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COLCHESTER BOARD OF
EDUCATION
AND
COLCHESTER ASSOCIATION OF
SCHOOL ADMINISTRATORS
AGREEMENT
JULY 1, 2021 – JUNE 30, 2024
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October 29, 2020
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TABLE OF CONTENTS
PAGE
ARTICLE I Recognition 1
ARTICLE II Board Prerogatives 1
ARTICLE III Consultation Procedure 2
ARTICLE IV Amendment 2
ARTICLE V Grievance Procedure 2
ARTICLE VI Work Year 5
ARTICLE VII Assignment 11
ARTICLE VIII Retirement Benefit 11
ARTICLE IX Salary Deductions 12
ARTICLE X Professional Development 13
ARTICLE XI Insurance Benefits 13
ARTICLE XII Salary Plan 16
ARTICLE XIII Mileage/Cell Phone 17
ARTICLE XIV Savings Clause 17
ARTICLE XV Miscellaneous 17
ARTICLE XVI Reduction in Force 17
ARTICLE XVII Duration of Agreement 19
APPENDIX A Salary Plan 20
APPENDIX B Insurance Benefits 22
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ARTICLE I
RECOGNITION
The Colchester Board of Education, herein referred to as the Board, recognizes the Colchester
Association of School Administrators, herein referred to as CASA, as the collective bargaining
representative for all personnel holding positions which require the Intermediate Administrator’s
certificate and whose administrative or supervisory duties equal 50% or more of that employee’s
assigned time, except as provided in Connecticut General Statutes §10-153b(b).
ARTICLE II
BOARD PREROGATIVES
A. It is recognized that the Board has and will continue to retain, whether exercised or not, the
sole and unquestioned right, responsibility, and prerogative to direct the operation of the
public schools in the Town of Colchester in all its aspects, including, but not limited to, the
following: To maintain public elementary and secondary schools and such other educational
activities as in its judgment will best serve the interests of the Town of Colchester; to give
the children of Colchester as nearly equal advantages as may be practicable; to decide the
need for school facilities; to determine the care, maintenance, and operation of buildings,
land, apparatus, and other property used for school purposes; to determine the number,
age, and qualifications of pupils to be admitted into each school; to employ, assign, and
transfer unit members; to suspend or dismiss the unit members of the schools in the manner
provided by statutes; to designate the schools which shall be attended by the various
children within the town; to make provisions as will enable each child of school age
residing in the town to attend school for the period required by law and provide for the
transportation of children wherever it is reasonable and desirable; to prescribe rules for the
management, studies, classification, and discipline for the public schools; to decide the
textbooks to be used; to make rules for the arrangement, use, and safekeeping of the school
libraries and to approve plans for school buildings; to prepare and submit budgets to the
Town of Colchester, and, in its sole discretion, expend monies appropriated by the town
for maintenance of the schools, and, to make such transfers of funds within the
appropriated budget as it shall deem desirable. These rights, responsibilities, and
prerogatives are not subject to delegation in whole or in part, except that the same shall not
be exercised in a manner inconsistent with or in violation of any of the specific terms and
provisions of this agreement: The Board’s right to make policy with respect to such rights,
responsibilities, and prerogatives, other than as there are specific provisions herein
elsewhere contained; shall not be subject to the grievance and arbitration provisions of this
agreement.
ARTICLE III
CONSULTATION PROCEDURE
A. It is recognized by the Board and CASA that all situations and developments could not be
anticipated at the time of negotiations of this document. To achieve rapport between the
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Board and CASA, periodic, informal meetings shall be held when necessary between the
negotiating groups of each organization as requested by either CASA or the Board.
ARTICLE IV
AMENDMENT
A. This agreement contains the full and complete agreement between the Board and CASA,
except as noted below, and neither party shall be required during the term hereof to
negotiate on any issue, whether or not it is covered in this agreement.
B. Negotiations with respect to salary for new or revised positions within the bargaining unit
shall be initiated at the written request of either party.
C. This agreement may be amended or modified in writing by mutual written agreement of the
parties, although it is recognized that neither party has any obligation to negotiate such
amendment or modification during the life hereof, except as noted in Paragraph B above.
D. With regard to matters not covered by this agreement, the Board agrees to make no
changes in existing policy affecting salaries or other conditions of employment, without
prior consultation with CASA.
ARTICLE V
GRIEVANCE PROCEDURE
A. A “grievance” shall mean a complaint by a grievant that: (1) there has been a violation,
misinterpretation, or misapplication of the provisions of this Agreement or established
Board policies and procedures, which Board policies and procedures involve mandatory
subjects of bargaining, or (2) a claim that there has been a failure to follow the established
procedures of the professional evaluation program. Grievances under Section A (2) shall
be initiated at Step One, except where the immediate supervisor is the Superintendent. In
such cases, an A (2) grievance shall be initiated at Step Two, and if it is not satisfactorily
resolved at that Step, it may be submitted to the Board in accordance with the timelines for
Step Three.
B. As used in this article, the term “grievant” shall mean either: (1) an individual
administrator, (2) a group of administrators having the same grievance, or (3) CASA.
Such grievances shall be processed at all steps by using testimony of affected individual(s)
whether or not they are named grievants.
C. As used in this article, the term "days" shall mean days that the district’s Central Office is
open.
D. The purpose of the grievance procedure is to secure, at the lowest possible administrative
level, solutions to any problems that may arise.
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E. No reprisals of any kind shall be taken by any member of the Board or CASA against any
participant in the grievance procedure by reason of such participation.
GRIEVANCE PROCEDURES:
Step One - The grievant and a CASA representative (if the grievant so desires) shall first discuss
the grievance with the grievant’s immediate supervisor.
Step Two - The Superintendent or his/her designee shall meet with the grievant and his/her
representative within five (5) days of receipt by him/her of a written grievance and shall give
his/her decision in writing to the grievant within five (5) days of such meeting.
Step Three – Board of Education
Failing satisfactory settlement within such time limit, the grievant may within seven (7) days after
receipt of the Superintendent's decision at Step 2 appeal in writing to the Board, and such writing
shall set forth specifically the basis of the grievance. The full Board, or a committee of the Board,
shall meet with the grievant and a CASA representative at its next regular scheduled meeting or a
special meeting within thirty (30) days from the date the grievance was submitted to the Board.
The full Board, or a committee of the Board, shall render its decision in writing to the grievant
and CASA within seven (7) days of such meeting. For claims of failure to follow the established
procedures of the administrator evaluation program, the Board of Education shall be the final step
in the grievance procedure.
Step Four - Arbitration
A. If the decision at Step 3 does not resolve the grievance to the satisfaction of CASA,
and the grievance relates to a violation, misinterpretation, or misapplication of the
provisions of this Agreement, CASA may submit the grievance to the American
Arbitration Association for arbitration in accordance with its administrative
procedure, practices, and rules. Whether or not previously indicated at earlier
steps, the provisions of the agreement which are involved shall be identified in the
submission.
B. Notice of intention to submit to arbitration under subsection A. above, must be in
writing addressed to the Superintendent of Schools and to the Board of Education,
and submission to the American Arbitration Association must be made not later than
fifteen (15) days following receipt of the Superintendent’s decision. With respect to
grievances involving a violation of established Board polices and procedure or a
failure to follow established evaluation procedures, the Board’s decision shall be
final and binding.
C. The arbitrator shall hear and decide only one grievance in each case. He/she shall
be bound by and must comply withal/the terms of the agreement. He/she shall have
no power to add to delete from, or modify in any way any of the provisions of this
agreement.
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D. With respect to grievances involving a violation, misinterpretation or misapplication
of the provisions of this agreement, the arbitrator’s decision shall be final and
binding.
E. Fees and expenses of the arbitrator shall be borne equally by the Board and CASA.
General Provisions:
A. A grievant may be represented at any step of this grievance procedure by any
person of his/her choice.
B. Nothing contained herein shall be construed to prevent any individual employee
from informally discussing a complaint with his/her immediate supervisor or
processing a grievance in his/her own behalf.
C. Meetings held under this procedure shall generally be conducted on non-school time
at a place that will afford a fair and reasonable opportunity to all persons proper to
be present and to be heard. If, at the option of the Board, hearings are held during
school hours, persons proper to be present shall be excused without loss of pay.
D. All documents, communications, and records dealing with the processing of a
grievance shall be filed separately from the personnel files of the participants.
E. Failure of the grievant at any step to appeal a grievance to the next step within the
specified time limits shall be deemed to be acceptance of the last decision rendered.
F. Failure of the Supervisor, or the Superintendent or Board to render a decision
within the specified time limit shall be deemed a denial of the grievance submitted,
and the grievant may proceed to the next step within the time limit which would
apply if a written denial had been rendered on the day on which the time period of
response expired.
G. The hearings at any step of the grievance procedure shall include only those persons
permitted above and their witnesses.
ARTICLE VI
WORK YEAR
A. All administrative positions covered by this contract are full-time salaried positions
scheduled for a twelve month work year. Work year, for all purposes, is defined as 260
days (261 days for leap year). For administrators holding any position less than full time,
benefits will be prorated.
B. Legal Holidays - Each administrator shall be entitled to all legal holidays when school is
not in session that day:
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New Year’s Day
Martin Luther King Day
President’s Day
Good Friday
Memorial Day
Independence Day
Labor Day
Veteran’s Day
Columbus Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
Day Before or Day After Christmas, as Superintendent determines
When a holiday falls on a weekend date, it shall be celebrated on the Friday before or the
Monday thereafter in accordance with state law or otherwise as designated by the Board.
C. 1. Vacation Days - Each administrator shall be entitled to thirty (30) earned vacation
days annually, prorated to be earned at a rate of two and one-half (2.5) days per
month for twelve months beginning July 1, and ending June 30. Each administrator
shall be entitled to “carry over” vacation time earned the previous contract year into
July and August of the subsequent contract year. As of the first day of the student
school year, each administrator may carry over up to a maximum of five (5) earned
vacation days, and the carried over vacation days shall not accumulate. These
earned vacation days will be taken when school is not in session or upon prior
written approval of the Superintendent when school is in session.
2. Upon separation from employment (other than termination for cause), including
illness or death, a unit member shall be entitled to receive payment for fifty percent
(50%) of accrued, unused vacation days, (including carried-over days to the
maximum of five (5)), provided that the unit member provides the Board written
notification of intent to separate from employment no less than thirty (30) days in
advance. Payment shall be calculated at the administrator’s per diem rate at the
time of separation from employment. The notice requirements shall be waived in
the event of the administrator’s death or separation due to illness.
3. Each administrator will report in writing to the Superintendent vacation days used.
The Superintendent shall approve or deny vacation requests within five (5) days of
submission of the request. For vacation leave requests of less than three (3) days’
duration, the administrator may apply to the Superintendent for approval with less
than five (5) days’ notice.
4. Upon approval by the Superintendent, vacation may be taken at any time that school
is not in session except generally the five (5) business days after the student school
year and the five (5) business days prior to the beginning of the student school year.
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D. Personal Days
1. Funeral Leave. In each instance, a leave of absence not to exceed three (3) days
immediately following the date of death shall be granted to members of the
bargaining unit whose spouse, parent, brother, sister, in-laws, child, grandparent,
or grandchild dies. Such leave shall be with pay.
2. Members of the bargaining unit will be allowed a maximum four (4) personal days
without loss of pay per year. It is understood that all four (4) days are granted for
matters of pressing personal needs which cannot otherwise legitimately be
performed outside the teaching day. The reasons for which personal days are
granted are:
a. A death of a close friend or a relative other than those individuals listed in
Paragraph 1 above.
b. An emergency which arises over which the administrator has no control.
c. Legal business.
d. Wedding or graduation within the administrator’s immediate family;
immediate family defined as spouse, son, daughter, mother, father, sister,
brother, grandparent, or grandchild.
e. Religious holidays.
f. Such other days as approved by the Superintendent.
g. Up to one (1) day for which no reason is required to be given.
E. When an administrator notifies the Superintendent of his/her intent to use a personal day,
he/she will indicate for which of the seven (7) reasons, in paragraph 2 above, the day is
being taken.
F. Except in cases of emergency, notice shall be given to the Superintendent or his/her
designee at least forty-eight (48) hours in advance.
G. All personal days shall not exceed four (4) days per year.
H. Professional Days
1. Administrators shall be entitled to take paid professional days, subject to approval in
advance by the Superintendent and based upon the best interest of the Colchester
Public Schools as determined by the Superintendent.
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2. The Board shall reimburse administrators for reasonable expenses to attend
conferences/seminars as approved in advance by the Superintendent.
I. Sick Leave
1. Any employee employed on a regular full-time contractual basis shall be entitled to
twenty (20) days sick leave in any given year. It is understood that in the forty-five
(45) day period prior to an administrator’s separation from employment, sick leave
may only be used by approval of the Superintendent and/or as may be required by
law.
2. Any unused sick days in a given year shall accumulate year-by-year until a
maximum two hundred twenty-five (225) days is reached. The use of any such sick
leave shall result in no loss of salary to any such employee. If extenuating
circumstances should occur, a request for additional sick leave, paid or unpaid, may
be considered by the Superintendent.
3. Any employee hired on a full-time contractual basis (not per diem substitutes) on or
after October 1 of any given year will be granted sick leave, the number of days to
be proportioned to the balance of the school year covered by the contract.
4. The accumulated sick leave of any employee who is on authorized leave shall
remain intact, and upon the return of said employee the following school year, shall
again begin to accrue toward the maximum that is allowed.
5. Justification of excessive absenteeism may be verified by the Superintendent. The
Superintendent may require a medical certificate after five (5) consecutive days or
under other circumstances where such request is reasonable.
6. Sick leave under this provision may be used for medical appointments that must be
scheduled during the day. No more than twelve (12) sick leave days per year may
be used for the care of a sick child or member of the immediate family.
7. Newly hired members of the unit shall be advanced sick leave so that they have fifty
(50) days of paid sick leave available upon initial employment. As employees earn
sick leave, such advanced days shall be replaced with earned sick leave. Should an
employee use advanced sick days, earned sick leave will be charged for such
advanced days until the advanced days have been repaid to the Board. In the event
that the employee resigns from employment prior to earning the advanced sick
leave, the employee agrees to reimburse the Board for any sick days that have been
taken but have not been earned in accordance with this provision, and agrees to
authorize the Board to withhold from salary such amounts as are necessary to
reimburse the Board for the use of such unearned sick days. The amount withheld
shall be calculated by multiplying the administrator’s per diem rate by the number
of days used but not earned.
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J. Maternity Leave
1. Maternity Leave shall be granted by the Board and the administrator may use
accumulated sick leave for disabilities caused or contributed to by pregnancy,
miscarriage, abortion, childbirth, and recovery therefrom.
2. The length of leave shall be a matter for the determination of the administrator and
her physician, subject to review upon request by an impartial physician designated
by the Board. In order to insure continuity of the educational process, the
administrator shall notify the Board at least thirty (30) days before the estimated
time of the commencement of the leave, as well as the estimated time of the
duration of the leave. The length of the leave, as well as the date of
commencement, may be changed by the administrator after consultation with her
physician, subject to review upon request by an impartial physician designated by
the Board. The cost of the impartial physician shall be borne by the Board.
3. The availability of extensions of leave, the accrual of seniority and other benefits
and privileges, reinstatement and payment under any health or temporary disability
insurance shall be applied to disability due to pregnancy or childbirth on the same
terms and conditions as they are applied to other disabilities.
K. Parental Leave
Any administrator who is the parent of a newborn infant (or a newly adopted child or a
child newly placed in foster care) and is not entitled to paid maternity leave, may request
one (1) week’s leave of absence with pay, to care for the newborn infant. Such leave shall
be given with full pay for the first day and insurance benefits, and for the remaining days
with full pay and insurance benefits, commencing when requested, but in any case within
one year of the birth of the infant (or a newly adopted child or a child newly placed in
foster care). This leave shall be designated as leave taken under FMLA, and shall be
counted against the administrator’s entitlement to leave under the FMLA.
.
L. Authorized Leave
The Board may authorize a leave of absence without pay or benefits (except as agreed or
required by law), for reasons such as:
1. Graduate Study - one (1) year for study related to one’s position at the time leave
was requested. Evidence of course work completed shall be submitted to the
Superintendent as requested.
2. Meeting legal requirements for the adoption of a child - one (1) year.
3. Military service - minimum legal requirements.
4. Political leave - two (2) years for an administrator with tenure.
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5. Child rearing leave.
6. Critical illness or severe injury to an immediate family member.
Persons on leave shall be given the option of continuing their insurance benefits at their
own expense. At the expiration of the approved leave, the administrator shall be restored
to his or her former position to the extent possible.
To the extent permitted by law, any such leaves shall run concurrently with FMLA
qualifying leave.
M. Sabbatical Leave
A. Sabbatical leave may be granted for programs of study, research or professional
improvement related to one’s position at the time the leave was requested. It is
understood that such leave is not granted as a reward for work previously
performed, but rather as an opportunity to prepare for improved services in the
schools of Colchester.
B. A sabbatical leave of absence may be granted to administrators of the Colchester
Public School System subject to the approval of the Board upon the
recommendation of the Superintendent, when in their considered judgment the
professional competence of the staff member and the general welfare of the public
schools will be benefited.
1. An applicant may be asked to appear in person before the Board for an
explanation of his/her plans.
2. Applications for leaves for the next school year must be in the
Superintendent’s office by no later than September 30, of the preceding
year.
3. Applicants must have completed a minimum of seven (7) consecutive years
of service in the Colchester Schools.
4. Applicants shall be considered in order of day received. Seniority in the
Colchester Schools shall be given preference.
5. The number of administrators on sabbatical leave at any one time shall be
limited to one (1).
6. Sabbatical leaves may be combined with programs of study or research
which are financed by outside non-commercial agencies such as universities
or foundations.
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7. Qualified Staff members may be permitted to request a sabbatical leave for
one or two semesters during a school year.
8. In the event that professional development requirements become extended
requiring an increased amount of concentrated study, the administrator may
request a year’s continuance of his/her sabbatical leave. All language
pertaining to sabbatical leave shall apply during the year’s extension.
C. The portion of a regular salary paid while on leave shall be fifty (50%) percent plus
eight hundred fifty ($850) dollars for every dependent recognized by the Internal
Revenue Service. The Board will continue to pay for insurance benefits.
D. An administrator on sabbatical leave shall furnish as many reports as the
Superintendent deems necessary or reasonable to determine that the administrator is
fulfilling the agreement and all the requirements of the leave. An administrator
shall not be considered as having completed the requirements of the sabbatical leave
until a final report has been approved by the Superintendent.
E. At the expiration of a sabbatical leave, the administrator shall be restored to his/her
position or to a position acceptable to the returnee with like nature, seniority,
insurance benefits and pay provided that the administrator remains eligible for
reinstatement under other rules and regulations of the Board.
F. It is understood that any administrator who has been granted a sabbatical leave shall
sign a two (2) year return agreement and is financially obligated for the amount
paid. Half of this amount is cancelled after return, and the remaining half is
cancelled the second year.
G. By agreement with the administrator, the Board may vary the terms of any
sabbatical leave, provided any such changes are agreed to prior to the
commencement of the sabbatical leave.
ARTICLE VII
ASSIGNMENT
It is understood that administrators assigned to positions requiring the intermediate administrators’
certificate are initially contracted for or hired on initial contracts as teachers and assigned as
administrators. It is also understood that any administrator assigned to an administrative position
or assignment earns the long term continuing contract as a teacher. Therefore, the Board and/or
Superintendent of Schools agrees to:
1. Notify all administrators of their assignment for the next school year before June 1,
of the current school year. Changes in assignments after June 1, may be made only
where a change in circumstances require such reassignment. Changes in
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circumstances can include death, retirements, resignations, and budgetary
considerations that are not known prior to June 1.
ARTICLE VIII
RETIREMENT BENEFIT
A. Any administrator who enters service as an administrator on or before June 30, 2018, upon
retirement under the Connecticut State Teachers' Retirement System, or death, a certified
administrator meeting the years of service requirements below who has worked in an
administrative position for the previous five (5) consecutive years, or the estate of same,
shall be entitled to a retirement/death benefit as follows:
Consecutive Years of Service as a
Colchester Administrator or Teacher Benefit
10-14 27% of accumulated unused sick leave
15-19 32% of accumulated unused sick leave
20+ 37% of accumulated unused sick leave
B. Payment for accumulated sick leave shall be based on the administrator’s per diem salary
rate at the time of retirement or death.
C. In lieu of the retirement/death benefit set forth above, a retiring administrator may elect to
receive a payment of one month’s salary based on the administrator’s salary rate at the time
of retirement/death.
D. “Retirement” shall mean immediate participation in and receipt of benefits from the
Connecticut State Teacher Retirement System, and shall include receipt of disability
benefits from the Teachers’ Retirement System.
E. In order to qualify for the benefit described in this Article, a retiring administrator must
provide the Board with an irrevocable written notification of intention to retire a minimum
of one (1) calendar year in advance. The notice requirement shall be waived in case of 1)
the administrator’s receipt of disability benefits under the Teachers’ Retirement System or
2) death. If the administrator does not retire at that time, he/she will not receive payment
for accumulated sick leave then or at any time in the future, unless the Superintendent
determines that major life changes create extenuating circumstances that justify excusing
compliance with the announced retirement, which determination shall not be unreasonable.
F. In the event of administrator’s death, the payment shall be made to the administrators’
estate.
ARTICLE IX
SALARY DEDUCTIONS
A. Administrative authorized payroll deductions shall be those authorized by an administrator
and permitted by the Board. This is to include deductions for dues for CASA.
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B. 1. CASA Dues Deduction
The Colchester Board of Education agrees to deduct from the salary of each administrator
who voluntarily joins CASA, an amount equal to the CASA membership dues. Such
deduction shall be made by means of payroll deductions. The amount of the deduction from
each pay check shall be equal to the total membership dues divided by the number of
paychecks through including the last paycheck of the salary year.
The amount of CASA membership dues shall be certified by CASA to the Superintendent
prior to the beginning of the salary year at a date set by the Superintendent.
2. Subsequent Employment
Those CASA members who commence employment and/or join CASA after the start of the
work year shall pay a pro-rated amount equal to the percentage of the remaining of the
work year.
3. Forwarding of Monies
The Board of Education agrees to forward to CASA each month a check for the amount of
money deducted during the month. The Board shall include with such check a list of
administrators from whom such deductions were made.
4. Save Harmless
CASA agrees to indemnify and save the Board harmless from any claim or lawsuit arising
from the Board’s fulfillment of its obligations under this section. The Board agrees that
CASA shall assume the exclusive legal defense of any such claim or lawsuit. In assuming
such defense on the Board’s behalf, CASA shall confer with the Board or its legal
representatives concerning the defense of claims and lawsuits against the Board. CASA
shall have the right to compromise or settle any claim or lawsuit against the Board under
this section with the approval of the Board, which shall not be unreasonably withheld.
ARTICLE X
PROFESSIONAL DEVELOPMENT
A. Each administrator shall be entitled to $2,000 per year to be used as determined by the
administrator for job-related professional development or for other job-related professional
needs. This money shall cover any combination of books, journals or other educational
materials, professional dues, graduate level course-work, conferences, seminars, and other
related expenses, as determined by the administrators with the approval of Superintendent.
The administrator may also use the stipend to purchase technology (including hardware),
although the ownership of any such technology will be retained by the Board.
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1. Graduate level course-work shall be remunerated as reimbursement of expenses
after satisfactory completion of a course (grade of B/3.0 or better). Each
administrator shall submit a grade report to the Superintendent for verification and
reimbursement.
ARTICLE XI
INSURANCE BENEFITS
A. The Board shall provide to all members of the bargaining unit, subject to the conditions
herein stated, the following individual and dependent insurance coverage, as determined by
the unit member, with the features of the insurance plans outlined, herein below:
1. The High Deductible Health Care (“HDHP”) Plan as outlined in summary form in
Appendix C.
2. The following premium cost-sharing provisions shall apply.
a. Effective July 1, 2021, the employee shall pay eighteen percent (18%) of the
premium costs for the HDHP Plan by payroll deduction. Effective July 1,
2022, the employee shall pay nineteen percent (19%) of the premium costs
for the HDHP Plan by payroll deduction. Effective July 1, 2023, the
employee shall pay twenty percent (20%) of the premium costs for the
HDHP Plan by payroll deduction.
3. The following prescription coverage shall apply:
a. The Board shall provide prescription drug coverage with family coverage for
employees electing the HDHP Plan through the applicable formulary, with
employee retail co-payments of $10/$25/$40 (generic/preferred
brand/non-preferred brand) and mail order co-payments of $20/$50/$80
(generic/preferred brand/non-preferred brand) for a 90 day supply.
Prescription coverage shall be subject to the applicable HDHP deductible in
the first instance.
4. The insurance program cited, hereinabove, are available to all members of the
bargaining unit whose assignment is at least fifty percent (50%) that of a full-time
unit member.
5. The following Vision Care Rider, with family coverage is provided according to
policy schedule:
a. Visual examination, including refractions.
b. Lens, including coverage for:
(1) Single lenses
(2) Bi-Focal lenses
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(3) Tri-Focal lenses
(4) Contact lenses
(5) Frames
Effective July 1, 2021, the employee shall pay eighteen percent (18%) of the
premium costs for the vision care rider by payroll deduction. Effective July 1,
2022, the employee shall pay nineteen percent (19%) of the premium costs for the
vision care rider by payroll deduction. Effective July 1, 2023, the employee shall
pay twenty percent (20%) of the premium costs for the vision care rider by payroll
deduction:
6. The Board shall provide each member of the bargaining unit with family coverage:
a. The Blue Cross/Blue Shield FLEX Plan for Dental Care which shall not have
any deductible (first dollar coverage) for diagnostic/ preventative dental services
which shall include, but not be limited to, oral examination, x-rays, simple
extractions, emergency treatment, prophylaxis (cleaning), fluoride treatments,
repair of dentures, fillings, and endodontics as described in the plan provided.
b. There will be a twenty-five dollars ($25.00) per insured individual, per year
front-end deductible for all other basic benefits covered by the FLEX Dental
Plan.
c. Payments are to be based on reasonable and customary charges.
d. Dental coverage shall also include all Rider A benefits (inlays [not part of
bridge], crowns [not part of bridge], space maintainers, oral surgery and
apicoectomy) payable to eighty percent (80%) of reasonable and customary
charges.
e. Dental coverage shall also include all Rider D benefits (orthodontist) payable at
the rate of sixty percent (60%) of covered expenses until the insurance carrier
has paid six hundred dollars ($600.00) per insured individual under the age of
19; the six hundred dollars ($600.00) is a lifetime maximum.
f. Insured/spouse and unmarried dependents to age 26.
g. Coverage will be limited to a maximum benefit of $2,000 per person per
calendar year for Diagnostic & Preventive and Basic services as outlined in
Appendix B.
h. Effective July 1, 2021, the employee shall pay eighteen percent (18%) of the
premium costs for dental benefits by payroll deduction. Effective July 1, 2022,
the employee shall pay nineteen percent (19%) of the premium costs for dental
benefits by payroll deduction. Effective July 1, 2023, the employee shall pay
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twenty percent (20%) of the premium costs for dental benefits by payroll
deduction:
B. The Board may substitute insurance carriers/plans/administrators as it deems fit so long as
the new carrier/plan administrator provides reasonably comparable coverage and
administration. Network equivalence shall not be a factor in considering reasonably
comparable coverage and administration if the disruption in doctor utilization (by visit) is
fifteen (15%) percent or less. The Board shall provide CASA with written notice of the
change in carriers/ plans/administrators. CASA shall have thirty (30) calendar days from
the date of notice by the Board in which to file a claim that the substitute
carrier/plan/administrator does not provide reasonably comparable coverage. Failure of
CASA to file such a claim within thirty (30) calendar days shall constitute a waiver of such
claim. Disputes as to reasonable comparability are to be resolved forthwith by final and
binding arbitration before a mutually agreeable arbitrator experienced in matters of
insurance coverage.
C. The Board shall provide term life insurance equal to twice the annual salary with no limit,
but rounded to the nearest one thousandth ($1,000) dollars, plus an equal amount of
coverage for accidental death and dismemberment for each administrator.
D. The Board shall provide a long-term disability plan for each administrator beginning after a
90 days disability. The benefit shall provide an income to the disabled administrator of
60% of base salary up to a maximum benefit of $7,000 per month, payable until age
sixty-five (65). In no event shall any combination of any paid sick leave, workers’
compensation, or disability pay exceed the administrators’ regular per diem salary during
any period of disability.
All members of the administrators’ bargaining unit who retire from service under the
provisions of the General Statutes of the State of Connecticut shall be allowed to purchase
any of the above coverages offered to active administrators in accordance with state law.
Provisions of this coverage are to be determined by the terms and conditions of the
individual insurance companies.
E. The Board shall make available on an optional basis at no cost to administrators a Section
125 Flexible Spending Account for accident and health insurance (IRC Sections 105 and
106) and dependent care assistance (IRC Section 129), subject to all applicable IRS rules
and regulations. If an employee severs employment prior to the completion of the work
year, he/she shall be responsible for any payments exceeding those deducted from his/her
salary under the above plan.
F. In the event that any state, federal or local excise tax is scheduled to go into effect during
the term of this Agreement, the parties agree to commence negotiations in accordance with
the Teacher Negotiation Act, to determine insurance provisions for the contract year in
which the excise tax goes into effect. During such negotiations, the parties will reopen this
Article (including the related appendices of the contract) for the purpose of addressing the
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impact of the excise tax and negotiating insurance benefits. No other provision of the
contract shall be reopened during such negotiations.
ARTICLE XII
SALARY PLAN
A. The salary plan is delineated in Appendix A to this agreement.
B. The per diem rate of pay for an administrator is computed by multiplying the
administrators’ annual salary by 1/260 (or 261 days in a leap year).
ARTICLE XIII
MILEAGE/CELL PHONE
A. Each administrator shall be reimbursed at the IRS rate for mileage while using a personal
vehicle for required out of district travel. Each administrator shall be reimbursed at the
IRS rate for mileage, and subject to federal and state withholding, for travel from home to
the school district when required to return in the evening for school-related events, which
may include Board of Education meetings, athletic events, or other school programs.
B. Only system-wide administrators (Special Education Director, Assistant Special Education
Director and Curriculum Director) shall be reimbursed for intra-district travel.
C. Travel vouchers shall be filed monthly by the administrators on a form developed by the
Superintendent.
D. The Board shall provide each Administrator with a district issued cell phone/data device.
ARTICLE XIV
SAVINGS CLAUSE
A. If any provision of this agreement is, or shall at any time be contrary to law, then such
provision shall not be applied or performed or enforced, except to the extent, permitted by
law, and any substitute action shall be subject to consultation and negotiation with the
CASA.
B. In the event that any provision of this agreement shall at any time be contrary to law, all
other provisions of this agreement shall continue in effect.
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ARTICLE XV
MISCELLANEOUS
A. No disciplinary action including written reprimand, suspension, or the withholding of an
annual increment shall be taken except for just cause. The parties recognize that
non-renewal or termination of contract shall be subject to review under Connecticut
General Statute §10-151, and in no other manner.
ARTICLE XVI
REDUCTION IN FORCE
In case of a school closing, grade restructuring, reorganization, or the elimination of position(s) as
a result of which a unit member is displaced from his or her position, the following principles shall
apply:
A. "Seniority" as used in this Article shall refer to service as an administrator for the
Colchester Public Schools.
In the event any administrative position is eliminated, the Superintendent shall assign the
affected administrator to another vacant administrative position or a position held by a less
senior unit member, for which he or she has had appropriate or comparable experience in
the judgment of the Superintendent (which shall not be arbitrary or capricious), provided
that such assignment does not constitute a promotion.
If there are two administrators whose administrative positions are eliminated and both are
eligible for transfer into the same position, both will be screened and the Superintendent
will assign the most qualified to the position. Administrators who are displaced and for
whom no other administrative assignment is available in accordance with the provisions of
this Article shall be assigned to a teaching position, if available, in accordance with the
provisions of the applicable collective bargaining agreement.
B. Any administrator who has been displaced from an administrative position and was
transferred into a position with a lower annual salary that administrator will continue to
receive their original salary for one school year. The following school year their salary
shall be that of their newly assigned position.
C. Any administrator who has been displaced from an administrative position shall be placed
on a reappointment list. His or her name shall remain on such reappointment list until
reappointment to an administrative position or for a period of two (2) years from the date
of displacement, whichever shall first occur. If an administrator on the reappointment list
refuses an appointment to an administrative position for which he or she is eligible, he or
she shall be immediately removed from the reappointment list. Administrators on the
reappointment list will only be eligible to take positions for which they are certified and
qualified in the opinion of the Superintendent (which shall not be arbitrary or capricious),
and shall not be eligible for any job which is either a promotion or which is at a different
level from the administrative position previously held by that administrator. No
administrator shall be eligible for reappointment unless he or she remains in the continuous
employment of the Board between the date of displacement as an administrator, and the
date of reappointment, unless there was no teaching position available for such
administrator at the time of displacement.
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D. For purposes of this Article, a "promotion" shall be a reassignment to a salary
classification with a higher maximum salary, as set forth on Appendix A.
ARTICLE XVII
DURATION OF AGREEMENT
This agreement shall be effective as of July 1, 2021 and shall remain in force and effect through
June 30, 2024.
DATED: DATED:
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APPENDIX A
SALARY PLAN
2021-22
Asst. MS
Asst. Elem. MS Prin/ Prin./ Asst. Asst. HS
Step Elem. Prin HS Prin.
Prin. Director Prin.
Special Ed Dir
1 138,528 125,132 144,679 130,686 148,813 134,420
2 140,917 127,329 147,172 132,980 151,376 136,778
3 143,386 129,523 149,753 135,273 154,031 139,135
4 149,378 134,563 156,009 140,537 160,465 144,552
GWI: 1.75% Administrators shall move up one step on the salary schedule
2022-23
Asst. MS
Asst. Elem. MS Prin/ Asst. HS
Step Elem. Prin* Prin./ Asst. HS Prin.
Prin.* Director Prin.
Special Ed Dir
1 142,645 128,947 147,934 133,626 152,161 137,444
2 145,088 131,194 150,483 135,972 154,782 139,856
3 147,612 133,437 153,122 138,317 157,497 142,266
4 153,739 138,591 159,519 143,699 164,075 147,804
GWI: 2.25% Administrators shall move up one step on the salary schedule
2023-24
Asst. MS
Asst. Elem. MS Prin/ Asst. HS
Step Elem. Prin* Prin./ Asst. HS Prin.
Prin.* Director Prin.
Special Ed Dir
1 147,211 133,171 151,632 136,967 155,965 140,880
2 149,715 135,474 154,245 139,371 158,652 143,352
3 152,302 137,773 156,950 141,775 161,434 145,823
4 158,582 143,056 163,507 147,291 168,177 151,499
GWI: 2.50% Administrators shall move up one step on the salary schedule
*In the years 2022-23 & 2023-24 $1,000 shall be added to each step in the
Elementary Principal and Elementary Assistant Principal Columns
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A. After consultation with the President of CASA, newly hired administrators may be initially
placed at any point on the salary range for the position by the Superintendent with approval
of the Board of Education.
B. The per diem salary rate of pay is computed by multiplying annual salary by 1 over 260 (or
261 in leap years).
C. The base salary of each administrator shall be the sum of (a) his/her salary as set forth on
the applicable lane and step of the salary schedules set forth herein and (b) an additional
amount as specified below, to be paid to the administrator in two equal installments during
the fiscal year as to which amount the administrator will arrange to have an elective
deferral deducted from his/her salary on a pre-tax basis as permitted under Section
403(b)(12)(A)(ii) of the Internal Revenue Code, as amended, including the applicable
catch-up limit of Section 414(v) of the Internal Revenue Code, and then contributed toward
the purchase of a 403(b) annuity with a tax sheltered annuity company he/she chooses from
the Board’s list of approved 403(b) vendors pursuant to the Board’s 403(b) plan available to
Board employees in accordance with Section 403(b) of the Internal Revenue Code, as
amended. For purposes of reporting each administrator’s salary to the Connecticut State
Teachers Retirement System, and for calculating the amount of the administrator’s
mandatory employee contributions to be deducted from his/her salary and paid to the
Connecticut State Teachers Retirement System, the Board shall include the full amount of
the total base salary specified in sections (a) and (b) in this paragraph.
The amount paid under subparagraph (b) is as follows:
$3,500
D. Administrators with a Ph.D. or Ed.D. shall receive an annual stipend of $1,000.
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APPENDIX B
INSURANCE PROGRAMS
HIGH DEDUCTIBLE HEALTH CARE PLAN:
(Following are some of the co-pay, deductible, and coverage features of the HDHP Plan)
BENEFIT
COST SHARES
In-Network services and Out-of-Network services and
Out-of-Network services subject to deductible and coinsurance.
No Referrals Required
Deductible: $2,000 Individual, $4,000 Two or More
Out-of-pocket Maximum Individual: $6,850 (in network) $8,000 (Out of
network) Two or More
In Network Coinsurance 100%
Lifetime Maximum In-Network - Unlimited
Out-of-Network Benefits
Coinsurance 80% / 20%
Lifetime Maximum Out-of-Network - Unlimited
Only In-Network Benefits Illustrated Below
PREVENTIVE CARE Annual
Pediatric Covered 100% - Not Subject to Deductible
Adult Covered 100% - Not subject to Deductible
Vision Exam Covered 100% - Not Subject to Deductible
Hearing Covered 100% - Not Subject to Deductible
Routine Gynecological Covered 100% - Not Subject to Deductible
MEDICAL SERVICES
Medical Office Visit 100% after deductible
Outpatient - PT/OT 100% after deductible
Chiropractic 50 visits per calendar year
Add'l coverage after 50 visits subject to OON deductible/coinsurance
Allergy Services 100% after deductible
Diagnostic Lab & X-ray 100% after deductible
Surgery Fees 100% after deductible
Office Surgery
100% after deductible
Outpatient MH/SA 100% after deductible
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EMERGENCY
SERVICES
Emergency Room 100% after deductible
Urgent Care Facility 100% after deductible
Ambulance 100% after deductible
INPATIENT HOSPITAL Note: All hospital admissions require pre-cert
General/Medical &
Surgical 100% after deductible
Ancillary Services
(Medication, Supplies) 100% after deductible
Psychiatric 100% after deductible
Substance Abuse/Detox Covered 100%
Rehabilitative 100% after deductible
Covered up to 100 days per calendar year.
Add'l coverage after 100 days subject to OON deductible/coinsurance
Skilled Nursing Facility 100% after deductible
120 days per calendar year
Hospice 100% after deductible
OUTPATIENT
HOSPITAL
Outpatient Surgery 100% after deductible
Facility Charges
Diagnostic Lab & X-ray 100% after deductible
Pre-Admission Testing 100% after deductible
OTHER SERVICES
Durable Medical
Equipment 100% after deductible
Prosthetics 100% after deductible
Home Health Care 100% after deductible
200 visits per calendar year.
Infertility Services 100% after deductible
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Prescription Drugs After deductible is met: 2 x retail for mail order / $10 generic, $25
preferred brand, $40 non- preferred brand; Unlimited max.
This insurance matrix appendix contains a summary and description of the Plan. It is agreed and
understood by the parties that the insurance description contained in this matrix are descriptive only
and is not the insurance policy. All questions or issues concerning insurance coverage and related
matters shall be determined by reference to the actual insurance policy documents issued or possessed
by the insurers and/or plan administrators.
The Board will contribute a percentage of the applicable HDHP deductible amount. The Board’s
contribution toward the HDHP deductible into an administrator’s HSA account is set forth below. For
plan participants who may not be eligible (Medicare enrolled or receiving benefits from TriCare or
VA) for a HSA contribution, the Board shall make available a HDHP/HRA plan with the same
deductible funding as received by HSA participants. The parties acknowledge that the Board’s
contribution toward the funding of deductible for the HDHP plan by contribution to an administrator’s
HSA (or HRA contribution) is not an element of the underlying insurance plan, but rather relates to
the manner in which the deductible shall be funded for active employees. The Board shall have no
obligation to fund any portion of the HDHP deductible (or HRA contribution) for individuals upon
their separation from employment. Board contributions to an administrator’s HSA (or HRA
contribution) shall be pro-rated for a partial year of employment. In the event that an administrator
gives written notice of his/her intent to leave the district, any further Board contributions to an
administrator’s HSA (or HRA contribution) shall reflect the pro-rated amount of an administrator’s
deductible funding through his/her last day of employment with the district.
For 2021-2022 through 2023-2024, the Board will contribute fifty percent (50%) of the applicable
deductible amount. The Board will make its contribution to an administrator’s HSA (or HRA
contribution) in two (2) equal installments, on the following schedule:
● 50% of Board’s contribution on 1st regular payroll date after July 1st.
● 50% of Board’s contribution on 1st regular payroll date after September 1st.
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DENTAL INSURANCE
Benefit
Individual Deductible: $25 (applies to Basic Services and Major Services only)
Family Deductible: $75 (applies to Basic Services and Major Services only)
Lifetime maximum: $600 per member per lifetime for Category 3
All other categories are subject to a maximum of $2,000 per
person per calendar year.
Insured/spouse and unmarried dependents to age 25. For
employees hired after July 1, 2004, dependents over 19
must also be full-time students
Diagnostic and Preventive Services
Initial and periodic oral exams and cleanings Payable at 100% of usual, customary and reasonable
Topical application of fluoride charges at participating dentists.
Space maintainers
X-rays
Emergency Treatment
Prophylaxis
Space Maintainers
Basic Services
Fillings Payable at 80% of usual, customary and reasonable charges
Root Canals at participating dentists.
Stainless steel crowns
Extractions
Oral Surgery
Repair and relining of dentures
Apicoectomy
Inlays 1/tooth/5 years
Onlays 1/tooth/5 years
Crowns 1/tooth/5 years
Major Services
Orthodontics Payable at 60% of usual, customary and reasonable charges
at participating dentists (to age 19) - $600 lifetime
maximum
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