) In the event the employee’s physician and the physician selected by the

Superintendent do not agree on any matter, they shall jointly refer the

matter to a third physician mutually acceptable to such physicians who

shall consider the reports of the two physicians, examine the employee, if

necessary, and determine the matter at issue. The determination of this

third physician shall be binding on all concerned and is not subject to

further appeal.

The employee is responsible for all expenses incurred from his/her

physician.

The BOARD is responsible for all expenses incurred from the physician

selected by the Superintendent and for the cost of the third physician.

13.03 Accident Reports

(a) In the case of accidents involving students under an employee's

supervision, an accident report shall be filed with the Building Principal;

provided, however, the BOARD shall have the right to waive this

requirement and in lieu thereof to require the employee to submit a

confidential report of the incident to the BOARD's attorney, which report

shall be protected by the attorney-client privilege, by the employee no later

than twenty-four (24) hours after the incident.

(b) Non-confidential reports shall be in writing and provided to the employee's

immediate supervisor.

meeting involving representatives of the District.

(d) If a liability suit against the employee arises out of the accident, the District

shall provide the employee with counsel and will hold the employee

harmless to the full extent required by the applicable provisions of the Ohio

Revised Code, provided that the Employee was acting within his or her

scope of employment at the time of the accident. If criminal charges

against the employee arise out of, or in the opinion of the BOARD's

attorney may arise out of, the accident, the BOARD may, but shall not be

required to, provide the employee with counsel in such criminal action

proceedings, as the BOARD in the exercise of its sole discretion shall

determine.

ARTICLE XIV - LEAVES OF ABSENCE

14.01 Sick Leave

(a) Days of absence authorized under this provision shall be deducted from

the sick leave accumulation.

(b) Each employee shall be entitled to earn one and one-fourth (1-1/4) days

of sick leave for each month under contract up to 15 days per year. The

maximum accumulation of sick leave for full-time employees shall be

three-hundred (300) days

. This limit shall be increased for employees

who are at the maximum up to an additional ten (10) days for personal

leave days unused and converted to sick leave; provided, however

employees who are at the maximum sick leave accumulation at the end

of the school year prior to their date of retirement shall be permitted to use

sick leave which would have been earned during such school year of

retirement before using the accumulated sick leave carried over into the

last school year.

prior laws and policies shall remain to the credit of the sick leave account

of each employee on the effective date of this regulation. Upon the

employment of an employee whose employment was in a school district

outside the State of Ohio, the employee may transfer to his sick leave

account in the Springboro Schools up to a maximum of one-hundred and

fifty (150) days of unused/uncashed sick leave as accrued to his/her sick

leave account in his/her former district of employment as certified by

officials of that district. Accrued credits shall be allowed to employees

transferring their employment from other Boards of Education or other

political subdivisions in Ohio, provided such credits have been computed

under the minimum requirements of the laws of the State of Ohio and do

not exceed the local cap on sick leave.

(d) On reporting to duty, each employee shall be credited an advance of five

(5) days' sick leave. A new employee shall not accumulate sick leave until

such time as the sick leave he/she would have accumulated equals the

amount of sick leave he/she was advanced. Thereafter, he/she shall

accumulate sick leave at the rate set forth in 14.01(b) above.

(e) Employees who have been employed in the Springboro Community City

School District for a period of one (1) year or more and who have

consumed all presently accumulated sick leave shall be granted an

advancement of the number of sick leave days the employee will earn to

the end of the current contract year up to a maximum of five (5) days' on

their sick leave to be earned thereafter. Any such employee who thus

receives an advancement of sick leave shall make written application

therefore on a form provided by his/her superior in which he/she shall also

allege an intention to return to the employ of the School District upon

recovery or to pay the value of such days advanced should he/she not

return, such payment to be either by payroll deduction from money due

him/her from the School District or by direct payment. Such application

shall be accompanied by the statement of a physician that he/she will be

physically able to return to his/her assignment upon recovery and shall

also give the anticipated date of return.

(f) The same accrual of one and one-fourth (1-1/4) days per month under

contract shall continue during the use of sick leave, provided the

employee has not been officially separated from the payroll.

(g) Sick leave usage shall be granted for the following:

(1) Absence due to illness, injury or exposure to contagious disease.

(2) Absence due to illness or death in the employee's immediate family.

(3) A birth mother may used a maximum of six (6) calendar weeks of

sick leave and such weeks must be taken within the first six (6)

consecutive calendar weeks immediately following the day of birth.

If the birth is caesarian, the maximum shall be eight (8) calendar

weeks. If additional time is needed, a doctor must provided a written

statement indicating that additional sick leave is necessary.

A Member may use sick leave for absence to aid in the recovery of

their spouse or partner due to the delivery of their baby. The Member

may use sick leave during any of the three (3) calendar weeks

immediately following the day of birth. Additional days may be

granted due to unusual circumstances.

(4) Up to fifteen (15) days of sick leave may be taken at the time an

employee receives an infant (0 to five (5) years old) which is placed

with the employee for adoption.

(5) Definitions:

a. Immediate family - Where sickness is concerned, "immediate

family" shall be defined as spouse, father, father-in-law, mother,

mother-in-law, sister, brother or child. This also includes any

other person living as a dependent in the employee's household.

b. Where death is concerned, "immediate family" shall be defined to

mean father, mother, husband, wife, son, daughter, step-child

(son or daughter of current spouse), father and mother-in-law,

son and daughter-in-law, brothers and sisters, brother and sister-

in-law, aunts and uncles, nieces and nephews, grandparents and

grandparents-in-law, grandchildren and step-parents. The

immediate family shall also include the death of a person the

employee has been supporting, whether a relative or not.

(6) Sick leave usage to attend the funeral of a member of in the

employee's immediate family shall be:

a. five (5) days when due to the death of the employee's father,

mother, spouse, son or daughter; and

b. three (3) days when due to the death of any other member of the

employee's immediate family.

[NOTE: Additional sick leave usage may be used if the employee

is otherwise eligible to use sick leave.]

c. An employee may use one day of sick leave per school year (July

1 to June 30) to attend the funeral of a person not identified as a

Member of the employee’s immediate family.

(7) Sick leave for immediate family not residing in the same household

shall be granted to a maximum of ten (10) consecutive days upon

certification by the employee that the family member is seriously ill

and the employee's presence is required. Such ten (10) days shall

not be deemed leave granted under the Family and Medical Leave

provisions herein (Section 14.17).

(8) An employee may appeal to the Superintendent for special

permission in unusual situations not listed above, such as the serious

illness of a grandchild.

(h) The Superintendent may, in the exercise of his sole discretion, require any

employee using sick leave for ten (10) or more consecutive days in any

school year to be examined by a physician or physicians selected by the

Superintendent for the purpose of confirming that the employee is

disabled and not able to work with or without restrictions/limitations and if

the employee is able to work with restrictions/limitations, to work out the

reasonable accommodations necessary, if possible, to enable the

employee to do so.

In the event the employee’s physician and the physician selected by the

Superintendent do not agree on any matter, they shall jointly refer the

matter to a third physician mutually acceptable to such physicians who

shall consider the reports of the two physicians, examine the employee, if

necessary, and determine the matter at issue. The determination of this

third physician shall be binding on all concerned and is not subject to

further appeal.

The employee is responsible for all expenses incurred from his/her

physician.

The BOARD is responsible for all expenses incurred from the physician

selected by the Superintendent and for the cost of the third physician.

(i) Falsification of the sick leave statement could result in the termination of

an employee's contract pursuant to Section 3319.16 Ohio Revised Code.

(j) An employee returning to work following a personal illness which required

absence of ten (10) or more work days may be required to furnish the

Superintendent with a statement from his/her attending physician

certifying the employee's ability to return to active working status. If the

employee's physician is unable to certify that the employee is able to

resume his/her full and normal job duties without limitations, the attending

physician shall provide the full particulars on any limitations/restrictions in

place and the likely duration of such. In the event there are

restrictions/limitations, a meeting will be held with the employee before a

determination is made on whether the employee may/may not return to

active working status. If as a result of this meeting the Superintendent

determines that the employee can return to work with

restrictions/limitations, the Superintendent and the employee will then

work out the reasonable accommodations necessary, if possible, to

enable the employee to do so.

(k) The Superintendent may, in the exercise of his sole discretion, require any

employee returning to active working status following the use of sick leave

for ten (10) or more days to be examined by a physician or physicians

selected by the Superintendent for the purpose of confirming that the

employee is able to return to work with or without restrictions/limitations

and if the employee is able to return to work with restrictions/limitations,

to work out the reasonable accommodations necessary, if possible, to

enable the employee to do so.

In the event the employee's physician and the physician selected by the

Superintendent do not agree, they shall jointly refer the matter to a third

physician mutually acceptable to such physicians who shall consider the

reports of the two physicians, examine the employee, if necessary, and

determine the matter at issue. The determination of this third physician

shall be binding on all concerned and is not subject to further appeal.

The employee is responsible for all expenses incurred from his/her

physician.

The BOARD is responsible for all expenses incurred from the physician

selected by the Superintendent and for the cost of the third physician.

14.02 Exhaustion of Sick Leave

(a) Employees who exhaust all sick leave they have earned or have had

credited to their account as an advance or from the sick leave bank who

remain sick and unable to report for work shall automatically, for up to

thirty (30) days, be deemed on leave-without-pay status. During this thirty

(30) day period, the employee must apply for appropriate leave to cover

the absence from work. Failure to properly apply for appropriate leave

during this thirty (30) day period is grounds for termination of the

employee's contract for willful failure to return to work.

14.03 Medical/Disability Leave

(a) Upon application and formal BOARD approval, an employee shall be

granted an unpaid, medical or disability leave of absence in accordance

with Section 3319.13 of the Ohio Revised Code. Said leave shall be for a

period of time not to exceed one (1) year from the effective date of the

leave, but will be extended for an additional period or periods to a

maximum of two (2) total years of medical/disability leave upon

submission of appropriate disability verification. All applications for unpaid

leave shall include a termination date of the leave.

(b) An employee on a school-year medical leave of absence shall verify in

writing by March 15 to the Superintendent his/her desire to return to work

the following school year. If the return date is in the middle of a school

year, the employee shall verify to the Superintendent his/her desire to

return to work within thirty (30) calendar days of the end of the leave.

These timelines may be waived by mutual consent of both parties.

leave of absence must furnish the Superintendent with a statement from

his/her attending physician certifying the employee's ability to return to

active working status. If the employee's physician is unable to certify that

the employee is able to resume his/her full and normal job duties without

limitations, the attending physician shall provide the full particulars on any

limitations/restrictions in place and the likely duration of such. In the event

there are restrictions/limitations, a meeting will be held with the employee

before a determination is made on whether the employee may/may not

return to active working status. If as a result of this meeting the

Superintendent determines that the employee can return to work with

restrictions/limitations, the Superintendent and the employee will then

work out the reasonable accommodations necessary, if possible, to

enable the employee to do so.

(d) The Superintendent may, in the exercise of his sole discretion, require any

employee desiring to return to active working status to be examined by a

physician or physicians selected by the Superintendent for the purpose of

confirming that the employee is able to return to work with or without

restrictions/limitations and if the employee is able to return to work with

restrictions/limitations, to work out the reasonable accommodations

necessary, if possible, to enable the employee to do so.

In the event the employee's physician and the physician selected by the

Superintendent do not agree on any matter, they shall jointly refer the

matter to a third physician mutually acceptable to such physicians who

shall consider the reports of the two physicians, examine the employee, if

necessary, and determine the matter at issue. The determination of this

third physician shall be binding on all concerned and is not subject to

further appeal.

The employee is responsible for all expenses incurred from his/her

physician.

The BOARD is responsible for all expenses incurred from the physician

selected by the Superintendent and for the cost of the third physician.

14.04 Sick Leave Bank (S.L.B.)

(a) Purpose:

To loan additional days of sick leave to employees who experience

personal accidental injury, surgery or serious illness and have used up all

personal sick leave days.

(b) Provisions of Eligibility:

(1) All employees shall be eligible to be members of the S.L.B.

(2) At the start of each school year, each employee will receive a written

notice of the open enrollment period which will provide an opportunity

to enroll in the bank between September 1 and October 1. Initial

membership will consist of one (1) day sick leave, to be deducted

from the employee's sick leave accumulation and transferred to the

S.L.B. prior to October 1. Any unused days in the Bank will carry

over to the next year.

(3) Membership shall be continuous unless canceled, in writing, to the

Treasurer's Office during the period of September 1 through October

(4) If 50 participants are not enrolled by October 1st, the bank will not be

established for that school year.

(1) Loans will be limited to participating employees for use only in cases

of the employee's own, the employee's spouse or dependent child's

personal illness, injury or non-elective surgery occurring under

unusual, severe or emergency conditions, as determined by the

S.L.B. Board. Normal pregnancy is not an unusual, severe or

emergency condition.

(2) Applications for loans from the Sick Leave Bank must be made on

the Employee Application for Sick Leave Bank Form (Appendix B).

A Physician's Statement (Appendix C) is required with each

application in order to be considered for a loan.

(3) A loan will be considered only after the individual has used all of

his/her accumulated sick leave days, personal leave days, and has

used all possible advances of sick leave days and is not eligible for

disability leave under the Ohio State Teacher Retirement System.

(d) Sick Leave Bank Board

The Sick Leave Loan Bank is to be regulated by a Board consisting of two

(2) teachers to be selected by the ASSOCIATION, and two (2)

administrators to be selected by the Superintendent.

(e) Loan and Payback Procedures

(1) The maximum number of days that a member may borrow is ten

percent (10%) of the total days in the bank at the end of the

enrollment period (October 1).

(2) The member who borrows days will pay back the days at the rate of

fifty percent (50%) of his/her annual accumulated sick leave at the

end of the salary contract year, each year until the total number of

days borrowed has been restored to the bank. Provided, in the event

a member who owes days to the bank ceases for any reason to earn

sick leave days (i.e., retirement, resignation, permanent disability or

death), any days of sick leave at that time to the credit of such

member after first repaying days advanced shall be used to repay

the bank before any sick leave days are cashed in for severance pay

purposes.

(f) Policy Procedures:

(1) In consideration of the benefits of participating in the S.L.B., each

applicant for membership in the Bank and for benefits from the Bank

shall, as a condition to such application, agree in writing as follows "I

specifically acknowledge and agree that the granting of days from

the S.L.B. shall be at the sole discretion of the S.L.B. Board. All

decisions of the S.L.B. Board will be final and binding and are not

subject to grievance. I further agree to abide by such decision and

to indemnify and hold harmless the Springboro Community City

School District, the Springboro Education Association, the S.L.B.

Board, and all of their agents for any loss they may sustain as a result

of any claim or legal proceedings I may bring against any of them

with respect to a decision made by any of them concerning this

application."

(2) When an employee donates days to the Bank, he/she agrees to

the above-stated rules for administration of the Bank and agrees to

abide by the stated rules.

(3) All decisions of the S.L.B. Board shall be final and binding, and are

not subject to the grievance/arbitration provisions of this

Agreement.

(4) Application for the S.L.B. days must be made to the Human

Resources Department.

(5) The S.L.B. Board shall meet and render a decision within ten (10)

days of receipt of request.

(6) Unused requested days shall be returned to the S.L.B.

(7) The S.L.B. will begin with one (1) day from each contributing

employee. When the fund is depleted below seventy-five (75)

days, each member will be assessed one (1) additional day. The

S.L.B. Board shall be responsible for notifying employees of each

assessment period. Members may donate days above and beyond

this requirement.

(8) Extension of additional days may be applied for in the same

manner as original application.

(9) These guidelines will be reviewed annually by the Sick Leave Bank

Board if requested by either party.

14.05 Personal Business Days

(a) All employees will be credited with three (3) days personal business

absence per year for business and personal reasons with the approval of

the Superintendent. Such absence is not to be counted as sick leave. If

personal days are unused, one day may be carried over to the next school

year. Thus, the maximum number of personal days available in any one

year would be four (4) days.

(b) Application for personal leave shall be signed by the applicant and

submitted in writing to the office of the principal for approval two (2) work

days prior to the day such leave is to be taken. When emergency

situations arise making compliance impossible, the principal shall be

notified with the personal leave form submitted to the principal within three

(3) days after date of absence. Personal leave days shall not be granted

on the last three (3) days of school, the day immediately prior to or

following a school vacation or school holiday, or on any in-service day or

any parent-teacher conference day. With the exception of unforeseen

emergencies, no more than ten percent (10%) of the certified employees

may be granted leave, inclusive of other scheduled and approved leaves,

on any given day, as determined by the principal.

personal leave days shall not be granted on the first or last day of school,

the day immediately prior to or following a school vacation or school

holiday or on any in-service day or any parent-teacher conference day.

(d) If at the end of each school year an employee has any unused personal

leave days, that employee may carry over one (1) day as described in

paragraph (a) above or that employee may either transfer the unused

personal leave to the employee's sick leave account up to the maximum

accumulation allowed or cash out the unused personal day(s) at a rate of

one-hundred and twenty-five dollars ($125.00) per unused day. For

employees who have the maximum number of sick days accumulated,

unused personal days (maximum of four (4) per year) may be converted

to sick leave days, not to exceed ten (10) additional days. For employees

who cash out the unused personal day(s), the payment shall not be

considered as salary for STRS credit and will be made in July. An

employee must inform the Treasurer in writing of his/her decision about

what that employee wants to do with unused personal days by the teacher

work day at the end of the school year. If an employee fails to notify the

Treasurer by that date, then one personal day will be carried over to the

next school year and any other unused personal days will be converted to

sick leave in accordance with this paragraph.

(e) In calculating the severance pay for an employee eligible for severance

pay, all accrued and unused personal days which the employee has will

be automatically converted to sick leave days before severance pay is

calculated.

14.06 Child Care Leave

(a) If an employee desires to take unpaid child care leave, he/she shall notify

his/her Superintendent not later than two (2) months prior to the date upon

which he/she plans to start the leave.

(b) The date of return for an employee granted unpaid child care leave shall

coincide with the beginning of a semester, unless otherwise approved by

the Superintendent. The total length of child care leave shall not exceed

one (1) calendar year from the date he/she begins leave unless his/her

return would coincide with the beginning of the following semester.

original position, if the leave is for one (1) semester or less. If the leave is

for more than one (1) semester, the employee shall be returned to his/her

original position, if available, or one similar, if the original position is no

longer available. Employees granted a full year of absence, shall notify

the District in writing by April 1, their desire to return to work the following

year. If the employee fails to notify the BOARD of a decision to return by

April 1, then the employee shall be considered to have resigned and the

BOARD shall not have to take any action to accept such resignation.

(d) Leave granted under this section shall be deemed leave granted under

the Family and Medical Leave provisions herein (Section 14.17).

14.07 Adoption Leave

(a) Any employee shall, upon request, receive an unpaid leave of absence

for the adoption of a child. If the child's age is less than the amount

required for enrollment in kindergarten, the leave shall be up to one school

year. Otherwise, the leave shall not exceed one semester.

(b) An employee granted an adoption leave shall be returned to the

employee's original position if the leave is for one school semester or less.

An employee granted an adoption leave for one school year shall be

returned to the employee’s original position, if available, or a similar

position.

the Family and Medical Leave provisions herein (Section 14.17).

14.08 Professional Leave

(a) An employee wishing to request professional leave shall do so on the

designated District form at least ten (10) calendar days prior to the

meeting or conference. Said request shall be approved or rejected by the

Principal and Superintendent in advance of the meeting or conference.

(b) Attendance is limited to one employee from a department or office at any

one meeting except as approved by the Superintendent. Presenters shall

have priority in being granted Professional Leave provided approval is

secured prior to the employee agreeing to be a presenter.

(1) Travel expenses shall be reimbursed at the then current IRS-

approved mileage rate for reimbursement, or air tourist rates,

whichever is less.

(2) Meal and lodging allowance shall be paid at a per diem rate of not

more than One Hundred Fifty Dollars ($150.00) per day provided that

receipts for all expenditures are attached to the designated

reimbursement request.

(3) The meal allowance for one (1) meal during a full one-day workshop

shall not exceed Fifteen Dollars ($15.00) per day, provided that

receipts for all expenditures are attached to the designated

reimbursement request.

(4) Registration fees shall be reimbursed at the advertised conference

rate. When cost of meals is included in the registration fee, no other

voucher for meals will be honored.

(5) Because of budget constraints, professional meeting

reimbursements may be less than the actual anticipated and/or

incurred expenses. The administration shall make the employee

aware of this limitation prior to the approval of the meeting.

14.09 Fulbright Teacher Exchange Leave

(a) An employee with at least five (5) years of continuous employment with

the Springboro Community City School District dating from the employee’s

most recent date of hire may, with permission of the BOARD, be entitled

to take a leave of absence from teaching duties with full salary and

benefits for up to one (1) year to participate in a Fulbright Teacher

Exchange Program.

(b) Participation in the Fulbright Exchange Program shall be subject to the

following conditions:

(1) The year the employee participates in the Fulbright Exchange

Program shall count as a year of service in the Springboro

Community City Schools.

(2) Application for permission to participate must be submitted prior to

September 1 in the year preceding the year in which the leave is to

be taken.

(3) The Fulbright Teacher Exchange Program must approve the

employee’s participation in the program and must provide an

exchange replacement employee to the School District to teach in

the position of Springboro employee granted the leave from assigned

teaching duties at no cost to the BOARD for any wages, benefits or

other expenses of the provided employee.

(4) The employee, who must agree to work for the Springboro

Community City School District for one (1) year following completion

of the program, shall be returned to his/her same position upon

return.

(5) Participation in the Exchange Program shall result in no additional

cost to the District.

(6) The exchange employee shall not be deemed an employee of the

School District but shall be subject to all rules, regulations and

policies of the BOARD, the same as an employee would be bound

by such rules, regulations and policies.

(7) If the exchange employee, for whatever reason, cannot fulfill his/her

responsibilities for the term of the exchange, the Springboro

employee shall return to the District at such time as the exchange

employee leaves the District.

Exchange Program in any school year.

14.10 Job Sharing

(a) An employee who has at least three (3) years of seniority is eligible to

apply for and be granted a shared teaching assignment pursuant to the

conditions set forth in this program agreement.

(b) Two employees who are certified for the same position may be granted,

upon the approval of the Superintendent in the exercise of his sole

discretion, the opportunity to share a single full-time job assignment.

Decisions of the Superintendent with regards to granting or not granting

any application for job sharing by any employees shall not be subject to

review by the BOARD or be the subject of any grievance under the

Grievance Procedure set forth in the basic Collective Bargaining

Agreement between the BOARD and the SEA.

application to the Superintendent which includes a plan for approval to the

Superintendent no later than March 1 of the year preceding the proposed

job share plan. The plan must include the following elements:

(1) The names of the employees who desire to job share.

The then current job assignments of such employees - building,

grade, subject, team members if a team teaching situation, and all

other relevant particulars of such assignment.

The teaching assignment proposed for the job sharing - building,

grade, subject matter, team members if a team teaching situation,

and all relevant particulars of such assignment.

A statement from each Building Principal affected if the shared staff

or program which is proposed is approved, indicating the position of

each regarding the effect of approving shared staffing on the

educational opportunity for students.

A statement from each team member affected if the shared staffing

program which is proposed is approved, indicating the position of

each regarding the effect of approving the shared staffing proposal

on the educational opportunity for students.

(2) That the plan shall be in effect for one (1) school year.

(3) A full description of the teaching techniques, methods and grading

practices used by each employee, with a full explanation of the steps

the participants will use to insure compatibility of such techniques

and practices.

(4) A full description as to who shall be responsible for teaching the

specific areas of the curriculum, how grades and reports shall be

completed, a means for communication between both employees

and the Building administration.

(d) A job-sharing arrangement shall be for one (1) year increments and must

receive the Superintendent’s approval for continuation from year to year.

(e) Should an employee, both employees or the Superintendent wish to

discontinue the job-sharing assignment for a subsequent school year, the

employee with the greater seniority shall retain the position on a full-time

basis. The employee with the less seniority shall be allowed to transfer to

an open position, if any, and if there is no open position, shall be placed

on a suspended contract basis due to a reduction-in-force and thereafter

be permitted to exercise the rights available to an employee on reduction-

in-force under the applicable provisions of the basic Collective Bargaining

Agreement.

(f) Both employees shall be present for Parent-Teacher conferences.

(g) If during the course of the school year one employee is not able to

continue in the job-sharing assignment, the other employee must assume

the full-time teaching position.

(h) Each employee shall receive a prorated salary based upon the portion of

the total employee duty day worked by each employee applied to the

appropriate step on the salary schedule for each employee and for the

amount of time that he/she is assigned to work.

(i) Sick leave earned prior to working in a job-sharing assignment or while

working in the job sharing assignment shall be earned and used based on

the concept that a day is a day.

(j) If one job sharing employee is absent, the other employee may substitute

for him/her and will receive his/her full daily rate of pay for such days.

(k) The BOARD shall pay a total of 100% of a single or family monthly

premium for the BOARD's portion of the premium cost for

physician/surgical and major medical, dental, vision and prescription drug

benefit program as specified for a full-time employee in Article XVIII. If

both employees desire coverage under such insurance programs, they

shall, as part of their application, agree on the insurance program cost

each shall be responsible for paying so that the total dollars payable by

the BOARD will not exceed the amount the BOARD would have been

required to pay for one full-time teaching employee.

All particulars regarding the insurance coverage to be in effect for the

employees involved in the job sharing must be worked out and agreed to

in advance by the employees, the ASSOCIATION, and the

Superintendent.

If during the job-sharing year the circumstances of either of the employees

change and the opportunity to secure insurance coverage becomes

necessary and is available, all concerned shall meet and work out the

particulars to permit the insurance coverage to be provided at no

additional total cost to the BOARD.

(l) The total amount of personal leave the employees involved in sharing a

single assignment shall be eligible to receive is three (3) one-half (½) days

each.

(m) It is specifically understood and agreed that the Superintendent will not

approve any request for a shared teaching assignment unless it is

demonstrated to the satisfaction of the Superintendent that approval of

the application will benefit the educational opportunity for the students

affected by the shared staffing if the application is approved.

14.11 Other Leaves

Days of absence authorized under this section shall be fully paid days unless

otherwise stipulated in each individual leave, and shall not be deducted from

sick leave accumulation.

(a) Jury duty - Absence for jury duty is permissible for any employee during

the term of this Agreement.

(b) Military duty - All employees, who are members of the Ohio National

Guard, the Ohio Defense Corps, the Ohio Naval Militia, or members of

other reserve components of the armed forces of the United States, shall

be granted leaves of absence and pay in accordance with the Ohio

Revised Code.

summoned to appear for grand jury hearings or to appear in any court in

cases which are school related, except cases in which the employee has

the potential to directly receive a benefit or award from the action, they

shall be paid the difference between their witness fee and the normal

salary for the period of absence.

(d) Justifiable Emergency - The Superintendent may authorize absences for

other justifiable emergency situations. The reason for such request shall

be stated in writing.

(e) Fitness for Duty – The Superintendent may place an employee on paid

administrative leave and require a fitness for duty examination for

purposes of confirming that the employee is able to work. All expenses

incurred from a physician selected by the Superintendent shall be paid by

the BOARD.

14.12 Sabbatical Leave

(a) An employee who has completed five years of service in the Springboro

Community City School System may, with permission of the BOARD, be

entitled to take a leave-of-absence with part pay, equal to the difference

between the substitute's pay and the employee's expected salary, for one

or two semesters subject to the following restrictions:

(1) Application submitted by March 1 of the school year prior to the

beginning of the leave.

(2) A plan of study in education approved by the Superintendent.

(3) Provide evidence at the conclusion of the leave that the plan was

followed and credit received.

(4) Agree to work for Springboro Community Schools for one year

following completion.

(5) In the event the employee does not return for one (1) year, he/she

shall repay all monies expended on behalf of the employee pursuant

to this section.

(b) No more than two (2) employees may be on sabbatical leave at any one

time.

14.13 Leave for Professional Study

(a) Professional leave without pay will be granted on the basis of one (1) full

semester or one (1) full year. Leave will be granted only for full-time

graduate study or completion of an undergraduate degree. Earned credits

must be filed with the Superintendent prior to reemployment in the

Springboro Community City School System. Upon request, an extension

of one (1) full year of leave may be granted.

14.14 Leave for Teaching Overseas

(a) Written requests for leave of absence without pay may be granted for

exchange teaching in a foreign nation under the federal government's

exchange teacher program or for overseas teaching of dependents of

military personnel; leave will be for two (2) school years and may be

extended for a third year.

14.15 Office in State and National Professional Organizations

(a) Upon request of the S.E.A., an employee elected to a state or national

office of a bona fide professional organization at either state or national

level may be granted a leave of absence without pay not to exceed two

(2) years.

14.16 Absence Not Covered by Leave

(a) Any approved absence not covered by one of the leave provisions of this

article shall be without pay. Each day of such unpaid leave shall be

deducted from an employee's salary at the rate of 1/185th of the

employee's total yearly salary for each day of absence.

14.17 Family and Medical Leave

(a) The parties will comply with the Family and Medical Leave Act, as

amended. The remainder of this Article is included only to guide

bargaining unit members.

(a) Employees who: (1) have been continuously employed for at least one (1)

year; and (2) have either: (a) worked for at least 1250 hours during the

twelve (12) month period immediately preceding the date when the

application to take this leave is filed, or (b) were employed under a "full

time" contract during the twelve (12) month period immediately preceding

the date when the application to take this leave is filed, shall be eligible for

"Family and Medical Leave" in accordance with the Family and Medical

Leave Act, Public Law 103-3.

(b) Family and Medical Leave may be taken by employees who are

temporarily unable to work due to:

(1) birth of a child where the employee is needed to care for such

newborn [Child Care Leave, see Section 14.06];

(2) placement of a child with the employee for adoption or foster care

[Adoption Leave, see Section 14.07];

(3) the need for the employee to care for the employee's spouse, son,

daughter or parent with a serious health condition [Family Care

Leave]; or

(4) serious health conditions of the employee, as defined by the U.S.

Department of Labor's Regulations, that make the employee unable

to perform essential functions of his/her job (with or without

reasonable accommodations for the disability, if such is required)

[employee disability leave].

Medical Leave may commence at any time during the one (1) year period

following the date of birth or date of placement for adoption.

(d) No more than twelve (12) weeks of Family and Medical Leave, as such,

will be granted in any twelve (12) month period commencing with the first

day of usage.

(e) In the event both a husband and a wife are employed by the BOARD, the

combined total Family and Medical Leave which can be granted as Child

Care Leave or Adoption Leave is twelve (12) weeks in any one (1) year

period.

(f) Where the necessity for this leave is foreseeable, the employee must give

notice by requesting this Leave, in writing, at least thirty (30) days prior to

the onset of the leave. Such written notice shall be filed with the

Superintendent. In those situations where the employee is unable to give

this thirty (30) day notice, notice of the request for the leave must be given

at the earliest time possible, considering all the circumstances present.

When "family care leave" or "employee disability leave" is foreseeable,

based on planned medical treatment, the employee should try to schedule

such planned medical treatment during non-assigned duty time.

(g) Requests for "family care leave" must be supported by a health care

provider certification verifying that a serious health condition exists and

that the employee is needed to care for the family member and the

estimated time needed for such care.

Requests for "employee disability leave" must be supported by a health

care provider certification verifying that a serious health condition exists

and a statement that the employee is unable to perform the essential

functions of his/her position.

Requests for "intermittent or reduced schedule family care leave" or

"reduced schedule employee disability leave" must be further supported

by medical certification as to the necessity and expected duration of the

leave; and, for planned medical treatments, the dates and duration of each

treatment.

(h) Employees covered by the medical insurance program set forth in Article

XVIII, Section 18.02(a), at the onset of a leave secured under this section

may continue to participate in the program during the leave on the same

terms and conditions that would have applied had no leave been taken.

The premium portion payable by the employee, if any, is due on the first

day of the month.

(i) Except as specifically required by other provisions of the AGREEMENT

with respect to any other type of leave taken concurrently with leave taken

under this Section, no other employment benefits accrue during a family

and medical leave and no other paid leave benefits will be paid if such

occur during a family and medical leave. The seniority of an employee on

an approved family medical leave of absence shall not be broken, and the

time spent on such leave shall be counted as continuous service for

seniority calculation purposes.

(j) Where there is medical necessity for "intermittent leave" or "reduced

schedule leave" or "family care leave" or "employee disability leave, such

are available, subject to agreement between the BOARD and the

employee. However, the BOARD may require the employee to transfer

for the duration of the leave to an equivalent position that better

accommodates the proposed intermittent or reduced leave schedule, if

such a position exists within the employee's area(s) of certification.

Employee's on an intermittent or reduced leave schedule will have their

salaries reduced to reflect the hours or days missed due to such leave

unless paid leave (e.g., sick leave) is otherwise payable for time off work

on Family and Medical Leave under other provisions of this

AGREEMENT.

(k) Employees with accrued but unused personal days or sick leave days

must use such paid leave first as part of any "family care leave" and/or

"employee disability leave" taken under this Section. A request to use

Family and Medical Leave under this Section shall also be deemed a

request to take any paid leave (e.g., sick leave, personal days) the

employee is eligible to take. Approval to take Family and Medical Leave

also constitutes approval to take such other leave.

(l) Employees who apply for and take a leave of absence under other

sections of this Article (e.g., sick leave, medical/disability leave, child care

leave or adoption leave), which leave is for a reason for which the

employee would also be eligible for Family and Medical Leave under this

section and/or the Family and Medical Leave Act, shall also be deemed

to be on Family and Medical Leave under this section and shall be so

notified by the Human Resource Director’s office.

(m) When returning from a leave under this Section, the employee will be

placed in the same position that he/she held before taking this leave. If

the employee was transferred to accommodate an intermittent leave or

reduced hours leave, the employee will be returned to the position he/she

held before being transferred for accommodation of the intermittent leave

or reduced hours leave. If family and medical leave is taken in conjunction

with child care leave, as provided for in Section 14.06 above, or adoption

leave as provided for in Section 14.07 above, or medical/disability leave

as provided in Section 14.03 above, the provisions of Section 14.03, 14.06

or 14.07, whichever is applicable, shall govern the return to work

conditions for the employee.

(n) The provisions of Section 14.01(j) and 14.03(c) shall also be applicable to

the return of an employee from "employee disability leave" granted under

this Section.

(o) In the event the Family and Medical Leave Act is repealed, this Section

shall be null and void and have no further force and effect.

ARTICLE XV - WORKING CONDITIONS

15.01 School Day

(a) A normal working day for all employees including traveling employees

shall be 7-1/4 hours in length including a duty free lunch period of at least

thirty (30) minutes and a conference/ preparation period. Starting times

and ending times shall be established by the Principal in each building,

but all employees will work a normal working day. Nothing herein should

be construed to require that the starting and ending time for each

employee in a particular building be uniform. Should the district decide to

change starting and ending time for employees, the superintendent will

notify the ASSOCIATION president of the district's intent. Employees will

be given the opportunity to volunteer for an assignment by August 1.

(b) A building principal, district administrator, or supervisor may schedule a

one-hour staff meeting per month. If the meeting lasts more than one hour

or additional meetings are required during the month, employees shall be

compensated pursuant to Article 17.05. Compensation shall be based in

quarter hour increments.

two (2) hours.

15.02 School Year

(a) The work year shall consist of 185 contract days. The equivalent of three

(3) days shall be used for teacher-directed activities (i.e., in-classroom

work day). The teacher-directed activities will be designated as follows:

the equivalent of one (1) full work day for in-classroom preparation/set up

scheduled before the first day of school for students, the equivalent of one

(1) full day in March, with one-half (1/2) of the day for in-classroom work

and one-half (1/2) of the day for employees to complete various activities

in or out of the classroom, and the equivalent of one (1) full day for

classroom close up scheduled after the last day of school for students.

15.03 Planning/Duty Time – Preschool, K-5

(a) The normal schedule for each full-time employee shall include at least 200

minutes per week for instructional planning and evaluation conferences,

with at least one (1) planning increment during the student day of not less

than 35 continuous minutes. The normal schedule for each classroom

employee working less than full-time shall include planning time

proportional to the number of hours scheduled to work (e.g., half-time =

100 minutes). In situations where it is impossible to schedule planning

time in accordance with this provision, such deviation will be permitted by

mutual agreement of the Building Principal and the employee with, if

appropriate, additional compensation arrangements.

(b) Scheduled non-classroom duties shall be equitably assigned among all

employees of the building.

assemblies, testing, special events, delayed starts, etc., an alternative

schedule will be developed to provide each employee with his/her lunch

and planning time.

15.035 Planning/Duty/Scheduling Assemblies Time – 6

(a) The normal schedule for each full-time employee shall include one

uninterrupted forty continuous minute planning period per day for

instructional planning and evaluation conferences. The normal schedule

for each classroom employee working less than full-time shall include a

preparation period proportional to the number of hours scheduled to work.

In situations where it is impossible to schedule planning time in

accordance with this provision, such deviation will be permitted by mutual

agreement of the Building Principal and the employee with, if appropriate,

additional compensation arrangements.

(b) At the start of each school year, the Building Principal will work out with

the Team Leaders the methodology for scheduling assemblies during the

school year. Additionally, when it is necessary to alter the normal school

day schedule due to testing, special events, delayed starts, etc., an

alternative schedule will be developed to provide each employee with

his/her lunch and planning time.

cafeteria duty, shall be done in an equitable manner within each building.

15.04 Planning/Duty/Scheduling Assemblies Time - 7-12

(a) The normal schedule for each full-time employee shall include one

uninterrupted class period per day to be used for instructional planning

and evaluation conferences. The normal schedule for each classroom

employee working less than full-time shall include a preparation period

proportional to the number of hours scheduled to work. In situations where

it is impossible to schedule planning time in accordance with this

provision, such deviation will be permitted by mutual agreement of the

Building Principal and the employee with, if appropriate, additional

compensation arrangements.

(b) At the start of each school year, the Building Principal will work out with

the Department Chairs and/or Team Leaders the methodology for

scheduling assemblies during the school year. Additionally, when it is

necessary to alter the normal school day schedule due to testing, special

events, delayed starts, etc., an alternative schedule will be developed to

provide each employee with his/her lunch and planning time.

cafeteria duty, shall be done in an equitable manner within each building.

15.05 High School Preps

(a) Employees teaching in the High School who are assigned four (4) different

and distinct class preparations shall receive $750.00 per year additional

compensation for such additional duty. Employees teaching in the High

School who are assigned five (5) different and distinct class preparations

shall receive $1,000.00 per year additional compensation for such

additional duty.

(b) A different and distinct class preparation is defined as any course offering

which has an approved textbook(s) and/or course of study and requires a

separate, definite lesson plan.

15.06 Class Size

The BOARD will attempt to meet the following student to teacher ratios for

classes except for special areas, such as art, physical education, music and

health:

Kindergarten - First Grade 22:1

Second - Fifth Grade 23:1

Sixth -Twelfth Grade 24:1

15.07 School Procedures For Employees

(a) Each Principal will provide his/her staff and the ASSOCIATION

President with that school's written procedures for staff and students (staff

handbook/student handbook) at the beginning of the school year. Any

change to these procedures distributed after September will, except in

emergency situations, be reviewed with the Faculty / Staff Advisory

Committee prior to implementation.

15.08 Substitutes

(a) Every effort shall be made to secure a substitute in the absence of an

employee.

(b) If it becomes necessary to have an employee substitute for an absent

employee, the following selection procedure to determine which employee

shall be required to do so shall be followed:

(1) Prior to the start of each school year, the employees in each building

shall be surveyed to determine which employees assigned to the

building desire to volunteer for substitute teaching duty during the

school year. Employees who indicate a desire to volunteer for such

substitute teaching duty who are available to do so during the period

required will be assigned the substitute teaching duty on a rotating

basis. Included in this rotation assignment shall be the regular

classroom teachers, teachers not assigned to regular classrooms,

special education teachers, and counselors.

(2) If no volunteer is available for the substitute teaching duty, the

Principal shall have the right to require an available employee to

perform the substitute teaching duty. If more than one employee is

available during the period, assignments will be made on a rotating

basis.

required by the Administration to substitute for an absent employee by

taking the full or partial (at least one-half (1/2) of the class) class of such

absent employee, the employee will be paid the hourly rate at the BA Step

0 per period for such work as an add-to pay.

(d) An employee who is entitled to additional compensation pursuant to the

provisions of this Section shall receive a verification of the substitute duty

performed from the Building Principal.

(e) When a substitute is hired, he/she will follow the Employee’s schedule.

However, when the schedule provides for the planning period, said

substitute will be assigned to cover another class rather than assign an

employee to an internal substitution. This requirement to cover another

class shall not apply to a substitute who is scheduled to serve in the same

classroom on consecutive days.

15.09 Facilities for Employees

(a) In each building, employees shall have at least one room of appropriate

size reserved for faculty use.

(b) A telephone shall be made available in each building for personal and

professional use.

15.10 Medication

(a) When the employee is required to administer medication to a student,

the BOARD shall require the parent(s) to furnish a waiver of liability for

said employee and specific instructions regarding such administration.

Except for nurses, employees will not be required to administer any

medical procedures such as catheterization or injection, except as

identified in (b) below, or to render regular hygienic care.

(b) EPIPEN Requirements

All employees shall be trained in the use of the EPIPEN. Training will be

during the workday or in-service day and at the BOARD's expense. After

receiving training, employees will administer necessary first aid.

15.11 Early Release Days

(a) When early release days are scheduled, students will be released one

hour early. Dates for early release days shall be set when the Calendar

Committee meets and develops the calendar for each year.

The agenda for the early release days will be determined for a semester

at a time by the Building Leadership Team (BLT) in each building.

Acceptable activities for early release days include, but are not limited to,

team and/or department meetings, vertical articulation and cross

curriculum meetings and sharing of professional training.

15.12 Professional Rights

(a) No grade given to a student by an employee shall be changed by any

Administrator without prior consultation with the employee.

15.13 Special Education Teachers

(a) Employees teaching in the area of Special Education shall be provided

with two (2) days (or the equivalent) of release time, as arranged through

their Building Principal, for the performance of related duties specifically

associated with their work as a special education teacher such as

preparation of I.E.P.'s evaluation, testing, and assessment

responsibilities. Additional release time may be approved by the Building

Principal as needed.

15.14 Curriculum Development

(a) Employees participating in curriculum development activities shall be paid

an hourly rate or stipend for such work as set forth in Section 17.04 or be

granted release time at the option of the Superintendent.

15.15 Multiple School Assignment

(a) Employees assigned to more than one (1) school shall be provided with

the following time to close, travel and set up.

a. SI to/from Clearcreek – 15 minutes

b. SI or Clearcreek to/from Jr. High, High School, Dennis – 20 minutes

c. To/from Five Points – 30 minutes

d. High School to/from Junior High – 15 minutes

Employees shall also be provided a designated parking spot that allows

for easy access to/from the buildings.

(b) Such time shall not be counted as planning time and/or lunch time and

shall not interfere with planning time and/or lunch time.

that interferes with the end of a class in another building and/or prior to

his/her arrival.

(d) The administration shall be responsible for the coordination of traveling

employees' schedules and for securing substitutes for absent traveling

employees. If there are any changes in a Building schedule, it shall be

the Building Administrator’s responsibility who initiates the schedule

change to notify the other Building Administrator of the change.

Additionally, when there are changes in a building’s schedule,

arrangements shall be made that allows the employee to still have a thirty

(30) minutes duty free lunch.

(e) Planning time per day for traveling employees with multiple building

assignments shall be at least equal to the length of planning time for other

employees at the building at which the traveling employee spends the

greater(est) number of hours per day.

15.16 Drug/Alcohol Free Schools

(a) Purpose

The BOARD and the ASSOCIATION agree that quality education is not

possible in an environment affected by illegal drug use and/or abuse of

alcoholic beverages. The BOARD and ASSOCIATION have established

and agree to maintain a drug/alcohol-free educational setting in full

compliance with federal, state, and local laws, including the Drug-Free

Workplace Act and the Drug-Free Schools and Communities Act.

(b) Employee Assistance Program

Chemically dependent employees are urged to seek help before their

dependence causes problems with their jobs.

Recognizing that chemical dependency is a treatable illness which should

be dealt with by treatment and education, it is the BOARD's policy to

prevent chemical dependency and/or offer rehabilitation, rather than to

merely discipline employees for substance abuse related problems. To

that end, the BOARD and the ASSOCIATION have formed an Employee

Assistance Committee consisting of at least one representative from

Administration, the SEA bargaining unit, the SCEA bargaining unit, and

that group of employees not represented by either SEA or SCEA, to

monitor the Employee Assistance Program which is available to all

BOARD employees and their dependents.

The BOARD will work with an employee desiring chemical dependency

rehabilitation assistance on a voluntary basis. Applicable group health

plan coverages, sick leave benefits and leaves of absence policies are

available to assist employees who seek rehabilitation. Voluntary

rehabilitation and/or inquiries concerning rehabilitation will not be used as

evidence of a violation of any BOARD policy.

Where rehabilitation is offered by the BOARD in lieu of discipline, such

rehabilitation, if elected, is considered involuntary. Involuntary

rehabilitation shall be available only one (1) time during an employee's

tenure of employment with the BOARD, and shall not be available to any

employee in lieu of termination for operating any motor vehicle on BOARD

business under the influence of alcoholic beverages, or while currently

using illegal drugs.

The BOARD will provide educational opportunities for employees to

obtain information on the dangers of substance abuse and resources

available for chemical dependency and rehabilitation. Information on drug

and alcohol counseling, rehabilitation resources, and re-entry programs,

and benefits available to employees in dealing with substance abuse

problems will be maintained in the District.

(d) Drug Testing

Nothing in this section shall be interpreted as requiring an employee to

submit to urinalysis tests for controlled substances; however, it is

understood that the Administration may require such tests to the extent

testing is required by federal or state law. In the event such testing is

required, the parties will meet and confer regarding the facility or facilities

to be used to perform such tests.

(e) Confidentiality

Information provided to administrative personnel concerning medical

problems related to substance abuse or chemical dependency of an

employee shall be considered part of the employee's medical record and

shall be treated as confidential. However, performance problems,

attendance or rules violations will be documented, reported or otherwise

treated as ordinary personnel information even if related to substance

abuse or chemical dependency.

(f) Notification

At the beginning of each school year, all employees will receive a copy of

the Drug/Alcohol Policy which includes the disciplinary sanctions and a

description of the Employee Assistance Program. The annual review of

this section of BOARD Policy will emphasize that compliance is

mandatory.

(g) BOARD Policies

The BOARD may adopt policies, rules and procedures to implement the

terms of this Section.

(h) Prohibited Conduct

The unlawful manufacture, distribution, dispensation, possession or use,

or being under the influence of alcoholic beverages and/or controlled

substances (illegal drugs) by any employee, during working hours, on

BOARD premises, or at any activity or function sponsored by or related to

employment with the BOARD, is prohibited. "Premises" includes vehicles

owned by, or being driven on behalf of the Springboro Community City

School District, as well as parking lots, playgrounds, and other property

owned by Springboro Community City Schools. "Controlled substance"

refers to drugs subject to federal or state regulation, making their

manufacture, dispensation, distribution, possession or use a crime, this

includes but is not limited to Cannabis, Cocaine, Amphetamines,

Barbiturates, and Heroine. Medications used as prescribed by a treating

physician or dentist are excluded.

(i) Drug-Related Criminal Conviction

Employees convicted (including a guilty or no contest plea) of violating

any federal, state or local criminal drug law, where the violation occurred

during work hours, or on BOARD premises, must report the conviction to

the Superintendent within five (5) business days of a conviction. Where

said criminal offense is a minor misdemeanor, the employee shall be

referred for involuntary rehabilitation in lieu of a 5-day suspension without

pay. Failure to participate in rehabilitation or a subsequent conviction for

minor misdemeanor drug-related offenses will result in a 5-day

suspension without pay. Convictions for offenses other than minor

misdemeanors will result in discipline, up to and including termination, in

accordance with contractual and statutory provisions. Failure to report the

conviction(s) will result in termination.

(j) Penalties

Violations of the BOARD's Drug/Alcohol-Free Schools Policy will result in

discipline up to and including termination, which disciplinary action will be

taken in accordance with contractual and/or statutory provisions.

15.17 Smoke Free Environment

(a) No smoking will be permitted in any school building, on any school

grounds, in any school vehicles and/or while supervising students.

15.18 Employee Job Descriptions

(a) The Superintendent has developed job descriptions for all current jobs

which have been provided to the ASSOCIATION. It is the prerogative of

the Superintendent to develop new job descriptions for bargaining unit

positions. Upon development, the Superintendent shall forward copies of

proposed job descriptions for new positions and/or for positions which are

being revised to the ASSOCIATION President for input prior to formal

creation or revision of said positions.

15.19 IEP/504 Meetings

(a) IEP, ETR, RTI, and/or 504 meetings will typically occur during the normal

school day with release time provided for any employee attending said

meeting.

(b) If an unavoidable meeting must occur outside the school day due to a

parent schedule, a building principal may direct employees to attend any

IEP, ETR, RTI, or 504 meeting that occurs outside the normal teacher

working day. Any employee who attends any such meetings outside the

normal working day will receive a payment equivalent to the pro-rated

hourly rate in fifteen (15) minute increments at the BA Step 0 per meeting

for each such meeting. The employee shall complete the appropriate time

sheet designating his/her attendance at a meeting. Payment shall then

be issued the next pay period after time sheets are received in the

Treasurer’s office.

15.20 Resident Educator Program

(a) Purpose

The BOARD shall provide the necessary mentor support for any employee

who enters into employment with the BOARD licensed as a resident

educator.

(b) Mentor Assignment

(a) A mentor, who will provide formative assistance, will be assigned one

(1) resident educator.

(b) If agreeable to both the mentor and the resident educator the mentor

will be assigned to the resident educator for the duration of the

program.

resident educator from teaching duties up to the equivalent of three

(3) days per year for observation, consultation, assistance and

completion of necessary and required paperwork.

(a) Compensation for a mentor assigned to a resident educator in year

one or year two of the program shall be $1,000.00.

(b) Compensation for a mentor assigned to a resident educator in year

three or four shall be $500.00.

educators, providing resources to both the mentors and resident

educators, coordinating the completion and filing of required

paperwork, shall be compensated at $2,600.00.

(d) Training

The BOARD shall make available to all interested members the

appropriate mentor training required by the Ohio Resident Educator

Program.

15.21 Children of Members

(a) Members of the bargaining unit who reside within the DISTRICT and

whose children attend the DISTRICT may request to have their child(ren)

placed in the building where the Member works, given that the child(ren)

are placed in the appropriate grade level. Request shall be made in writing

to the Superintendent.

(b) Members participating in this program shall provide transportation for their

child(ren) to and from school. Placement for the child(ren) shall be a year-

long commitment.

15.22 Remote Instruction

(a) In the event that the DISTRICT offers remote and/or online instruction

beyond the 2020-2021 school year, pursuant to Section 4117 of the Ohio

Revised Code, the parties shall meet to negotiate any necessary changes

to the terms and conditions of employment. Negotiations shall be

conducted pursuant to Article II of this AGREEMENT.

ARTICLE XVI - INDIVIDUAL EMPLOYEE CONTRACTS

16.01 Limited Contract Sequence

(a) An employee serving under a limited contract shall be considered, at the

expiration of his/her present limited contract, for a multi-year limited

contract, providing the following qualifications have been met:

(1) The employee has served at least three consecutive years under

one-year limited contracts.

(2) The employee is recommended on the basis of evaluation for a multi-

year contract by the Superintendent.

(3) Nothing herein shall preclude the BOARD from offering the

employee a one-year contract on the basis of evaluation.

16.02 Continuing Contracts

(a) At the Expiration of a Limited Contract

If an employee, including employees who have attained continuing

contract status elsewhere, becomes eligible for continuing contract status

at the expiration of his/her current limited contract, the BOARD may enter

into a continuing contract with that employee at the commencement of the

School year after the expiration of the employee's limited contract after

such employee becomes eligible, provided that:

(1) No employee shall have a right to a continuing contract unless such

employee has given notice of his/her desire to be considered for a

continuing contract by October 1 of the school year proceeding the

school year for which the employee desires the continuing contract.

(b) During Term of Limited Contract

If an employee, including an employee who has attained continuing

contract status elsewhere, becomes eligible for continuing contract status

before the expiration of his/her current multi-year limited contract, the

BOARD may enter into a continuing contract with that employee at the

commencement of the school year after the employee becomes eligible;

provided that:

(1) the employee notifies the Superintendent, in writing, prior to October

first of the school year during which the employee will become

eligible for a continuing contract that he/she will be completing

his/her requirements and will be eligible for a continuing contract

during the term of said limited contract;

(2) the employee meets all requirements for a continuing contract before

the start of the new contract and evidence of such achievement is on

file with the Superintendent prior to the start of the school year; and

(3) The Superintendent believes that such employee should be issued a

continuing contract and so recommends to the BOARD.

section are not appealable under the Grievance/Arbitration provisions of

this AGREEMENT.

(d) Should the employee fail to provide the written notice required by

paragraph (a) (1), the BOARD may issue the employee a one-year limited

contract.

(e) The provisions of this Article specifically supersede the relevant portions

of Ohio Revised Code section 3319.111 and any other conflicting section

of the Ohio Revised Code.

16.03 Supplemental Contracts

(a) The supplemental teaching contract for an extra-duty assignment which

grants additional compensation shall be a limited contract and shall be

separate from and in addition to the regular teaching contract of any

employee.

(b) The supplemental teaching contract shall be for one (1) year and shall

automatically expire at the end of the contract year.

supplemental agreement; salary and date(s) of payment; and signatures of

both parties to the contract and the date of the signing of the contract.

(d) The BOARD and ASSOCIATION agree that while supplemental contracts

for athletics are specifically excluded from this Agreement, the above

paragraphs apply to all supplementals, including those for athletics.

ARTICLE XVII - SALARY SCHEDULE PROVISIONS

17.01 Salary Schedule and Index

(a) The salary schedules are attached to this Agreement as Appendix D.

Effective the 2021-2022 school year, wages will be increased by 2.75%.

Effective the 2022-2023 school year, wages will be increased by 2.50%.

Effective the 2023-2024 school year, wages will be increased by 2.00%

(b) For the 2021-2022 school year only, employees shall receive a one-time

fifteen-hundred-dollar ($1,500.00) stipend. Employees who are first

eligible to retire and are retiring prior to July 1, 2021, shall receive a one-

time fifteen-hundred-dollar ($1,500.00) stipend paid from the DISTRICT’s

general fund.

17.02 Placement on the Salary Schedule

(a) The Superintendent may, in the exercise of his sole discretion, and

notwithstanding any provision in the Ohio Revised Code which might

mandate otherwise, grant up to fifteen (15) full years of teaching

experience credit for salary placement purposes to any employee based

on the prior teaching experience of such certified employee whether such

experience was gained in the State of Ohio or otherwise, or in private or

public schools.

(b) Requirements for receiving credit on the BA+15 Column are 15 graduate

semester hours taken from an accredited university or college after receipt

of the BA/BS degree which are in the field of education or directly related

to the certified employee's present assignment or area of certification.

Requirements for receiving credit on the MA+15 or MA+30 column are 15

or 30 semester hours taken from an accredited university or college after

receipt of the MA degree which are in the field of education or directly

related to the certified employee's present assignment or areas of

certification.

schedule for his/her training and experience or the minimum instructor's

pay as provided by the approved AFROTC program.

(d) Employees who qualify for lateral movement on the salary schedule shall

be granted such lateral movement:

(1) effective with the new contract year, providing an official university

transcript certifying completion of the work is forwarded to the

Treasurer by October 1; or

(2) effective with the first pay in March, providing an official university

transcript certifying completion of the work is forwarded to the

Treasurer by February 15th.

(e) Each step on the salary schedule represents a full year of service. A full

year of service at a minimum consists of at least one hundred and twenty

(120) days in pay status under a teaching contract during a school year.

Teachers who do not meet this minimum teaching requirement in any year

will not be advanced to the next step during the following school year.

(f) To transition back to step advancement, each employee on active pay

status for at least one hundred and twenty (120) days during the 2012-13

school year shall be granted one step on the salary schedule and continue

to be granted a step each year provided he/she qualifies as specified in

(e) above.

17.03 Supplemental Salary Schedule

(a) The supplemental salary schedule base shall be computed as follows:

(1) 0-3 years experience 13.5% of BA 0

(2) 4-6 years experience 15.5% of BA 0

(3) 7 + years experience 17.5% of BA 0

However, the BOARD and the ASSOCIATION agree that supplemental

contracts for athletics are specifically excluded from the supplemental

salary schedule and that the BOARD may unilaterally change salaries for

athletic supplementals without negotiation or consultation with the

ASSOCIATION.

(b) Placement on the supplemental salary schedule shall be according to the

following guidelines:

(1) Years of experience as a paid employee shall be granted for the total

number of years experience in the specific activity/coaching field;

i.e., football, basketball, track, etc.

(2) Assistant coaches appointed to a head coaching position within the

same sport shall be placed at the lowest experience level which

provides a salary higher than their current assistant coach salary

levels.

(3) Experience in boys and girls sports shall be treated equally with

regard to experience, providing such experience is within the same

specific activity/coaching field.

of new supplemental positions during the term of this Agreement shall be

made if there is mutual agreement between the BOARD and the

ASSOCIATION.

(d) Notwithstanding the wage rate specified in Appendix E for the Camp Kern

Counselor, past experience in the positions where experience has not

been applicable shall not be granted. The 1994-95 school year shall be

considered the first year of experience for placement on the salary

schedule.

(e) Development of “Notices of Vacancy” for supplemental positions shall be

according to the following guidelines:

(1) “Notice of Vacancy” postings shall be prepared for all new

supplemental positions prior to posting and filing said positions.

(2) It is the prerogative of the Superintendent to develop ”Notices of

Vacancy“ for bargaining unit positions. Upon development, the

Superintendent shall forward copies of proposed “Notice of Vacancy”

for new supplemental positions and/or positions for which no

vacancy notice exists to the ASSOCIATION President for input prior

to formal implementation.

17.04 Stipends for Curriculum Development and Testing

(a) Notwithstanding any provision in the Ohio Revised Code which might

require otherwise, employees participating in curriculum development

activities as approved by the Superintendent, or employees serving on the

LPDC, shall be paid an hourly rate for each hour worked, which hourly

rate shall not be based on their degree status or longevity. During the

term of this Agreement, the hourly rate payable to employees engaged in

curriculum development activities or serving on the LPDC shall be

computed at .00075 of the BA Step 0 base.

(b) Employees who volunteer to work during the summer in the following

areas shall be paid an hourly rate for each hour worked based upon the

hourly rate at the BA Step 0: (1) Textbook/Course of Study Coding; (2)

Subject Area In-service provided by the District; and/or (3) School-wide

In-service provided by the District.

17.05 Summer School Teachers/Home Tutors/After School Intervention

(a) Notwithstanding any provision in the Ohio Revised Code which might

require otherwise, employees employed to teach in summer school or

employed to teach as home tutors shall be paid an hourly rate for each

hour worked, which hourly rate shall not be based on their degree status

or longevity. During the term of this AGREEMENT, the hourly rate

payable to summer school teachers and home tutors shall be computed

at .00075 of the BA Step 0 base.

17.06 Administrative Detention and Afterschool/Commons Duty

(a) Notwithstanding any provision in the Ohio Revised Code which might

require otherwise, employees employed to supervise or conduct

Administrative Detention activities shall be paid an hourly rate of Twenty

Dollars ($20.00) per hour for each administrative detention session

worked, which hourly rate shall not be based on their degree, status or

longevity.

17.07 Elementary Required Evening Music Program

(a) Employees who supervise the evening elementary music program shall

be paid at the rate of Forty Dollars ($40.00) per music program

17.08 Art Show

Each art teacher who supervises evening and/or weekend art shows shall be paid

at the rate of $550.00 annually.

17.09 Fingerprinting and/or Background Checks

The BOARD shall pay the fees for all required fingerprinting and/or background

checks as required by the Ohio Revised Code.

17.10 Paychecks

Employees shall receive twenty-four (24) paychecks paid on the fifth (5

) and

twentieth (20

) of each month. All employees will have their checks electronically

deposited (Direct Deposit) to the Financial Institution of their choice.

ARTICLE XVIII - FRINGE BENEFIT PROVISIONS

18.01 Severance Pay

(a) An employee who has been employed in the District for ten (10) years and

who, upon leaving the employment of the District, retires and begins to

receive benefits from the State Teachers Retirement System, State of

Ohio, shall receive severance pay in an amount equal to twenty-five

percent (25%) of the employee's accumulated but unused sick leave,

including personal days converted to sick leave pursuant to other

provisions of this Agreement in excess of the maximum sick leave

accumulation, if appropriate to do so pursuant to such other provisions.

If an employee retires having accumulated the maximum sick leave and

had used less than four (4) total sick leave days during the employee’s

last two (2) years, the employee will be credited with four (4) days of

additional severance pay at the time of retirement. For example, if an

employee’s calculation at twenty-five percent (25%) of accumulated sick

leave equals 68.75 days, four (4) additional days shall be added for

payment totaling 72.75 days.

(b) Solely for the purposes of this Article, an employee with ten (10) years of

service who dies while in active service of the Springboro Community City

School District is deemed to have retired the day prior to his/her death.

an Employee retires.

18.02 Insurance Program

Any Health, Dental and Vision Insurance provided by this Agreement shall be the

same or substantially similar to the plan currently in effect. However, in the event

of the occurrence of one of the following events, the BOARD may provide another

plan. The events are: the offered plan, or a substantially similar plan, is no longer

available, the plan, or any successor plan, increases in cost by 10% or more; or,

the cost of a substantially similar plan is 10% or more than the cost of the plan

currently in place. Prior to sending out the RFP, the Superintendent shall meet

with the Insurance Committee, which includes the president of the Springboro

Education Association and the president of the Springboro Classified Employees

Association.

(a) Health, Dental, and Vision Insurance shall be available for all employees on

the active working payroll who complete the required applications for such

insurance and transmit such applications to the Treasurer of the BOARD on or

before the effective date of this AGREEMENT, who are regular employees

employed by the BOARD, who work at least half-time, and work at least thirty-

six (36) weeks per year or have an annual contract with the BOARD and for

whom such coverage is in effect prior to the effective date of this AGREEMENT.

Appropriate information and application forms will be provided to all new

employees by the BOARD at the time of pre-employment processing, and it is

desirable that such applications be completed and filed at that time if the

employee desires insurance coverage.

(b) Health, Dental, and Vision Insurance shall be available for all employees who

make application for such insurance and/or such employees who are hired after

the effective date of this AGREEMENT, for all such employees who are regular

employees of the BOARD, who work at least half-time, and work at least thirty-

six (36) weeks per year or have an annual contract with the BOARD and who

complete the required insurance forms and have the same filed with the office

of the Treasurer of the BOARD.

If there is more than one Health, Dental, or Vision Insurance plan, then the

Board shall pay premiums based upon the following percentage of the least

expensive plan based on the following schedule:

1. Full-time employees (between 30 and 36.25 hours per week)

BOARD PORTION - 80% of the cost of each such benefit, as determined

at least annually by the Insurance Administrator or the insurance provider.

EMPLOYEE PORTION - 20% of the cost of each such benefit, as

determined at least annually by the Insurance Administrator based on

claims experience (single contract or family contract) or the insurance

provider.

2. Part-time employees (between 18.125 and 30 hours per week)

BOARD PORTION - 55% of the cost of each such benefit, as determined

at least annually by the Insurance Administrator based on claims

experience.

EMPLOYEE PORTION - 45% of the cost of each such benefit as

determined at least annually by the Insurance Administrator based on

claims experience (single contract or family contract) or the insurance

provider.

3. Part-time employees (less than 18.125 hours per week)

(d) Health Insurance Coverage (Effective January 1, 2016)

1. Effective January 1, 2016, the Health Insurance Plan will be administered

as a High Deductible Health Plan with a Health Savings Account (HSA) for

all eligible employees who qualify under IRS rules. The plan will maintain

the same covered services and benefits provided by the core medical plan

in effect immediately prior to January 1, 2016. The plan year shall run

January 1

through December 31

2. Deductible

a. The deductible for a single plan shall be $2,000 per plan year.

b. The deductible for an employee plus kids’ plan shall be $4,000 per plan

year.

c. The deductible for a family plan shall be $4,000 per plan year.

3. In-network preventative services as identified by the member’s service

provider shall be covered at one hundred percent (100%) and not subject

to the deductible stated above.

4. Once the deductible in Section 2 above is reached, the member shall be

responsible for a co-payment of ten percent (10%) for all in-network

insurance claims, and a co-payment of $10 for tier 1 prescriptions, $40 for

tier 2 prescriptions, and $60 for tier 3 prescriptions for the duration of the

plan year subject to the out-of-pocket maximum as outlined in Section 5.

5. The maximum out of pocket expense for in-network eligible covered medical

cost in a given plan year shall be $4,000 for a single plan and $8,000 for an

EMPLOYEE plus kids’ and family plan subject to the lifetime maximum.

Once the out-of-pocket maximum is reached, insurance claims, including

prescriptions, shall be paid at one hundred percent (100%).

6. Contribution to Deductible

a. The BOARD’s contribution to an employee’s Health Savings Account is

as follows:

(1) Fifty percent (50%) for plan year January 1, 2019, through

December 31, 2019

a. Single: $1,000

b. Employee + Kids: $2,000

c. Family: $2,000

(2) Fifty percent (50%) for plan year January 1, 2020, through

December 31, 2020

a. Single: $1,000

b. Employee + Kids: $2,000

c. Family: $2,000

b. The BOARD’s contribution shall be made in two (2) payments. The first

payment contribution shall be by the first payroll in January. The second

payment contribution shall be by the first payroll in July.

c. The BOARD will contract with Wright-Patt Credit Union for the HSA

account which will include a debit card with no fees to employees.

However, an employee will be responsible for payment of any fees

associated with opening an account with the Credit Union.

d. Employees may elect to contribute to their deductible through payroll

deduction or lump sum as designated by the employee.

e. Pro-Rata Contribution and Reimbursement:

If an employee leaves the employment with the BOARD prior to the end

of any calendar year (December 31), he/she will be required to reimburse

the BOARD a pro-rata share of the BOARD’s contribution towards his/her

deductible/Health Savings Account. If an employee is aware that he/she

may be leaving prior to December 31 of any year, he/she can make

arrangements with the Treasurer’s office to provide a pro-rata

contribution towards his/her deductible.

Additional pro-rata reimbursement to the BOARD may be necessary if an

employee alters his/her plan during the calendar year, such as changing

from a family to single coverage, altering working hours to less than full-

time or increasing working hours.

The BOARD’s contribution will be adjusted, on a pro-rata basis, should

an employee alter his/her plan during the calendar year, such as

changing from a single to family coverage or increasing working hours to

full-time.

7. Hardship Advancement

(a) The BOARD agrees to advance up to the full amount of the

employee’s deductible as a loan to the employee if the teaching

employee can demonstrate through documentation extreme

hardship or exigent circumstances. An employee shall be required

to provide a written request for a hardship application/advancement

to the Superintendent and the Treasurer.

An employee shall be required to reimburse the BOARD the amount

of advancement that was the employee’s share of the deductible

through payroll deduction or alternative means within twelve (12)

months of receipt by the teaching staff member of the advanced

funds. A decision by the Superintendent/Treasurer to deny a request

for advancement shall be final and shall not be subject to challenge

through the grievance process contained in this Agreement.

(b) An employee may also notify the Superintendent and Treasurer of

the need to advance the second BOARD contribution payment prior

to the July date if he/she has exhausted the amount of the first

contribution payment ($1,000 for Family and Employee Plus Kids,

$500 for Single.)

8. Premiums

The sharing of premiums shall continue as specified in Section (c) above.

9. Employees enrolled in Medicare and in certain other instances may not

be eligible for a Health Savings Account according to IRS rules. In such

case, the BOARD will make available to said employee a Health

Reimbursement Account (HRA). The plan will pay for eligible claims up

to the amount of the BOARD’s normal contribution, the employee will

then pay the eligible claims to reach the full deductible amount. Eligible

claims over the deductible will then be paid at one hundred percent

(100%) by the plan for the balance of the plan year subject to the lifetime

maximum.

10. Waiver Incentive

An Employee who is enrolled in the BOARD health insurance plan on

May 1, 2018 is eligible for the following stipends for each year he/she

chooses to discontinue participation in the health care plan:

(a) $5,000 to an Employee enrolled in a family plan who discontinues

with any type of health insurance coverage;

(b) $2,500 to an Employee enrolled in an employee + kids plan who

discontinues with any type of health insurance coverage;

with any type of health insurance coverage;

(d) $2,000 to an Employee enrolled in a family plan who elects an

employee + kids plan instead;

(e) $3,500 to an Employee enrolled in a family plan who elects a

single plan instead;

(f) $2,500 to an Employee enrolled in an employee + kids plan who

elects a single plan instead

To be eligible for the stipend, an Employee must elect one of the options

in (a) through (f) above during the open enrollment period of each year

and must continue with the elected option for the full duration of the year

(January 1 through December 31).

The stipend will be issued in January of each year, after completing the

full year.

Should an Employee who has elected an option above resign during said

year, he/she will receive a pro-rated amount of the stipend.

Married spouses where both partners are EMPLOYEES of the DISTRICT

or if an EMPLOYEE makes a change to their insurance coverage due to

an adult child no longer qualifying for dependent care pursuant to the

Affordable Care Act shall not qualify for the incentives outlined in this

Section.

The stipends stipulated in (a), (b), and (c) above shall be available to any

Employee initially hired before May 1, 2018. However, stipends will not

be available to any Employee employed prior to May 1, 2018 who was

not utilizing the BOARD health insurance plan on said date.

Said stipend is available to a qualifying employee for each year of this

three (3) year agreement. For example, an employee electing to waive

or change his/her insurance plan during the open enrollment period shall

receive the stipend for each year he/she waives or alters his/her choice

in health insurance coverage.

(e) Life Insurance

The following Life Insurance Program shall be provided without cost to the full-

time employees covered by this Agreement.

(1) Life Insurance in the amount of $50,000.00 for all regular full-time

employees who have an annual contract with the BOARD. Life Insurance

in the amount of $40,000.00 for all regular part-time employees who have

an annual contract with the BOARD.

(2) Accidental Death and Dismemberment Insurance in the amount of

$50,000.00 for all regular full-time employees who have an annual contract

with the BOARD. Accidental Death and Dismemberment Insurance in the

amount of $40,000.00 for all regular part-time employees who have an

annual contract with the BOARD.

(3) The Life Insurance specified in this Section shall be provided without cost

to all employees who are on the active working payroll on the effective date

of this Agreement, and who are regular employees of the BOARD, who

have an annual contract with the BOARD, and for whom coverage is in

effect immediately prior to the effective date of this Agreement. The

Insurance Program specified in this Section shall also be provided without

cost to all regular employees and/or new employees who are hired after the

effective date of this Agreement, effective on the first day of the month

following the date of this Agreement or the date they commence actual

employment with the BOARD, whichever is the later date, for all regular

employees of the BOARD who have an annual contract with the BOARD.

(f) Dental Insurance

The BOARD will continue to provide dental insurance at the same or

substantially similar coverage to the plan in effect at the time of the contract

ratification. The sharing of premiums shall continue as specified in Section (c)

above. Employees shall have the option to select an improved dental plan

whose specifications shall be shared in advance with the employees.

(g) Vision Insurance

The BOARD will continue to provide vision insurance at the same or

substantially similar coverage to the plan in effect at the time of the contract

ratification. The sharing of premiums shall continue as specified in Section (c)

above.

(h) Insurance Committee

1) An Insurance Committee shall be developed to meet quarterly during the

school year. The members of the committee shall include the SEA

President/designee and four (4) members appointed by the SEA President,

the SCEA President/Co-President and three (3) members appointed by the

SCEA President; four (4) members appointed by the Superintendent.

2) The committee shall work cooperatively to explore all aspects of insurance

including, but not be limited to, reviewing:

Group utilization patterns;

Current trends in cost containment;

Alternative plan options and/or design;

Comparative coverage within the industry.

3) Additionally, the committee shall review offers/quotes from

carriers/providers when the increase in premiums exceeds 10%.

(i) General Provisions

(1) The foregoing Health, Dental and Vision benefits described above shall be

continued for any eligible employee who pays the employee's portion as set

forth in Section c above during any period when such employee is on the

active working payroll, compensated sick leave, compensated leave of

absence granted pursuant to the provisions of this Agreement, non-

compensated approved leave of absence of less than thirty (30) days, or for

employees working only during the regular School year and not working

during the Summer break period, until such employee either resign their

employment status or fail to return to active working status at the

commencement of the next school year. Except as otherwise required

under the FMLA, employees on a non-compensated approved leave of

absence of over thirty (30) days' duration, and/or employees or dependents

of employees eligible for COBRA Benefit Continuation Rights who desire to

continue benefit coverage described above past the period for which the

BOARD has agreed to continue benefit coverage for the employee may do

so by paying one hundred and two percent (102%) of the full group premium

for such insurance, as set by the BOARD's Insurance Administrator or the

insurance provider and/or insurance carrier, to the Administrator of the

insurance program and/or the carrier designated by the BOARD and as set

forth in COBRA regulations. In the event coverage is discontinued for any

period, coverage cannot be reacquired through the BOARD until the

employee returns to active working status.

(2) Unless a properly completed application form for any of the benefits

described above is filed with the Treasurer of the BOARD within thirty (30)

calendar days of the date the employee commences active working status,

or returns to active working status from leave, whichever is applicable, or

unless timely application is made for COBRA benefit rights, coverage will

not be available until the next enrollment period and then in accordance with

the limitations contained in the Plan.

(3) In the event an employee desires to change from one type of coverage to a

different type of coverage (e.g., single to dependent), the employee must

follow the procedures specified in the "Master Plan Document". Any change

in coverage shall be governed by the provisions contained in the "Master

Plan Document".

(4) All benefits provided pursuant to this Benefit Program shall be subject to the

conditions set forth in any contract secured by the BOARD or the conditions

set forth in the "Master Plan Document".

(j) For purposes of this Article, the effective date of resignation of any employee

shall be either: (1) the day prior to the commencement of the next school

teaching year; or (2) the effective date of resignation as submitted on the

employee's resignation notification, whichever date shall occur first.

18.03 STRS Pick-Up

(a) The BOARD herewith agrees with the ASSOCIATION to pick up (assume

and pay) contributions to the State Teachers Retirement System upon

behalf of the employees in the bargaining unit using the salary reduction

method as approved by STRS and the IRS on the following terms and

conditions:

(1) An amount equal to the employee's total contribution will be picked

up and paid on behalf of each employee, including contributions on

supplemental earnings.

(2) The BOARD shall compute and remit all applicable contributions to

STRS based upon annual salaries and any other earned

compensation(s).*

(3) The pick up percentage shall apply uniformly to all employees of the

bargaining unit and no employee covered by this provision shall have

the option to elect a wage increase or other benefit in lieu of the

BOARD pick up.

(4) Definitions - * Annual salary - the adjusted salary plus the BOARD

pick up of the employee's contribution to STRS.

Adjusted salary - the annual salary minus the BOARD pick up (salary

which appears on the employee's W-2 form).

(5) It is understood by the parties that computation of all supplemental

salaries, extended time salaries, etc., will be computed upon the

annual salary in effect at the time of computation.

(6) Said "pick up" shall not result in additional cost to the BOARD.

18.04 IRS Section 125 Plan

(a) The BOARD has in place a Section 125 Plan pursuant to which the

employee portion of any insurance benefits and employee-paid medical

expenses and employee-paid dependent care expenses may be paid with

"before tax" dollars. The maximum amount which may be placed in this

account during any calendar year for dependent care expenses is in

accordance with IRS rules and regulations.

(b) The administrative cost of the Section 125 Plan shall be paid by the

BOARD.

18.05 Mileage Reimbursement

(a) An employee required by the administration to drive his/her personal vehicle

on School District business shall receive mileage reimbursement for such

driving at the IRS mileage reimbursement rate. All vehicle usage must be

approved in advance by the School administration and reimbursement must be

requested on the appropriate form and approved by the appropriate Building

Administrator for payment.

18.06 Tuition Reimbursement

Employees shall be eligible for reimbursement effective with the 2018-19 school

year for classes taken during the 2017-18 year and summers of 2017 and 2018.

Effective the 2018-2019 school year, the following provisions will apply:

(a) A fund of an annual appropriation of $55,000 per school year will be

established to reimburse employees for tuition reimbursement. Funds will be

distributed equally to employees based on total number of hours taken by all

employees who have met the requirements of (b) below. The reimbursement

shall be for tuition only and will not exceed actual tuition costs. The course

work shall be completed prior to September 1 for the employee to receive

reimbursement for the work done in the previous academic year (September

– August). The employee must submit a transcript and receipt for tuition to

the Human Resources Office by October 1. The employee will receive

reimbursement by the first payroll of November if the employee is still under

contract with the Board of Education at that time. A maximum of six (6)

semester or nine (9) quarter hours per year will be eligible for reimbursement.

(b) All course work claimed for reimbursement shall:

1. Have been requested and approved in advance of enrollment in the class.

2. Be in a field of education, technology or in an academic area to renew,

upgrade licenses, or teach dual credit college courses.

3. Be graduate level from an accredited college or university. Exception

could be technology classes offered at the undergraduate level.

4. Have been completed with a letter grade of “B” or better unless otherwise

provided in connection with the approval to be deemed to have

satisfactorily completed the course.

ARTICLE XIX - LENGTH OF CONTRACT

19.01 DURATION

APPENDIX A - SEA GRIEVANCE FORM

SPRINGBORO COMMUNITY SCHOOLS

Step Two (Administrator)

Grievant_______________________________Date_______________________

School_______________________________Principal_____________________

Grievant accompanied

by__________________________________________________

Statement of Grievance and relief sought (indicate the alleged violation,

misinterpretation or misapplication and specific articles)

________________________________________________________________

The situation leading to the filing of this grievance occurred on or about

_________________________________________________________

Date, if any, of Step One discussion

_________________________________________________________

Signature of Grievant:

_________________________________________________________

------------------------------------------------------------------------------------------------------------

Hearing date:_____________________________________________________

Step Two

Response:_________________________________________________

_______________________________________________________________

Signature of Administrator

____________________________Date______________________

cc: Grievant

Association President

Superintendent

SEA GRIEVANCE FORM

Step Three (Superintendent)

The purpose of this form is to appeal the grievance to Level Three,

Superintendent.

Date of written appeal

____________________________________________________

(filed within seven (7) calendar days of receipt of decision at Step Two)

Attached a completed copy of Grievance Form, Step Two.

Signature of Grievant

____________________________________________________

----------------------------------------------------------------------------------------------------------

Hearing Date

__________________________________________________________

Step Three Response:

Signature of Superintendent

Date_____________________

cc: Grievant

Association President

Superintendent

SEA GRIEVANCE FORM

Step Four (Arbitration)

The purpose of this form is to appeal the grievance to Level Four. Appeal shall

be sent to the Superintendent.

Date of notice

___________________________________________________________

(filed within ten (10) calendar days of receipt of decision at Step Three)

Attach copies of Steps Two and Three Grievance Forms.

Signature of Grievant

_____________________________________________________

cc: Grievant

Superintendent

Principal

Association President

APPENDIX B - EMPLOYEE APPLICATION FOR SICK LEAVE BANK

SPRINGBORO COMMUNITY SCHOOLS

1685 S. Main Street

Springboro, OH 45066-1524

Date _________________________________________________________________________

Name___________________________________________________________

Building________________________________________

Home Address

_____________________________________________________________________________

Telephone ___________________________

Number of sick days used for this school year: _______________________________________

Number of sick days used for current illness: ________________________________________

Employee's reason for request (be specific) _________________________________________

____________________________________________________________________________

Estimate of additional days needed: _______________________________________________

Name of attending physician: ____________________________________________________

Address of attending physician: __________________________________________________

____________________________________________________________________________

Telephone number of attending physician __________________________________________

Please submit completed application to Assistant Superintendent

APPENDIX C - PHYSICIAN'S STATEMENT

________________________________________ is unable to perform teaching duties and

requires extended sick leave because (please be specific with diagnosis and description of

complications).

_____________________________________________________________________________

_______________________________________ requires non-elective surgery which cannot be

postponed until the end of the school year. Nature of procedure:

_____________________________________________________________________________

This patient has been under my care for (length of time in months and years)

____________________________________________

Physician's estimate of number of days needed for recovery

______________________________________

___________________________________

Date_____________________________________

Physician’s Signature

I give my physician permission to release the above-requested medical information.

_________________________________

Date____________________________________

Employee's Signature

Please submit this completed statement to:

Office of Assistant Superintendent

1685 S. Main Street

Springboro, Ohio 45066-1524

APPENDIX D - SALARY SCHEDULES

SPRINGBORO COMMUNITY CITY SCHOOL DISTRICT

SALARY SCHEDULE 2021-2022

SPRINGBORO COMMUNITY CITY SCHOOL DISTRICT

SALARY SCHEDULE 2022-2023

SPRINGBORO COMMUNITY CITY SCHOOL DISTRICT

SALARY SCHEDULE 2023-2024

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101

102

103

104

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APPENDIX F - SPRINGBORO COMMUNITY CITY SCHOOL DISTRICT

OFF-CYCLE OBSERVATION REPORT

This form shall be used for those teachers who have received either an accomplished rating or a skilled

rating and are on the “off-cycle” for purposes of a formal evaluation. This form shall be completed

after the evaluator has conducted a thirty (30) minute observation and provided to the teacher at the

post-observation conference.

FOCUS OF OBSERVATION

Based on reflection of previous evaluation:

DATE OF OBSERVATION:

OBSERVATION CHECKLIST

Check all areas listed below that were DIRECTLY observed during the observation.

Classroom Environment

Routines and procedures run smoothly

Students assume age appropriate levels of responsibility

Lesson transitions are efficient: whole class, small group, cooperative learning, and

independent work

Engages in two-way communication

Classroom management is responsive to individual student needs

Positive classroom culture is evident

Notices when students are not engaged

Applies consequences for lack of adherence to rules and procedures

Lesson Delivery

Provides clear learning goals for each lesson

Employs measurable goals for student achievement during lesson

Explanations are clear and accurate

Employs effective, purposeful questioning techniques during instruction

Lesson is a balance between teacher-directed instruction and student-led learning

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Lesson supports the individual needs of students using a variety of strategies, materials,

technologies, pacing

Content Knowledge

Demonstrates content knowledge by re-explaining topics using a variety of learning styles

Makes clear connections to student’s prior knowledge

Makes connections to real-world experiences and other disciplines

Plans and sequences instruction to include key content, concepts, and processes aligned

to state standards and district curricular priorities

Differentiation

Understanding students’ interests and background

Communicating high expectations for students of all abilities

Matches strategies, materials, and/or pacing to students’ individual needs to make learning

challenging for all

DATE OF POST-OBSERVATION CONFERENCE:

EVALUATOR POST_CONFERENCE COMMENTS:

TEACHER POST-CONFERENCE COMMENTS:

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Evaluator’s signature

Date

Teacher’s signature

Date

0120255.0643298 4846-3414-1023v16

108

Appendix G

109

110

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APPENDIX H – OTES IMPRVEMENT PLAN

Improvement Plan

Teacher

Name:

Grade Level/ Subject:

School year:

Building:

Date of Improvement Plan

Conference:

A written Improvement Plan is to be developed when an educator has a Final Holistic Rating of Ineffective. However, districts have discretion to place

any teacher on an Improvement Plan at any time based on deficiencies in any individual component of the evaluation system. The notice

requirements for being placed on an Improvement Plan, the components of the plan and the implementation process for the plan may be

subject to the terms of a collective bargaining agreement.

The purpose of the Improvement Plan is to identify specific deficiencies in performance and foster growth through professional development and

targeted support. If the teacher does not take corrective actions in the timeline specified in the Improvement Plan, the evaluator may

recommend the teacher be dismissed or continue working under the plan.

Section 1: Improvement Statement—List specific area(s) for improvement related to the Ohio Standards for the Teaching Profession. Attach

documentation.

Performance Standard(s) Addressed in

this Plan

Date(s) Improvement Area(s) or

Concern(s) Observed

Specific Statement of the Concern(s):

Area(s) of Improvement

Section 2: Desired Level of Performance—List specific goal(s) to improve performance. Indicate what will be measured for each goal.

List Goal Statement(s) Indicating

Performance on Ohio

Standards for the

Teaching Profession

Beginning

Date

Ending Date

Level of Performance:

Specifically Describe Successful Improvement

Target(s)

Section 3: Specific Plan of Action—Describe in detail specific actions the teacher must take to improve performance. Indicate the sources of

evidence the evaluator will use to document the completion of the Improvement Plan.

Actions to be Taken

Qualitative or Quantitative Measurable Indicators: Evidence Indicating

Progress on the Goal(s)

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Section 4: Assistance and Professional Development—Describe in detail specific supports that will be provided as well as opportunities for

professional development.

Section 5: Alignment to District and/or Building Improvement Plan(s)— Describe the alignment to district and/or building improvement plan(s).

Comments:

Date for Improvement Plan to be evaluated:

Teacher’s Signature: _______ Date:

Evaluator’s Signature: _______ Date:

The evaluator’s signature on this form verifies the proper procedures as detailed in the local contract have been followed.

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Improvement Plan: Evaluation of Plan

Teacher

Name:

Grade Level/

Subject:

School year:

Building:

Date of Evaluation:

The Improvement Plan will be evaluated at the end of the time specified in the plan. Outcomes from the Improvement Plan will be one of the following.

□ Improvement is demonstrated and performance standards are met to a satisfactory level of performance.

□ The Improvement Plan should continue for time specified: .

□ Dismissal is recommended.

Comments: Provide justification for recommendation indicated above and attach evidence to support the recommended action.

I have reviewed this evaluation and discussed it with my evaluator. My signature indicates I have been advised of my performance status; it does not

necessarily imply I agree with this evaluation.

Teacher’s Signature: Date:

Evaluator’s Signature: Date:

The evaluator’s signature on this form verifies the proper procedures as detailed in the local contract have been followed.