COLLECTIVE BARGAINING AGREEMENT between THE SCHOOL

COLLECTIVE BARGAINING AGREEMENT

between

THE SCHOOL BOARD OF ALACHUA COUNTY

and

THE ALACHUA COUNTY EDUCATION ASSOCIATION

for

TEACHERS

2021 - 2024

Page

SIGNATURES................................................. ii

PREAMBLE................................................... iii

ARTICLE:

I. TERM OF THE AGREEMENT............................ 1

II. RECOGNITION...................................... 1

III. MANAGEMENT RIGHTS................................ 2

IV. DEFINITIONS...................................... 2

V. ASSOCIATION RIGHTS............................... 5

VI. TEACHER RIGHTS................................... 10

VII. GRIEVANCE PROCEDURES............................. 20

VIII. IMPASSE.......................................... 24

IX. TEACHING CONDITIONS.............................. 24

X. LEAVES........................................... 35

XI. TRANSFERS/VACANCIES.............................. 45

XII. ASSIGNMENTS/REASSIGNMENTS........................ 47

XIII. TEACHER APPRAISAL............................... 51

XIV. TEACHER-INSTRUCTIONAL AIDE RELATION............. 57

XV. PROFESSIONAL DEVELOPMENT (CREATE) COUNCIL........ 57

XVI. TEACHER AUTHORITY AND STUDENT DISCIPLINE......... 58

XVII. MISCELLANEOUS.................................... 61

XVIII. COMPENSATION..................................... 61

XIX. SCHOOL IMPROVEMENT............................... 67

TEACHER SALARY SCHEDULE.................................... 70

APPENDIX................................................... 72

INDEX...................................................... 79

PREAMBLE

COLLECTIVE BARGAINING AGREEMENT

BETWEEN

THE SCHOOL BOARD OF ALACHUA COUNTY

AND

THE ALACHUA COUNTY EDUCATION ASSOCIATION

This agreement represents a contract entered into by the above

parties following extended deliberate discussions and negotiations in

regard to wages, hours, and other terms and conditions of employment.

ARTICLE I. TERM OF THE AGREEMENT

Section 1. Effective Date

This agreement will be effective as of August 1, 2021, and

will remain in effect until July 31, 2024.

Section 2. Successor Contract/Reopeners

The parties agree that negotiations on a successor contract

will begin on a date mutually agreeable to both parties at least

sixty (60) calendar days prior to the termination date of this

contract, or at another mutually agreeable time.

Both parties agree to reopen negotiations at least 60 calendar

days prior to July 31, 2022, and July 31, 2023, or at another

acceptable time, on any mutually agreed upon items, on any five

sections proposed by the Association, on any five sections

proposed by the Board, teacher salary schedule, supplement salary

schedule, and fringe benefits.

Both parties agree to reopen negotiations on those sections of

this contract which have expired or have become invalid during

the life of this contract through legislative action, court

decisions, or Florida State Board of Education administrative

rules.

The parties agree to meet for problem solving on mutually

agreed-upon items at a mutually agreed-upon date and time.

Section 3. Severability Clause

If any provision of this contract or any application of this

contract is held to be contrary to law, the provision or

application will be invalid, except to the extent permitted by

law. All other provisions or applications will continue in

effect for the term of the contract.

Section 4. Ratification

Ratification of amendments to this agreement will be

accomplished by a majority vote of both PERC certified unit

members and the School Board of Alachua County.

ARTICLE II. RECOGNITION

Section 1.

The Board recognizes the Association as the exclusive

bargaining representative for all personnel in the bargaining

unit. The Board will not negotiate with any teacher organization

other than the Association for the duration of this contract.

The bargaining unit will consist of:

Included: Classroom teachers, school media specialists,

guidance and other counselors (including occupational

specialists), school deans, school psychologists, special

projects teachers, teachers on special assignment, resource

teachers, part-time teachers employed on one-half (1/2) time

basis or greater, assistant principals devoting less than one-

half (1/2) time to administrative duties, and any title not

listed as excluded which requires certified personnel paid on the

teacher salary schedule.

For membership in the bargaining unit, the term adult

education teacher will refer to employees whose duties require

direct instruction of students one-half (1/2) time or greater in

any of the following programs:

Alachua County Continuing Education for Pregnant Teens

(ACCEPT), Vocationally Integrated Program (VIP), Vocational/ESE,

Vocational Agriculture, Adult Secondary Education (ASE), English

Spoken as the Other Language (ESOL), Adult Vocational and Jail.

Excluded: Employees classified as administrative or

managerial personnel and not paid on the teacher salary schedule;

or if paid on the teacher salary schedule, who are assigned

administrative duties on a one-half (1/2) time or greater basis

if such duties involve formal evaluation of those described above

as included within the certified unit; the Superintendent,

Assistant and Deputy Superintendents; directors, coordinators,

supervisors and other titles not included in the teacher salary

schedule; principals, assistant principals (unless assigned less

than one-half (1/2) time duties); substitute teachers not paid on

the teacher salary schedule; and part-time teachers employed for

less than one-half (1/2) time.

ARTICLE III. MANAGEMENT RIGHTS

The Board, on its own behalf and on the behalf of the

District, hereby retains and reserves unto itself all powers,

rights, authority, duties, and responsibilities conferred upon

and vested in it by the laws and the Constitution of the State of

Florida and the United States except as modified by the specific

terms and provisions of this Contract.

ARTICLE IV. DEFINITIONS

Section 1.

The term teacher will refer to all persons within the

recognized bargaining unit.

Section 2.

The term classroom teacher will refer to employees whose duties

require direct instruction of students one-half (1/2) time or

greater.

Section 3.

The term Board refers to the School Board of Alachua County,

Florida, its authorized agents and/or its designees.

Section 4.

Unless otherwise specified, the term day will mean the working

day of teachers included in the bargaining unit, excluding

holidays and weekends, as distinguished from calendar days which

reflect the normal passage of time.

Section 5.

The term School District will refer to the School District of

Alachua County.

Section 6.

The term parties will refer to the Board and the Association.

Section 7.

The term media specialist will refer to a teacher, certified

by the state as a media specialist or librarian, whose primary

responsibility is the maintenance and operation of a school media

center.

Section 8.

The term school dean, behavioral resource teacher or

behavioral specialist will refer to all teachers whose primary

duties require monitoring the maintenance of student and school

welfare as outlined in the Code of Student Conduct, through

direct supervision of students and implementation of authorized

disciplinary procedures.

Section 9.

The term counselor will refer to all persons who are certified

by the state as school counselors and whose duties require the

provision of guidance and counseling services and the coordination

of other student services.

Section 10.

The term curriculum resource teacher will refer to all

teachers who meet appropriate certification requirements and are

designated by the principal as curriculum resource teacher and

whose duties include, but are not limited to, acting as a

resource for and assisting teachers and coordination and

monitoring of all curriculum areas, but will not include

supervisory or evaluative responsibilities.

Section 11.

The term school psychologist will refer to all properly

certified persons designated by the Board as school

psychologists, and whose duties include, but are not limited to,

psychological evaluations and consultations.

Section 12.

The daily rate of pay is that amount resulting from dividing

total salary by the number of days the teacher is under contract.

The hourly rate of pay is that amount resulting from dividing

the daily rate of pay by the number of hours worked each day.

When a teacher is paid their daily or hourly rate for work

related to an area for which they received a supplement, the

supplement will be included in calculating their total salary.

Section 13.

The term mileage refers to the amount of reimbursement per

mile authorized for payment to employees by the Florida

Legislature.

Section 14.

The term seniority will be determined by the following consec-

utive order:

(a) Length of continuous service a teacher has taught in the

district exclusive of extended leaves other than for injury or

illness in the line of duty;

(b) Length of continuous time of service a teacher has taught

in the district inclusive of leaves;

(d) Initial time the teacher reported to work in the

district;

(e) Time of official Board appointment; and

(f) Most qualified person who is appropriately certified.

Section 15.

The term transfer will refer to an employee-initiated change

in work location, school site, or teaching assignment.

Section 16.

The term reassignment will refer to a Board-initiated change

in work location, school site, or teaching assignment.

Section 17.

The term teaching assignment refers to the classes, courses of

study, grade levels, or work responsibilities a teacher is

scheduled to teach or carry out.

Section 18.

The term planning refers to the time spent in lesson

preparation and evaluation by a teacher.

The term team planning refers to the time spent in lesson

preparation, conferencing, and evaluation by a group of teachers

on common students and/or curriculum.

Section 19.

The term faculty meeting refers to a school meeting of the

general teaching population at which attendance is required.

Only the principal or acting principal may call a faculty

meeting.

Section 20.

The terms they, their and them are used herein as nongender

specific pronouns.

Section 21.

The term Association refers to the Alachua County Education

Association, its authorized agents, and/or its designee.

Section 22.

Unless otherwise specified, the term year of experience will

mean at least one day more than half a full-year work assignment,

which currently is ninety-nine working days each school year,

which is equivalent to 742.50 hours.

Section 23.

Elementary teacher will refer to teachers employed at an

elementary school.

Section 24.

The term duty assignment will refer to the routine supervision

of students by a teacher.

ARTICLE V. ASSOCIATION RIGHTS

Section 1. Exclusive Rights

The Association rights of this contract will be the exclusive

rights of the Alachua County Education Association.

Section 2. Right to Organize

Every teacher in the Association bargaining unit will have the

right to freely organize, join, participate and actively support

the Association.

Section 3. School Calendar

The Association and the Superintendent or their designee will

develop a tentative school calendar(s) including those items

commonly found in the districtwide twelve-month school calendar(s).

This calendar(s) will be submitted to the Board before March 1 for

its consideration and will include an indication of the desires of

teachers in relation to the calendar(s). Calendars may be for more

than one (1) year.

Should the Board determine that it is necessary to change the

calendar(s), the Association and the Superintendent or their

designee will develop tentative calendar(s) modifications and

negotiate the impact of these modifications on members of the

bargaining unit and submit the changes in the calendar(s) for

Board approval. The Board retains its powers as set forth in

Florida Statutes.

Section 4. Dues Deduction

The Association will have the right to dues deduction and to

uniform membership assessments in the following manner:

(a) Any teacher eligible for membership in the Association

may request dues deduction for Association dues in equal

installments according to the pay frequency selected by the

teacher beginning in the month following the date of

authorization;

(b) Association dues deduction and discontinuances will be

made on forms provided by the Association. The Association will

confer with appropriate agents of the Board in devising the

format of the forms;

request to the Association by any teacher previously authorizing

them. Cancellation will take place within thirty calendar days

of the written request for cancellation;

(d) The Board will remit to the Association each month, in a

timely manner, the proceeds of payroll deductions for Association

assessments;

(e) Complete dues revisions will be processed by the Board no

more than one time in any fiscal year. If more than one dues

revision is processed in any fiscal year, the Association agrees

to reimburse the Board for all costs incurred; and

(f) The Association will hold the Board harmless in any

matter involving Association dues deduction or assessments.

Section 5. Facilities, Meeting

The Association will be permitted use of school buildings for

district meetings. Details, including approval of use, will be

arranged with the principal. In the event equipment is needed

for such meetings, details, including approval of use, will be

arranged with the principal. A rental charge and service costs

may be assessed not in excess of the minimum rate imposed by

facilities rental regulations in effect at the time of use.

Association members at each school may meet during the teacher

workday once each month to conduct Association business. Such

meetings will not be held during the student day. The time of

such meetings will be mutually agreeable to the principal and the

Association.

Section 6. School Concerns Committee

There will be a School Concerns Committee in each school

center. The senior representative at each worksite will hold an

election during pre-planning to elect the Committee. The three

(3) to five (5) members of the committee will be composed of and

chosen by Association members at the school center.

(a) The School Concerns Committee and the school principal

will meet on matters of local concern. Such meetings will be on

a regularly scheduled basis, not less than once per month. Both

parties will collaborate on matters of concern to discuss and

implement reasonable solutions, but no party may be required to

take action on matters discussed. The committee will choose a

recording secretary who will keep and distribute minutes to the

faculty and staff. Meetings may be rescheduled or cancelled on

mutual agreement of the School Concerns Committee and the school

principal. Other parties may be invited to participate, as

needed.

(b) The parties agree to cooperate in providing inservice

training to School Concerns Committees and Administrators

designed to increase and improve problem solving at the school

level. Participation in training sessions will be voluntary.

Training sessions will normally be held after the student day.

Section 7. Meetings, Superintendent

The Superintendent or designee and the President of the

Association or their designee will meet on a regularly scheduled

monthly basis to discuss the implementation or maintenance of

this contract and/or other matters of concern to either party.

An agenda of general concerns to be discussed will be exchanged

between the Superintendent or designee and the President of the

Association or designee no later than three days prior to the

scheduled meeting to enable the parties time to prepare for the

discussion of such concerns and to invite appropriate

participants to the meeting. Failure to timely deliver the agenda

may be cause for either party to cancel the meeting.

Section 8. Meetings, Faculty

The school rep and principal will collaborate to select a

place on the agenda of each meeting involving the total school

faculty, or in instances in which small group faculty meetings

are held in lieu of total school faculty meetings, for the

purpose of making announcements.

Section 9. Meetings, Pre-School Planning

During preschool planning, the Association, upon request, will

be granted one continuous hour during one workday to conduct

Association business. The time will be scheduled by mutual

agreement of the Association and the principal and may exceed one

hour upon mutual agreement.

Section 10. Meetings, Board Agenda

Upon ten (10) calendar days advance request to the Superinten-

dent, the Association will be given a place on the agenda of

regular and special Board meetings devoted to general business.

This section will not prevent the Association from requesting

that it be added to the agenda as an item in the nature of

emergency business. Such a request will not be unreasonably

denied by the Superintendent.

Section 11. Bulletin Board

The Association will have the exclusive use of a bulletin

board at each school center. The bulletin board will be located

in the faculty room or in another area frequented by all teachers

in the school. The bulletin board space will contain no less

than fifteen square feet (approximately 3 x 5 feet).

The location of existing bulletin boards will not be changed

except by agreement of the chief association representative and

the principal. Representatives of the Association will be

responsible for posting and removing materials, and assuring that

posted items have Association identification.

Section 12. Distribution, Material/Information

The Association will be permitted use of teacher mail boxes

and school board email for the distribution of materials and

information related to Association business provided that the

Association will be responsible for distributing such items. The

only exception to this section is for public political

campaigning by the Association and the Board.

Section 13. Mail, Truck Use

The Board agrees to the following provision with the

stipulation that should the Board be found in violation of United

States Postal Service rules and regulations and/or the Private

Express Statutes that the Association will hold the Board

harmless and will assume all responsibility for fines, fees, or

back postage imposed on the Board and/or legal fees incurred by

the Board as a result of such findings. Should the Board be

ordered to cease and desist from providing such services by the

United States Postal Service or court of competent jurisdiction,

such service will cease immediately.

(a) The Association will be permitted reasonable use of the

interschool mail system for items pertaining to administration of

the contract between the Board and ACEA and joint Board and ACEA

projects, task forces and programs, provided items are properly

addressed and packaged. Copies of Association items distributed

through the interschool mail system will be available to the

office of the Superintendent at the time they are distributed.

(b) The Association office will be a regularly scheduled

pick-up and delivery stop on the interschool mail system.

Section 14. Distribution, Board Agenda

Notification of the posting of the regular and consent agendas

and the Board minutes will be available to the Association

electronically no less than five calendar days prior to Board

meetings.

The non-confidential agenda support data will be available to

the Association at the administration offices. This package will

be updated as Board member support materials are updated.

Section 15. Workday Visitation

During the regular workday, an authorized representative of

the Association may visit personnel within the school provided

the visit does not interfere with nor disrupt normal school

activities. Upon arrival, the Association representative will

report their presence and the purpose of their visit to the

principal or their designee. In order to assure identification,

the Association will provide a list of authorized representatives

which will not exceed fifteen persons at any given time. The

names will be listed by title of the person and purpose of the

visit. This list may be modified by the Association as needed.

When the list is modified, ample notice will be forwarded to the

Superintendent or their designee, giving sufficient time for

principals to be notified. When requested, the union

representative will also provide appropriate identification and

follow local school sign-in, sign-out procedures. Failure to do

so may be grounds for refusal of the visit. Permission to visit

personnel within the school will not be unreasonably denied.

Section 16. Association Leave

The Board agrees that the Association will be granted up to a

total of one hundred (100) days leave per year to provide

released time for Association members to conduct Association

business. Such leave will be treated as personal leave with pay

and will require prior approval of the Association and at least

ten days prior notification of the Superintendent or their

designee. The Association will reimburse the Board for all days

used under this section at the prevailing substitute teacher pay

scale. Approval of the Superintendent or their designee is

required for any teacher who uses more than five (5) such days

during any school year. Approval will not be unreasonably

denied. Normally, there will be no more than one teacher from

each school on leave under the provisions of this section on any

one day. Personal leave in this section will not be interpreted

as relating to personal leave in other sections of this contract.

Section 17. District Financial Data

At the Association’s request, the district agrees to furnish

the Association copies of any information provided by the

Superintendent to the School Board concerning the financial

resources and financial condition of the district, including its

budget, monthly and annual financial reports, information

relative to members of the bargaining unit, pupil enrollment,

attendance data, etc.

Section 18. Board Policies

Current Board policies are available on the district’s

website. New written policies, and any additions, deletions,

or changes in policies will be provided to the Association,

via e-mail and available online at least one week before First

Reading.

Section 19. Districtwide Committees

The Association will be notified by the Superintendent or

their designee of the formation of districtwide committees which

will include teachers.

The Association will provide, within twenty (20) days of

notification, a list of nominees equal to the total number of

teachers to be placed on the committee. The Board will choose at

least one-half of the teachers on the committee from that list.

Should the Association not provide such a list within 20 days,

the Board will choose members from the instructional staff. Upon

selection of the committee members, the Association will receive

a list of the members of each committee and a schedule of

committee meetings once they have been established.

Section 20. Association Business

With the approval of the principal, Association representatives

may leave campus to conduct Association business after the student

day. Approval will not be unreasonably denied.

Section 21. Officer Release Time

Upon request, up to three (3) Board employees, who are members

of the ACEA or its affiliates, will be treated as employees on

special assignment. The Association agrees to reimburse the

Board for the costs of the continuation of the existing payroll

service. Under unusual circumstances, such assignment may be on

a less than full-time basis when arrangements are made to the

mutual satisfaction of the Superintendent and the Association.

Said employee(s) and the ACEA shall enter into an

indemnification and hold harmless agreement with the Board

agreeing to indemnify and hold harmless the Board, its agents and

employees, from and against any and all claims and causes of

action of whatever nature arising out of or relating to the acts

or omissions of the officer while acting on special assignment.

This indemnification and hold harmless agreement shall include

attorney fees and court costs incurred by the Board, its agents

and employees, in connection with the defense of any said claim

or cause of action. If said employee is employed by the ACEA

less than full-time, this agreement will only be in effect while

the employee is employed by the ACEA.

Section 22. Distribution, Contracts

Within forty-five days after the ratification by both parties,

the Board will provide the Association with 300 printed copies of

this contract and 300 copies of subsequent amendments to the

Association. The Board will also make the full contract and

subsequent amendments available on the district’s website in a

single PDF format containing a table of contents and a search tool.

The form and quality of the copies of this contract will be

mutually acceptable.

Section 23. Job Descriptions

Copies of the district’s job descriptions are available on the

district’s website.

Section 24. Employee Orientation

The Association will be placed on the agenda of new employee

orientation, including the induction program for all employees

eligible for membership for a period of thirty (30) minutes.

Section 25. Professional Development

The Association and the district office of professional

development will collaborate to provide approved in-service and

in-service certification points for instructional personnel at

the ACEA building.

The Association may collaborate with the district office of

professional development to plan for and provide an approved in-

service workshop for the improvement of communication between the

Association and administration. Principals and their building

reps will be encouraged to attend as a team. Certification

points will be awarded after successful completion.

ARTICLE VI. TEACHER RIGHTS

Section 1. Private/Personal Life

The private and personal life of any teacher is the concern of

only that individual unless it interferes with the effective

performance of their prescribed duties. The Board will not

require a teacher to participate in religious activities.

Section 2. Activities After the Normal Workday

Except in the instance of required attendance at the school's

annual open house or when teachers have requested that a teacher

conference/planning day be held in the evening, teachers may use

their professional judgment to determine their participation at

other activities after the normal workday. A high school may

hold an additional open house at the beginning of the second

semester, if there are major changes in student/teacher

schedules. Teachers will be notified in writing at least ten

(10) days prior to the annual open house meeting.

Section 3. Notification of Inquiries/Investigations

To the extent permitted by law, the Superintendent or designee

will notify teachers within one (1) day of inquiries and/or

investigations pertaining to the teacher made to the school

system by outside agencies.

If a complaint is made by a parent, student, or other

individual regarding an employee’s conduct that involves a

student and could result in disciplinary action or a negative

evaluation of the employee, a meeting shall be conducted between

the teacher and their administrator to discuss the complaint.

When disciplinary action is being taken, the evidence relied on

to support the action will be provided to the employee upon

request.

The Superintendent or designee will notify teachers of formal

written/notarized complaints pertaining to the teacher made to

the Human Resources Division through the procedures established

by the Human Resources Division. Teachers will receive

notification within one (1) day and all related documentation, to

the extent permitted by law, within a reasonable amount of time.

Section 4. Liability, Student Transport

Teachers will be covered by the Board's liability program when

they are transporting students as part of their assigned or

related duties, or when reasonable professional judgment dictates

that a student or students need to be transported because of a

dangerous or potentially dangerous situation. Teachers will seek

and secure administrative approval, when possible, prior to

transporting students. Teachers will not be required to

transport students unless such transport would be a normally

expected activity for the position which they hold.

Section 5. Personnel File, Notification/Examination

District personnel files are public records subject to

sections 119.07 and 1012.31, Florida Statutes. Upon prior

notification to the district personnel office, a teacher or their

duly authorized designee will be permitted to examine their

entire personnel file, including confidential information. A

teacher will sign for and receive a copy of each item placed in

their personnel file at the time it is filed. No materials will

be used against a teacher in a written disciplinary proceeding

unless the teacher has received a copy of the information prior

to the proceeding.

A disciplinary meeting which results in a documented verbal

warning/reprimand will be removed from an employee’s Human

Resources Division personnel file after a period of one (1) year

if no further infractions of the same nature have occurred.

Section 6. Nonrenewal/Dismissal

If the principal does not intend to recommend a teacher

for reappointment, the teacher will be informed in writing no

later than April 15. If April 15 falls on a weekend or

holiday, the prior business day will be the written nonrenewal

notification.

Principals will be sent a list of teachers who have been

non-renewed and who are eligible for reappointment, no later

than May 20. To be eligible for reappointment, the teacher

must have an overall Effective or Highly Effective evaluation

and no certification deficiencies. An updated, final list

will be sent to principals on or about June 11.

Dismissal during the term of an annual contract shall be

for just cause unless it is during the initial (probationary)

contract during which period just cause is not required under

Florida law.

Section 7. Association Representation, Disciplinary Conference

When called to any disciplinary meeting with an administrator,

a teacher will be informed when they ask what the meeting is

regarding.

When a teacher, who is a member of the Association, is

involved in circumstances which they believe could lead to a

written warning, written reprimand, suspension, nonrenewal,

dismissal, or return to probationary status contract, that

teacher may have Association representation at any conference

between an administrator and the teacher which relates to the

matter. An administrator who is considering such disciplinary

action against a member of the bargaining unit will give the

employee written notice, including the reasons for concern, no

less than 24 hours prior to the conference. Such notice will be

hand delivered or sent by certified mail.

Nothing in the above will be considered as preventing the

administrator from conducting an initial fact-finding conference

or investigation to determine the facts in the case. Should the

initial complaint or fact-finding conference warrant further

action, the principal will notify the involved teacher within 24

hours to discuss the complaint with the teacher. A teacher may

refuse to provide or sign written statements without

representation present.

Section 8. AC/PSC, Suspension/Dismissal

A teacher, excluding teachers on continuing contract, may be

suspended or dismissed at any time during the term of the

contract for just cause. Whenever charges are made against a

teacher, the Board may suspend the teacher. Such suspension will

be with pay for a period not to exceed ninety (90) calendar days,

pending completion of a hearing on charges leading to suspension.

Suspension with pay will not apply to a teacher charged with

being absent without leave or who engages in activities

prohibited by Florida Statutes, Chapter 447.

The Board will notify the teacher in writing of the charges

and will provide a hearing on the charges, if requested. No

teacher will be denied the right to counsel, to cross-examine

witnesses, to rebut charges against them, to present witnesses in

their own defense, or to testify or adduce evidence in their own

defense. If charges are not sustained, they shall be immediately

reinstated, and their back salary shall be paid. When a teacher

is notified in writing of such charges, they will have 15 days,

excluding school holidays, from receipt of the notice to demand,

in writing, a hearing to be conducted at the Board’s election in

accordance with section 1012.33(6)(a), Florida Statutes. Any

such decision adverse to the teacher may be appealed by the

teacher pursuant to section 120.68, Florida Statutes, provided

such appeal is filed within 30 calendar days after the decision

of the Board.

Section 9. CC, Suspension/Dismissal/Return to Probationary Status

(a) A teacher who is under continuing contract may be

dismissed or returned to probationary status for another 3 years

at the discretion of the Board, at the end of the school year,

when a recommendation to that effect is submitted in writing to

the Board on or before April 1 of any school year, giving good

and sufficient reasons therefore, by the Superintendent. The

teacher will be duly notified in writing at least ten (10) days,

excluding school holidays, prior to the filing of the written

recommendation with the Board, and such notice shall include a

copy of the charges and the recommendation to the Board. The

Board shall proceed to take appropriate action. Any decision

adverse to the teacher shall be made by a majority vote of the

full membership of the Board. Any such decision adverse to the

teacher may be appealed by the teacher pursuant to section

120.68, Florida Statutes, provided such appeal is filed within 30

calendar days after the decision of the Board.

(b) A teacher who is under continuing contract may be suspended

or dismissed at any time during the school year provided that the

charges against them must be based on immorality, misconduct in

office, incompetency, gross insubordination, willful neglect of

duty, drunkenness, or being convicted or found guilty of, or

entering a plea of guilty to, regardless of adjudication of guilt,

any crime involving moral turpitude. Whenever such charges are made

against a teacher, the Board may suspend the teacher. Such

suspension will be with pay for a period not to exceed ninety (90)

calendar days, pending completion of a hearing on charges leading to

the suspension. Suspension with pay will not apply to a teacher

charged with being absent without leave or who engages in activities

prohibited by Florida Statutes, Chapter 447.

The Board will notify the teacher in writing of the charges

and will provide a hearing on the charges, if requested. No

teacher will be denied the right to counsel, to cross examine

witnesses, to rebut charges against them, to present witnesses in

their own defense, or to testify or adduce evidence in their own

defense. If such charges are not sustained, they shall be

immediately reinstated, and any back salary shall be paid. In

cases of suspension by the Board or by the Superintendent, the

Board shall determine upon the evidence submitted whether the

charges have been sustained and, if said charges are sustained,

either to dismiss the teacher or fix the terms under which said

teacher may be reinstated. If such charges are sustained by a

majority vote of the full membership of the Board and such

teacher is discharged, their contract of employment shall be

thereby cancelled. Any such decision adverse to the teacher may

be appealed by the teacher pursuant to section 120.68, Florida

Statutes, provided such appeal is filed within 30 calendar days

after the decision of the Board.

Section 10. Contract Status

A teacher who has continuing contract status prior to July 1,

1984, or professional service contract status prior to July 1,

2011, will be entitled to retain such contract and all rights

arising therefrom in accordance with existing laws, rules of the

State Board of Education, or any laws repealed by legislative

action, unless the employee voluntarily relinquishes their

contract.

Section 11. PSC, Return to Annual Contract/Dismissal

A teacher's professional service contract shall be renewed

each year unless

1. the teacher receives

• two consecutive annual performance evaluation ratings

of unsatisfactory; or

• two annual performance evaluation ratings of

unsatisfactory within a 3-year period; or

• three consecutive annual performance evaluation

ratings of needs improvement or a combination of

needs improvement and unsatisfactory; or

2. the Superintendent, after receiving the required

recommendations, charges the teacher with unsatisfactory

performance and notifies the teacher in writing. The following

procedures shall apply:

a. Upon delivery of a notice of unsatisfactory performance,

the evaluator must confer with the teacher, make recommendations

with respect to specific areas of unsatisfactory performance and

provide assistance in helping to correct deficiencies within a

prescribed period of time.

b. The teacher shall be placed on performance probation for

90 calendar days following the receipt of the notice of

unsatisfactory performance to demonstrate corrective action.

School holidays and school vacation periods are not counted when

calculating the 90 calendar days. During the 90 calendar days,

the teacher must be evaluated periodically and apprised of

progress achieved and must be provided assistance and inservice

training opportunities to help correct the noted performance

deficiencies. At any time during the 90 calendar days, the

teacher may request a transfer to another appropriate position,

with a different supervising administrator. Such requests will

not be unreasonably denied.

c. Within 14 days after the close of the 90 calendar days,

the evaluator must assess whether the performance deficiencies

have been corrected and forward a recommendation to the

Superintendent. Within 14 days after receiving the evaluator’s

recommendation, the Superintendent must notify the employee who

holds a professional service contract in writing whether the

performance deficiencies have been satisfactorily corrected and

whether the Superintendent will recommend that the Board continue

or terminate their employment contract. If the teacher wishes to

contest the Superintendent’s recommendation, they must, within 15

days, excluding school holidays, after receipt of the

Superintendent's recommendation submit a written request for a

hearing. The hearing, shall be conducted at the Board’s election

in accordance with one of the following procedures:

1) A direct hearing conducted by the Board within 60

calendar days after receipt of the written appeal. The hearing

shall be conducted in accordance with Chapter 120, Florida

Statutes. A majority vote of the full membership of the Board

shall be required to sustain the Superintendent's recommendation.

The determination of the Board shall be final as to the

sufficiency or insufficiency of the grounds for termination of

employment; or

2) A hearing conducted by an administrative law judge

assigned by the Division of Administrative Hearings of the

Department of Management Services. The hearing shall be

conducted within 60 calendar days of receipt of the written

appeal in accordance with Chapter 120, Florida Statutes. The

recommendation of the administrative law judge shall be made to

the Board. A majority vote of the full membership of the Board

shall be required to sustain or change the hearing officer's

recommendation. The determination of the Board shall be final as

to the sufficiency or insufficiency of the grounds for

termination of employment.

d. A teacher's professional service contract may be renewed

each year by letter, referencing the teacher's current contract

status. This procedure in no way diminishes the rights bestowed

by a professional service contract.

Section 12. Academic Freedom

The parties agree that the exercise of academic freedom and

professional judgment by teachers is essential to maintaining a

productive learning environment. The parties also agree that

teachers have the right to utilize professional judgment in

regard to choosing the methodology and teaching strategies to be

used.

Further, the parties agree that professional judgment and

academic freedom may be necessary to meet the needs of individual

students. Teachers are encouraged to be innovative in utilizing

multiple techniques in order to enhance instruction. Such

methods must serve a demonstrated educational purpose and must

not impair the teaching process. The teacher will consult with

the principal prior to implementing extreme or unusual

methodologies.

The parties acknowledge the Board's responsibility to

establish course and curriculum objectives. Nothing in this

section shall limit the Board's right to adopt programs and

materials to be used in the District.

If a teacher's teaching materials are formally challenged by a

member of the community or a group of citizens and an investigation

results, the Association will have the opportunity to be represented

in the investigation. The teacher(s) involved will be notified of

the procedures and will have the right to defend the challenged

material and/or its use.

Section 13. Resignation, Withdrawal

A teacher may be permitted to withdraw a written resignation

with the approval of the Superintendent. If a teacher wishes to

have a conference with their principal concerning the resignation

after its submission, the principal will hold such a conference.

The teacher will have seven (7) days within the current school

year after their resignation is submitted by the principal to the

School Board office in which to request the withdrawal of the

resignation.

Section 14. Disciplinary Action, Inappropriate

Administrators will not reprimand a teacher in the presence of

students, parents, other faculty, or staff members. Witnesses

present at the teacher's and/or administrator's request will not

constitute violation of this section.

Section 15. Legal Defense

If civil or criminal action(s) is brought against a teacher

for acts or omissions arising out of and in the scope of their

employment or function, the Board may provide legal defense for

the teacher. The teacher will be obligated to request such a

defense from the Board in writing within ten (10) days of notice

of charges, and the Board will respond in writing within a

reasonable time from receipt of the teacher's written request.

The teacher will waive any claim to costs (including legal

fees) unless such a request is made and the Board declines to

provide the service. If the Board agrees to provide legal

defense, it shall approve the attorney to be employed.

In the event the Board fails to provide such legal service,

the Board will provide for reimbursement of reasonable expenses

for legal services for teachers who are charged with civil or

criminal actions arising out of and in the course of the

performance of assigned duties and responsibilities upon

successful defense of the teacher. However, in any case in which

the teacher pleads guilty or nolo contendere, or is found guilty

of any such action, the teacher will reimburse the Board for any

legal services which the Board may have supplied.

Section 16. Assault/Battery

Any case of assault and/or battery by anyone upon a teacher in

connection with an exercise of legitimate teacher authority will

be reported to the principal who will investigate and report the

incident to a representative of the Board. A representative of

the Board will notify the Association and confer with the teacher

to advise them of their rights and responsibilities with regard

to the matter. Criminal charges will normally be filed in such

cases. A representative of the Board will offer to assist the

teacher in pressing such charges as are appropriate. A student

who deliberately and knowingly strikes a teacher will be

suspended from school and shall be recommended for expulsion.

Nothing contained in this section shall prohibit a teacher

from contacting the proper legal authorities and filing charges

against the person or persons who assaulted and/or battered the

teacher. No punitive actions shall be taken by any administrator

against any teacher who exercises their legal rights under this

section.

In order to decrease incidences of assault and/or battery,

teachers will be notified by the principal when a student with a

known history of violent behavior is placed in their class.

Section 17. Royalties

The Board waives all rights to royalties from and other privi-

leges afforded for materials, tapes, publications, or other

educational aids produced by a teacher, provided the teacher

neither produces nor develops such materials, tapes,

publications, or educational aids during the normal workday. The

teacher will not utilize Board equipment, materials, facilities,

or personnel in development or production of such materials.

Field testing of such materials may be conducted within the

individual teacher's classroom with the prior written permission

of the principal, provided that such materials are consistent

with the overall instructional objectives of the class, course,

and/or grade level. Permission to field test will not be

unreasonably denied. Nothing in this section will deny a teacher

permission to make application to have materials field tested

under existing Board Policy.

Materials produced by a teacher and used countywide will

contain acknowledgment of the teacher's contribution.

Section 18. Access to Classroom

Teachers will have access to the classrooms to which they are

assigned during the normal workday. With the approval of the

principal, teachers will have access to school facilities at

other times. Principals will not unreasonably deny such access.

Section 19. Job Sharing

The parties endorse the concept of employee job sharing under

the following conditions:

a. Teacher participation is voluntary;

b. Principal approval is required;

c. Hours and responsibilities must be outlined in writing

and approved by the participating teachers and their principal;

d. Hours and responsibilities must be designed so as to

provide both teachers with at least the total time worked

necessary to gain a years’ experience for salary and retirement

purposes;

e. The Superintendent will maintain final approval of job-

sharing programs;

f. Proposals for job sharing should be developed and

submitted for approval by May 1 of the year prior to the

proposals becoming effective;

g. When possible, each teacher will agree to substitute for

the other teacher when absent. The teacher will receive their

regular rate of pay for the time spent substituting;

h. The two teachers who agree to job sharing will determine

in what manner the Board’s insurance premium cost will be

distributed. The contribution will not exceed the equivalent of

the Board’s contribution for one employee.

Section 20. Pre-School Planning, Meetings

The administration will provide a tentative schedule of pre-

school planning required meetings, team and department meetings

which teachers are required to attend, and inservice training for

teachers. The schedule will be distributed to teachers at least

five (5) days prior to the first day of pre-school planning.

During pre-school planning, individual and team/department

teacher preparation time will be given the highest priority (at

least 51%) and required meetings and inservice will be kept to a

minimum.

Section 21. Emergency Closing/Notification

Whenever circumstances necessitate the closing of a school or

schools for emergency reasons and Florida law or SBE rule dictate

that the day(s) must be rescheduled, teachers directly affected

by the possible rescheduling will be polled by the Association

and the results made known to the Administration prior to the

day(s) being rescheduled by the Board.

Uniform procedures will be established to notify staff members

about the closing of a school or schools for emergency reasons.

These procedures will be shared with staff members during

preplanning.

Section 22. Parent/Teacher Conferences

Teachers will not be required to interrupt lessons to

participate in parent/teacher conferences. Parent/teacher

conferences will normally be scheduled no earlier than the day

following a parental request unless an earlier time is agreed to

by the teacher. Teachers will be provided 24 hours’ notice of

scheduled conferences, except in cases of emergency mutually

agreed to by the principal and the teacher.

A teacher may end a conference between the teacher and the

parent if the parent or any individual is abusive. The teacher

shall report the incident to the principal and request

rescheduling of the conference with administrative participation.

During this rescheduled conference or subsequently rescheduled

conference(s) the teacher may request that the conference(s) be

stopped and rescheduled if any individual is abusive. The

administrator participant(s) will not unreasonably deny such a

request.

Abusive behavior will include but will not be limited to:

threat(s) of violence, assault(s), shouting and/or the continuing

use of profane language and obscene gestures.

Section 23. Classroom Visits, Non-School Personnel

It is the intent of the administration and teachers that

visits to a teacher's room during student contact time by non-

school personnel occur only in emergency situations or consistent

with section 1003.572, Florida Statutes. Classroom visits by

non-school personnel will be scheduled by the teacher or through

the office with the teacher's consent.

Any non-school personnel who interrupts a teacher's class

without prior consent of the teacher will be reported to the

office and, at the teacher's request, all reasonable efforts will

be made to remove the non-school personnel from the teacher's

class.

Section 24. Chairpersons/Team Leaders, Selection

Department chairpersons, grade level chairpersons, and team

leaders will be selected annually by the members of the

departments, grade levels, or teams they represent. Should a

vacancy occur after the school year ends, the team will select a

new chairperson or team leader by the end of pre-planning for the

coming school year. If a chairperson or team leader fails to

meet their obligations, they shall be replaced by the principal

until the team elects a replacement.

In cases where no members of a department, grade level or team

volunteer to be the chairperson or team leader, the principal

will designate that person. If a person is not elected by the

end of pre-planning, the principal shall select the chairperson

or team leader for the year.

Section 25. Communicable Disease/Health Screening Test

Both parties agree that it is in the best interest of teachers

and students to be free from communicable disease.

When recommended by the chief medical officer of the Alachua

County Health Department, and upon recommendation of the School

Health Advisory Council, the Board may require teachers to

present evidence of freedom from a particular communicable

disease. No teacher shall be compelled to submit to any test

without a written statement of the need for such a test from the

School Board.

Under these conditions, medical screening tests will be

provided to teachers at no cost. Screening means presumptive

identification of disease by tests that can be easily and rapidly

given to apparently healthy persons. The tests will normally be

conducted by Alachua County School nurses or Public Health nurses

at the school site within the workday, under the supervision of a

licensed physician.

A teacher with a history of positive reaction to a screening

test will be allowed to submit a physician's statement or medical

history in lieu of undergoing the screening test.

A teacher declining to submit to a screening test on religious

grounds will suffer no disciplinary action from the Board.

Teachers who choose to have the screening tests performed by

their private physicians will be responsible for the costs

incurred.

This section shall not be used to screen teachers or employees

for HIV or AIDS related diseases. Employees shall not be

screened for HIV or AIDS.

Section 26. Participation in Institutes/Conferences

The nomination and appointment of eligible teachers to

participate in skills or subject area institutes shall be done in

a manner which allows equal access to the process.

Section 27. Cell/Telephone Calls

Telephone calls to a teacher’s classroom will occur only in an

emergency or during non-instructional time.

Cell telephone use by teachers for personal reasons is

permitted only during non-instructional time or in an emergency

situation.

Section 28. Monitoring of Wireless Communication Devices

If a teacher, pursuant to School Board Policy 5136, Student

Use of Personally-Owned Wireless Communication Devices (WCDs),

allows the use of personal WCDs in their classroom and makes

reasonable effort to monitor student use of those WCDs, then

teachers will not be held responsible for student misuse of

personally owned wireless communication devices.

Section 29. Breast Feeding

The district shall provide a reasonable break time for a

teacher to express breast milk for their nursing child each time

such employee has the need to express milk; and a place, other

than a bathroom, that is shielded from view and free from

intrusion from coworkers and the public, which may be used by a

teacher to express breast milk. Nothing in this section shall

preempt State law that provides greater protections to employees

than the protections provided for under this subsection.

Section 30. School Choice

Employees who apply to have their children attend a school

other than the one for which they are zoned, under Policy 5120.03

– School Choice, or Policy 5120.04 – Assignment Exceptions, will

be given first priority before other requests are considered.

ARTICLE VII. GRIEVANCE PROCEDURES

Section 1.

Purpose: The purpose of this procedure is to secure at the

lowest possible administrative level equitable solutions to

problems which arise under this contract. Both parties agree

that these procedures will be kept as informal and confidential

as may be appropriate at any level of this procedure.

Section 2.

Definitions: The terms defined here will have reference only

to the grievance procedures section of this contract.

(a) Contract Grievance: This term will refer to a written

allegation by a grievant that a section(s) of this contract has

been violated as it relates to them.

(b) Complaint Grievance: An allegation by a grievant that

Board policies, practices and/or administrative procedures have

been violated. Board policies, practices, and administrative

procedures are subject to the informal level, Level I, and Level

II of the grievance procedure. The informal level and Level I

may be waived if mutually agreed by the grievant and the

Superintendent or their designee. A grievance of this nature

will be processed using a separate form mutually agreeable to the

Association and the Board, but in no case will a grievant file a

contractual grievance and a complaint grievance based upon the

same event or occurrence. By mutual agreement, a complaint

grievance may be treated in an informal manner.

that pertinent and objective evidence does not exist to support

the findings of the investigative committee.

(d) Grievant: This term will mean a teacher(s) eligible for

Association membership or the Association, if appropriate, who

files a grievance.

(e) Employers: This term will refer to the School Board and

its agents.

(f) Days: This term will refer to working days exclusive of

holidays and weekends. Should a grievant work less than a 252-

day contract year initiate the grievance procedure with less than

five days remaining in the contract year, calendar days will

govern timelines.

Section 3.

Representation: All teachers will have the right of Association

representation at each step of the grievance procedure, if they

desire and the Association agrees. If the Association agrees to

represent the grievant, no grievant may be required to discuss any

grievance if the Association representative is not present. Copies

of the employer's decision given at any step beyond the informal

level of the grievance procedure will be delivered to the

Association.

A grievant will not be represented by any person who might be

required to take action, or against whom action might be taken in

order to adjust the grievance, or by a representative of any

other employee organization.

Section 4.

Nondiscrimination: There will be no discrimination against

any teacher based upon that teacher's initiating, processing, or

participating in any way in the grievance procedure, including

the written notice of an informal discussion.

Section 5.

Time Limits: Grievances should be processed rapidly. Time

limits set forth in this procedure will be considered maximums,

unless mutual written agreement to extend them is made by the

grievant and/or the Association and the office of the

Superintendent.

Section 6.

Released Time: Grievances will be processed after normal

working hours, except at the informal level, or by mutual agree-

ment. When grievances are processed during the workday, the

grievant and their witnesses will be provided released time.

Section 7. Informal Discussion:

(a) In the event a teacher believes there is a basis for a

grievance, the individual will first discuss the grievance with

the building principal or immediate supervisor. No grievance

will be processed until such informal discussion has been held.

The teacher will initiate the discussion by notifying the

building principal or worksite supervisor in writing. The

written notification shall provide the worksite supervisor or

principal with a minimum of the topic of the discussion and may

also include more detailed information with the goal of quickly

resolving the matter at the informal discussion level. This

notification will occur within ten (10) days after the grievant

knew, or should have known, of an occurrence leading to the

possible grievance. A meeting will be conducted within ten (10)

days after receipt of the written notification from the teacher.

The time may be extended by written mutual agreement between the

parties. If a decision cannot be reached at the informal

discussion, the grievant will be notified within ten (10) days of

the decision reached.

(b) In the event a teacher believes there is a basis for a

grievance based on a violation of Policies 2260, “Non-

Discrimination and Access to Equal Educational Opportunity”,

3122, “Non-discrimination and Equal Employment Opportunity”, or

3362, “Anti-Harassment”, the teacher shall have 60 days, instead

of five days, in which to initiate discussion with the worksite

supervisor. Such grievances shall continue to be governed by the

remaining provisions of Article VII of the Instructional

Contract, not Policy 3470, Grievance Procedure.

Section 8.

Level I: After the results of the informal discussion with

the building principal or immediate supervisor, and if a

grievance still exists, the grievant may, on a form mutually

acceptable to the Board and the Association, invoke the formal

grievance procedure within five (5) days of receiving the

decision. This form will contain the name of the grievant, the

act or occurrence leading to the grievance, the specific

section(s) of the contract allegedly violated, and a recommended

action to adjust the grievance. A copy of the grievance form

will be delivered to the principal, the designated

representative, or the immediate supervisor, who will have five

(5) days after receipt of the grievance in which to hold a

conference with the grievant and to give a written decision. The

conference may be mutually waived if the grievant and the

principal or supervisor feel it would not be helpful in resolving

the grievance.

Section 9.

Level II: If the grievance is not settled to the grievant's

satisfaction, or if a written decision is not submitted within

the designated time limit at Level I, the grievant may move the

grievance to Level II by written notice to the Superintendent or

their designated representative within ten (10) days after

receipt of the response or the end of the designated time period.

The Superintendent or their designee will have ten (10) days

after receipt of the grievance in which to hold a conference. A

written decision will be issued within ten (10) days of the Level

II conference.

Section 10.

Level III: If the grievance is not resolved at Level II to

the grievant's satisfaction, or if a written decision is not

submitted within the designated time limit of Level II, the

grievant and/or the Association may move the grievance to binding

arbitration in accordance with the American Arbitration

Association (AAA) Rules by notifying the Superintendent in

writing within twenty (20) days of receipt of the response or the

expiration of the time specified at Level II.

Section 11.

Costs: The costs for the services of an arbitrator, including

per diem charges, actual necessary travel, subsistence expenses

and the cost of the hearing room, will be borne by the parties in

equal amounts. If the Association finds the grievance without

merit, the grievant may move the grievance to arbitration without

Association approval. In such case, costs will be borne equally

by the Board and the grievant.

Section 12.

Withdrawal of Grievance: Nothing in this contract will

preclude the withdrawal of a grievance at any point in the

process by the grievant and/or the Association.

Section 13.

Expedited Conference: If a grievance is filed which cannot be

processed prior to the end of the fiscal term and which, if not

resolved, could cause irreparable harm to the grievant, the

Association or grievant may request an expedited conference.

Such a request will be granted. An expedited conference will

begin at Level II, will be given priority over other grievances,

and will not be unreasonably delayed.

Section 14.

Confidentiality of Grievances: No record of grievances will

be placed in the permanent personnel file of any grievant except

as it may be necessary to establish that an adjustment of

grievance has been made in favor of the grievant. Grievances

will be kept confidential to the extent permitted by law.

Section 15.

Non-Association Grievances: Any teacher will have the right

to present grievances to the Board in accordance with the

grievance procedure. Such grievances may be adjusted without the

intervention of the Association, but no adjustment will be

inconsistent with the terms of this contract. The Association

will be given an opportunity to be present and make statements

concerning the grievance or adjustment beginning at Level I, even

if the grievant does not desire Association representation. The

Board and its designee assume no responsibility for involving the

Association.

Section 16.

Selection and Powers of an Arbitrator for Binding Arbitration:

The parties will jointly attempt to select an arbitrator who is

mutually acceptable. If the parties cannot agree upon an

arbitrator within ten (10) days from notification that the

grievance is being moved to Level III, the arbitrator will be

selected through the services of the American Arbitration

Association. The rules of the American Arbitration Association

will apply to arbitration proceedings. An arbitrator will limit

their decision to the terms of this agreement and will not have

the power to add to, subtract from, modify, or alter such terms

either directly or by implication. The arbitrator will confer

with the representative(s) of the Board and the Association, will

hold hearings promptly, and will speedily issue a decision after

the date of the close of the hearings or final submissions. The

arbitrator's decision will be in writing and will set forth

findings of fact, reasons and conclusions on the issues

submitted. The decision of the arbitrator will be submitted to

the Board and the Association and will be final and binding upon

the parties.

Section 17.

Association Grievance: The Association may file grievances at

Level II if there is an alleged violation of the term of the

agreement, recognition and/or unit inclusion, Association rights,

a specific item requiring or granting Association involvement or

representation, or improper administration of the grievance procedure.

ARTICLE VIII. IMPASSE

In the event that an impasse is reached during the course of

negotiations, the parties agree to mediation as a means of

attempting resolution of the item(s) in dispute. The initial

recourse will be to petition the Federal Mediation and

Conciliation Service (FMCS) for a mediator. If agreement is not

reached by the parties, the impasse will proceed under Public

Employees Relations Commission (PERC) guidelines.

If the parties agree in writing to waive the appointment of a

special master, the parties may proceed directly to resolution of

the impasse by the legislative body.

ARTICLE IX. TEACHING CONDITIONS

Section 1. Lounge, Staff

The Board agrees to make available in each school at least one

(1) staff lounge which is reasonably furnished and vented. The

lounge(s) will not be open to students. Existing combination

lounges/workshops will not be considered a violation of this

section.

Section 2. Rest Rooms

The Board agrees to make appropriate rest room facilities

available for the exclusive use of the faculty and staff. The

Board agrees that these facilities will be kept clean and

appropriately supplied.

Section 3. Storage, Personal Items

Each teacher will be provided with an area or space in which

to work which provides security for the storage of personal items

normally carried by a teacher. Additional secure storage areas

will be provided for large or unusual personal items brought to

the work site by a teacher. The nature of the area(s) may vary

depending on local conditions and facilities. When such personal

items are not in use, it will be the teacher's responsibility to

place them in the secure storage area. When new teacher desks

are purchased, they will be equipped with functioning locks and

keys.

Section 4. Office Space

(a) In cases where a teacher, other than itinerant, is

assigned to teach in more than one room, an area in the school

will be set aside to serve as that teacher's office space. Every

reasonable effort will be made to provide such teachers with a

desk, file cabinet and supply storage area, at least one of which

will be lockable, in this office space. This office space will

provide sufficient access to electrical usage as is required to

perform the teacher’s job. In addition, teachers will be

guaranteed computer access with internet connections during non-

instructional time. This access could be in the computer lab or

media center.

(b) The Board will provide guidance counselors with an office

which permits privacy of conversation with students and which is

equipped with a telephone.

Section 5. Meetings, Commercial

Teachers will not be required to attend meetings for

commercial demonstrations which are directed to personal sales to

teachers. Solicitation by sales personnel in the school will not

be required during the teacher workday including faculty

meetings.

Section 6. Financial Responsibility

Teachers will not be held financially responsible for

textbooks, supplies, equipment, or funds which have been stolen

or lost by other persons. Teachers will be expected to exercise

reasonable control, under the direction of the principal, of

textbooks, supplies, equipment, or funds.

Teachers will comply with district and local school audit

requirements after they have been furnished a copy of the

requirements. Materials necessary for teacher compliance with

audit requirements will be furnished to teachers upon request.

Compliance with audit requirements will fulfill the teacher's

responsibility in regard to funds collected.

A teacher will not be required to participate in fund-raising

activities.

Section 7. Environment

In order to maintain the optimal learning environment for

students, top priority will be given by the District to the

following items:

(a) Unsafe Conditions: Teachers will report potentially

unsafe conditions in the classroom or other teaching areas to the

principal. The principal or their designee will investigate, as

soon as feasible after the teacher has made the report, and take

action to correct conditions which are hazardous or potentially

dangerous. If the principal or their designee determines that

the condition creates an immediate danger to the teacher(s)

and/or students, they will take immediate action to prevent harm

to the teachers or students. The teacher(s) will be informed of

the action(s) which has been taken.

(b) Temperature: Classes will not normally be held in

unheated classrooms when the temperature in the classroom drops

below 63°F (17°C)for an extended period of time. In classrooms

without functioning air conditioning, fans will normally be

provided by the Board. If the temperature in classrooms exceeds

82°F (28°C), reasonable efforts will be made to accommodate the

classes in other areas of the school. Temperatures will be

measured at the most interior wall of the classroom. Such

movement must have prior approval of the principal. Both parties

recognize that energy conservation measures may create changes in

climate control conditions.

vapors produced by maintenance, renovation, or repair projects

and cannot be moved to another area free of the toxic or harmful

vapor, shall be granted paid illness-in-the-line-of-duty for the

duration of the project producing the harmful vapors or given an

alternative assignment during the time when injury may result.

(d) Maintenance: The Board will make reasonable efforts to

maintain classrooms, other learning areas, and areas used for

extracurricular activities in clean condition and in good repair.

Teachers will not be required to perform the custodial or

maintenance duties necessary under this section.

(e) Renovation/Repair: Good faith efforts will be made to

schedule major maintenance, renovation, and repair projects at

times so as to minimize the disruption of instruction. The

administration and teachers will work cooperatively to lessen the

impact of these disruptions on students' learning. A minimum of

five days’ notice, when possible, will be given when planned

projects of facility repair, maintenance, or painting which may

disrupt normal classroom activities will occur. Normally

provisions will be made to move students and school site

employees from areas or classrooms undergoing maintenance,

renovation, or projects which produce toxic or harmful vapors.

(f) Indoor Environmental Quality (IEQ): The District shall

investigate complaints of harmful indoor environmental quality

and take measures to reasonably accommodate employees if

necessary.

The District will establish a joint Indoor Environmental

Quality (IEQ) Committee composed of four teachers appointed by

the Association and four administrative or professional/technical

employees appointed by the Superintendent. This committee will

be given a copy of the results of the IEQ investigation conducted

by District staff/consultants along with any remedial actions

that have been recommended to the Superintendent or designee.

If it is determined by the Superintendent or designee that the

environment under investigation is detrimental to the health,

safety, or well-being of employees, the affected employees will

be relocated to other facilities until the detrimental condition

is abated. Teachers will be notified of the findings of the

Superintendent or designee and of any corrected action.

Section 8. Substitute Teachers

The administrative staff will provide a certified substitute

from outside the instructional staff of the school when a classroom

teacher or media specialist is absent unless the teacher agrees to

other arrangements prior to the absence. Appropriately certified

and qualified substitutes will be given first consideration. If

appropriately certified and qualified substitutes are not

immediately available, qualified substitute teachers who are

familiar with the school and the students' needs will be considered

next. A teacher will report an anticipated absence as soon as they

know it will occur. Teachers will provide preparations/plans for

use by the substitute teachers. Allowance will be made for

instances of teacher illness or emergency which preclude

availability of regular preparations/plans for use by a substitute.

Recognizing that unforeseen situations may arise, teachers will

maintain, in a designated area, emergency preparations/plans for at

least one day for use by the substitute teachers. For a period not

to exceed three (3) days, resource teachers not in self-contained

classrooms are excluded from this section. Only in emergency

situations where students are unsupervised may a classroom teacher

be asked to cover another teacher's class until a substitute can be

located. This duty should be rotated equitably. A teacher has the

right to refuse to substitute; such refusal will not reflect

negatively on the teacher’s appraisal or result in any form of

retaliation.

It is the responsibility of the administrative staff to secure

coverage for assigned duties when a teacher is not on campus for

an approved reason or is required to attend school-related

meetings or trainings scheduled during times that the teacher is

normally supervising students or teaching.

No teacher will be denied sick leave based on the availability

of substitutes.

When it is known that a guidance counselor or school psychologist

is to be absent for more than five (5) student days, arrangements

will be made for a continuation of services if feasible.

Substitute teachers are expected to assume the normal duties and

responsibilities of the teacher for whom they are substituting,

when such information has been provided. Teachers are normally

expected to make such information available.

Section 9. Teaching Materials/Textbook

(a) Each teacher will be provided with supplies, textbooks,

and teaching materials including the appropriate technological

hardware and software to teach the course(s) assigned. Each

classroom teacher will be provided with a copy of the teacher's

edition(s) of the basic text(s) used by the teacher in each

course to which they are assigned and, if feasible, appropriate

manuals for technological hardware and/or software assigned to

the teacher. No teacher will be required to purchase supplies,

textbooks, materials, or equipment from personal funds. Every

reasonable effort will be made to provide these materials by the

first day of preplanning. A teacher will notify the principal

when they receive faulty, unusable, or defective supplies or

materials. Such notification will normally occur within one

month of the receipt of such materials or supplies. The monies

allotted to a teacher or department for supplies and materials

will not be reduced if these faulty, unusable, or defective

supplies or materials are returned and credited to the school. A

committee composed of an equal number of teachers chosen by the

Association and administrators chosen by the Superintendent may

be formed to advise the Assistant Superintendent for Business

Services in this area.

(b) Selection of texts and materials for programs to be

implemented on a countywide or multi-school basis will be done by

a committee of administrators, affected teachers, and resource

personnel. Selection of texts, library books, teaching materials,

supplies, and equipment for use by an individual school will be

done by the faculty and administration of that school and will be

consistent with the student needs of that school.

cooperatively develop a plan to distribute, inventory, and catalog

teaching materials which are to be distributed through the media

center via the automated instructional materials system.

(d) Media equipment will be available in each school for

teacher use. The Board will provide a maintenance program for

media equipment, but minor adjustments or repairs may be made in

the school.

(e) Where each classroom of a school is not adequately

furnished for the proper utilization of media equipment,

reasonable efforts will be made to provide a suitably equipped

room or area.

(f) Equipment necessary for preparation/duplication and

presentation of normal teaching materials will be available for

use in each school. The Board will provide a maintenance program

to keep such equipment in good repair. Minor adjustments and/or

repairs may be made at the school.

(g) When a new class(es) is formed, allocation of supplies

and materials will be done in a manner which recognizes the need

for the new class(es) to receive a base line level approximating

that available to other similar classes. When a teacher is new

to the district or school, the principal or their designee will

discuss supply and material needs with the teacher and attempt to

secure reasonable supplies and materials for classroom use by the

teacher.

Section 10. Media Services, Committee

The Board will provide funds for coordinated county media

services including updating audiovisual materials, audiovisual

material loans and delivery, electronic maintenance, and other

services generally associated with the Instructional Media

Services. In addition, it is agreed that a committee of

Association-selected certified media specialists will meet with

representatives of the Board at least yearly to develop

recommendations for improving media services.

Section 11. Telephones

Telephones, including long distance access, will be available

for school business use and for personal emergencies.

Arrangements will be made to allow confidential phone calls in an

appropriately private area(s) if the need arises. Personal long

distance telephone calls will be made only with the approval of

the principal, and will not be charged to the school or Board.

When schools undergo major remodeling or when new schools are

built, provisions will be made to provide a telephone per each

department and/or grade level.

Section 12. Workday

The starting and ending times for teachers during normal

working days and planning days which occur during the school year

shall be determined by the principal after discussion of these

times with the faculty. The decision will be announced during

pre-planning.

(a) Length: A teacher will use their professional judgment

in determining the length of their workday in excess of the

normal instructional day. The normal instructional day for

teachers will be seven and one-half (7 1/2) continuous hours.

(b) Duty-Free Lunch: Every teacher will be provided time

during the normal instructional day at their school center for a

thirty (30) minute duty free lunch period.

1. If the principal, after consulting with the teachers

involved, determines that pre-kindergarten through primary age

severely handicapped students require lunchroom supervision by

their teachers, they shall request volunteers to perform the

duty. If, after consulting with the involved teachers, the

principal determines that teachers are not needed to supervise

pre-kindergarten through primary age severely handicapped

students, they will inform the teachers involved of their

determination and of the fact that if they so choose to eat with

their students they will not receive a supplement for voluntary

lunchroom duty.

2. Any teacher accepting voluntary lunchroom duty

assignment will receive a supplement equal to the teacher's

regular hourly rate for thirty minutes per day the duty is

performed. A teacher's regular hourly rate of pay is determined

by dividing their daily rate of pay by seven and one-half (7 1/2)

hours. In elementary schools, a teacher may be expected to

escort their students to the serving line before taking their

lunch break. This will not be interpreted as requiring that a

teacher eat breakfast or lunch with their students unless they

desire to do so.

normal student contact time per day will be five contact periods

in a six period day, and will not normally exceed 250 contact

minutes per day, except as otherwise stipulated in Article XVIII,

Section 19. Student contact time needed for attendance taking

and announcements is exempt from the provisions of this

paragraph. This period of time will be no more than ten minutes.

(d) Planning: By the 2019-2020 school year, in elementary

and center schools, teachers will have planning time during the

student academic day at least four (4) days per week for a total

of a minimum of one hundred eighty (180) minutes per normal

student week. The period specifically assigned as a planning

period will not normally be utilized for activities other than

planning. The time after the student academic day will be used

for planning with the exception of faculty meetings, trainings,

and parent conferences which include IEP, 504, EPT, and EP

meetings. Elementary teachers' planning time may be

noncontinuous, but if noncontinuous, it will be scheduled in time

blocks of no less than 30 minutes. In schools where team

planning is necessary, the members of the team will determine how

much of the assigned planning time will be used for team

planning.

In cases where art, physical education, media and music

classes are scheduled at the elementary school, the regular

teacher is not required to remain with the special teacher. This

period will be used as a preparatory/planning period by the

regular teacher. In cases of emergency, a teacher may be

requested to remain with the special teacher.

Elementary, center and K-8 school teachers will have not less

than one extended block of time each week for the completion of

professional responsibilities. At reasonable intervals and with

prior written notice of at least five (5) days, a portion of such

time may be designated for administrative use to include required

inservice, student data chats, or a faculty meeting. These

meetings will not exceed a combined total of 180 minutes per

month. Principals will ensure that teacher planning time will be

given the highest priority and required meetings and inservices

be kept to a minimum each month. An individual school center may

exempt itself from the provisions of this section with the

concurrence of both the School Board and the Executive Board of

the Association.

In schools in which a teacher is assigned five periods of

instruction in a six period day, as far as is practical the

teacher may designate one period as their planning period. Both

parties agree that circumstances may, from time to time, require

additional kinds of duty assignments. Such assignments will

neither be unreasonably made nor unreasonably refused and, except

in emergencies, will be made only after consultation with the

faculty. All such assignments will be consistent with Article

IX, Section 12(g). Such assignments will not normally include

the kinds of duties not previously assigned to teachers at a

particular school. The period specifically assigned as a

planning period for the middle and high school classroom teachers

will not normally be utilized for activities other than planning.

Non-classroom based teachers will use their professional judg-

ment in scheduling their planning time within the normal instruc-

tional day so as to cause the least disruption of instruction.

(e) Evening Classes: At schools where evening classes are

part of the regular curriculum, the principal will seek

volunteers who are certified to teach such classes. An evening

class is defined as a class which begins at or after 6:00 p.m.

Should no certified teacher volunteer, the principal may assign a

certified teacher from the school's faculty to teach such a

class. A teacher teaching an evening class will be assigned

their two non-student contact periods between their teaching

assignments for the regular instructional day and the evening

assignment, making their instructional day as continuous as

possible. In no event will the break in their instructional day

exceed two hours.

(f) Shortened Day:

1. In recognition that professional responsibilities

and obligations may on occasion necessitate teachers working

beyond the normal workday, teachers are permitted to leave school

at the end of the student day on school days immediately

preceding the weekend, a holiday, or student vacation day as long

as students are not left unsupervised. Arrangements will be made

which are appropriate to the individual school to insure that

teachers needed to supervise students on these days are given

comparable release time on other days. Any shortened day for

teachers under this provision will not be construed as infringing

upon teacher planning time.

2. To allow adequate time for completing records and

paper work at the conclusion of the school year, for the last

three (3) days of student attendance teachers will be provided

additional time within the normal workday.

(g) Duty Assignments: Teachers will not be required to

supervise students longer than fifteen (15) minutes from the

student dismissal time except in unusual circumstances where

student safety is a concern. Duty assignments when necessary

will be kept to a minimum and rotated on an equitable basis.

Section 13. Planning/Conference Day

(a) Teacher planning days will be six hours exclusive of

lunch. Teachers who take leave on a planning day will be charged

for six (6) hours leave. Teacher planning days are designed to

permit additional planning, preparations, parental conferences,

inservice training, professional exchange of ideas, appraisal

conferences, and other school-related business to be conducted

when teachers do not have direct responsibility for students.

Principals will ensure that teacher planning time will be given

the highest priority and required meetings and inservices be kept

to a minimum.

(b) Principals will provide teachers with no less than five

(5) days’ notice of any required activity to occur on a planning

day. Scheduling and duration of lunch periods will be determined

after input from the faculty.

afternoon/evening in lieu of any teacher planning day. The

principal and a majority of teachers must agree to the

afternoon/evening session(s) and the format to be used. However,

if a majority of the teachers vote for the afternoon/evening

conference option, the principal will accommodate that vote at

least once during the school year. Those teachers not

participating will work the regularly scheduled planning day.

The afternoon/evening session(s) must be for a total of six (6)

hours. The principal and teachers will schedule their dinner

break, if needed, to maximize parent/teacher conference time.

But, in no case should parent/teacher conference time total less

than six (6) hours.

Section 14. Class Size

Both parties recognize that class size may vary because of

local conditions, student needs, program organization and state

constitutional law. They agree, however, that good faith efforts

will be made to avoid excessive class size. In no case will

class size be used as a punitive measure.

The Board agrees to comply with the class size requirement as

mandated by law.

As a goal, the Board will strive to provide the ratio of

students to resource and special teachers (counselors, deans,

media specialists, special teachers, school psychologists, etc.)

necessary to meet current accreditation standards of the Southern

Association.

Any teacher who feels that their class size is excessive may

file with the principal a written request for an evaluation of

the situation. If the teacher is not satisfied with the decision

of the principal, they may request a conference with the

principal and the Superintendent or designee who will make a good

faith effort to resolve the problem.

If the Class Size Amendment to the Florida Constitution is

repealed or altered so that any section of the student population

is not addressed, then the Board agrees as a goal to provide the

following pupil-teacher ratios:

Grades Ratio

K-3 24:1

4-6 26:1

7-8 26:1

9-12 24:1

The ratio shall be determined at each school, by grade level,

by period and by dividing the actual number of students by the

number of general classroom teachers actually teaching during

each period.

Section 15. Preparations, Teacher

(a) A good-faith effort will be made to group and regroup

students at the elementary level to limit the preparations

required and levels taught to a reasonable number. Such

groupings will be done in an educationally sound manner.

(b) Both parties further agree that in departmentalized

middle and high schools of more than 1,000 students, teachers of

English/Language Arts, Science, Social Studies, and Math will not

be assigned more than three separate course code numbers unless a

teacher requests, in writing, additional courses be assigned. In

departmentalized middle and high schools under 1,000 students, a

good faith effort will be made to avoid assignment of more than

three separate course code numbers. In no case will the number

of separate course code numbers be used as a punitive measure.

Junior/senior high school teachers will be required to teach no

more than three separate course code numbers per day.

When local school conditions permit, additional planning time

may be scheduled for teachers assigned to teach three or more

unrelated academic classroom assignments.

being made to limit the number of preparations and the number of

separate courses assigned may file with the principal a written

request for an evaluation of the situation. If the teacher is not

satisfied with the decision of the principal, they may request a

conference with the principal and the Superintendent or designee

who will make a good faith effort to resolve the problem.

Section 16. Meetings, Faculty

There will be no more than an average of two faculty meetings

per month, excluding those held in pre- and post-school planning.

Faculty meetings shall only be held on and contiguous with the

workday. The principal or their designee is responsible for the

faculty meeting agenda. Teachers may recommend, and the

principal will normally include, topics of discussion for the

faculty meeting agenda. When the principal prepares an agenda or

tentative list of items to be included in a faculty meeting, the

agenda will normally be posted prior to the meeting. Reasonable

efforts will be made to expedite the length of faculty meetings.

In no case shall a faculty meeting extend the workday by more

than fifteen (15) minutes unless the extension is agreed upon by

a majority vote of the faculty.

Section 17. Grading Periods/Grades

(a) The length of the grading period will be set by the Board

for each level (elementary, middle, high) countywide. Teachers

will be notified of the grading period interval during preschool

planning and, except for emergency conditions, shall submit grade

reports on the dates specified.

(b) The Board agrees to utilize district computer facilities

to the greatest extent practical in the preparation of grades.

Such utilization shall be educationally and professionally sound.

It is the expectation that teachers will post assignment grades

to the parent portal of the Student Information System throughout

the grading period, to demonstrate their commitment to

communication with students’ families regarding individual

student progress. The District will inform parents about access

to the parent portal of the Student Information System so that

they can monitor students. Except for the final grading period,

provided appropriate materials are made available, teachers’

grades shall be entered into the computer for processing no later

than 11:59 p.m. on the fourth (4th) working day after the end of

the grading period. For the final grading period, teachers’

grades shall be entered by the last day of post planning. In

senior high schools the final grades of seniors will be submitted

for processing one day after the senior examinations so as to

afford adequate time to monitor graduation requirements.

should be changed, the principal will inform the teacher of the

change and reasons for the change. An administrative change in a

grade will not be made without prior consultation with the

teacher. If the grade change occurs during the summer months

when teachers are not at school, a sincere attempt will be made

to contact the teacher prior to the grade change. Grade changes

will indicate, on the student's permanent records, the name of

the person making the change and date the change was made.

Section 18. Intercom

Classes will not normally be interrupted for non-emergency

reasons. When it is necessary for the normal operation of the

school, the intercom will be used during the first and last five

minutes of a class period.

Section 19. Psychologists, School

(a) Good-faith efforts will be made to maintain current

working conditions of psychologists. Should program

considerations require changes, the Superintendent or designee

will discuss such changes with the psychologists prior to

implementing the changes and will solicit alternative ways to

address program needs.

(b) School psychologists will be provided appropriate

materials in sufficient quantity to allow for professional

performance of assigned responsibilities. Good-faith efforts

will be made to provide a work location at each assigned school

which is adequate to allow for the professional conduct of

interviews and testing.

normal work week to complete required reports and paperwork.

Psychologists may be required to respond to emergencies during

that day.

Section 20. Personality Inventories

Teachers will not be required to participate in personality

inventories.

Section 21. Leaving Campus

(a) Subject to the approval of the principal or designee, a

teacher may leave the campus of their particular school if

appropriate arrangements are made to insure that students are not

left unsupervised. Approval is required for each circumstance or

situation. The principal or their designee will not unreasonably

deny such a request. A teacher will use this privilege only in

unusual circumstances.

(b) Subject to prior approval of the principal or their

designee, a teacher may be off the campus of their particular

school during the normal workday. This absence may include a

student contact period when a peer voluntarily agrees to teach the

instructional period for which the teacher is absent from school

and when the absence will not normally require a replacement

teacher for more than one instructional period. Under these

circumstances, a teacher will be charged sick leave only for the

amount of time missed in such absences. Approval is required for

each circumstance or situation. The principal or their designee

will not unreasonably deny such a request. A teacher will use this

privilege only in unusual circumstances.

Section 22. Leaving Campus, College

With prior approval of the principal, teachers will be allowed

to leave after the student day and prior to the close of the

regular workday to attend college classes at no loss of pay or

accumulated leave.

Section 23. Lesson Plans

Lesson plans will be available to school-based administrators

upon request. When plans are requested, evidence based feedback

will be given to the teacher within a reasonable amount of time.

Teachers who teach a combination grade level or subject level

within the same period will be required to turn in lesson plans for

only one grade or subject level. Principals may request the specific

grade or subject level lesson plans that they wish to review.

Section 24. Medical Procedures

(a) Under ordinary circumstances, only properly trained

employees will be asked to perform medical procedures or to

dispense medication to any student. The Board will assume legal

responsibilities when an employee is asked to perform medical

procedures or to dispense medication to any student.

(b) Nonmedical school district personnel shall not perform

invasive medical services which require special medical

knowledge, nursing judgment and nursing assessment. The

procedures include, but are not limited to:

1. Sterile catheterization.

2. Nasogastric tube feeding.

3. Cleaning and maintaining a tracheostomy and deep

suctioning of a tracheostomy.

related services upon successful completion of child-specific

training by a registered nurse, a licensed practical nurse, a

physician licensed pursuant to chapter 458 or chapter 459, or a

physician assistant certified pursuant to chapter 458 or 459.

All procedures shall be monitored periodically by a nurse. These

procedures include, but are not limited to:

1. Cleaning intermittent catheterization.

2. Gastrostomy tube feeding.

3. Monitoring blood glucose.

4. Administering emergency injectable medication.

(d) For all other medical services not listed in paragraphs

(b) or (c), a registered nurse, a licensed practical nurse, a

physician licensed pursuant to chapter 458 or chapter 459, or a

physician assistant certified pursuant to chapter 458 or 459

shall determine if nonmedical school district personnel shall be

allowed to perform such services.

(e) Under ordinary circumstances, teachers shall not be asked

to toilet or diaper any student. The parties recognize that

variations may occur in dealing with handicapped children, but

reasonable effort shall be made to relieve classroom teachers of

these duties. Reasonable effort shall also be made to relieve an

employee of diapering or toileting a student of a gender

different than the employee's gender if the student has started

to develop secondary sexual characteristics.

Section 25. Inclusion, Training/Assistance

If a severely handicapped student is placed in a regular or

standard support class, appropriate assistance, as identified in

the student’s Individual Education Plan (IEP), will be made

available to assist the teacher in meeting the needs of the

special student. When assigning such a student, the principal

shall consider the needs of the student, appropriateness of

available space, staff qualifications, and available resources.

Teachers to whom the child may be assigned will be given an

opportunity to attend the IEP meeting for the child prior to the

assignment to discuss the needs of the child, staff concerns,

available resources, and special assistance which may be needed.

In no case shall placement be delayed in violation of laws,

regulations, or the district plan for providing services to such

students.

Section 26. Media Center Security

In schools in which the media center is required to open prior

to regular school hours and/or remains open after regular school,

media specialists and the principal will meet to develop a

mutually agreeable method of emergency communication or security

protection during times prior to or after regular school hours.

ARTICLE X. LEAVES

Section 1. Sick Leave, Accrual

(a) A teacher employed on a full-time basis shall be entitled

to four (4) days of sick leave as of the first day of employment

each contract year. Additional sick leave days will be earned at

the rate of one per month to a maximum equal to the number of

months under contract.

(b) Sick leave may not be used until it is earned and

credited to the teacher. Other than the initial four days, sick

leave will be credited at the end of the month in which it is

earned. Teachers employed in the extended school year program

and teachers employed one-half (1/2) time or greater during the

regular school year will earn and use sick leave in direct

proportion to the time employed. Accrual and use of sick leave

will be prorated to the nearest hour.

an approved leave of absence will be credited to the teacher upon

their return from leave.

(d) The total unused portion of the annual sick leave

allowance will be permitted to accumulate.

Section 2. Sick Leave, Use

(a) Sick leave may be used for personal illness of the

teacher or for death or serious illness in the teacher's

immediate family. Immediate family as used here will include:

the spouse, child or stepchild of the teacher; the parents,

grandparents, or grandchildren of the teacher or their spouse;

the spouse of any child or stepchild of the teacher; the brother

or sister of the teacher or their spouse; the aunt or uncle of

the teacher or their spouse; and any other person who is, or has

been dependent upon the teacher or upon whom the teacher has been

dependent. Personal leave days will be granted for the death or

serious illness of other close relatives.

(b) Sick leave will be charged only for actual time missed.

six (6) hours.

(d) A teacher may authorize transfer to their spouse, child,

parent, or sibling who is also a district employee, of accrued

sick leave, providing that the transfer relates to an illness or

injury of the person to whom the leave is transferred. The

person receiving the transfer may not use the donated sick leave

until they have exhausted all of their accrued leave. Donations

may be in amounts of five (5) or more days, or the remainder of

the employee’s sick leave balance if less than five (5) days, and

shall not be covered by terminal leave payouts.

Section 3. Sick Leave, Personal

A teacher may use up to six (6) days of sick leave as personal

leave with pay. The teacher will make a good faith effort to

notify the principal or their designee at least twenty-four (24)

hours prior to taking such a leave. Such leave may not be

available if it is known that more than ten (10) percent or five

(5) teachers maximum in a single school will be absent on the day

requested, except that approval will not be withdrawn for

personal leave approved three (3) or more days in advance of the

date the leave is to be used. Such leave will be granted based

upon those first notifying the principal or their designee and

will not be used to extend school holidays or weekends except in

unusual situations or with at least a two (2) weeks notification.

A teacher will not take personal leave during the first and

last week of the student school year, during state or national

assessment testing or on a day they have scheduled a field trip

except in an emergency situation. A teacher taking personal

leave during a teacher workday will make prior arrangements with

the principal for handling scheduled parent conferences.

Personal leave will be charged only for actual time missed and personal leave taken on a

teacher planning day will be charged six (6) hours.

Section 4. Compassionate Leave Program

The Compassionate Leave Program is hereby established as a

mechanism for accepting from qualified employees the voluntary

donation of time from annual accumulated sick leave or vacation

leave. Compassionate Leave may be utilized by eligible employees

who need extended time off due to a catastrophic, serious health

condition or life-altering event of an employee or a member of the

employee’s immediate family, or for someone residing within the

employee’s household, for whom the employee is the primary

caregiver. Exclusions include, but are not limited to, normal

pregnancy, any injury covered by Worker’s Compensation, or mental/

nervous conditions, chemical dependency, alcoholism, or related

conditions. The following criteria will govern the creation,

maintenance, and use of the Compassionate Leave Program:

1. Recipient must have been a regular employee of the

district for at least one (1) full year prior to the current fiscal

year and must have used all available sick leave and vacation leave

prior to receiving donated leave.

2. Donors are eligible to donate creditable time they have

earned as long as the employee retains a minimum of ten (10) days

of available leave after the donation is deducted. An employee may

donate their accrued sick leave or vacation leave in increments of

one-half or full days to another Board employee.

3. The leave will be donated to a specific employee at the

time the donation takes place. Donors will have the option of

remaining anonymous.

4. Donations will be on first received from donor, first

transferred to recipient.

5. The recipient will receive the donated sick leave or

vacation leave at their rate of pay; the authorizing employee will

donate the leave at their rate of pay.

6. The recipient must complete an application for

Compassionate Leave Program which will contain:

a. Employee name.

b. Employee identification number.

c. Beginning and ending dates of leave requested (if

known).

d. Last day of available paid leave.

e. Explanation regarding the circumstances surrounding

the reason for the leave.

f. Physician’s Statement Form providing documentation

of the injury, illness or accident, or other

appropriate documentation for which the leave is

requested.

7. The maximum number of days that may be received under

this program will be equal to the number of workdays remaining in

the recipient’s contract year.

8. Subject to a renewed physician’s statement, up to one (1)

additional contract year may be received through donation.

9. Any transferred sick leave or vacation leave that is not

used as anticipated shall be returned to the authorizing employee,

upon the recipient’s return to work. In the case of multiple

donors, the unused leave will be returned to the authorizing

employee on a last-in, first-out basis.

10. Employees who have provided notice of separation from

employment may not donate unused leave balances. Any donated leave

that has not been used at the time of donor’s separation from

employment will be removed from recipient’s account.

Section 5. Maternity/Child Rearing

(a) A teacher may continue to work during their pregnancy

provided they are able to perform their normal teaching duties.

(b) As may be required for other medical conditions, the

Superintendent may require a physician's statement indicating the

medical cause which necessitates the use of sick leave.

application, the teacher will be granted personal leave without

pay for the recommended recovery time or, if desired by the

teacher, the remainder of the school year in which the child is

born/adopted.

(d) Personal leave without pay for child-rearing purposes may

be granted for the remainder of the year and/or the year

following the birth or adoption of a child. Such leave shall not

normally be taken by both parents at the same time. However,

when both parents are employed by the district, one parent may

share accumulated sick leave with the other parent before either

parent has to take unpaid leave.

Section 6. Military

(a) A teacher who volunteers for military service or who is

drafted will be eligible for military leave. Military leave will

be granted for a period not to exceed four (4) school years. A

teacher on military leave who desires to return to the system

must notify the Superintendent in writing within thirty (30) days

of discharge from active duty.

(b) Teachers will be entitled to military leave without loss

of pay or leave for up to 240 hours per year in order to

participate in required training exercises by Reserve or National

Guard units. In the event of a formal call-up, a teacher who is a

member of the reserve component of the Armed Forces of the United

States or the Florida National Guard will be granted leave without

pay for the period of required duty.

credit for one (1) year of experience for every year of duty.

(d) If a teacher previously went on military leave but did not

receive credit for years of experience, the teacher may request

credit for additional years beginning with 2016-2017 school year.

(e) The teacher must present documentation for the leave to

the Human Resources Division by July 31, 2016, or upon return from

military leave.

Section 7. Illness-In-Line-Of-Duty

A teacher who is absent from work because of personal injury

received in the discharge of their duties or because of a

communicable disease contracted in the course of employment,

shall be entitled to illness-in-line-of-duty leave with pay for a

period of ten days per school year. Requests for additional

illness-in-line-of-duty leave with pay will be considered by the

Board on an individual basis. Such leave will not be

unreasonably denied. Teachers will be covered by the workers'

compensation insurance carried by the Board.

A teacher on illness-in-the-line-of-duty leave will continue

to accrue experience for purposes of the salary schedule and

shall be credited with a day's experience for every day that

teacher is on illness-in-the-line-of-duty leave. This change

shall be retroactive to the 1990-91 fiscal year. For a period

not to exceed one (1) year per illness or injury the Board will

contribute sufficient funds to the Florida Retirement System or

the Teacher Retirement System so as to provide a day of

experience in the retirement system for every day, up to one (1)

year, the teacher is on illness-in-the-line-of-duty leave.

The Board will continue its current practice of supplementing

workers' compensation pay for an individual for a period not to

exceed one (1) year per illness or injury. After one year, the

teacher may utilize accrued sick leave in conjunction with the

workers' compensation in order to assure that the teacher's take-

home pay will not be reduced during the time they are on illness-

in-the-line-of-duty leave.

The Board will provide individual health and life insurance

coverage for a teacher on illness-in-the-line-of-duty leave at no

cost to the teacher.

Section 8. Jury Duty

When required to report for jury duty, or for litigation

arising out of the discharge of their duties, or when subpoenaed

as a witness, not involving their personal litigation, a teacher

will be granted the appropriate leave with pay. Such leave will

be granted to a maximum of fifteen (15) days. If necessary,

additional leave with pay may be approved by the Board. When

appearances are required for situations other than those listed

above, the Board will grant personal leave without pay. The

teacher may, in all cases, retain any payment received for such

duty.

Section 9. Political Office

A leave of absence without pay for a period of six weeks will

be granted to a teacher, upon request, for the purpose of

campaigning for their personal election to public office. A

teacher elected or appointed to public political office will be

granted, upon request, a leave of absence without pay for

additional time to serve one full term in office.

Section 10. Temporary Duty Elsewhere (TDE)

(a) Temporary duty elsewhere leave may be granted by the

Board for a teacher to attend professional meetings, conferences,

workshops, or other such meetings outside the county. Such leave

will be related to improvement of job performance and will

normally be with pay and may include per diem.

(b) Temporary duty elsewhere leave may be granted teachers

for the purpose of presenting at professional meetings,

conferences, convocations. Such leave will be related to the

teachers' area of responsibility and will normally be with pay

and may include per diem.

teachers participating in the following types of activities:

district-sponsored program reviews, Board committee meetings, and

district level or supervisory job interviews including school

administration.

(d) In-county assignment leave may be granted by the Board

for a teacher to attend professional meetings, conferences,

workshops, or other such meetings in the county. Such leave will

be related to improvement of job performance and will normally be

with pay.

Section 11. Professional

(a) Professional leave without pay on an extended basis may

be granted to teachers with three or more years of continuous

service, including approved leaves of absence, for the purpose

of: advanced schooling, Board approved additional training,

educational travel, research, program development or publication.

In such cases, the teacher will submit an outline of the planned

activity. Such leave will normally be for no more than one

school year, but may be extended upon request. Such leave will

not be available for the purpose of accepting full-time

employment. When possible, requests for such leave shall be

initiated no later than July 1.

(b) During pre-and/or post-school planning, or any teacher

workday, a teacher may be granted professional leave without pay

for up to four (4) days when attendance and/or travel is required

for maintaining and/or updating certification. Such leave will

be requested in writing in advance with a description of the

circumstances. Personal leave may be used in lieu of

professional leave if such leave is available.

Section 12. Personal Leave, Without Pay

(a) Teachers are entitled to personal leave without pay for

health reasons. Such leave will normally be for no longer than

one school year but may be extended upon request. Requests for

extension will normally be on a semester basis. Upon request, a

teacher whose reason for extended personal leave without pay is

job related may continue on leave beyond normal limits for the

purpose of maintaining their right to purchase health insurance

at group rates. A physician's statement may be required for

approval of personal leave without pay for health reasons.

(b) Extended personal leave without pay is available upon

request to teachers who have three (3) years or more continuous

service in the district. Normally personal leave without pay

requests will not be for more than one school year, but may be

extended for one more year with the approval of the Board. Such

leave will not be available for the purpose of accepting

employment. When possible, requests for such leave for the first

year will be initiated no later than July 1. When possible,

requests for such leave for the next year will be initiated no

later than April 1.

Section 13. Sick Leave Bank

A. The parties agree to establish an Instructional Sick

Leave Bank in accordance with the conditions described below.

B. Any teacher employed one-half time or greater will be

eligible to join the Sick Leave Bank after one year of employment

in the district. A teacher must have been a member of the Sick

Leave Bank for a minimum of one year to be eligible to receive

sick leave bank benefits.

C. The purpose of the Sick Leave Bank will be to protect its

members from personal catastrophic illness, accident, or injury.

Catastrophic is defined as an accident or illness that is sudden,

unexpected, and of severe consequences to the teacher. It is a

life-threatening injury or illness of a teacher which totally

incapacitates the teacher and keeps them from work, as verified

by a licensed physician, and forces the teacher to exhaust all

leave time earned by that teacher, resulting in the loss of

compensation to the teacher. Conditions that are short-term in

nature, including, but not limited to, common illnesses and

common injuries such as common broken arm, common knee surgery,

common hysterectomy, will not be considered catastrophic.

Chronic illnesses or injuries, such as cancer or major surgery

with complications which are long-term in nature and require long

recuperation periods, may be considered catastrophic.

D. The Sick Leave Bank committee will be formed consisting

of three (3) teachers and one alternate appointed by the

Association and three (3) members and one alternate appointed by

the Superintendent or designee. Membership terms will be

staggered. The committee shall determine how many days, if any, a

member may receive from the Sick Leave Bank. The committee will

utilize the procedures and guidelines developed by the Sick Leave

Guidelines Committee for considering applications for use of the

Sick Leave Bank including, but not limited to:

1. a standard application form;

2. provision for medical documentation of need;

3. provision for monitoring eligibility of a teacher;

4. provision for monitoring of days in the Bank and

determination of when a replenishing of the Bank may be needed;

5. provision of standard forms for participation in or

withdrawal from the Bank by a teacher;

6. provision for investigation of possible abuse of

the Bank;

7. provision for furnishing the parties with status

reports on the condition of the Bank at least quarterly; and

8. provision concerning the confidentiality of the

medical documentation as required by law.

E. Changes in procedures for administration of the Sick

Leave Bank will be subject to approval of the Association and the

Board's representative.

F. Participation in the Sick Leave Bank will be voluntary

and will be indicated on a standard form as provided for above.

G. The maximum contribution to the Sick Leave Bank by an

individual will be one day except as needed to replenish the

Bank. Should the Bank need replenishment, an additional day(s)

may be assessed of persons desiring to continue participation.

Teachers without sick leave days may continue to be members of

the Bank by pledging the next day of sick leave earned.

H. Any eligible teacher may join the Sick Leave Bank by

donating one day of their accumulated sick leave days, provided

the teacher has a minimum of four sick leave days accumulated

prior to participation.

I. Eligibility for participation in the Sick Leave Bank will

be open during Open Enrollment.

J. Use of days from the Bank will be subject to the

following conditions:

1. The claim must be based on a personal and

catastrophic illness, injury, or accident.

2. Prior to eligibility, a teacher must exhaust all

accumulated sick and vacation, leave except for the ten days

required for mandatory closings/breaks during the year.

3. A teacher is eligible to receive a maximum of one

hundred days from the Bank during their employment with the

School Board. Days will be allocated in increments of up to

twenty-five (25) in the event the teacher does not need the

maximum. To receive additional days after the first allocation,

a note from the treating physician stating the need still exists

must be submitted.

4. A teacher otherwise eligible for full disability

retirement will not utilize the Sick Leave Bank.

K. Allegations of abuse of the Sick Leave Bank will be

investigated by the committee, which will submit a report of its

investigation to the Board and the Association, including a

recommendation for appropriate action, if any. The Board will

consider the report and recommendations prior to taking such

action on the matter as it deems proper.

L. A denial of a teacher’s application is binding and cannot

be appealed; however, the applicant may reapply at a future date.

Section 14. Sabbatical Leave

The parties agree that sabbatical leaves may be approved for

one or two semesters duration if funding is available.

Application will be made through submission of a letter with

completed leave form to the Superintendent or designee. Any

teacher who has been satisfactorily employed in the district for

at least six (6) years, excluding extended school year, preceding

the leave is eligible to apply for sabbatical leave, if such

person is not within five (5) years of normal retirement. Salary

for sabbatical leave shall be 50% of the teacher's salary,

excluding supplements other than advanced degree supplements.

Health insurance for the teacher will be paid by the Board while

on such leave.

A committee of three (3) teachers appointed by the Association

and three (3) administrators appointed by the Superintendent will

determine which applicants are recommended. To be considered for

a year-long sabbatical (two semesters) or for a sabbatical leave

for the upcoming first semester, applications must be received by

the district personnel office no later than March 1 of each year.

Applications for sabbatical leave for the second semester must

be received by the district no later than the second day of pre-

planning of the school year in which the sabbatical is desired.

Application deadlines may be waived on an individual basis by the

President of the Association and the Superintendent or designee.

Applicants awarded sabbatical leave for a full year will be

notified no later than fifteen (15) days prior to the close of

post school planning. Successful applicants for second semester

sabbatical will be notified within three weeks of the closing

date for applications.

The committee will consider seniority, purpose of leave,

program of study, and needs of the district in selecting those

applicants for recommendation to the Superintendent.

Compensation from fellowships, scholarships, and stipends

shall not exceed the difference between the regular salary and

the salary for sabbatical leave.

The program of graduate study pursued must be on a full-time

basis and be leading toward a graduate degree or further

certification in a K-12 teaching field. Any change in this

program must be approved in advance by the Superintendent or

designee. The program must be pursued in an accredited

institution of higher learning and a transcript of courses

completed shall be provided the district within 45 days following

the teacher's return from leave.

A teacher receiving a sabbatical shall apply for certification

changes if the degree program followed is not in an area for

which they are already certified.

Further, to be considered, a teacher must agree to reimburse

the district for its total actual cost if the teacher does not

complete two (2) years of service for a teacher who has been

granted leave for two semesters and one (1) year of service for a

teacher who has been granted leave for one semester upon return

from leave. Reimbursement will be made within sixty (60) days

after leaving the district. Reimbursement will not be required

if the teacher is unable to render the required service because

of death, or physical or mental disability of the teacher, or

with the approval of the Board.

A teacher may be awarded a sabbatical leave to pursue a

program of Independent Professional Research. The program of

Independent Professional Research must be on a full-time basis

and will be viewed as a contribution to the teacher's subject

area or to the educational profession. The teacher must submit a

plan of study which will include the following:

a. Purpose of study;

b. Set of goals and objectives;

c. Proposed benefit to the district;

d. Proposed benefit to the teacher;

e. Proposed benefit to the educational profession;

f. Travel plans and purpose of travel, if part of program;

g. Plans for implementation of results.

A teacher who receives sabbatical leave for Independent

Professional Research will, upon returning to the district,

submit a written report on their research, including an

evaluation of sections (a.) through (g.) above, to the

Superintendent or designee and may be required to give a workshop

based on the results of their research. Such report shall be

made part of the teacher's personnel file.

A teacher returning from a two semesters sabbatical leave will

not be eligible for another sabbatical leave until they have

taught in the district for six (6) years subsequent to returning.

A teacher returning from a one-semester sabbatical leave will not

be eligible for another sabbatical leave until they have taught

in the district for three (3) years subsequent to returning.

Following the completion of a sabbatical leave, a teacher

shall be returned to the same or comparable position. The leave

period will not constitute creditable service for movement on the

salary schedule or accrual of sick leave. A teacher on

sabbatical leave will not accrue or use any other leave for the

time they are on sabbatical leave.

A teacher who terminates their sabbatical leave after formally

accepting the offer and prior to completion of the leave may be

required to reimburse the Board for costs. They will be returned

to the same or comparable position.

The number of sabbatical leaves granted annually will not

exceed one percent (1%) of the total bargaining unit as of the

June payroll in the preceding year.

Section 15. Leave, Return to Duty

(a) A teacher on continuing contract or professional service

contract returning from leave of absence will retain their

contract status upon returning from leave.

(b) A teacher on continuing contract or a professional

service contract returning from leave or extended leave will be

given a teaching position, if desired, in the same school to

which they were previously assigned if a vacancy exists for which

the teacher is certified. If no vacancy exists, they will be

assigned to a comparable position within the district.

within the same school year will be assigned to a teaching

position, if desired, in the same school to which they were

previously assigned if a vacancy for which the teacher is

certified exists. If no vacancy exists, they will be assigned to

a comparable position within the district.

(d) A teacher on annual contract granted leave(s) which might

extend beyond the school year in which the leave was begun will

be given the same consideration for reemployment as other

teachers on an annual contract who are not on leave.

Reappointment of teachers under this provision will be based upon

prior teaching experience, appraisals, certification, program

needs and/or racial composition of the faculty.

(e) Teachers returning from leaves of absence will retain

full credit for years of teaching service prior to their leave.

Section 16. Deadlines

(a) Unless otherwise designated in the contract, all requests

for leave, retirement and resignation will normally be initiated

no later than July 1 if the leave, retirement or resignation is

to be effective with the first semester and no later than

November 1 if the leave, retirement or resignation is to be

effective with the second semester.

(b) Teachers will not normally vacate a position without

adequate notice. A teacher leaving their position without first

being released from their contract or agreement by the School

Board shall be subject to the jurisdiction of the Education

Practices Commission.

ARTICLE XI. TRANSFERS/VACANCIES

Section 1. Transfers

(a) All requests for transfers will be initiated through the

Human Resources Division. Appropriate certification, appraisal

requirements, seniority and program needs at both schools will be

considered in transfer requests. Staff racial composition at both

schools may be considered, but no decision will be based on an

individual’s sex, race, religious faith, or sexual orientation.

(b) Currently employed teachers who have been at their

current school for at least four (4) years and have scored Highly

Effective or Effective on the three (3) previous years’ final

evaluations will be given a restricted transfer window each year

to apply for positions in the coming school year.

These teachers who have been at their current school for at

least four (4) consecutive years and have scored Highly Effective

or Effective on the three (3) previous years’ final evaluations

must fill out a Transfer Request Form by the Transfer Request Form

deadline. The Human Resources Division will send out the form and

deadline to teachers via email. Once vacancies are posted, the 4+

teacher must apply for the position(s) using the online application

system in order to be considered for a transfer within the

restricted transfer window. The restricted transfer window will be

open the workday following the distribution of non-renewal letters.

All known vacancies shall be posted during the priority transfer

window. The restricted transfer window will remain open for 15

days. If after ten (10) days no priority transfer applicants have

applied for an advertised classroom teaching vacancy at a specific

school site, that school site may begin filling for that classroom

teaching position with other applicants.

A list of these priority transfer applicants will be available

to the Association. During this restricted transfer window, at

least 33% of the classroom teaching vacancies at each worksite

must be filled with the priority transfer applicants prior to

hiring anyone else.

The following formula will apply for the hiring of transfer

applicants at each worksite: 1-3 vacancies will hire a minimum

of one (1) applicant from the priority transfer applicant list;

4-6 vacancies will hire a minimum of two (2) applicants from the

priority transfer applicant list. Job offers that are refused do

not constitute a vacancy filled.

This does not apply if there are no currently employed

teachers who are appropriately certified requesting a transfer.

At the conclusion of the restricted transfer window, all transfer

applicants will continue to be given priority consideration in

the filling of remaining positions or vacancies.

position or a vacancy as soon as posting occurs.

(d) Rejection of transfer applications will not be made for

punitive reasons.

(e) Teachers requesting a transfer will not be discriminated

against in regard to extended school year employment.

Section 2. Vacancies, Posting

(a) The Board will post a list of known teaching vacancies

for the coming school year on the Alachua County Public Schools’

internet web site. Vacancies will be posted, excluding positions

scheduled to be filled by budgetary instructional staff. All

vacancies will be posted in the week following staffing

allocation meetings and updated daily.

(b) The Board agrees that it will not fill new part-time

positions until qualified, currently employed part-time teachers

have been notified of the new position and allowed to apply.

Current procedures for posting vacancies will satisfy this

notification requirement. When qualifications are substantially

equal, currently employed part-time teachers will be given

preference in hiring over applicants not currently employed.

Section 3. Vacancies, Non-Teaching

(a) If a vacancy or new position occurs in the district which

requires certified personnel other than teachers, the Board will

publicize the vacancy by posting the job and an appropriate job

description, which will include the work location, when possible,

on the Alachua County Public Schools’ internet web site at least

five (5) calendar days or at least 4 working days prior to

consideration of the applications. The job description will

contain the required and desirable qualifications for the

position as well as a description of duties and general salary

range. A description of how to apply will also be included. No

applicant will be eliminated because of race, sex, or religious

faith or sexual orientation. All other factors being equal,

current employees will receive priority consideration.

(b) Reorganization of existing staff to fill district level

supervisory or administrative positions and filling vacancies for

the Superintendent's immediate staff (those reporting directly to

the Superintendent) are exempt from posting requirements.

and principal interns will be completed in accordance with the

Board's approved Human Resources Development Plan. All

interviewed applicants will be notified of their status regarding

inclusion or exclusion in the pool.

Section 4. Transfer Procedures, Coming School Year

(a) Teachers may apply for a transfer to a new vacancy for

the coming school year as soon as it is posted. Reasons for the

request need not be given.

(b) Applicants for transfers will utilize the online

application system. Principals will utilize the online system to

identify and interview transfer applicants.

Section 5. Transfer Procedures, Current School Year

Notice of teaching vacancies, including work location, which

occur during the school year will be posted on the Alachua County

Public Schools’ internet web site for no less than five (5) days

prior to the position being filled on a permanent basis. A teacher,

with no significant deficiencies on their most recent appraisal and

who is appropriately certified, may apply for transfer to the vacant

position. Appropriately certified, currently employed teachers

making such a request will be given priority consideration.

Teachers may apply for transfer to be effective during the current

school year. Reasons for the transfer application will be given upon

request. Reasonable efforts will be made to honor such requests.

Section 6. ESY Employment

(a) The principal at each school will post anticipated

extended school year positions on or before May 15. Teacher

applications for the anticipated extended year positions will be

filed with the principal on or before May 30 and applicants will

normally be notified of the tentative assignment on or before the

last day of post-planning.

(b) Extended school year teaching appointments will be

recommended by the principal. The principal will give first

consideration to properly certified and qualified teachers who

have experience teaching the subject area and who are employed in

their school for the coming year. Only teachers employed in the

district for the following year will be employed in extended

school year positions.

certified and qualified applicants within the bargaining unit

having experience teaching the subject area have been considered,

those vacancies will be offered to other teachers in the

bargaining unit. If no certified and qualified teachers are

available from within the bargaining unit, teachers from outside

the bargaining unit may be employed.

(d) For the purpose of extended school year employment

eligibility, teachers receiving a transfer will be considered a

faculty member of the school from which they are transferring.

(e) Extended school year positions to be filled from within

the staff of the school will not be considered as vacancies.

(f) No teacher may be required to accept employment beyond

the normal contracted-for period of employment.

ARTICLE XII. ASSIGNMENTS/REASSIGNMENTS

Section 1. Assignment/Reassignment, Superintendent

(a) The Superintendent will make personnel assignments and

reassignments within the district with the approval of the Board.

Vacant positions may be filled by transfer when such transfers

meet certification and program needs. Racial staffing ratio may

be a consideration.

(b) The Superintendent or designee will discuss a change in

assignment with the teachers directly involved. When an

assignment involves moving from one school to another, ten (10)

days written notice will be given to the teacher(s) involved.

Such written notice may be waived during the first two (2) weeks

of school or in an emergency. When changes in school site occur

during the regular school year, the teacher(s) involved will be

provided assistance in moving. Upon request, planning time not

to exceed three days may be arranged by the principal. This

request will not be unreasonably denied.

(d) Reassignments will be handled in a professional manner.

Section 2. Reduction In Force

When a reduction in the number of students in a school or in

courses or programs within a school necessitates a reduction in

force, teachers at the school will be retained based upon holding

a Professional Service Contract or a Continuing Contract and the

performance evaluations of teachers within the affected program

area(s). Staff racial composition of both schools may also be a

consideration.

If the teacher being reassigned is on a professional service

contract or continuing contract and holds at least a bachelor's

degree from an accredited institution, they will first be

reassigned within their certification area. If no such position

is available, they will be reassigned out of field and given a

maximum of two (2) years to gain certification in another area.

The new certification area will be determined after discussion

with the Human Resources office. Any teacher who would qualify

for retirement within two (2) years will be permitted to teach to

acquire the needed service.

Section 3. Transfer To Former School

A teacher who has been reassigned, due to a reduction in the

number of students in a school or in courses or programs within a

school, will have an opportunity to request a transfer back to

the former school, if a vacancy occurs in their certification

area.

It will be the teacher's responsibility to notify the Human

Resources Division of their interest in returning to their former

school. Upon such a request, the teacher will be given priority

consideration for placement within their certification area at

their prior school site. This provision will be in effect for

one year after the effective date of the reassignment.

If the vacancy occurs prior to the beginning of the school

year in which the reassignment was to have become effective, the

teachers will be given the opportunity to accept or reject the

position before other candidates are considered.

If the vacancy occurs for the school year immediately

following the effective date of the reassignment, the teacher

will be given the opportunity to request a transfer to their

former school. The requesting teacher will be given priority

consideration for placement within their certification area at

their prior school site, and will be interviewed prior to the

building administrator recommending other candidates for

employment.

If a position within the teacher's certification area(s) is

offered and the teacher rejects it, the Board is no longer

obligated under this section of the contract.

In no case shall an employed teacher be reassigned or

displaced so as to provide a position for a previously reassigned

teacher from that school.

In no case shall a teacher, who is not certified in an area,

be reassigned as to displace a teacher certified in that area who

is on professional service or continuing contract.

Section 4. Assignments, Tentative

Teachers remaining at a school site will be given their

tentative teaching assignments for the following school year

five (5) days prior to the last day of post planning. Teachers

will be notified of changes in their tentative assignment(s) as

they occur. Teachers will be notified of tentative semester

assignments three (3) weeks prior to the beginning of the

semester. Nothing contained herein will prevent earlier notice

if the tentative schedule has been developed by the principal.

Tentative teaching assignments will contain both courses and

grade levels.

Teachers will be notified of a change in their tentative

teaching assignment(s) as soon as feasible after finalization of

schedules.

Section 5. Assignment, Changes During Regular School Year

Changes in teaching assignments within the regular school year

may be made after consulting with the teacher(s) involved and

soliciting alternative solutions to the problem. Changes in

teaching assignments will mean changes in the classes, courses,

or grade levels taught. An appropriately certified teacher(s)

who volunteers for the change(s) in teaching assignment(s) will

be given priority consideration. Changes in teaching assignments

will not be used as a punitive measure. When changes in teaching

assignments occur during the regular school year, the teacher(s)

involved will be provided assistance in moving or other

arrangements necessitated by the change. At the teacher's

request, planning time not to exceed three days may be arranged

by the principal. This request will not be unreasonably denied.

Section 6. Assignment, Out-of-Field

(a) Reasonable efforts will be made to assign each teacher

within the scope of their certification. When an in-school

teaching assignment out of field becomes necessary, the faculty

will be made aware of the need and volunteers will be considered.

If the out-of-field assignment is still necessary, it will be

discussed with the teacher(s) involved and alternatives

considered.

(b) When a teacher is assigned out-of-field teaching duties

and is required to become certified in that area of assignment,

the Board will, upon request, provide a written statement, for

tax or other purposes, that the teacher was required to obtain

such certification in order to retain their position.

components or to help defray the costs of certification for any

teacher assigned out of field and required by the Board to become

certified in that field. Such costs will be subject to the

following limitations:

1. Upon presentation of evidence of successful completion of

the course(s), the Board will reimburse the teacher for tuition

and required fees and books only.

2. The Board will reimburse the teacher only if the teacher

receives prior written approval from the Human Resources Division

authorizing the reimbursement of tuition fees for the specific

course(s) necessary for certification.

3. The teacher will teach in the district for one year

following receipt of new certification or reimburse the Board for

total money expended. Reimbursement will not be required if the

teacher is unable to render the required service because of

death, or physical or mental disability of the teacher.

Section 7. Assignment, Split Grade Level

Before a split grade level class(es) is (are) formed in an

elementary school, the principal will consult with the teachers

involved and solicit alternative solutions.

A principal will consider other staff members for assignment

to a split grade level class before assigning the class to a

teacher who had a split-level class the previous year. A teacher

will not normally be required to teach a split grade level

class(es) for two (2) consecutive years.

Section 8. Non-Renewed Teacher Consideration

Teachers non-renewed due to budgetary concerns will be placed

on an applicant list by current school and certification. As

positions become available, teachers on this list will be given

priority (interview) consideration in their area of

certification, before the hiring of certified personnel from

outside the district. The length of service in the district will

be considered. However, it will not be the sole criteria for

rehiring. Other factors such as minority representation to

provide racial and ethnic balance within a school will be

included. All reasonable efforts will be made to place a teacher

at the same school to which they were assigned the previous

school year. Should no vacancies exist in an area for which the

teacher is certified, they may be offered placement in an area

closely related to their area of certification. Any teacher not

rehired by the beginning of the school year will remain on the

list until the end of the year. If a teacher rejects placement,

the Board will have no further obligation to extend this right to

other vacancies.

The Board and the Association will work together to develop

and implement an out-placement program for any teacher who was

non-renewed under this section.

Section 9. Temporary Appointment

Replacement of personnel taking leaves of absence for one (1)

year or less will normally be done by temporary appointment.

Personnel employed under temporary appointment will be made aware

of the temporary nature of their appointment prior to their

acceptance of the position.

Section 10. Return from Principal Internship

A teacher returning to the classroom from the principal

internship program will be given a teaching position, if desired,

in the school to which they were previously assigned if a vacancy

exists for which the teacher is certified. If no vacancy exists,

they will be assigned to a comparable position within the

district.

Section 11. Induction Program

Except as specified elsewhere in this agreement, a beginning

teacher in the Board-approved Induction Program is entitled to

the same rights afforded any first year teacher.

Beginning teachers will be assigned a mentor coach to

support them throughout the school year.

ARTICLE XIII. TEACHER APPRAISAL

Section 1. Administrative Responsibility

(a) Appraisal of a teacher's performance is an administrative

responsibility. Written appraisal will include, as applicable, a

statement of areas of strength and areas needing improvement.

Statements made in areas needing improvement will be based upon

evidence that is shared with the teacher in a timely manner and

will include a statement of improvement desired, specific

recommendations of how to attain such improvement, a time line

and plan for improved performance, and what consequences, if any,

may occur if improvements are not achieved.

(b) Prior to indicating on the Alachua County Teacher

Appraisal Instrument that the teacher is receiving an overall

Unsatisfactory or Needs Improvement, the principal or appropriate

supervisor will inform the teacher in writing during a conference

concerning performance. The principal or appropriate supervisor

will schedule a follow-up meeting to develop a corrective action

plan as detailed in Article XIII, Sections 2 and 4.

scope of their certification, appraisal of such a teacher will

reflect that assignment and the appraiser will take into account

lack of training in the area of assignment. When a teacher is

assigned outside the scope of their certification, the appraisal

will not reflect negatively upon performance in the subject

matter for which the teacher is not certified.

(d) Except in cases where teachers are receiving a supplement

to perform extra duties or otherwise have responsibilities beyond

the normal work day, teachers will only be appraised based on

their performance during the contractual day.

Section 2. Procedures

(a) Teachers will be informed of the evaluation procedures

during pre-planning. Teachers who are participating in the

Beginning Teacher Program will be apprised of the requirements

in the Board approved Beginning Teacher Program.

(b) Teachers who received an overall Effective or Highly

Effective on the previous year’s evaluation will have a minimum

of two (2) observations during the current school year. The

observations will include pre-observation and post-observation

conferences and will be scheduled on a mutually agreed upon date

and time.

Improvement on the previous year’s evaluation and teachers whose

first semester observation may lead to a final evaluation of less

than Effective will have an appraisal conference with the

principal to collaboratively develop a written corrective action

plan. The teacher may ask for additional support to assist in

this plan. The teacher and evaluator will meet on mutually

agreed upon times to document progress on the corrective action

plan. Formal observations will be scheduled on a mutually agreed

upon date and time.

(d) Teachers who are newly hired will have a mid-year

evaluation conference with the principal or appropriate

supervisor.

(e) All teachers will receive specific evidence and feedback

that is shared in snapshots, formal observations, mid-year

appraisals, and other written correspondence.

(f) Annual contract teachers, who receive at the conclusion

of their current contract year of teaching in Alachua County, an

Effective or Highly Effective annual principal appraisal and who

received, at the conclusion of the two preceding years of

teaching in Alachua County, an annual principal appraisal of

Effective or Highly Effective will have their contract renewed

for the following school year. If no vacancy should occur at the

teacher’s currently assigned school site, the teacher will be

given a contract for the following school year at schools where

vacancies occur in their certification. No person with a

temporary certificate will be hired from outside the district

until all teachers who meet this criteria are placed, based on

teacher certification criteria for the vacant position.

The district personnel department will provide to the

Association, upon the Association’s request, a current list of

these rehires, vacancies, and placements for teachers as they

occur. The Board and the Association will work together to

develop and implement a communication plan wherein the rehired

teachers will receive frequent updates on their status. This

process for the rehire of Effective or Highly Effective annual

contract teachers will not apply to any teacher requesting DROP

extension.

(g) Teachers hired after the beginning of the instructional

year will normally have a minimum of six (6) weeks before the

schedule of a formal observation. The number of observations for

teachers hired after the beginning of the school year may be

adjusted to reasonably conform with the length of time the

teacher is employed.

(h) The district appraisal committee will develop district

lesson plan guideline recommendations that aligns to the annual

appraisal instrument, optimize student learning, and ensure

quality time for teaching.

(i) Final teacher evaluations will be based upon three (3)

components with the indicated weightings as follows: principal

appraisal of instructional practices 33 percent; student

performance data component 34 percent; and participation in

lesson study 33 percent. A teacher may choose not to participate

in Lesson Study and, in that case, would forfeit the points for

that component.

Each teacher will receive an overall rating of Highly

Effective, Effective, Needs Improvement, or an Unsatisfactory

based upon the total number of points accrued on the three (3)

components. The following cut-off scores will apply based on

conversion to a one hundred (100) point scale:

Teacher Classification

Total Point

Range

Highly Effective

≥86

Effective

≥70 but <86

Needs Improvement (Developing, <3 years

teaching)

≥60 but <70

Unsatisfactory

<60

Section 3. Forms

(a) The forms for teacher observation, mid-year, and/or

final appraisal are posted in Alachua County Instructional

Improvement System (ACIIS) or, upon request, a hard copy may be

provided by the worksite administrator. These items will not be

altered for the term of this agreement except by mutual agreement

of the parties.

(b) Observation and appraisal reports for all instructional

personnel will be on the Alachua County forms.

may have duties which are not appropriately appraised using the

general observation and appraisal forms. Job specific appraisal

forms for such positions will be developed after consultation

with the teachers involved. Prior to implementation of the

appraisal forms, the Association shall have an opportunity to

review the forms and to recommend changes. Timeframes for

appraisal shall not be changed for job specific appraisals.

(d) Self-appraisal is voluntary. A teacher may include a

self-appraisal form as part of their personnel file.

Section 4. Timelines

Administrators will schedule in writing (via email or the

online employee evaluation tool) all formal teacher observations at

a mutually agreed upon date and time. An initial planning

conference will be held with each teacher at least ten (10) days

prior to the scheduled initial observation visit each year. The

teacher or the principal may request this conference be person-to-

person. The conference will be to review appraisal criteria and

the expectations of both the administrator and the teacher. The

post observation conferences will be person-to-person and occur

with ten (10) days of the observation. The evaluator will make

available the results of formal observations and administrator

evaluations to teachers at least 24 hours prior to a conference to

discuss said results. If changes are made to the administrator

portion of the evaluation, the revised form will be made available

to the teacher prior to finalization. Final evaluations must occur

prior to the last day of school for students.

Appraisal schedules for teachers will be determined by these

criteria:

Teachers in the Beginning Teacher Program will be observed and

appraised as set forth in the Board approved Beginning Teacher

Program.

Teachers who are newly hired or on annual contract with three

(3) years or less experience will be observed at least once each

semester for a total of not less than 50 minutes. The first

observation visit will occur prior to November 1. A second

observation visit will occur not later than March 15.

Newly hired teachers will be evaluated twice a year. Mid

Year evaluation will be conducted prior to the end of the first

semester and will include a person-to-person conference. The

final evaluation will be conducted prior to the last day of

school for students.

Newly hired Teachers will be observed and evaluated by the

Principal.

Annual contract teachers with four (4) or more years of

experience, Professional and Continuing contract teachers who

received an overall EFFECTIVE or HIGHLY EFFECTIVE on the previous

year’s evaluation, will have a minimum of two (2) observation

visits during the current school year. The first observation visit

must occur prior to the end of the first semester. The second

observation visit must occur prior to May 1.

Final evaluation must occur prior to the last day of school

for students.

Teachers who received an overall NEEDS IMPROVEMENT or

UNSATISFACTORY on the previous year’s principal’s portion of the

evaluation will have an initial appraisal conference with the

principal within the first ten (10) days of the new school year

to discuss general performance expectations and will

collaboratively develop a written improvement plan. Teachers

will have a minimum of three (3) formal observation visits with

additional observation visits scheduled as needed. The

observation visits will include pre and post observation visit

conferences within ten (10) days of the observation. The first

observation visit will occur prior to October 15. The second

observation visit will occur prior to December 5. The third

observation visit will occur prior to March 31.

Teachers who received an overall NEEDS IMPROVEMENT or

UNSATISFACTORY on the previous year’s principal’s evaluation will

be evaluated three (3) times a year. Mid Year evaluation will be

conducted prior to the end of the first semester and a person-to-

person conference will be held to review it. The final evaluation

will be conducted prior to the last day of school for students.

Teachers whose first semester observation may lead to a final

evaluation of less than EFFECTIVE will have an appraisal

conference with the principal within ten (10) working days to

discuss the evidence collected in the formal observation and the

plans for necessary improvement. A written action plan will be

collaboratively developed.

Teachers who are working under a written improvement plan may

request the additional support of instructional coaches or

curriculum teacher specialists.

Additional conferences will be held as necessary to provide

evidence and feedback related to the teacher's performance.

It is strongly recommended that the appropriate

administrator complete an observation at any time an area of

weakness is recognized or believed to exist.

Section 5. Observation

Observation of teachers for purposes of appraisal may be both

formal and informal but no appraiser will attempt to conceal an

observation from the teacher, whether formal or informal. All

observational classroom data is transparent and available to

teachers at any time. Administrative observational concerns will

be shared with the teacher either electronically or in hard copy.

The school intercom system will not be utilized for teacher

appraisal purposes.

Section 6. Beginning Teacher Program

A teacher new to the profession will be appraised in accordance

with the mutually agreed upon Beginning Teacher Program requirements.

Section 7. Disagreement

(a) Disputes that arise at the beginning of the appraisal

process and cannot be settled collaboratively between the teacher and

Administrator will be referred to the Superintendent or designee.

The decision of the Superintendent or designee will be binding.

(b) The teacher and the appraiser will meet to discuss the

appraiser’s appraisal of the teacher according to the timelines

in Article XIII, Section 4. In the event a teacher disagrees

with the appraisal, they may schedule an additional conference

with the appraiser within ten days to further discuss the

appraisal. The appraiser and the teacher will sign the appraisal

form before it is placed in the teacher's permanent personnel

file in the Personnel Office. Such signature by the teacher will

indicate only that the teacher has read the appraisal and does

not necessarily indicate agreement with its contents. A copy of

the completed appraisal will be provided to the teacher at or

before the time they are to sign the form. Teachers will not be

requested to sign incomplete appraisal forms, provided they call

the incomplete portion to the attention of the administrator

during the appraisal conference.

additional material and/or refute in writing any items within 30

calendar days of receiving the appraisal. If a teacher provides

evidence that refutes any item in the Instructional Framework,

the evaluator may make necessary corrections to the appraisal.

Any additional material or refutation will be attached to the

appraisal retained by the principal and to the copy placed in the

teacher's permanent personnel file.

(d) If the appraiser and teacher are in major disagreement

over an appraisal report, the teacher may request that an

additional observation and appraisal be done. The teacher may

select the additional observer, who will be a supervisor or other

administrator. With the requested observer's consent, such

requests will be honored.

(e) If a teacher disagrees with the reliability of the student

test data component of the Alachua County Teacher Appraisal final

evaluation, that teacher may request a meeting with a district

representative to explain how the test data was used in

calculating the final student performance component. Any errors

that are discovered will be corrected and reflected on the final

evaluation within 90 days of district receipt of student test

data results.

Section 8. Deficiencies, Inservice

If deficiencies have been noted to a teacher, a principal may

recommend that the teacher participate in a specific inservice

component and may require that attendance within the workday.

Should it become impossible to schedule the required inservice

during the normal workday, the teacher will be provided the

opportunity to attend the specific inservice training after the

normal workday, however the teacher shall receive a stipend equal

to their hourly rate of pay for every hour of required attendance

beyond the normal workday.

Principals may also require group teacher participation during

the workday in inservice components to meet the needs of the

school or district, such as for implementation of a new program

or for curriculum or school improvements. Should such group

inservice be required, the principal will discuss the needs with

the staff and will give advance notice of such inservice.

Teacher Center inservice programs are available to teachers

without cost.

Section 9. ATAP

The parties agree to continue the Alachua Teacher Assistance

Program (ATAP) as a jointly sponsored program for peer assistance.

The ATAP Program is included as Appendix C of this agreement.

Section 10. Resignation/Leave

If a teacher resigns or takes a leave of absence, the

principal will normally hold a formal appraisal conference at

least one week prior to the effective date of the leave or

resignation.

Section 11. Appraiser-Teacher Changes

If teacher or administrative changes occur during the school

year which result in appraiser-teacher changes, teachers involved

will be notified as soon as possible. If requested, teachers

will be granted a change in their appraiser at the end of each

school year.

Section 12. Principal Intern

A principal intern may be required, as part of their training,

to observe and appraise teachers. Teacher participation will be

voluntary. Should the appraised teacher disagree with the

appraisal, the teacher may request that the intern's appraisal

not be placed in their personnel file or that an appraisal by the

principal be made and attached to the original appraisal made by

the intern. Such requests will be honored. All participants

will work together to make this a positive learning experience

for the intern.

Section 13. Appraisal Committee

(a) The Association and the Superintendent agree to form a

Teacher Appraisal Committee. The committee shall be composed of

five teachers, appointed by the Association, and five

administrators, appointed by the Superintendent. The committee

shall elect two of its members to serve as co-chairpersons and

one committee member will serve as recording secretary. The

minutes will be disseminated and approved at each meeting. The

district Appraisal Committee will meet a minimum of three times

per year. Additional Meetings may be scheduled upon mutual

agreement by the co-chairs. Both parties may include additional

members to attend Appraisal Committee meetings, but only the

appointed members may vote.

(b) The committee will be charged with an annual review of

the current collective bargaining agreement language with respect

to teacher appraisal, current observation and appraisal forms and

will make any recommendations as needed.

Section 14.

Teacher Appraisal shall be conducted in accordance with

Florida Statute § 1012.34 and other applicable laws and state

regulations.

ARTICLE XIV. TEACHER-INSTRUCTIONAL AIDE RELATION

Section 1.

Instructional aides may be employed to assist teachers.

Section 2.

Teachers who are assigned an instructional aide may be

involved in the interviewing of an applicant for the position,

and may be expected to assist in orienting the aide and in

training them in performance of instructional-related activities.

Teachers who become aware of instructional-related deficiencies

in assigned aides will report such deficiencies to the principal.

A principal will investigate and take such action as is deemed

necessary to correct the situation. The principal will report to

the referring teacher any action taken.

Section 3.

Aides may be used to temporarily supervise students in the

absence of a teacher if the principal or their designee approves

their use.

Section 4.

Teacher aides will be under the direct supervision of a

certified teacher and will not be responsible for permanent

teaching responsibilities.

ARTICLE XV. PROFESSIONAL DEVELOPMENT (CREATE) COUNCIL

Section 1. Membership

The Association will provide the Board with a list of teachers

and career service personnel qualified to serve on the

Professional Development (CREATE) Council, from which the Board

will appoint teacher and career service council members. The

initial list will be given to the Board by the Association no

later than July 20 of each year so appointments can be made by

the Board on or before September 1. If vacancies occur, the

Association will submit names(s) to fill the vacancy(ies).

Section 2. Terms of Office

The term of office of each Council member will be not more

than three years.

Section 3. Responsibilities

The Professional Development (CREATE) Council will plan and

make recommendations to the Board regarding inservice programs of

the district, based on the expressed needs of teachers and career

service personnel. The recommendations will also include

consideration of available funding.

ARTICLE XVI. TEACHER AUTHORITY AND STUDENT DISCIPLINE

Section 1. Policies and Procedures

(a) Board-adopted policies concerning student discipline will

be available through the district web-site. Notification of

proposed additions, deletions, and other changes to the policies

will be available through the district’s web site beginning with

the scheduled first reading and will be sent to the Association

electronically.

(b) Board-adopted policies and procedures that are outlined

in the district Student Code of Conduct will be enforced

district-wide. Local application of these policies and

procedures will be developed by the principal and the Building

Level Discipline Committee, but the principal will retain final

responsibility in matters of student discipline, subject to Board

direction. The Building Level Discipline Committee membership

will be composed of the principal or designee and teachers

selected annually by the members of the departments, grade

levels, or teams they represent.

at each school will develop a written program of student

discipline. The implementation of the written program is the

responsibility of the principal.

(d) A committee of five teachers, appointed by the Association,

will annually review the Code of Student Conduct and make

recommendations for changes to the Superintendent or their designee.

The recommendations, if any, shall be made by February 1 of each

school year.

Section 2. Grossly Disruptive Student

(a) Appropriate action will be taken to remove or to make

special provisions for a grossly disruptive student. Grossly

disruptive behavior will include: assault on staff or students,

threat(s) of violence, willful disregard of a teacher's directions,

malicious vandalism, possession of weapons of any type, continuing

use of profane language or obscene gestures, and instigation of

violence or mass disobedience to legitimate directions.

(b) When a teacher sends a grossly disruptive student to the

office, the principal or their representative will provide

written feedback to the teacher with regard to the present action

concerning the student's behavior. The teacher may request a

conference with the principal or their representative and the

student's parent(s)/guardian(s) prior to the student being

returned to their classroom. A grossly disruptive student will

not normally be returned to the classroom where they exhibited

the grossly disruptive behavior until the teacher has received

the feedback.

1. Who has been documented by the teacher to repeatedly

interfere with the teacher’s ability to effectively communicate

with the students in the class or with the ability of the

student’s classmates to learn.

2. Or whose behavior the teacher determines is so

unruly, disruptive, or abusive that it seriously interferes with

the teacher’s ability to effectively communicate with other

students in the class or with the ability of the student’s

classmates to learn.

The principal may not return a student who has been removed by

a teacher from the teacher’s class without the teacher’s consent,

unless the Placement Review Committee established herein

determines that such placement is the best or only available

alternative. The teacher and Placement Review Committee must

render decisions within five (5) days of the removal of the

student from the classroom.

(d) Each school shall establish a Placement Review

Committee(s) to determine if a student is to be returned to a

teacher’s class after that student has been removed by the

teacher and the teacher has withheld consent for that student to

be returned to the teacher’s class.

Committee membership shall include the following:

One at large teacher and an alternate composed of and

chosen by ACEA members, one member of the school staff selected

by the principal and one teacher selected by the teacher who has

removed the student. The alternate teacher will serve if the at

large teacher is unavailable.

A teacher, who removed a student from their class and who has

withheld consent for the return of that student to their class,

shall not serve on the committee when the committee makes its

decision regarding the return of the student.

If the Placement Review Committee’s decision is contrary to

the decision of the teacher to withhold consent to the return of

the removed student to the teacher’s class, the teacher may

appeal the committee’s decision to the Superintendent or

designee.

The Placement Review Committee(s) will be selected during pre-

school planning. Each school’s faculty shall also determine the

following during pre-school planning:

1. The number of Placement Review Committees needed at

each school.

2. The terms of office of the members of the Placement

Review Committee(s).

3. The method the instructional staff will use in the

selection of the Placement Review committee(s) members.

4. The appropriate form a teacher is to use to document

the behavior which resulted in the teacher having the student

removed from their classroom.

(e) Any teacher who permanently removes 25 percent of their

total class enrollment through the Placement Review Committee

shall be required to complete professional development to improve

classroom management skills. Any required training under this

provision shall be free of cost to the teacher and shall normally

occur during the normal workday. If the required training cannot

occur during the normal workday the teacher may attend the

specific training after the normal workday, however the teacher

will receive a stipend equal to thier hourly rate of pay for

every hour or fraction of an hour of required attendance beyond

the normal workday.

Section 3. Recommendation for Discipline

The principal or their designee shall consider the

recommendation for discipline made by a teacher, when the

recommended consequence is consistent with the Code of Student

Conduct. The principal or their designee shall respond by

employing the teacher’s recommended consequence or a more serious

disciplinary action if the student’s history of disruptive

behavior warrants it. If the principal or their designee

determines that a lesser disciplinary action is

appropriate, the principal or their designee should consult with

the teacher prior to taking disciplinary action.

Section 4. False Accusations Against a Teacher

A principal will make a recommendation for expulsion or

reassignment to a second chance school for any student found to

have intentionally made false accusations that jeopardize the

professional reputation, employment or professional certification

of a teacher or member of the school staff, according to the

school district Code of Student Conduct.

Section 5. Immediate Assistance

A teacher may request and will receive immediate assistance if

a student becomes uncontrollable or in case of emergency.

Section 6. Notification

(a) A teacher may send a student to the principal or the

principal’s designee if the student is involved in a disturbance.

The teacher will notify the office immediately when a student is

sent.

(b) When a teacher sends a student to the office for

discipline, the teacher will be notified, according to the

school's written program of student discipline, of the action

taken. Notification will normally occur within twenty-four

hours.

expected to supervise any student(s) who were sent to the office

for discipline.

(d) When disciplinary action is taken against a student, the

student's advisor will normally receive prompt notification of

such action.

Section 7. Personal Defense

The safety of staff and students is of paramount importance.

Therefore, when a teacher receives a personal threat of bodily

harm coupled with an apparent, present ability to cause the harm,

the teacher may take appropriate action in defense of their

person.

Section 8. Exclusion

(a) At the request of a teacher, the principal or their

representative may authorize the exclusion of a student from

school activities or field trips at which less strict student

supervision is expected. The request will not normally be

denied. However, if denied, the principal or their designee will

provide for additional supervision.

(b) When, in their professional judgment, it is necessary to

exclude a student from class for reasons of health and/or safety,

the teacher will make the recommendations to the principal. Such

recommendations will not be unreasonably denied. This section

will not be used to exclude disruptive students.

Section 9. Damage, Personal Property

When, as a result of a physical altercation in the performance

of thier normal duties, damage is incurred to a teacher's

personal property, such damage shall be reimbursed by the Board.

Notification of such damage shall be made in writing within 24

hours to the Principal.

ARTICLE XVII. MISCELLANEOUS

Student Intern

Student teaching assignments including the assignment of

students in the University of Florida Pro-teach or similar

programs will be made on a voluntary basis. A minimum of three

years of teaching experience will normally be required before a

teacher may supervise a student teacher/participant. Principals

will consider teacher requests for student teachers/participants

prior to the placement of student teachers/participants. A

teacher will not be assigned a student teacher/participant

without their prior knowledge and consent. Teachers accepting

interns must have completed state required clinical educator

training prior to being assigned an intern.

ARTICLE XVIII. COMPENSATION

Section 1. Insurance, Health/Life

(a) The parties agree that for the life of this contract

employee health and life insurance coverage will be as mutually

agreed by the parties, and that the Board will continue to pay

the employee portion of the premium for each eligible teacher.

Any future increase in the cost of insurance will be paid by the

Board from funds that might otherwise be available for salaries

and other benefits and will be considered a part of the overall

compensation package.

(b) Consistent with state law, teachers who retire from the

system and their eligible dependents can maintain the group

health and life insurance at the individual’s expense. Teachers

on approved leave will also be afforded this opportunity.

Section 2. Cafeteria Plan

The Board agrees to offer a benefits plan commonly referred to

as a "cafeteria plan." The amount of the Board contribution, if

any, shall be subject to negotiation.

Section 3. Insurance Committee

There will be an insurance committee to evaluate available

coverage and make recommendations to the Board, including any bid

specifications which may be needed. Upon request of the Board,

the committee may also serve in a liaison capacity with the

insurance carrier(s) and the Insurance Risk Management Department

on matters of concern to teachers and other staff. The committee

will be appointed annually and composed of three teachers; one

Education Support Professional; and either one currently employed

bargaining unit member or one ACEA member who has retired from

the district and maintained the district’s insurance into

retirement selected by the Association; and the Board’s Risk

Manager; three administrators; and one Professional/Technical

employee selected for appointment by the Superintendent. Anyone

filling an unexpired term will be appointed for the duration of

the term.

In view of the rapid changes taking place in the insurance

markets today, the insurance committee, in addition to the duties and

responsibilities described above, will on an annual basis, before

health provider contract renewal, review the coverages in place and

discuss the adequacy of same. Should changes that would be

advantageous to the group become available during the course of the

year, the committee will endeavor to incorporate these changes into

the plan. In addition, the committee will develop a long-term plan

that will consider issues of cost, availability and feasibility, as

well as innovative and creative ideas. Any recommended changes to

the plans will be accompanied by a cost analysis report that will

look at long-term consequences of making such a change. Thereafter,

a recommendation shall be forwarded to the Board.

The administration will be responsible for the initial

investigating of claims problems experienced by employees.

Should the problem not be resolved to the employee's

satisfaction, the employee may request the assistance of the

committee in resolving the claim.

Section 4. Hourly Rates, EY/Adult Ed

Instructional personnel who participate in the additional hour

of reading instruction will receive their current hourly rate of

pay for time worked and an additional one (1) hour pay weekly to

compensate for additional plan time.

Section 5. Mileage

A teacher will be paid mileage for use of a personal vehicle

when assigned school or school-related activities as follows:

(a) District-wide program reviews;

(b) School duties assigned by the principal other than those

for which a teacher is supplemented and other than those

specified in accordance with Article VI, Section 2;

(d) Additional mileage from base school when a teacher is

assigned to more than one school per day.

Section 6. Parking Fees

The Board agrees to reimburse teachers who are, as part of

their teaching assignment, required to pay parking fees such as

at Shands Teaching Hospital. When teachers are assigned to a

work location without free parking within a reasonable distance,

such as Shands Teaching Hospital, the Board will reimburse the

teacher for the actual cost of parking or for an appropriate

parking decal. Teachers will discuss the cost of the decal with

their immediate supervisor prior to purchasing the decal.

Section 7. Terminal Pay

For purposes of terminal pay for accrued sick leave and

accrued vacation pay paid at retirement, or upon death of the

employee, the daily rate of pay will be computed by dividing the

total salary, excluding supplements, by the number of days the

teacher must be on the job to earn the annual salary for the

year.

(a) Terminal pay for accumulated sick leave will be granted

to a teacher at normal retirement or to their beneficiary if

service is terminated by death. Such terminal pay will be

determined as described below:

1. During the first three years of service in Florida,

the daily rate of pay multiplied by 35% times the number of days

of accumulated sick leave;

2. During the next three years of service in Florida,

the daily rate of pay multiplied by 40% times the number of days

of accumulated sick leave;

3. During the next three years of service in Florida,

the daily rate of pay multiplied by 45% times the number of days

of accumulated sick leave;

4. During and after the tenth year of service in

Florida, the daily rate of pay multiplied by 50% times the number

of days of accumulated sick leave.

5. During and after the thirteenth (13th) year of

service in Florida, the daily rate of pay will be multiplied by

the total number of days of accumulated sick leave.

(b) For purposes of terminal pay for accrued sick leave and

accrued vacation pay paid at retirement, or upon death of the

teacher, the daily rate of pay until June 30, 1994, will be

computed by dividing the total salary, including degree

supplements, by the number of days the teacher must be on the job

to earn the annual salary for the year.

1996, shall be calculated by dividing the employee’s annual

salary by 196 days or 252 days depending upon whether the

employee’s contract is for ten (10) or twelve (12) months. Use

of accrued leave shall be on a “last-in, first-out” basis.

(d) For employees hired on or after July 1, 1995, terminal

pay for accrued vacation leave may not exceed a maximum of 60

days of actual payment.

Section 8. Advanced Degree

All adjustments to salary as a result of the receipt of an

advanced degree will be made within one month after satisfactory

verification of the degree. Teachers hired after July 1, 2011

will be paid a supplement for an advanced degree only if the

advanced degree is in their area of certification. Payment may

be retroactive during the current year to date the degree was

awarded. All advanced degree documentation must be received in

the Personnel Office by June 30. Teachers applying for

adjustments will be responsible for providing appropriate

documentation to the Board.

Section 9. Normal Contract Year

The normal teacher contract year will be for 196 days which will

include 180 student contact days. Six of the 196 days will be paid

holidays. The paid holidays will be Labor Day, Thanksgiving Day,

Christmas Day, Martin Luther King's Birthday, Veterans’ Day, and

Memorial Day. Should a paid holiday fall on a weekend, those that

fall on Saturday will be celebrated on the preceding Friday, those

that fall on Sunday will be celebrated on the following Monday.

A teacher must be regularly employed at the close of the

payroll period during which these holidays would fall to be

eligible to receive these paid holidays.

This section will not be interpreted as foreclosing stipends

for participation in workshops which fall on days designated as

holidays.

Section 10. Early Retirement

The parties agree to continue the existing early retirement

plan based on a minimum age of 55 years and 25 years of

experience in the Florida Retirement System. Beginning July 1,

2009, through June 30, 2013, to be eligible for early retirement,

the fifteen years immediately preceding retirement must be as an

employee of the School Board of Alachua County. Board approved

leave may be included as part of the fifteen year requirement.

Beginning with the 1989-90 school year, teachers on Plan E of the

Teacher Retirement System will become eligible for early

retirement under this section.

(a) Beginning July 1, 2013, the early retirement plan will be

closed to new enrollees.

(b) A teacher who retires under the early retirement

provision of the contract will be required to sign an

agreement that they will not be re-employed by the School

Board of Alachua County for three (3) years from the date

of retirement.

Section 11. Pay Options

(a) Teachers will have the option of receiving salary and

supplement payments in 20 or 24 equal installments.

(b) Beginning January 1, 2011, all teachers must utilize

direct deposit of regular payroll checks.

Section 12. Payroll Deductions

(a) Upon written authorization from a teacher, the Board will

provide up to three payroll deduction positions on teacher

payroll checks for economic services programs sponsored by the

Association. One of these is for ACEA dues. The Association

will hold the Board harmless in any matter dealing with such

deductions and will, upon request, provide to the Board

information concerning the economic services programs.

(b) Teachers will be provided the opportunity for concurrent

participation in more than one tax deferred annuity program.

Section 13. Supplements

(a) The parties agree that teachers receiving supplements for

additional duties shall be paid according to the schedule

attached as Appendix A of this contract.

(b) Supplements are paid in recognition of accepted duties

beyond the normal teacher day. There will be no discrimination

brought against any teacher based upon a teacher’s refusal to

accept a supplemental position.

copy of the form recommending supplement(s) which will include

the amount(s) to be paid and an outline of responsibilities. The

Principal will provide the teacher a copy of the supplement

recommendation and an outline of job responsibilities as soon as

practical. Should a teacher resign or otherwise be unable to

complete the duties for which they received a supplement(s), the

salary supplement(s) will be prorated on an equitable basis. If

disagreement arises over the proration which cannot be resolved

and the teacher requests a review, a tripartite review panel

consisting of one person each chosen by the parties and a third

person receiving similar supplement(s) chosen by the

representatives of the parties, will review the matter and

determine an equitable resolution for proration which will be

binding on the parties.

(d) Supplements for extra duty will be paid in equal

installments over the time the supplemented activity occurs or in

a lump sum at the conclusion of the activity, at the request of

the teacher.

(e) Qualified applicants from a given school faculty will

receive first consideration for supplemented positions available

at the school. Qualified district employees who volunteer will

be considered prior to accepting individuals from outside the

school system.

Section 14. Year of Experience, Halftime Teacher

Commencing with the 1990-91 school year, teachers who are

appointed for two consecutive years at .50 will have earned one

year of experience for salary purposes.

Section 15. Personal Leave Buy Back

Any teacher who

(a) uses no more than seven (7) days combined sick

leave/personal leave in a year, of which no more than three (3)

days may be personal leave, in one school year may elect to be

compensated for up to two (2) personal leave days at 80% of the

teacher's daily rate of pay; or

(b) uses no more than five (5) days combined sick

leave/personal leave in a year, of which no more than two (2)

days may be personal leave, in one school year may elect to be

compensated for up to four (4) personal leave days at 80% of the

teacher's daily rate of pay.

Such compensated for days will be deducted from the teacher's

sick leave accrual. The Board will buy a maximum of four (4)

days each year. To qualify, the teacher must submit such a

request in writing no later than May 1. Contribution to the Sick

Leave Bank will not be included for purposes of this section.

This section applies only to regular work year, excluding

extended school year.

Section 16. Overpayment/Underpayment

(a) It is the intent of the Board that all teachers' payroll

check stubs accurately reflect the correct information. Should a

teacher receive an overpayment or underpayment, the Board will

notify the teacher immediately, in writing, of such overpayment

or underpayment; should a teacher discover an overpayment or

underpayment, the teacher will notify the Board, in writing. The

Board shall respond to such notice within five workdays.

(b) In all instances of overpayment, the Board will work with

the teacher to develop a reasonable schedule of repayment.

Reimbursement to the Board will be made within twelve months of

overpayment notification. Underpayments will be reimbursed to

the teacher no later than the next regular paycheck.

incurred as a result of the Board’s underpayment error of

contract salary. Reimbursement to the teacher will be made no

later than the next regular payroll following the Board’s receipt

of documentation of such fees.

Section 17. Sick Leave Estimate

Teachers will receive an estimate of accumulated sick leave

each month. The estimate will appear on or accompany a teacher's

salary check.

Section 18. Employment Beyond Regular School Year

Teachers may, at the discretion of the appropriate supervisor,

be offered employment opportunities beyond the regular school

year, not addressed elsewhere in this contract.

Section 19. Extra Period

When a principal determines that an additional teaching

period(s) is needed in a specific course offering or the duties

of another regular position are needed during an additional

period, the principal will post the position and request

volunteers. Should no in-field teacher volunteer, the principal

may appoint an out-of-field qualified volunteer. Among the

factors to be considered in the selection of teachers for such an

assignment shall be the following:

(a) areas of certification;

(b) prior teaching assignments;

(d) teacher's most recent evaluation;

(e) prior additional teaching period assignments.

A full-time teacher who is selected to teach an additional

period(s) or who is assigned the duties of another regular

position during an additional period will receive their regular

salary plus a supplement of one divided by the number of periods

normally taught by full-time teachers at that school. The

percentage derived will be multiplied times their daily rate of

pay for the additional period. No teacher will be assigned more

than one extra period under this paragraph.

Section 20. Camp Crystal

A teacher who takes students on a school-sponsored trip to

Camp Crystal which requires the teacher to be away from home

overnight will receive their meals at Camp Crystal at no cost to

them. Participation in a school-sponsored trip to Camp Crystal,

which requires the teacher to be away from home overnight, is

voluntary. A teacher who is responsible for primary care of

another individual after normal work hours will be able to leave

Camp Crystal at the end of their normal workday. Neither

teaching assignments nor appraisals will be adversely affected by

a teacher's non-participation in overnight trips to Camp Crystal.

Section 21. Principal Intern

A teacher in the principal internship program will be paid on

the teacher salary schedule. A teacher's salary will not be less

than his current salary including supplements.

Section 22. Fingerprinting Costs

Any fingerprinting and/or criminal background check of any

currently employed teacher required as the result of changes in

Florida or Federal Statutes shall be provided free of cost to the

teacher by the School Board.

ARTICLE XIX. SCHOOL IMPROVEMENT

Section 1. Membership

Teacher members on the School Advisory Councils will be chosen

by the teachers in an election conducted by the Association's

Faculty Representatives. Should a teacher member vacancy occur

at any time, the principal will notify the Association’s Faculty

Representative prior to the next scheduled School Advisory

Council meeting so that an additional election can take place.

ESP members on the School Advisory Councils will be chosen by the

ESPs in an election conducted by the Association's Worksite

Representatives. The election and nominations may occur during

an announced meeting of all eligible staff members at each school

or in separate announced meetings of teachers and ESPs. The

parties recognize that this election process may vary if agreed

upon by the principal and Association Faculty Representatives.

Attendance at this meeting(s) shall be limited to staff members

eligible for membership in their respective bargaining units.

The principal or their designee will be involved in counting of

the ballots. Nothing contained herein shall prevent the

principal from reviewing SAC composition needs and procedures

with the staff prior to balloting.

Section 2. Input

a. A complete list of members, meeting dates, agendas and

minutes for the SAC will be posted and maintained on the school

website. Agendas will be posted at least three (3) days prior to

the scheduled meeting. Draft minutes for each meeting will be

posted no later than ten (10) days after the meeting occurred.

Changes to membership or meeting dates will be updated in a

timely manner and announced to all stakeholders.

b. Teachers and ESPs at a school site will be provided an

opportunity for input into the School Improvement Plan prior to

the plan being submitted to the Board. It is the responsibility

of their elected representatives on the Council to provide for

such input. School climate surveys provide valuable information

for the School Improvement Plan. In order to have maximum

participation and meaningful input for the school climate survey,

all teachers and ESPs will have anonymity in completing their

survey with respect to their responses.

Section 3. Copies

An opportunity to review the draft of the School Improvement

Plan shall be provided to staff prior to its submission to the

district for review. The staff will be provided access to copies of

the School Improvement Plan prior to its submission to the Board.

Section 4. Waivers

Any request for a waiver of provisions of the Collective

Bargaining Agreement between the Association and the Board shall

be submitted in writing to the Superintendent or their designee

and the President of the Association for disposition on or before

April 15. Such a request must be part of a School Improvement

Plan. The actual request must be presented in writing and also

approved by the faculty and the SAC prior to March 15 and must be

mutually agreed upon by the Association's Executive Board and the

School Board on or before May 1 for the waiver to be granted.

Failure to act by either party shall be considered an approval.

Approved waivers may be effective for one (1) year or for less

than one year.

Any request for a waiver of Department of Education Rules

which directly impact terms and conditions of employment must be

mutually agreed upon by the Association's Executive Board and the

School Board for the waiver request to be further pursued. If

the Association does not respond within ten (10) workdays, it may

be assumed to have accepted the request for a waiver of the above

Department of Education Rules.

Section 5. Training

The Board will offer the necessary training to assist each

School Advisory Council in preparing the School Improvement Plan.

Section 6. Release Time

The Board will provide release time for the employee members

of the School Advisory Councils to attend SAC meetings and

training sessions held during the normal workday. Employee

members of the School Advisory Councils shall not be required to

attend SAC meetings beyond their normal workday. With mutual

agreement between the Principal and the SAC employee member prior

to the scheduled SAC meeting, a teacher will be permitted to come

to school later and/or leave school earlier for attendance at SAC

meetings held beyond the normal workday so long as students are

not left unsupervised and the teacher’s professional obligations

are met. The time by which the day(s) is shortened will be no

longer than the length of time of the SAC meeting.

Section 7. Incentive Plan

Prior to the Board implementing an incentive plan a committee,

of five (5) teachers chosen by the Association, five (5)

administrators chosen by the Superintendent, and five (5) persons

chosen by the Board, will meet and develop recommendations for

the incentive plan. The Board and the Executive Board of the

Association must jointly approve any incentive plan which

directly impacts the terms and conditions of employment prior to

its implementation.

APPENDIX A

SUPPLEMENT SCHEDULE

2021-2022

Academic

2021-22

Amount

Hours

ATAP Consulting Teacher

$ 5,340

356

Art Teachers

534

Band Auxiliary Units Sponsor

803

Band (MS)

1,460

Band, Marching and Concert (HS)

4,096

273

Band Director, Assistant

3,027

202

Camp Crystal Overnight Trip (Teacher)

154

Camp Crystal More Than One Overnight Trip (Teacher)

302

Cheerleader Sponsor, Varsity

2,404

160

Cheerleader Sponsor, JV

1,545

103

Chorus Sponsor (30 students, 4 activities) (MS/HS)

1,423

Class Sponsor, Junior

803

Class Sponsor, Senior

803

Club Sponsor

712

Coordinator of Traffic Safety Center

2,671

178

Behavioral Resource Specialist/Dean Middle School, Full-Time

2,492

166

Behavioral Resource Specialist/Dean High School, Full-Time

3,117

208

Department Head or Title 1 Lead Teacher:

2-4 persons

803

5-9 persons

1,247

10+ persons

1,604

107

Department Chairperson, Assistant (10 or more teachers in a dept.

required)

803

Drama Sponsor (3 productions, include 1 major)

2,047

136

Elementary/Middle Flexible Activity Supplement

Enrollment of 0 - 300

380

Enrollment of 301 -500

507

Enrollment of 500+

632

Elementary Music (30 students, prorated based on 4 activities)

1,368

Forensics Sponsor (4 activities)

1,423

Future Educators of America Sponsor (MS/HS)

891

Health, Safety, and Wellness Trainer

1,280

Newspaper Sponsor

1,423

Peer/Mentor Teacher

1,247

Pre-collegiate Coordinator

891

Psychologist

2,671

178

Psychologist, Lead

5,340

356

Robotics, Lead Sponsor

712

Safety Patrol Sponsor

803

Science Fair Sponsor

712

Speech Language Pathologists (Grandfathered Bachelors)

1,000

Speech Language Pathologists (Certification)

1,500

100

Sports Ability Games Coordinator

445

Student Activities Director

2,048

137

Teacher Specialist/Seminar Leader

2,492

166

Career & Technical Student Organizations Sponsor

1,423

High School Land/Animal Lab

2,923

195

School Site Technology Support

2,205

147

Yearbook Sponsor (MS)

803

Yearbook Advisor (HS)

1,604

107

Non Instructional

2021-22

Amount

Hours

Collective Bargaining

$ 1,213

Chief Negotiator

2,919

195

Assistant to Chief Negotiator

1,751

117

Hearing Officer

1,460

Peer Principal

1,357

Supplements for extra duties are paid based on classification (exempt or non-exempt)

receive a supplement for additional duties in the same

manner as prior years. Non-exempt positions must be limited to the number of hours

available for extra duty and will be paid twice a year (December and June) or at the

conclusion of the activity. Non-exempt employee may NOT work more than the

allotted number of hours to perform the additional duties. Hours are determined by

dividing the total supplement by $15.00.

SUPPLEMENT SCHEDULE 2021-2022

ATHLETICS

2021-22

Amount

Hours

Athletic Business Manager

2,84

190

Athletic Director

3,649

243

Athletic Faculty Sponsor

891

Baseball, Head

2,492

166

Assistant Baseball

1,203

Baseball, JV

1,423

Baseball, 9th Grade

1,068

Basketball, Head

3,469

231

Basketball, Assistant

2,402

160

Basketball, JV

2,402

160

Basketball, 9

1,423

Basketball, 9th Grade Girls

1,423

Cross Country

1,511

101

Diving

1,203

Football, Head

Fall

3,560

237

Spring

891

Football, Offensive Coordinator

Fall

2,778

185

Spring

693

Football, Defensive Coordinator

Fall

2,778

185

Spring

693

Football, Assistant and 9th Grade

Fall

2,423

162

Spring

604

Football, Head JV

Fall

2,778

185

Spring

693

Golf

1,604

107

Intramurals

891

Lacrosse, Head

2,047

136

Lacrosse, Assistant

1,247

Lacrosse, JV

1,247

Soccer

2,048

137

Soccer, Assistant Varsity (HS)

1,247

Soccer, JV

1,247

Softball

2,492

166

Assistant Softball

1,203

Softball, JV

1,423

Softball, 9th Grade Girls

1,068

Swimming

1,870

125

Assistant Swimming

1,203

Tennis, Head

1,870

125

Tennis, JV

1,068

Track, Head

2,492

166

Track, Assistant or JV

1,423

Volleyball, Head

2,048

137

Assistant Volleyball

1,203

Volleyball, JV

1,247

Volleyball, 9th Grade Girls

1,068

Weightlifting, Head

2,048

137

Weightlifting, Assistant

1,247

Wrestling, Head

2,048

137

Wrestling, Assistant

1,247

Wrestling, JV

1,247

Middle School Sports

1,182

Special Olympics Coordinator

1,247

Special Olympics (Lanier)

803

Ten percent (10%) of the current supplement will be awarded to each teacher/coach for advancement to and

participation in each level of competition above the district level. Football is the only sport for which coaches receive

an extra 10% compensation for district playoffs. This additional supplement applies only to those teachers/coaches

who have been properly appointed to coach the team which is participating in the playoffs.

APPENDIX B

3124. ALCOHOL AND DRUG-FREE WORKPLACE

It is the intent of the Board to provide a drug-free workplace. The unlawful manufacture,

distribution, dispensing, possession, or use of a controlled substance or alcoholic beverage is

prohibited in the workplace. Violations of this policy may result in disciplinary action, up to and

including termination.

Pursuant to the Drug-Free Workplace Act of 1988 and Board Policy 3139.02, Violation of Local,

State, or Federal Laws, employees shall abide by the terms of this policy and shall notify the

Superintendent or his/her designee of any arrest or conviction under a criminal drug statute not

later than forty-eight (48) hours after such arrest or conviction.

Employees are prohibited from engaging in the unlawful manufacture, distribution, dispensing,

possession, or use of a controlled substance and/or alcohol in the workplace. Violation of this

prohibition shall result in appropriate disciplinary action up to and including termination and

referral for prosecution. In job sensitive areas, such as transportation, illegal drug use or

excessive alcohol use leading to criminal action may be the basis for discipline.

"Workplace" is defined as the site for the performance of work done in connection with

employment. This includes any place where work for the Board is performed, including a school

building or other school premises, any vehicle owned by the Board or a vehicle used to transport

students to and from school or school activities, off school property during a school-sponsored

activity, event, or function, such as a field trip or athletic event, where students are under the

jurisdiction of the Board.

A copy of the Board's drug-free workplace policy will be provided to employees upon initial

employment. Each employee will sign a statement to indicate receipt and understanding of the

drug-free workplace policy and that statement will be retained in the employee's personnel file.

The drug-free workplace policy may be posted at each worksite.

Pre-employment drug abuse screening examinations shall be required to prevent hiring

individuals who use drugs or individuals whose use of drugs indicates a potential for impaired or

unsafe job performance or for high risk positions such as bus drivers.

Employees in job classifications which require an annual physical will be required to submit to a

drug screening as part of the annual physical.

As a condition of continued employment, current employees shall submit to drug screening

when reasonable suspicion exists to believe that an employee is using a substance that is

impairing the employee and/or his/her job performance. Reasonable suspicion is:

A. aberrant or unusual behavior observed by the employee's worksite supervisor;

B. observed alcohol/drug use during working hours;

C. observation of physical symptoms commonly associated with substance abuse

such as:

1. impairment of motor functions;

2. slurred speech;

3. incoherent or irrational mental state;

4. drowsiness;

5. smell of alcohol or marijuana;

6. extreme weight loss;

7. red eyes;

8. running nose or sniffing;

9. frequent or extreme mood changes;

10. lack of physical coordination;

11. frequent absences or lateness;

12. unexplained absence from assigned work;

13. deterioration in dress and/or grooming;

14. deterioration in work performance;

15. other marked, unexplained changes in personal behavior.

When a reasonable suspicion exists, the Superintendent's designee shall be contacted. The

employee will be provided an opportunity to explain his/her condition. The employee will be

provided with information regarding available drug counseling, rehabilitation, assistance

program, and leave options. One rehabilitation contract including drug testing may be agreed

upon. Failure to participate in a treatment program following a positive drug screening will result

in disciplinary action, up to and including termination. Due process will be followed.

All testing shall be conducted by a laboratory certified by the State of Florida as a medical and

urine drug testing forensic laboratory which complies with the Scientific and Technical Guidelines

for Federal Drug Testing Programs and the Standards for Certification of Laboratories engaged in

drug abuse and mental health administration of the U.S. Department of Health and Human

Services.

The procedures established by the laboratory shall be followed in administering drug tests to

employees.

Refusal to submit to drug testing when reasonable suspicion exists may result in disciplinary

action up to and including termination.

Employees who seek voluntary assistance for substance abuse may not be disciplined for seeking

assistance. Employees shall be subject to all employer rules, regulations, and job performance

standards with the understanding that an employee enrolled in a rehabilitation program is

receiving treatment for an illness.

Employees who return to work after completion of a rehabilitation program shall be subject to

follow-up drug testing with no advance notice. Any employee who refuses the drug test or

subsequently tests positive may be disciplined up to and including termination.

Random testing of employees shall not be conducted.

All drug testing, with the exception of employee requested tests, shall be at the expense of the

Board.

Drug testing results will be treated in a confidential manner. Written notification of Board

employees who are in grant-funded positions and who are convicted of drug violations, will be

made to Director, Grant and Contracts Service, U.S. Department of Education, 400 Maryland

Avenue, SW (Room 3124, GSA Regional Office Building No. 3), Washington, D.C. 20202-4605.

F.S. 440.101, 440.102

34 C.F.R. Parts 85, 86, 104

Drug-Free Schools and Communities Act of 1986

20 U.S.C. 3171 et seq.

Vocational Rehabilitation Act of 1973

29 U.S.C. 705(20), 794, 794a

34 C.F.R. 34-86.201

20 U.S.C. 86-201

20 U.S.C. 701-706 Rehabilitative Act 1973

20 U.S.C. Omnibus Transportation Testing Act of 1991

20 U.S.C. 3224A

41 U.S.C. 701 et seq., Drug-Free Workplace Act of 1988

Adopted 7/17/07

Revised 5/3/11

APPENDIX C

ALACHUA COUNTY TEACHER ASSISTANCE PROGRAM

Revised April 2005

Purpose and Overview:

It is the intent of the Alachua County Teacher Assistance Program to involve teachers in the

responsibility of maintaining teaching standards at the highest level. Teachers will share the responsibility

for identifying teachers in need of assistance, providing expertise and peer support in the role of

Consulting Teacher, offering professional judgment with regard to the identified teacher’s performance,

and recommending further action to be taken. Teacher participation in the Alachua County Teacher

Assistance Program is voluntary.

The Teacher Assistance Program is composed of a variety of steps and procedures. A periodic

review of the entire process is recommended to ensure its effectiveness and efficiency.

Administrators within the district are to be oriented to the assistance program and its operation

prior to the beginning of each school year. This will be part of the Administrator Appraisal training and

will be included in the appraisal notebook.

Simultaneous to the orientation of administrators, the ACEA will assume the responsibility of

orienting representatives from each school in the procedures of the assistance program during the first

two weeks of school.

District Coordinating Council Membership

• Assigned by Superintendent

❑ Assistant Superintendent for Human Resources

❑ Three (3) principals – one from each level

❑ One additional district representative

• Assigned by ACEA

❑ One official of ACEA

❑ Three (3) teachers – one from each level

❑ One teacher representative from special areas

❑ One at large ACEA representative

• Members will be appointed for a two (2) year term

❑ Additional terms are optional

❑ Members unable to attend meetings on a regular basis will be replaced.

School Site Membership

• ACEA representative will conduct the election at the school site.

• Faculty will elect one to three (1-3) spokespersons at the beginning of the school year to consult

with the principal about possible candidates for assistance.

❑ Must be a member of ACEA

❑ Will serve for a term of two (2) years

Responsibility of the District Coordinating Council:

• Hold annual orientation meeting during the month of September

• Hold meetings as needed

• Review and approve job description for the Consulting Teacher as identified by the Human

Resource Department

• Conduct an orientation meeting for interested applicants for the role of Consulting Teacher

• Screen and approve candidates as members of the pool of Consulting Teachers

❑ Implement formal application process

❑ Check references

• Provide training for approved Consulting Teachers which will include but is not limited to:

❑ Overview of ATAP

❑ Role of Consulting Teacher

❑ Record-keeping requirements

❑ Interpersonal conferencing skills

❑ Identification of available resources

❑ Observation technique training

❑ Procedures for writing a Professional Development Plan

• Review assistance referrals made jointly to the Coordinating Council by the school principal and a

faculty spokesperson (s).

• Develop an ATAP information packet including a list of approved Consulting Teachers.

• Appoint a Consulting Teacher in collaboration with the ATAP candidate.

• Facilitate a meeting between the Consulting Teacher, ATAP teacher, and the school principal.

Process for Identification of Assistance

• Teacher candidate for ATAP may make self-referral.

• Principal notifies faculty spokesperson (s) about the need to place a teacher in ATAP.

• Principal and faculty spokesperson (s) agree that a candidate needs assistance. If a unanimous

decision cannot be reached, the decision will be made by the Assistant Superintendent of Human

Resources, within ten (10) working days or less.

Process for Initiating the Assistance Program

• Principal and faculty spokesperson (s) agree to inform the teacher of the impending

recommendation. The teacher will decide whether to have the faculty spokesperson (s) in the

conference.

• Principal and faculty spokesperson (s) will notify the Coordinating Council of their decision.

• Recommendation for assistance must be approved by the Assistant Superintendent for Human

Resources.

• ATAP Teacher candidate will have an opportunity to meet with the facilitator of the Coordinating

Council and if requested may meet with the Coordinating Council to discuss procedures of the

program and be provided with a written overview.

• Within five (5) working days of this meeting the teacher will notify the Coordinating Council of

his/her decision to participate, unless the Coordinating Council agrees to extend the time.

• Coordinating Council will review the recommendation for assistance.

• Coordinating Council will determine if assistance is needed.

• Coordinating Council will notify the teacher of its decision in writing.

• If the referred teacher refuses participation in ATAP, Florida law and district procedures will apply.

• A teacher may withdraw from the program at any time by writing a letter to the Coordinating

Council.

• If a teacher does withdraw, the Consulting Teacher will make a final observation before writing

the final report.

• All documentation relating to a teacher’s participation in ATAP will be kept confidential to the

extent permitted by law.

Qualifications of the Consulting Teacher

• Five years of teaching experience, two in Alachua County.

• Not currently teaching in Alachua County (preference given to retired SBAC teachers).

• Received satisfactory on teacher evaluations.

• Has held Professional Services Contract.

• Resume must be in personnel file in the Human Resource Department.

Responsibilities of the Consulting Teacher

• Hold informal meeting to meet the candidate and discuss the process.

• Begin assistance during pre-planning if possible.

• Spend a minimum of forty-five (45) days during the school year assisting the teacher in his/her

classroom. (This is intended to be a full school year program.)

• Submit an initial report to the Coordinating Council and the school principal within two (2) weeks.

• Submit regular progress reports every three (3) weeks to the Coordinating Council and the school

principal.

ATAP Final Report

• The Consulting Teacher will make a recommendation to the Coordinating Council when assistance

should be terminated.

• The Consulting Teacher will complete a report within two (2) weeks of notifying the Coordinating

Council of the recommendation to terminate.

• The report shall consist of the following:

❑ Summary of objectives, interventions, and outcomes.

❑ Specific recommendations to the Coordinating Council.

❑ Other documentation as appropriate.

• The Consulting Teacher will provide copies of the final report to:

❑ Coordinating Council Liaison as designated by the Superintendent

❑ ATAP Teacher

❑ School Principal

❑ Assistant Superintendent for Human Resources Department.

• The Coordinating Council will meet to review the final report. Attendance at this meeting shall

include:

❑ Majority of Coordinating Council members

❑ Consulting Teacher

❑ School Principal

❑ ATAP Teacher, at his or her option

• The Coordinating Council will forward the final report with the Council’s recommendation to the

Superintendent’s office within ten (10) working days following the review of the final report.

• For participants who receive an overall unsatisfactory, Florida law applies.

• The ATAP Teacher may file a response to the final report. It will be attached to the final report.

• The Superintendent will take final action in each case within ten (10) working days.

INDEX

ARTICLE PAGE

Academic freedom.............................. VI-12 15

Adult education, bargaining unit.............. II-1 2

Adult education, hourly rate.................. XVIII-4 62

Agenda, Board................................. V-10 7

Agenda, Board, distribution................... V-14 8

Agenda, faculty meetings...................... V-8 7

Aides, deficiencies........................... XIV-2 57

Aides, general................................ XIV-1 56

Aides, orientation/training................... XIV-2 57

Aides, student supervision by................. XIV-3 57

Aides, supervision of......................... XIV-4 57

Alachua Teacher Assistance Program (ATAP)..... XIII-9 55

SEE APPENDIX C 76

Amendment ratification........................ I-4 1

Annual contract (see probationary contract)

Assault on teacher............................ VI-16 16

Appraisal, administrative responsibility..... XIII-1 50

Appraisal, changed administrator/teacher..... XIII-11 56

Appraisal, committee......................... XIII-13 56

Appraisal, deficiencies/inservice............ XIII-8 55

Appraisal, disagreement/signatures........... XIII-7 54

Appraisal, exit (resignation/leave).......... XIII-10 56

Appraisal, expectations...................... XIII-2(a) 51

Appraisal, forms............................. XIII-3 52

Appraisal, new teacher....................... XIII-2(d) 51

Appraisal, observation....................... XIII-5 54

XIII-6 54

Appraisal, out of field teacher.............. XIII-1(c) 51

Appraisal, philosophy........................ XIII-1 50

Appraisal, beginning teacher................. XIII-2 51

XIII-4 53

XIII-6 54

Appraisal, principal intern.................. XIII-12 56

Appraisals, procedures....................... XIII-2 51

Appraisal, reappraisal....................... XIII-7 54

Appraisal schedule........................... XIII-4 53

Appraisal scope.............................. XIII-1 50

Appraisal, Teacher Assistance Program (ATAP). XIII-9 55

Appraisals, timelines........................ XIII-4 53

Assignment (See Teaching Assignment).......... XII-1-11 47-50

Association, definition....................... IV-21 4

Association, board meetings................... V-10 7

Association, employee orientation ............ V-24 10

Ass'n business during workday................. V-5 6

V-15 8

V-21 9

Association business, paid leave.............. V-16 8

Association business, pre-planning............ V-9 7

Association officers' leave................... V-21 9

Association reps, authorized leave............ V-16 8

Association reps, leave campus................ V-20 9

Association reps, visiting schools............ V-15 8

Association rights............................ V-1 5

Association use of buildings.................. V-5 6

Audiovisual area.............................. IX-9(e) 27

Audiovisual equipment......................... IX-9(d) 27

INDEX

ARTICLE PAGE

Bargaining unit:

Employees excluded....................... II-1 2

Employees included....................... II-1 1

Beginning Tchr Prog (see Prof Orientation Prog)

Behavioral Specialist (Dean).................. IV-8 3

Board meetings, association................... V-10 7

Board, definition............................. IV-3 2

Breast Feeding................................ VI-29 20

Building comm (see School Concerns Committee)

Bulletin boards, Ass'n........................ V-11 7

Cafeteria plan................................ XVIII-2 61

Calendar, school.............................. V-3 5

Camp Crystal Lake, teacher participation...... XVIII-20 66

Campus, permission to leave................... IX-21 33

IX-22 33

Cell Telephone Use............................ VI-27 19

Certification required, out-of-field teacher.. XII-6 49

Chairperson/Team Leader Selection............. VI-24 18

Class size.................................... IX-14 31

Classroom teacher, definition................. IV-2 2

Classrooms, access............................ VI-18 16

Classrooms, maintenance....................... IX-7(d) 25

Classrooms, temperature....................... IX-7(b) 25

Classrooms, visits............................ VI-23 18

Committee, insurance.......................... XVIII-3 61

Committee, school concerns:

Inservice................................ V-6 6

Meetings................................. V-6 6

Membership............................... V-6 6

Committee, supplies/materials................. IX-9 27

Committees, districtwide...................... V-19 9

Communicable diseases......................... VI-25 18

Compensation.................................. XVIII 61-68

Conference, parent/teacher.................... VI-22 17

Conference, selection......................... VI-26 19

Continuing contract, other districts.......... VI-10 13

Continuing contract, retention after leave.... X-15 44

Continuing contract, rights................... VI-9 12

Contract distribution......................... V-22 10

Contract provisions, severability............. I-3 1

Contract, reopeners........................... I-2 1

Counselor, definition......................... IV-9 3

Curriculum resource teacher, definition....... IV-10 3

Daily rate of pay, definition................. IV-12 3

Data, District Financial...................... V-17 9

Day, definition............................... IV-4 2

Dean, school, definition (Behavioral Specialist) IV-8 3

Deficiencies, teacher......................... XIII-8 55

Definitions:

Adult education teachers................. II-1 1

Association.............................. IV-21 4

Behavioral specialist.................... IV-8 3

Board.................................... IV-3 2

Classroom teacher........................ IV-2 2

Counselor................................ IV-9 3

Curriculum resource teacher.............. IV-10 3

Daily rate of pay........................ IV-12 3

Day...................................... IV-4 2

Dean....................................... IV-8 3

INDEX

ARTICLE PAGE

Elementary teacher ...................... IV-23 5

Faculty meeting.......................... IV-19 4

Gender................................... IV-20 4

Media specialist......................... IV-7 3

Mileage.................................. IV-13 3

Parties.................................. IV-6 3

Planning................................. IV-18 4

Reassignment............................. IV-16 4

School district.......................... IV-5 2

School psychologist...................... IV-11 3

Seniority................................ IV-14 4

Teacher.................................. IV-1 2

Teaching assignment...................... IV-17 4

Team planning............................ IV-18 4

Transfer................................. IV-15 4

Year of experience....................... IV-22 5

Department chairpersons....................... VI-24 18

Disciplinary action, inappropriate............ VI-14 15

Disciplinary conference, teacher representation VI-7 12

Discipline, student (see student discipline)

Dismissal, student early...................... IX-12(f) 30

Dismissal, teacher............................ VI-6-11 11-14

Drug Free Workplace........................... APPENDIX B 74

Dues deduction................................ V-4 5

Duty assignments.............................. IV-24 5

IX-12(g) 30

Early dismissal, student...................... IX-12(f) 30

Elementary teacher, definition ............... IV-23 5

Emergency school closing...................... VI-21 18

Employee orientation ......................... V-24 10

Employment, other............................. XVIII-18 66

Evaluation (See Appraisal)

Evening classes............................... IX-12(e) 30

Experience credit, 50% teacher................ XVIII-14 65

Extra period.................................. XVIII-19 66

Extended year employment...................... XI-6 46

Extended year salaries........................ XVIII-4 62

Facilities, meeting........................... V-5 6

Faculty meeting, agenda....................... V-8 7

Faculty meeting, definition................... IV-19 4

Faculty meetings, number and length........... IX-16 33

Financial responsibility, stolen property..... IX-6 24

Financial responsibility, personal property... XVI-9 60

Fingerprinting costs.......................... XVIII-22 67

Fund raising activities....................... IX-6 24

Gender, definition............................ IV-20 4

Grade changes................................. IX-17(c) 32

Grade level chairpersons...................... VI-24 18

Grading period................................ IX-17 32

Grievances:

Arbitration.............................. VII-16 23

Association.............................. VII-17 23

Confidentiality.......................... VII-14 23

Costs.................................... VII-11 22

Definitions.............................. VII-2 20

Expedited hearing........................ VII-13 22

Informal discussion...................... VII-7 21

Level I procedure........................ VII-8 22

Level II procedure....................... VII-9 22

Level III procedure...................... VII-10 22

INDEX

ARTICLE PAGE

Grievances:

Non-Association.......................... VII-15 23

Nondiscrimination........................ VII-4 21

Purpose.................................. VII-1 20

Released time............................ VII-6 21

Representation at conferences............ VII-3 20

Time limits.............................. VII-5 21

Withdrawal of............................ VII-12 22

Guidance counselors' offices.................. IX-4(b) 24

Hazardous conditions.......................... IX-7 25

Health screening tests........................ VI-25 18

Holidays...................................... XVIII-9 63

Impasse procedures............................ VIII 23

Inclusion, training........................... IX-25 35

Induction Program............................. XII-11 50

Inservice, school concerns committee.......... V-6 6

Inservice, required........................... XIII-8 55

Institute, selection.......................... VI-26 19

Insurance committee........................... XVIII-3 61

Insurance program............................. XVIII-1 61

Insurance, retired teachers................... XVIII-1(b) 61

Intercom...................................... IX-18 33

Inquiries, teacher............................ VI-3 10

Investigation, teacher........................ VI-3 10

Job descriptions.............................. V-23 10

Job sharing................................... VI-19 17

Layoff/Reduction in Force

Reemployment............................. XII-2 47-48

Seniority................................ XII-2 47-48

Leave:

Adoption................................. X-5(d) 37

Association business..................... V-16 8

Association officers..................... V-21 9

Child-rearing............................ X-5 37

Compassionate Leave...................... X-4 36

Illness in line of duty.................. X-7 38

In-county assignment..................... X-10(c,d) 39

Jury..................................... X-8 39

Maternity................................ X-5 37

Military................................. X-6 38

Military, short term..................... X-6 38

Personal................................. X-3 36

Personal, buy-back....................... XVIII-15 65

Personal, without pay ................... X-12 40

Political office......................... X-9 39

Professional (TDE)....................... X-11 39

Sabbatical............................... X-14 42

Temporary Duty Elsewhere................. X-10 39

Leave, prior credit........................... X-15(e) 44

Leave, reinstatement:

Continuing or prof. services contract.... X-15(a,b) 44

Annual contract.......................... X-15(c,d) 44

Leave, replacement personnel.................. XII-9 50

Leave, retirement and resignation deadlines... X-16 44

Leave, sabbatical............................. X-14 42

Leave, sick:

Accrual.................................. X-1 35

Accumulation............................. X-1 35

Bank..................................... X-13 40

INDEX

ARTICLE PAGE

Estimate of.............................. XVIII-17 66

Part-time teachers....................... X-1(b) 35

Personal................................. X-3 36

Pregnancy related........................ X-5 37

Unused................................... X-1(c) 35

XVIII-7 62

Use of................................... X-2 35

Leave, temporary duty elsewhere............... X-10 39

Legal defense................................. VI-15 15

Lesson plans, availability.................... IX-23 34

Lesson plans for substitutes.................. IX-8 26

Lunchroom duty................................ IX-12(b) 28

Mail boxes, teacher........................... V-12 7

Mail, truck, Ass'n use........................ V-13 7

Maintenance, scheduling of.................... IX-7(d,e) 25

Management rights............................. III 2

Media Center, security........................ IX-26 35

Media services, committee..................... IX-10 28

Media specialist, definition.................. IV-7 3

Medical procedures............................ IX-24 34

Meetings, commercial demonstrations........... IX-5 24

Meetings, faculty............................. IX-16 32

Meetings, required after hours................ VI-2 10

Meetings, superintendent and association...... V-7 6

Mileage, definition........................... IV-13 3

Mileage payment............................... XVIII-5 62

New class formed.(materials).................. IX-9(g) 27

Nonrenewal.................................... VI-6 11

Non-renewed, teacher consideration............ XII-8 50

Nonrequired activities........................ VI-2 10

Office space.................................. IX-4 24

Overpayment, underpayment..................... XVIII-16 65

Parent/teacher conferences.................... VI-22 17

Parent/teacher conferences, afternoon/evening. IX-13(c) 30

Parking fees and decals....................... XVIII-6 62

Parties, definition........................... IV-6 3

Part-time vacancies........................... XI-2(b) 45

Paychecks, direct deposit..................... XVIII-11(b) 64

Paychecks, frequency.......................... XVIII-11(a) 64

Payroll deduction............................. XVIII-12 64

Personal life, teacher's...................... VI-1 10

Personality inventories....................... IX-20 33

Personnel records examination................. VI-5 11

Planning, conference day...................... IX-13 30

Planning, definition.......................... IV-18 4

Planning days, hours.......................... IX-13 30

Planning time................................. IX-12(d) 29

Policies...................................... V-18 9

Preparations, number.......................... IX-15 31

Pre-planning, required meetings............... VI-20 17

Principal intern, assessing teachers.......... XIII-12 56

Principal intern, return from................. XII-10 50

Probationary contract, non-renewal............ VI-6 11

Probationary status, CC and PSC............... VI-9,11 12-14

Professional Development...................... V-25 10

Professional Development (CREATE) Council..... XV 57

Professional service contract, renewal........ VI-11 13

INDEX

ARTICLE PAGE

Professional service contracts granted........ VI-10 13

Psychologist.................................. IV-11 3

IX-19 33

Psychologists, materials...................... IX-19(b) 33

Ratification.................................. I-4 1

Reappointment, annual contract................ VI-6 11

Reassignment.................................. IV-16 4

XII-1-2 47-48

XII-3 48

Recognition of bargaining unit................ II-1 1

Reduction in personnel, general............... XII-2 47

Reprimand..................................... VI-7 12

Reprimand, privacy of......................... VI-14 15

Required meetings............................. VI-2 10

Resignation, withdrawal of.................... VI-13 15

Resignation deadline.......................... X-16 44

Rest rooms, teacher........................... IX-2 24

Retirement, early............................. XVIII-10 64

Retirement deadline........................... X-16 44

Royalties, Board waiver....................... VI-17 16

Safety hazards................................ IX-7 25-26

Salaries, schedule ........................... 69

Salaries, hourly.............................. XVIII-4 62

Salary adjustments, advanced degrees.......... XVIII-8 63

Salary distribution, frequency (pay options).. XVIII-11 64

Salary, half-time teacher (year of experience) XVIII-14 65

Schedule, contract year....................... XVIII-9 63

School buildings, Ass'n use of................ V-5 6

School choice ................................ VI-30 20

School concerns committee..................... V-6 6

School district, definition................... IV-5 2

School Improvement............................ XIX-1-7 67-68

School psychologist, definition............... IV-11 3

Seniority, definition......................... IV-14 4

Sick leave (see Leave, sick)

Sick leave, terminal pay for.................. XVIII-7 62

Staff Lounge.................................. IX-1 24

Stolen property/financial responsibility...... IX-6 24

Storage, secure............................... IX-3 24

Student contact............................... IX-12(c) 29

Student discipline:

Classroom disturbance.................... XVI-5 60

Damage, personal property................ XVI-9 60

Exclusion................................ XVI-8 60

False accusation against teacher......... XVI-4 60

Grossly disruptive student............... XVI-2 58

Notification, teacher.................... XVI-6 60

Recommendation for discipline............ XVI-3 59

Policies and procedures.................. XVI-1 57

Principal authority...................... XVI-2 58

Self-defense, teacher's.................. XVI-7 60

Student teacher assignments................... XVII 61

Subject area institutes....................... VI-26 19

Substitute teachers........................... IX-8 26

Supplements................................... XVIII-13 64

Supplement schedule........................... 71

Suspension, teacher........................... VI-8, 9, 11 12-14

Tax sheltered annuities....................... XVIII-12(b) 64

Teacher, definition........................... IV-1 2

INDEX

ARTICLE PAGE

Teacher, personal property damage............. XVI-9 60

Teacher dismissal............................. VI-6-9, 11 11-14

Teacher preparations.......................... IX-15 31

Teachers' right to organize................... V-2 5

Teaching assignment, additional periods....... XVIII-19 66

Teaching assignments, changes during year..... XII-5 49

Teaching assignment, definition............... IV-17 4

Teaching assignments, out of field............ XII-6 49

Teaching assignments, unrelated............... IX-15 31

Teaching assignments, split grade level....... XII-7 49

Teaching assignments, tentative............... XII-4 48

Teaching materials:

Acknowledgement/Royalties................ VI-17 16

Challenged............................... VI-12 15

Provision of............................. IX-9 27

Rights................................... VI-17 16

Selection of............................. IX-9 27

Team leaders.................................. VI-24 18

Team planning, definition..................... IV-18 4

Team planning, time limit..................... IX-12(d) 29

Telephones for teacher use.................... IX-11 28

Tentative assignments......................... XII-4 48

Term, master contract......................... I-1 1

Terminal pay.................................. XVIII-7 62

Textbooks, teacher's edition.................. IX-9(a) 27

Textbooks, selection.......................... IX-9(b) 27

Toileting/diapering, students................. IX-24(e) 34

Transfer:

Definition............................... IV-15 4

General.................................. XI-1-6 44-47

Transportation of students.................... VI-4 11

Truck mail, Ass'n use......................... V-13 8

Vacancies..................................... XI-1-6 44-47

Vacancies, part-time.......................... XI-2(b) 45

Waivers....................................... XIX-4 68

Warning, written.............................. VI-7 12

Wireless Communication Devices, monitoring VI-28 19

Work area, teacher............................ IX-4 24

Workday, duty free lunch...................... IX-12(b) 28

Workday, activities........................... VI-2 10

Workday, hours................................ IX-12 28

Workday, shortened............................ IX-12(f) 30

Workday, starting/ending...................... IX-12 28