October 23, 2012 CTAs Package Proposal

CTA Counter to PBCSD # 2. October 23, 2012 ARTICLE I GENERAL Section G Reappointment and Non-Reappointment/Resignation 1. Reappointment Annual contract employees who receive an effective or higher evaluation rating for three consecutive years shall be reappointed. 2. Non-reappointment In the event an Annual contract employee is non-reappointed as a result of a and was given an annual, overall satisfactory developing, needs improvement or unsatisfactory evaluation rating, he/she will be considered released. without prejudice with regard to making re-application, not with regards to selection and hiring. Those employees, therefore, may reapply at any time after their nonreappointment. 3. Resignation In the event any employee resigns, unless otherwise prohibited by statute, or by the Florida Educational Practices Commission, he/she may reapply after one (1) full semester has passed after the effective date of his/her resignation, but not with regards to selection and hiring. If an employee resigns while on a District Assistance Plan, if rehired, the employee shall be returned to and placed on a that District Assistance Plan.

CTA Proposal October 23, 2012 ARTICLE III - WORKING CONDITIONS Section C - Professional Qualifications and Assignments 1. Employees shall be given an opportunity to express their preference of grade, subject taught and preferred planning period each year. The Principal, however, shall have the authority for the assignment of employees within a school in keeping with provisions of this Agreement. Employees shall receive teaching assignments no later than two weeks prior to the beginning of the UAT placement period outlined in Article IV, Section E 4 of this agreement. Assignments shall not be arbitrary and/or capricious. a. Employees with an effective evaluation or higher shall remain in their current teaching assignments understanding that school enrollment may effect assignments at the beginning of the school year and the assignment may change. The preceding sentence shall not prevent an assignment change if the employee is in agreement with said change. Employees who were required to move their classrooms/offices or were reassigned during the previous year shall not be moved or reassigned for a minimum of two (2) years, unless they indicate such preference. b. Employees shall be given their first preference for grade level / subject taught, once every three years, if a vacancy exists at the school site in which they teach. c. When a school loses a unit, employees with the least seniority at said school shall be the first to be reassigned within the school unless an employee with more seniority wishes to volunteer in accordance with Article IV, Section E 1A. 2. An employee shall not be assigned to a grade level and/or subject area that is not within the scope of his/her certificate except in extenuating circumstances and with the specific approval of such out-of-field assignment by the Chief Personnel Officer. The Chief Personnel Officer shall inform the Association, in writing, each time an employee is given an out-of-field assignment. The parties agree that all efforts will be taken to avoid an out-of-field assignment without the affected employee's consent. Any employee who has an out-of-field assignment shall not suffer a contract termination or nonreappointment by virtue of being assigned out-of-field. An employee who is assigned out-of-field for more than one (1) period shall not remain assigned to an out-of-field assignment for more than one (1) school year or partial school year without his/her consent. When assigned to an out-of-field position, the evaluator of such employee shall note on the evaluation that he/she is in an out-of-field assignment. Secondary employees shall not be assigned to more than two (2) distinct academic fields or be assigned to more than three (3) distinct preparations that can be distinguished by

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recognized differences in content and that require additional preparation time unless there is no other employee at the school with only two (2) preparations who is certified to instruct the class and who is not already assigned to instruct an additional period. In such situations, a secondary employee may be assigned to four (4) preparations. It is understood that without his/her concurrence, a secondary employee may not be assigned to four (4) preparations. for two consecutive school years. The parties further agree that the negotiated changes to this paragraph will be as a District-wide pilot and unless the parties agree to continue or to continue with negotiated notifications to this paragraph, the negotiated changes to this paragraph will sunset at the expiration of this Agreement. A secondary ESE employee while teaching ESE students may be assigned to all subject areas for which he/she is certified to teach. 4. The parties agree that enrollment shifts and other extenuating factors may prevent the finalization of assignments prior to the opening of school. The parties also recognize that it is desirable for employees to know their assignments as soon as possible. Accordingly, each employee shall be given a tentative assignment in writing for the next school year prior to the last day of duty for the current year. In keeping with the provisions of this Agreement, if changes in assignments must be made after the last duty day, the administration shall not make such changes ten (10) days prior to the first duty day for employees unless the employee consents to the change. When an assignment needs to be changed after the last duty day the administration shall notify the employee by phone, with a follow-up by mail, within ten (10) calendar days of the change, in order to maximize preparation time. In keeping with the Memorandum Of Understanding agreed to by the parties on March 27, 2002, employees who are Experts-In-The-Field are provided the salary, benefits and all rights afforded to other employees represented by the Association to the extent permitted by law and rules of the Florida Department of Education.

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CTA Counter to PBCSB #14 October 23, 2012 ARTICLE IV VACANCIES AND TRANSFERS Section I - Professional Service Contract (PSC) Through Change of Assignment and Eligibility For a PSC Employment Contracts 1. Professional Service Contract (PSC) 1. a. Any employee who is otherwise entitled to a professional service contract as set forth in 2b below shall not be deprived of same because of a transfer or reassignment. Any employee hired prior to June 30, 2011 who holds a regular certificate as described by F. S. 231.17, and Rules of the State Board of Education, who has completed at least three (3) of the previous five (5) years in the District and who has been reappointed by the School Board, shall be issued a professional service contract as a teacher in such form as may be prescribed by Rules of the State Board. The exception to this provision is when an employee is offered and accepts a fourth year annual contract in keeping with all applicable laws, rules and regulations.

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2. Annual Contracts a. Any employee hired after June 30, 2011 who has three years of continuous employment and three years of continuous evaluations that are effective or higher shall have their annual contracts renewed. b. Employees who have had effective or higher evaluations or equivalent, who were previously employed by another school districts, shall have their annual contracts automatically renewed after two years of continuous employment and two continuous years of effective or higher evaluations.

CTA Proposal October 23, 2012 ARTICLE VIII - COMPENSATION AND BENEFITS Section A - Salary

1. Pursuant to the provisions of Section A (3), (4), (5), and (6) below the parties have agreed that the value of step increments for both the 2010-2011 2012-2013 and the 2011-2012 2013-2014 school years. is 0% 2. The parties further agree that any negotiated salary increase will recognize any step increase as a part of the total negotiated salary increase. The parties agree that employees will be eligible for a step increment on January 1st of each school year with the exception of the 2012 and 2013 school years. The parties agree that if the District declares financial urgency under Florida Statute then the parties will reopen negotiations to discuss step increments. at the beginning of the school year; however, the step increment will not be implemented until the value of the step has been determined through negotiations. For both the 2010-2011 and 20112012 2012-2013 and 2013-2014 school years, the value of the step increment is as written in Appendix A August 2012, Appendix A January 2013, Appendix A May 2013, and Appendix A January 2014. 0%. Accordingly, the parties agree that the step placement of all employees who were paid on the 2009-2010 Teachers Salary Schedule will continue unchanged for both the 2010-2011 and 2011-2012 school years. The parties agree that upon ratification of this Agreement by the Associations bargaining unit and adoption by the School Board, the Salary Schedule will be implemented as written in Appendix A Performance Based Salary Schedule to be effective August 14, 2012, and retroactive paid per paragraph one (1) of Appendix A. increased by $500 across the board and this increase is reflected in Appendix A of this Agreement that contains this new Teachers Salary Schedule to be effective May 1, 2011, but not retroactively paid per paragraph 1 of Appendix A until this Agreement is ratified by the Associations bargaining unit and is adopted by the School Board. In an effort to make qualifying teachers whole and to improve the standard of living for all teachers in Palm Beach County Schools the parties will implement the following: Appendix A August 2012 retroactive to August 14, 2012, Appendix A January 2013, retroactive to the first pay period in January 2013, Appendix A May 2013, retroactive to the first pay period in May 2013, and Appendix A January 2014, retroactive to the first pay period in January 2014 When the parties ratify/adopt this Agreement, the provisions of this Section and of Appendix A August 2012 will be effective May 1, 2011 August 14, 2012 and will remain

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in effect until January 2013 at which time Appendix A January 2013 will go into effect. In May 2013 Appendix A May 2013 will go into effect for the balance of FY11 FY12 and until the first pay period in January 2014. all of FY12. Appendix A January 2014 will go into effect the first pay period of January 2014. This Section and Appendix A will not be subject to being reopened for further negotiations for 2010-2011 2012-2013 and for 2011-2012 2013-2014 except as may be required pursuant to Article I, Section E of this Agreement or if the District declares financial urgency. Notwithstanding Appendix C of this Agreement, the parties agree that the summer school (Special Session) hourly rate of pay for the summer of 2011 2013 will be based on the Teachers Salary Schedule that was in effect at the beginning of the 2010-2011 2012-13 and 2013-14 school year. 7. In recognition of and in keeping with the provisions of this Section that this Section and Appendix A will not be subject to being reopened for further negotiations for 2010-2011 2012-13 and 2011-2012 2013-14 except as provided in Article I, Section E of this Agreement, the District will not implement a furlough of employees who are in the Associations bargaining unit during 2010-2011 2012-13 and 2011-2012 2013-14.

CTA Proposal October 23, 2012 Appendix A

1. In the event a retroactive salary increase is negotiated, only bargaining unit members who are current employees at the time of Board approval are entitled to the retroactive pay increase. Employees who meet this criterion will receive the retroactive salary increase for the days they were on paid status during the period of retroactivity. If supplements or bonuses are negotiated, unless otherwise stipulated, they will not be considered wage increases and the parties agree and acknowledge that supplements and/or bonuses are one-time payments and no commitment is made to continue any supplements and/or bonuses in the future. Advanced Degrees Masters Double Masters Specialists* Doctorate Add: $3,000 to Bachelors Add: $4,500 to Bachelors Add $4,500 to Bachelors Add $6,000 to Bachelors

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National Certificates: National Board Certificate** Add $2,000 to Bachelors SCCC or NCSP Certification*** Add $2,000 to Bachelors *A degree comparable to the Specialist Degree in Florida, as determined by the District, will be recognized for this advanced degree supplement payment. **This amount will be paid annually to a holder of a valid National Board for Professional Teaching Standards (NBPTS) certificate, in addition to any supplement amount appropriated by the Florida Legislature. ***Effective July 1, 2011, this amount will be paid annually to a holder of a valid Standards for the Certificate of Clinical Competence (SCCC) certificate or of a valid National Certified School Psychologist (NCSP) certificate, for as long as the respective employee remains in a Speech Language Pathologists/Audiologists position or remains in a School Psychologists position. Should a Speech Language Pathologist/Audiologist or a School Psychologist voluntarily leave their respective positions with the District, they will no longer be eligible to receive the Annual National Certificate supplements listed above; however, if they are involuntarily moved from their respective positions, they will continue to receive the National Certificate supplement listed above. An employee holding more than one of the following certificates is eligible to receive only one annual supplement: NBPTS, SCCC or NCSP. 3. The positions of speech Pathologist (meeting requirements), School Psychologist, Occupational/Physical Therapist, Audiologist and ROTC employee shall be paid on the above schedule based upon experience, degree and contract status. The minimum entry level for the

above positions shall be at step 10 (AC/PSC/CC column); however, actual years of teaching experience must be earned in or out of the District to achieve Step 19 on the salary schedule. Effective July 1, 2006, an employee who is assigned to one of the above listed positions who was at step 18 of the salary schedule during the 2005-2006 school year or who achieves step 18 in the future will be paid at step 18 for a period of five (5) school years or until the employee has 19 actual years of teaching experience in or out of the District, whichever occurs first, and will be advanced to step 19 at that time pursuant to Article VIII, Section A 3 of this Agreement. 4. An exception to the standard established in paragraph 3 above is when the District is required to pay an ROTC employee an annual salary that is greater than that provided by the salary schedule. In such cases, the ROTC employee will be paid the higher salary and will not be eligible for future negotiated salary increases until and unless the negotiated salary schedule provides a higher salary than the salary the District is required to pay the ROTC employee. Notwithstanding any other provisions of this Agreement, the salary of an employee granted additional step(s) and/or a higher salary column placement as provided in paragraphs 3 and 4 above who later moves to a different position that does not provide for additional steps and/or a higher salary column placement, will have his/her salary and/or salary column placement appropriately adjusted at the time he/she moves to the different position. The District shall provide each employee in the bargaining unit a Health Reimbursement Account (HRA). The District shall contribute $500 to the employees established HRA for the first pay period in January 2013. Employee will have until December 31, 2013 to use the funds in the HRA. Any remaining funds will be divided equally among the District and the employee. For the 2012-13 school year employees not enrolled in DROP who are enrolled in the Florida Retirement System and are eligible to retire will be offered an early retirement incentive. The first 400 employees with the most seniority who are eligible shall receive a bonus of $30,000.00 paid on July 1, 2013 if they choose to apply for the incentive and retire at the end of the 2012-13 school year. Qualifying employees above shall not enter DROP. If some of the 400 most senior employees do not apply for said program a lottery will be held to choose other qualifying employees according to the standards above until 400 employees are reached or there are no longer any interested employees.

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Article I General Section F Negotiations Procedure Status Quo Article III Working Conditions Section B Employees Hours and Conditions Status Quo Article III Section P Secondary (Middle, High, Vocational, Alternative, Special)School Scheduling Status Quo Article IV Vacancies and Transfers Section H- Layoff/Call-Back Procedures Status Quo Article IV Vacancies and Transfers Section C Voluntary Transfer Period Status Quo Article IV Vacancies and Transfers Section E Unit Adjustment Transfer (UAT) Procedures Status Quo Article IV Vacancies and Transfers Section G Involuntary Transfers Status Quo Article VIII Compensation and Benefits Section M Advance Degree Status Quo Appendix F Addition Period Supplement Status Quo

All eligible employees receive one step increase.

Steps 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27

687.5 2157 572 620 606.5 125.5 819.5 435.5 382.5 429 410 405 326.5 308.5 308.5 314.5 241 196.5 248.5 300 241.5 270.5 206.5 242 198.5 173.5 1055.5

$37,322.00 $37,424.00 $37,985.00 $38,760.00 $38,903.00 $39,923.00 $40,879.00 $41,810.00 $43,008.00 $44,054.00 $45,370.00 $47,147.00 $48,690.00 $50,148.00 $51,652.00 $52,911.00 $54,152.00 $55,629.00 $57,118.00 $58,832.00 $60,546.00 $62,351.00 $64,187.00 $65,131.00 $66,076.00 $66,700.00 $72,745.00

$25,658,875.00 $80,723,568.00 $21,727,420.00 $24,031,200.00 $23,594,669.50 $5,010,336.50 $33,500,340.50 $18,208,255.00 $16,450,560.00 $18,899,166.00 $18,601,700.00 $19,094,535.00 $15,897,285.00 $15,470,658.00 $15,934,642.00 $16,640,509.50 $13,050,632.00 $10,931,098.50 $14,193,823.00 $17,649,600.00 $14,621,859.00 $16,865,945.50 $13,254,615.50 $15,761,702.00 $13,116,086.00 $11,572,450.00 $76,782,347.50

Schedule $587,243,879.00 Cost Step One $10,343,383.00 Cost W/Bene $12,050,041.20

Steps 1-6 Compressed and Steps 25-27 Compressed and changes in the middle of the salary schedule.
Steps 0 0 0 0 0 4768.5 819.5 435.5 382.5 429 410 405 326.5 308.5 308.5 314.5 241 196.5 248.5 300 241.5 270.5 206.5 242 1427.5 $37,322.00 $0.00 $37,424.00 $0.00 $37,985.00 $0.00 $38,760.00 $0.00 $38,903.00 $0.00 $40,000.00 $190,740,000.00 $41,000.00 $33,599,500.00 $42,000.00 $18,291,000.00 $43,500.00 $16,638,750.00 $45,000.00 $19,305,000.00 $48,000.00 $19,680,000.00 $49,000.00 $19,845,000.00 $50,000.00 $16,325,000.00 $51,000.00 $15,733,500.00 $52,000.00 $16,042,000.00 $56,000.00 $17,612,000.00 $57,000.00 $13,737,000.00 $58,000.00 $11,397,000.00 $59,000.00 $14,661,500.00 $60,000.00 $18,000,000.00 $65,000.00 $15,697,500.00 $66,000.00 $17,853,000.00 $67,000.00 $13,835,500.00 $68,000.00 $16,456,000.00 $72,745.00 $103,843,487.50

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20

Schedule $609,292,737.50 Cost Schedule Change Cost W/Bene $22,048,858.50 $25,686,920.15

All eligible employees advance on the salary schedule one step.

Steps 0 0 0 0 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 4768.5 819.5 435.5 382.5 429 410 405 326.5 308.5 308.5 314.5 241 196.5 248.5 300 241.5 270.5 206.5 1669 $37,322.00 $0.00 $37,424.00 $0.00 $37,985.00 $0.00 $38,760.00 $0.00 $38,903.00 $0.00 $40,000.00 $41,000.00 $195,508,500.00 $42,000.00 $34,419,000.00 $43,500.00 $18,944,250.00 $45,000.00 $17,212,500.00 $48,000.00 $20,592,000.00 $49,000.00 $20,090,000.00 $50,000.00 $20,250,000.00 $51,000.00 $16,651,500.00 $52,000.00 $16,042,000.00 $56,000.00 $17,276,000.00 $57,000.00 $17,926,500.00 $58,000.00 $13,978,000.00 $59,000.00 $11,593,500.00 $60,000.00 $14,910,000.00 $65,000.00 $19,500,000.00 $66,000.00 $15,939,000.00 $67,000.00 $18,123,500.00 $68,000.00 $14,042,000.00 $72,745.00 $121,411,405.00

Schedule $624,409,655.00 Cost Step Two Cost W/Bene $15,116,917.50 $17,611,208.89