Custodian Contract - 7.1.22-6.30.23 — Colchester Document Library

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AGREEMENT
BETWEEN

THE BOARD OF EDUCATION
OF THE TOWN OF COLCHESTER

AND
LOCAL 1303-77 OF COUNCIL #4
AMERICAN FEDERATION OF STATE, COUNTY

AND MUNICIPAL EMPLOYEES, AFL-CIO
(CUSTODIANS)

July 1, 2022 - June 30, 2023

11367375v.2

TABLE OF CONTENTS

PAGE
ARTICLE I — RECOGNITION 1

ARTICLE II - UNION SECURITY 1

ARTICLE II] — SENIORITY 2

ARTICLE IV - HOURS OF WORK - OVERTIME AND HOLIDAY PAY 4

ARTICLE V—- HOLIDAYS 7

ARTICLE VI — VACATIONS 8

ARTICLE VII-LEAVES 9

ARTICLE VIII - GRIEVANCE PROCEDURE 12

ARTICLE IX - DISCIPLINARY ACTION 13

ARTICLE X — WAGES 14

ARTICLE XI - SAFETY AND HEALTH | 15

ARTICLE XII - INSURANCE AND PENSION 15

ARTICLE XIII — MISCELLANEOUS 19
ARTICLE XIV - MANAGEMENT RIGHTS 19
ARTICLE XV - SAVINGS CLAUSE 19

ARTICLE XVI - DURATION 20

APPENDIX A - WAGE SCHEDULES 21

APPENDIX B —- MEDICAL INSURANCE PROGRAMS 22

APPENDIX C - DENTAL INSURANCE = 29

This Agreement is entered into by and between the Town of Colchester Board of Education,
hereinafter referred to as the “Employer” and Local 1303 of Council #4, American Federation of
State, County and Municipal Employees, AFL-CIO, hereinafter referred to as the “Union.”

ARTICLE I
RECOGNITION

The Employer recognizes the Union as the sole and exclusive bargaining agent for the purpose of
collective bargaining on all matters of wages, hours of employment and other conditions of
employment for all eligible employees. Eligible employees shall be defined to mean those
employees employed for twenty (20) hours a week or more, doing custodial and repair and
maintenance work.

ARTICLE II
UNION SECURITY

2.0 Upon receipt of a signed voluntary Union dues deduction form from a bargaining unit_
employee the employer shall deduct from the employee’s pay on the first and second
payroll of each month, in substantially equal installments, such dues as the Union shall
determine. The Union agrees to hold the employer harmless from damages arising from
the making of authorized deductions.

2.1 The voluntary Union dues amount will be certified by a responsible Union officer in
writing and may be raised or lowered by the Union at any time upon at least thirty (30)
days notification by said officer to the Employer. Union dues may only be adjusted one
time per year._

2.2 Such payroll deductions, as provided herein, shall be remitted to the Council #4 office of
the Union by the fifteenth (15th) day of the next month following the month in which
such dues and/or service fees were deducted along with a list of names of employees
from whom the deductions have been made.

2.3. The employees agree, individually and collectively, that there shall be no strikes at any
time during the terms of this Agreement and/or during any extensions or renewals of this
Agreement.

The Employer agrees that there will be no lockout of any of its employees during the life
of the Agreement and/or during any extensions or renewals of this Agreement.

2.4 At least one bulletin board shall be reserved at an available place in each building, to the
extent possible, for the use of the Union notices or announcements.

2.5 The Employer shall provide one electronic copy of the contract to each employee upon
signing of the Agreement. Employees may access this electronic copy using a school
computer. New Employees shall be supplied a copy of the contract at the time they are
employed. The Council #4 office shall be supplied with five (5) signed contracts at the
time of signing or as soon thereafter as is possible, but no longer than thirty (30) days.

3.0

3.1

3.2

3.3

ARTICLE If
SENIORITY

Seniority for the purposes of this Agreement is defined as an employee’s continuous
length of service from his/her last date of hire with the Board of Education in the
bargaining unit.

Upon the written request of the Union, the Employer shall prepare a list of employees
showing their seniority in length of service and deliver the same to the Union on
December 1* of each year. Unless the Union files a grievance concerning the list within
thirty (30) days of receipt of same, the list will be presumed to be correct for all purposes
of this contract, said grievance to be in writing. Upon completion of their probationary
period, new employees shall be added to this list, and credited with service to the date of
most recent hire. Employees would not be eligible until the date they were employed to
continuously work on the basis of twenty (20) hours or more per week, as a bargaining
unit employee. Summer, work study students and temporary help are excluded from the
provisions of this Agreement.

Temporary help is defined as employees hired on a temporary basis to fill in during
periods of extended illness or other authorized leave of regular employees and to provide
assistance on a temporary basis.

New employees shall serve a probationary period of ninety (90) working days (not
including days missed because of illness or other leave), and shall have no seniority
rights during this period, but shall be subject to all other provisions of this Agreement,
except the right to grieve discharge through the grievance procedure. This probationary
period maybe extended for an additional thirty (30) days after consultation with the
Union and written notification to the employee and Union stating the reasons. All
employees who have completed the probationary period shall acquire length of service
records as of the date of their employment.

a. All vacancies and new positions shall be posted for a period of seven (7) days on
bulletin boards to be provided for such purposes, prior to the Employer filling
such vacancies or new positions. If the senior employee successfully bids for the
vacancy or new position, the seven (7) days will be waived. Employees wishing
to be considered for assignment to such vacancies or new positions shall
personally submit their request electronically to the Director of Educational
Operations or his/her designee. An employee having difficulty with completion of
on-line application materials shall be provided with a brief tutorial on request.
Employees requesting consideration and who are not selected for such assignment
in accordance with the provisions of this Agreement may appeal the action
through the grievance procedure. Assignment of employees between any schools
may be made by the Employer when it is deemed in the best interest of the
system.

3.4

3.5

3.6

3.7

b. Upon written request, a copy of the job posting and a list of the persons bidding
for the job shall be sent to the Union President at the end of the posting period.

All vacancies shall be filled within thirty (30) working days of the date of any employee
vacating a position or of the establishment of a new position, provided qualified
applicants are available.

a. When a vacancy exists or a new position is created, the employee with the highest
seniority who applies for the position shall be given the first opportunity to fill the
position-provided he/she has the qualifications to perform the work. This
provision shall not apply to promotional opportunities, which shall be filled by the
Superintendent on the basis of the best qualified person for the position.

b. The person appointed to the vacancy or new position and the Union President
shall be notified in writing of the appointment. All such appointments shall be
made not later than thirty (30) days after the posting period.

When a current bargaining unit employee is retained successfully in a vacancy or new
position for a period of sixty (60) work days, then he/she shall be considered qualified
and allocated to said position, if the position continues to exist; otherwise, he/she shall
return to his/her former position, or a position with an equal salary and comparable
duties. The above 60-day period shall be a probationary period for the employee in the
new position; an evaluation of the employee shall take place within seven (7) work days
prior to the end of the 60-day period. If the Employer determines that the employee has
not successfully completed the probationary period in the new position, then he/she shall
return to his/her former position or a position with an equal salary and comparable duties.

Layoffs shall take effect as follows:

a. Part-time employees
b. Probationary employees
c. The employee with the least seniority within classification first, provided that an

employee so identified for layoff may bump the least senior employee in the next
lower classification, if the employee has more seniority than that employee to be
bumped.

d. The superintendent of schools shall give written notice to the Union President and
to all employees to be affected by any proposed layoff at least fourteen (14)
working days before the effective date thereof.

For a period of up to twenty-four (24) months, laid-off full-time employees with the most
seniority shall be rehired within the classification from which they were laid off or in
which they have previously served and no new employees shall be hired in those
classifications until the employees set forth above have been given an opportunity to
return to work. Five (5) days written notification to the last known address shall be
sufficient notification. If no reply is received within fifteen (15) days after the mailing of

3.8

4.0

notification as aforesaid, then all of the provisions of this section shall have been deemed
complied with, and the laid off employee forfeits all further re-employment rights.
Returning employees, under the provisions of this section, must return to work within
thirty (30) calendar days from the date of the mailing of the notification.

a. The provisions of Section 3.7 shall not apply to emergencies, the use of temporary
help, or temporary replacements pending the return of any employee who has
been recalled from a layoff.

No students shall be used to replace laid-off custodians. The employment under federal

and/or state supplementary employment programs may be utilized but not to replace any
custodians who have been laid off.

ARTICLE IV
HOURS OF WORK - OVERTIME AND HOLIDAY PAY

The basic work day shall be eight (8) hours a day, five days a week, Monday through

Friday exclusive of lunch time. Employees shall take one-half (1/2) hour for duty-free lunch at a
time designated by the shift supervisor subject to the needs of the system as determined by the
building principal provided they remain on the premises.

4.1

4.2

4.3

For the purposes of Article 4 and this agreement, time “worked” shall be inclusive of
vacation time, personal leave time, sick time, funeral time and any other authorized time
that an employee is paid for but is not actually present in the work place._

The Board may exercise its right to establish shifts by changing shifts for one or more
unit members at a school.

When the Board exercises its right to make shift changes for school vacation periods, it
shall comply with the following procedures:

a. The Board shall provide notice to the affected bargaining unit members, and the
Union, not less then ten (10) calendar days in advance of the shift change;

b. The new shift will not start more than three (3) hours before nor end more than
three (3) hours after the regularly scheduled shift;

c. Employees affected by a shift change shall not lose benefits under the collective
bargaining agreement;

Time and one-half shall be paid for all hours worked in excess of forty (40) hours in one
week and

a. All work performed on Saturday as such.

b. All work performed on holidays plus regular holiday pay.

4.4 Double time shall be paid for:

4.5 a.

All work performed on Sunday as such.
Bargaining unit employees shall be given preference on all overtime assignments.

All overtime work shall be divided as equally as possible among employees
within schools with weekend work given on a rotating basis.

If an employee is scheduled overtime and does not avail himself/herself of the
opportunity to work, he/she will be charged with the scheduled overtime as if
he/she had worked.

Overtime hours of all employees in the bargaining unit shall be posted on a
suitable bulletin board, every three (3) months.

All activities including activities for groups other than Board of Education shall
be subject to the terms of this Agreement.

4.6 Additional Work/Closures

Call in Pay:

An employee called into work at a time not contiguous to his/her regularly
scheduled working hours, shall be paid a minimum of three (3) hours. The
employee shall be paid at his/her regular hourly rate if the employee has worked
less than forty (40) hours in the applicable pay cycle and at the applicable
premium rate if the employee has worked forty (40) hours in the applicable pay
cycle.

Additional Work Contiguous to an Employee’s Shift:

An employee continuing to work after his/her scheduled shift shall be paid at
his/her regular hourly rate if the employee has worked less than forty (40) hours
in the applicable pay cycle. An employee reporting to work at a time prior to
his/her scheduled shift will be paid his/her regular hourly rate (if the employee
has worked less than forty (40) hours in the applicable pay cycle) as long as
notice is provided as set forth in this paragraph; (1) for day custodians, it is
scheduled prior to 8:00 p.m. of the previous day, and (2) for evening custodians, it
is scheduled prior to 9:00 a.m. on the day in question. If the conditions for notice
for an early report have not been met, then the call-in pay provisions set forth in
Section 4.6 a. above shall apply.

Individual School(s) Closure:

In the event that a school is or schools are closed for students for an emergency
related event, day shift employees shall report to work per their regularly
scheduled shift and evening shift employees shall report to work at a

4.7

4.8

predetermined earlier shift. Earlier predetermined shifts for each work location
shall be determined at the beginning of each fiscal year by mutual agreement
between the Director of Educational Operations and the Union. Employees who
do not report to work due to pre-approved vacation time or personal leave time
shall be charged to vacation and/or personal time accordingly. Employees calling
in absent due to illness shall be required to submit medical documentation
substantiating the absence. An employee reporting to work shall be paid at
his/her regular hourly rate (if the employee has worked less than forty (40) hours
in the applicable pay cycle)._

d. District Closure:

In emergency situations necessitating the closure of the district as a whole, the
Superintendent may direct specified employees to report to work. An employee
reporting to work pursuant to such a directive shall be awarded compensatory
time for time worked as provided herein. An employee directed to report to work
before his/her scheduled shift shall receive overtime in accordance with paragraph
b. above. For hours worked during the employee’s scheduled shift after the
district closure has been called the employee shall receive their base pay plus
compensatory time. Such compensatory time shall be awarded at time and one-
half provided the employee works forty (40) hours in the applicable pay cycle.
Employees who are required to work their entire shift shall receive their base pay
plus twelve hours of compensatory time regardless of when the district closure is
called. An employee directed to work after his/her regularly scheduled shift shall
receive overtime in accordance with paragraph b. above. An employee shall be
permitted to use compensatory time within a reasonable period after making the
request, if such use does not “unduly disrupt” the operations of the district. Prior
to the end of the fiscal year, an employee shall be paid for unused compensatory
time. The Director of Educational Operations reserves the right to mandate an
employee to take accumulated compensatory time prior to the end of any given
fiscal year.

The Board may utilize up to ten (10) part-time (under twenty (20) hours per week)
custodians on a regular basis for bargaining unit work as long as the Board maintains a
staff of at least thirty (30) bargaining unit employees.

The Board shall establish a master overtime list including all members of the bargaining
unit. When overtime assignments are not covered appropriately by personnel at the
individual school the master list shall be utilized to make overtime assignments, provided
that the Board may deviate from the list if there are special qualifications necessary to
cover the assignment.

If overtime assignments cannot be filled by utilizing the master voluntary overtime list,
the assignment will be sent back to the original school location to be filled. If the
assignment cannot be filled on a voluntary basis, the Board shall assign the overtime
assignment from a rotating involuntary overtime list at the building level, starting with
the member with the least amount of seniority.

If an employee is scheduled overtime from this master list and does not avail
himself/herself of the opportunity to work, he/she will be charged with the scheduled
overtime as if he had worked. In determining ‘appropriate’ coverage of overtime
assignments, the Board may limit any individual overtime assignments if, in the Board’s
opinion, said assignments may affect the employee’s ability to perform his/her regular

assignment.
ARTICLE V
HOLIDAYS
5.0 New Year’s Day Labor Day
Martin Luther King Day Veterans’ Day
Presidents’ Day Lincoln’s Birthday
Columbus Day Thanksgiving Day
Good Friday Day After Thanksgiving Day
Memorial Day Christmas Day
Independence Day

If the Board schedules school for students on a holiday listed above, and as a result, school is in
session, then employees shall be required to work. In such event, in lieu of the scheduled
holiday, each employee shall receive a floating holiday (but not before the holiday occurs within
the school calendar). Such floating holidays shall be scheduled individually by mutual agreement
between the employee and the supervisor, and must be taken by June 30th.

In lieu of Lincoln’s Birthday, employees shall receive a floating holiday to be scheduled
individually by mutual agreement between the employee and the supervisor at any time between
Lincoln’s Birthday and June 30. Employees shall give at least two (2) days prior written notice
of a request to take this floating holiday. During the first year of employment, to be eligible to
take Lincoln’s Birthday as a floating holiday, an employee must be employed by the Board prior
to Lincoln’s Birthday. The Board reserves the right to limit the number of employees absent
under this provision on any specific day.

a. Either the last work day before Christmas or the first work day after Christmas
depending on whether or not school is in session.

b. Any day declared a holiday by state or federal decree or statute and school is not
thereby in session.

5.1 a. Holidays falling on Saturday shall be celebrated the preceding day and when
school is not thereby in session.

b. Holiday falling on Sunday shall be celebrated on Monday and when school is not
thereby in session.

5.2. Whenever any of these holidays shall occur while an employee who has obtained a
formal leave of absence for illness under Article VII is out on sick leave, the employee
shall accept the day as a holiday with no charge to sick leave.

5.3

5.4

6.0

6.1

6.2

When a holiday occurs during a regular vacation, said holiday shall not be charged
against the employee’s earned vacation time.-

An employee shall not be paid for a holiday if he/she fails to report for work on the
regularly scheduled work day prior to, or following the holiday. This section shall not
apply if an employee is on a pre-approved authorized leave, or produces medical
documentation substantiating the need for absence from work due to illness on the day
before or day after the scheduled holiday.

ARTICLE VI
VACATIONS

Employees shall be given vacation at their base rate on the following basis:

An employee who has completed one year of service shall be entitled to a
vacation of ten (10) working days annually, five (5) days of which may be taken
after but not before six (6) months of service.

An employee who has completed five (5) years of service shall be entitled to a
vacation of three (3) weeks annually.

An employee who has completed twelve (12) years of service shall be entitled to a
vacation of four (4) weeks annually.

The employee’s anniversary date will be used to determine the amount of
vacation time due.

The vacation period will be set by mutual agreement no later than April 1 between
the Superintendent or his/her designee and the employees, except that seniority
shall govern preference. The Board reserves the right to limit the number of
employees on vacation at any one time, including the right to prohibit vacation
during certain busy periods. Employees may schedule vacation time during the
school year, subject to the above limitations.

Prorated accumulated annual vacation pay shall be granted to an employee in the
event he/she terminates employment, provided fourteen (14) days notice has been
given in writing to the Employer.

In the event of the death of an employee, his/her prorata accumulated vacation
pay shall be paid to the beneficiary designated by such employee in writing on a
form provided for this purpose that shall be retained in his/her folder.

6.2.a above shall not apply in the event of termination for just cause.

6.3

7.0

Vacations shall not be cumulative from year to year. Exceptions may be made upon
written request to the Superintendent of Schools.

ARTICLE VII
LEAVES

Employees shall be entitled to sick leave, at current base pay accruing at the rate of one
and one-half days per month, to a maximum of eighteen (18) days during a fiscal year.
Such sick leave that is not used shall be accumulated to a maximum of one hundred and
forty (140) days. All current employees who have accumulated in excess of 140 days as
of June 30, 1993, are entitled to utilize said accumulation, but shall accumulate no more
sick days beyond the 140 day limitation.

Employees who have served the minimum of fifteen (15) years of consecutive service in
the system, upon retirement, shall receive payment for twenty-five percent (25%) of all
accumulated unused sick leave days accrued as of June 30, 2000 based on salary at the
time of severance. Employees must give one year notification of intent to retire, or the
payment may be deferred to the next budget year. For purposes of this sick leave
severance allowance, all employees may accumulate up to 170 days, provided that this
benefit is limited to employees employed on June 30, 2000, and days to be paid out shall
not accrue further after June 30, 2000.

Sick leave may be used in the following cases:

a. Personal illness or physical incapacity due to illness or disability.

b. Enforced quarantine of the employee in accordance with community health
regulations.

c. Medical appointments that cannot reasonably be scheduled outside assigned work
hours.

For any absence a doctor’s certificate shall be submitted to the Director of Educational
Operations upon the employee’s return to work, at the request of the Director of
Educational Operations, if he/she reasonably believes that there may be abuse of the
provisions of Article VII.

Injury Leave

Injury leave, as distinguished from sick leave shall mean paid leave given to an employee
due to absence from duty caused by a compensable accident or injury that occurred while
the employee was engaged in the performance of his/her duties. Any employee absent
due to an injury incurred in the performance of his or her duties shall be paid his/her
regular weekly wage until such time as he/she receives workers’ compensation checks, at
which time he/she shall then receive only the difference between the amount of the
compensation check and the compensation he/she received from the employer on the date
of the compensable injury or illness. The employee shall reimburse the employer for any

7.6

7.7

sums paid up to that date by virtue of the workers’ compensation checks. Such
differential and full weekly payment shall be made for a period not to exceed three (3)_
months from the date of the accident.

Military Leave

Military leave shall be granted to regular employees in accordance with the requirements
of law, when such employees are required to serve a period on active reserve or National
Guard duty. During any period of field training for the reserve corps, the employee shall
be paid the difference, if any, between his/her regular and military salary, as may be
required by law. Copies of orders to active duty or field training shall be provided as
soon as possible to the Superintendent or his/her designee. After the completion of any
such military service, such employees shall be re-employed in accordance with the
requirements of state and federal law.

A leave of absence for required military service without pay shall be granted upon written
request to any employee who enters a branch of the armed services of the United States
for four (4) years or less.

Required military service shall mean induction into the Armed Services or voluntary
enlistment in lieu of imminent induction.

a. No employee shall lose any seniority standing because of the required military
service including service in the National Guard or Organized Reserves.

b. The employee’s accumulation of sick leave upon leaving shall be retained to
his/her credit when he/she returns from military service.

c. On return from military service, the employee shall be reinstated to his/her former
job or one of like rank and shall receive credit for the yearly increments awarded
during his/her absence for military service provided he/she reports for duty within
the period of time prescribed by law from his/her discharge.

d. Upon return of an employee from military service, the full time employee with the
least seniority will be subject to layoff.

Section 7.5 shall be applied to the extent that the provision does not conflict with state or
federal law.

In addition to the sick leave, each employee shall be entitled to absence with full salary
not to exceed four (4) days for the death of spouse, child or parents of the employee. For
the death of any other member of the immediate family, this absence shall not exceed
three (3) days. Members of the immediate family include: parents of current spouse,
grandparents, grandchildren, brothers, sisters, and any relation who resides in the
employee’s household.

a. In the first year of employment, members of the bargaining unit will earn one-
third personal day per month, subject to a maximum of four (4) personal days

without loss of pay per year. This accrual provision shall not apply to
bereavement leave. Members of the bargaining unit employed for one year or
more will be allowed a maximum of four (4) personal days without loss of pay
per year. It is understood that all four (4) days are granted only for matters of
pressing personal needs which cannot otherwise legitimately be performed
outside the work day. The reasons for which personal days are granted are:

L. A death of a close friend or a relative other than those individuals listed in
section 7.6;

2. An emergency which arises over which the employee has no control;

3. Legal business;

4. Wedding or attendance at graduation within the employee’s immediate

family; immediate family defined as the employee, son, daughter, mother,
father, sister, brother, grandparent, or grandchild;

5. Religious holidays.
6. Up to one (1) day for which no specific reason is required to be given.

When an employee notifies the shift supervisor and the building administration of
his or her intent to use a personal day, on the form designated for this purpose
he/she will indicate for which of the six (6) reasons, in paragraph a. above, the
day is to be taken subject to the formal approval of the Director of Educational
Operations provided that for leave under paragraph 2 above (emergency
situations), the employee shall describe the specific circumstances that cause the
absence to be a matter of pressing personal need that cannot otherwise
legitimately be performed outside the work day.

Except in cases of emergency, notice shall be given to the immediate supervisor at
least forty-eight (48) hours in advance.

All personal days shall not exceed four (4) days per year.

Jury Duty

Each employee of the maintenance/custodial staff shall be, if called, allowed to serve on
jury duty without the loss of pay provided:

The employee allows the Superintendent of Schools to deduct any and all monies
paid to him/her for serving on a jury, reporting for jury duty or awaiting selection
for jury duty from his/her regular pay.

The jury duty plus travel time to and from the court in which the jury is polled
infringes on more than half of the employee’s regularly scheduled work shift.

7.9.

8.0

8.1

Should an employee report to work on his/her regular assigned shift within two
(2) hours after its normal starting time (lateness caused by jury duty, travel
directly connected with jury duty and ample time to change clothes) the employee
will not be required to deposit the monies received for serving on a jury with the
Superintendent of Schools and shall receive full compensation for the day’s work.

Should an employee choose not to report to his/her regularly assigned shift
(within the limits described in c. above) then (1) the employee shall not receive
regular compensation, and (2) the employee shall not be required to deposit with
the Superintendent of Schools the monies received for serving on a jury.

Copies of jury duty notification shall be provided as soon as possible to the
Superintendent of Schools or his/her designee.

In exceptional circumstances, the Superintendent may grant additional leave with or
without pay, subject to notification to the Union. Action by the Superintendent under this
paragraph shall not be subject to the grievance procedure.

ARTICLE VII
GRIEVANCE PROCEDURE

For the purpose of this Agreement, the term “grievance” means any dispute between the
Employer and the employees, or the Union, concerning the application, claim of breach
or violation of this Agreement.

Any such grievance shall be settled in accordance with the following grievance

procedure:
a. Step |.

The aggrieved employee and/or his/her Steward or Representative shall within
fifteen (15) working days of the occurrence take up the grievance matter with the
Director of Educational Operations in an effort to get the grievance resolved
immediately.

Step 2.

If the grievance is not settled in the first step, the grievance will be reduced to
writing within fifteen (15) working days of the time the grievant knew or
reasonably should have known of the event or condition giving rise to the
grievance or the grievance shall be deemed to be waived. It shall be submitted to
the Superintendent of Schools. The Superintendent will adjust the grievance at
once or give an answer to the Union in writing within fifteen (15) working days of
receipt of the grievance.

Step 3.

8.2

8.3

8.4

9.0

9.1

9.2

If the Union is not satisfied with the disposition of the grievance by the
Superintendent of Schools, it may submit said grievance within fifteen (15)
working days of receipt of the Superintendent’s decision to the Board of
Education for review in accordance with its rules and procedures. The Board, or a
subcommittee thereof, will hold a meeting to review the grievance within thirty
(30) days of its receipt of the grievance, and will give an answer to the Union in
writing within fifteen (15) working days of the Board meeting to consider same.

Step 4.

If the Union is not satisfied with the disposition of the grievance by the Board of
Education, it may submit said grievance within fifteen (15) working days of
receipt of the Board’s decision to the State Board of Mediation and Arbitration for
the arbitration in accordance with its rules and procedures. The arbitrator shall
have no power to add to, subtract from or modify in any way any of the specific
terms of this Agreement. The ruling of the arbitrator shall be binding upon both
parties. The costs of arbitration shall be borne equally by both parties.

Nothing herein shall be construed as prohibiting an aggrieved party from handling his/her
own grievance if he/she so desires, but no agreement shall be made that is contrary to any
of the terms of this Agreement. Only the Union shall have the power to submit a
grievance to arbitration.

The Employer shall allow the aggrieved employee(s) and a local Union officer the
necessary time off without loss of pay to resolve any such grievance(s) in accordance
with those procedures as set forth in 8.1 Steps a. through d.

All documents, communications and records dealing with the processing of a grievance
shall be filed separately from the personnel files of the participants.

ARTICLE Ix
DISCIPLINARY ACTION

No employee shall be discharged or otherwise disciplined without just cause.

Disciplinary actions shall normally follow this order:

a.
b.
c

Documented Verbal warning
Written warning

Suspension

Discharge

Certain infractions may require immediate suspension or discharge.

All disciplinary actions above may be subject to the grievance procedure.

9.3

10.0

10.1

10.2

All other disciplinary actions, verbal, written warnings, or any other type of action
deemed to be minor by the employer shall not be considered as evidence of progressive
discipline two (2) years after the said minor violation has occurred, provided that there is
no further disciplinary action during that period.

ARTICLE X
WAGES

Wage scales and classifications shall be negotiated and made part of this Agreement as
Appendix A.

Employees assigned by their supervisor to work in a higher classification for more than
three (3) days continuously shall be paid at their step for the higher classification on the
salary schedule, with such higher compensation to be retroactive to the first day. When
the supervisor is absent, such assignment shall be made by the Director of Educational
Operations or his/her designee. In the event that such employee has replaced another
employee on sick leave, vacation, leave of absence or other temporary leave, the
employee shall return to the compensation he/she received immediately prior to replacing
the absent employee. The following provisions shall be applied to administer this
paragraph:

a. Any part of a work day shall meet the fourth day requirement and the employee
shall be paid the entire day at the rate of the higher classification in addition to the
three previous days.

b. If an employee assigned to work in a higher classification for less than three (3)
months, he/she shall not be paid at the higher classification for any days he/she is
absent from an assigned work day for any reason. After the completion of three
(3) months of continuous service in the higher classification, the employee shall
be paid at the higher classification rates for days that the employee is absent from
an assigned work day for any reason._

c. If an employee is working in a higher classification the work day prior to a paid
holiday he/she shall be paid at the higher classification for the holiday.

d. If while working in a higher classification an employee works overtime for job
related duties or is called into work for job related duties he/she shall be paid
overtime at the higher classification.

e. If an employee is working in a higher classification and is assigned overtime to
provide custodial coverage for a non-school related event; e.g. Parks &

Recreation, school rental, etc. he/she shall not be paid at the higher classification.

Employees hired on or before June 30, 2013 shall receive longevity pay on their
anniversary date in a lump sum payment in accordance with the following schedule:

Completion of 15 years of continuous service: $750

11.0

12.0

Completion of 20 years of continuous service: $1,500

ARTICLE XI
SAFETY AND HEALTH

Any employee should report an unsafe condition to the Director of Educational
Operations or his/her designee without delay.

ARTICLE XII
INSURANCE AND PENSION

The Board shall provide to all unit members, 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, hereinbelow:

For employees who are enrolled in the Preferred Provider Plan (“PPO Plan”
during the 2015-2016 contract year, and remain continuously enrolled in the PPO
plan, the Board will offer the PPO Plan as outlined in summary form in Appendix
B. Effective July 1, 2022, the employee shall pay twenty-three and one-half
percent (23.5%).

The PPO Plan is only available to those employees enrolled in the PPO plan
during the 2015-2016 contract year and remain continuously enrolled in the PPO
Plan. Any employee hired on or after July 1, 2016, or who enrolls in the Board’s
insurance after July 1, 2016, or who switches to the HDHP after July 1, 2016 is
not eligible for enrollment in the PPO Plan.

The High Deductible Health Care Plan (HDHP) as outlined in summary form
Appendix B. Effective July 1, 2022, the employee shall pay nineteen percent
(19%) of the premium costs for the HDHP Plan by payroll deduction.

The Board shall provide prescription drug coverage for employees 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.

The insurance programs cited, hereinabove, are available to all unit members
working thirty (30) or more hours per week. Bargaining unit employees who
worked a schedule of between twenty (20) and thirty (30) hours per week prior to
July 1, 2013, and have continued to receive health insurance benefits shall be
eligible to continue to receive health insurance benefits in accordance with this
Article.

Thirty thousand dollars ($30,000.00) Term Life Insurance, plus an equal amount
of coverage for accidental death and dismemberment, for each employee, and the
Board shall pay the full premium for this insurance.

6. The following Vision Care Rider, with family coverage is provided to the
employee with the same premium share as noted in Section 12.0(1), hereinabove.
Coverage is provided according to policy schedule:

a.
b.

Visual examination, including refractions.
Lens, including coverage for:

(1) Single lenses

(2) Bi-Focal lenses

(3) Tri-Focal lenses

(4) Contact lense(s)

(5) Frames

7. The Board shall provide each member of the bargaining unit with family
coverage, the following dental coverage with the same premium share as noted in
Section 12.0(1), hereinabove:

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.

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.

Payments are to be based on reasonable and customary charges.

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 cighty percent (80%) of reasonable and
customary charges.

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 20; the six hundred dollars ($600.00) is a
lifetime maximum.

Insured/spouse and unmarried dependents to age 25. For employees
hired after July 1, 2004, dependents over nineteen must also be full-
time students. The conditions set forth in this subsection shall not
replace any conditions set forth under applicable state or federal law._

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 the attached Appendix C.

12.1

12.2

12.3

12.4

Retired employee shall be allowed the option of purchasing any of the coverages offered
to active employees, excluding life insurance, at the group rate under the group policies
of the Board of Education. Provisions of this coverage are to be determined by the terms
and conditions of the individual insurance companies.

The Board may substitute insurance carriers or administrators as it sees fit so long as the
new carrier or administrator provides reasonably comparable coverage and
administration. The Board may also adjust plan designs, so long as the Board continues
to offer both a PPO type plan to eligible employees and an HDHP type plan; and
provided the substitute PPO and HDHP plans provides reasonably comparable coverage.
The Board shall provide written notice of the change in carrier, plan and/or administrator
to the Union. Following receipt of such written notice, the Union shall have thirty (30)
calendar days to dispute the Board’s determination that a change in carrier, plan or
administrator does not provide reasonably comparable coverage. Disputes as to
comparability are to be resolved forthwith by expedited final and binding arbitration
before a mutually agreeable arbitrator experienced in matters of insurance coverage.

The Board shall establish a retirement plan either similar to or part of the Town of
Colchester plan. The Plan is a Section 457/individual I.R.A. plan, as set out below. The
key provisions of the plan are set out below for informational purposes. The Plan shall
be as set out in the Plan documents, which shail be controlling, and which are available to
unit members upon request.

Employees shall be permitted to participate in the Retirement Plan after one year of
employment. The Board shall contribute 3% of base (not including overtime or
longevity) pay for all eligible employees up to the beginning of the fiscal year following
the completion of the fourth year of employment. Thereafter, the Board will contribute
4% of base (not including overtime or longevity) pay. Employees may contribute into
the Retirement Plan in accordance with limits established under federal law. The
employee can withdraw the Board portion contributed to his/her Individual Retirement
Account, as well as his/her own contribution, at any time, but if it is before retirement or
under the age of 59 % years, in accordance with law, such withdrawal will be included as
part of his/her income, and it will be subject to substantial penalties, such as a 6 month
loss on interest, and at least a 10% payment to the IRS. If the account is closed
completely, the employee shall be excluded as a participant in the future. Yield interest
shall fluctuate up or down, pending on the current rate of interest. The Board
contribution shall be made to the employee’s Section 457/individual I.R.A. Account
through payroll deduction in accordance with law.

Upon request of a unit member, the Board shall deduct from the member’s salary any
amount designated for a pension or retirement plan. The Board shall forward such
monies to the designated pension or retirement plan. It is understood that such deduction
be in equal amounts for each pay period and extend over at least three months before the
member may make a change.

Should the health insurance plan change for a majority of Board employees,
notwithstanding the provisions of Article 16.0, the Board shall have the right to reopen

12.5

12.6

this Article for the purpose of negotiating in accordance with statute over making such
changes in the health insurance plan as set forth above.

Any employee who elects to waive medical insurance benefits will receive a cash
settlement as follows:

1. Individual - five hundred thirty-five dollars ($535.00);

2 One/One - one thousand one hundred thirty dollars ($1,130.00); and
3. Family - one thousand five hundred dollars ($1,500.00).
4

This settlement will be prorated on a monthly basis if the employee leaves the
school system prior to the end of the fiscal year. An employee who elects to
waive medical insurance coverage may re-elect to have the insurance coverage at
any time. In such a case, the cash settlement will be prorated on a monthly basis.
Even though this option is elected by an employee, an employee shall still enjoy
the benefits found in Section A, paragraph 4 of this Article. Subject to the rules
and regulations of the Internal Revenue Service and the Section 125 Plan, where a
change in an employee's status prompts the employee to resume Board provided
insurance coverage, the prior written waiver may, following written request to the
Board, be revoked. Upon receipt of revocation of the waiver, insurance coverage
shall be reinstated as soon as possible. Such coverage shall be subject to any
regulations or restrictions, including waiting periods, which may be prescribed by
the appropriate insurance carrier administering the Board's insurance plan.

5. The Board reserves the right to publicize and/ or enhance the waiver option at any
time.
6. Employees hired on or after July 1, 2019 shall not be eligible for the insurance

waiver described in this paragraph. If an eligible employee hired prior to July |,
2019 opts out of the insurance after July 1, 2019, the employee shall no longer be
eligible for the insurance waiver thereafter.

7. The waiver payment is not available to any employee who is receiving health
insurance through the Town of Colchester or the Colchester Board of Education
for the year in which insurance has been waived.

The Board shall provide a long term disability plan for each twelve (12) month employee
beginning after a ninety (90) day disability period. This benefit shall provide an income
to the disabled employee of 60% base salary up to a maximum benefit of $4,000 per
month payable to age sixty-five (65). This benefit shall be available to employees
working thirty (30) or more hours per week. Notwithstanding the foregoing, bargaining
unit employees who worked a schedule of between twenty (20) and thirty (30) hours per
week prior to July 1, 2013 shall be eligible to continue to receive LTD benefits in
accordance with this Article.

An employee may contribute any part of his or her wage to a deferred compensation plan
(IRC 403b) which the Board shall make available and administer on behalf of the
employees. The administration and contributions to the plans shall be in accordance with
IRS rules and regulations. Each employee may make a contribution of his/her choice or
make no contribution. The Board will provide forms in September of each year to each
employee to make his/her selections regarding contributions from the choices offered by

13.0

14.0

15.0

15.1

the Board. The Board will conduct information meetings regarding this deferred
compensation plan.

ARTICLE XIII
MISCELLANEOUS

In the event of major disagreements during the term of this Agreement, the Union and the
Employer agree to meet to discuss the issues involved.

ARTICLE XIV
MANAGEMENT RIGHTS

It is recognized that the Board has and will continue to retain 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, lands, apparatus and other property
used for school purposes; to employ, assign and transfer employees; to suspend or
dismiss the employees of the Board in the manner provided by statute; to prepare and
submit budgets to the Town of Colchester and, in its sole discretion, expend monies
appropriated by the Town for the maintenance of 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 contract.

ARTICLE XV
SAVING CLAUSE

If any section, sentence, clause or phrase of this Agreement shall be held for any reason
to be inoperative, void or invalid, the validity of the remaining portion of this Agreement
shall not be affected thereby, it being the intention of the parties in adopting this
Agreement that no portion thereof, or provision herein, shall become inoperative or fail
by reason of the invalidity of any other portion or provision and the parties do hereby
declare that it would have severally approved of and adopted the provisions contained
herein, separately and apart from the other.

This Agreement contains the full and complete agreement between the Board and the
Union on all negotiable issues, and neither party shall be required, during the term
thereof, to negotiate upon any issue whether it is covered or not covered in this
Agreement.

15.2

16.0

16.1

16.2

Date

Any item not covered in this Agreement may be governed by existing policies, rules,
regulations of the Board, or by the modification of existing policies, rules, regulations or
the adoption of new policies, rules, or regulations.

ARTICLE XVI
DURATION

This Agreement shall become effective upon July 1, 2022 and shall remain in effect until
June 30, 2023, and from year to year thereafter unless either party notifies the other no
later than 150 days from the expiration date above that it wishes to modify or change this
agreement in any manner.

Upon receipt of such notice, meetings will begin as soon as possible to negotiate such
changes, but no later than thirty (30) days after such notice has been received by either

party.
This Agreement shall remain in full force and effect during such negotiations.

IN WITNESS WHEREOF, the undersigned parties have set their hands this day of
, 2022.

BOARD OF EDUCATION OF THE TOWN
OF COLCHESTER

G2 [2L py hook — Cp,

Alexander Oliphant, Chairperson

LOCAL 1303, COUNCIL #4, AFSCME,

Jo [HA my Droid Fegerotd

APPENDIX A

Effective July 1, 2022
Step Gradel Gradell Grade II
1 17.72 20.37
18.09 21.27 24.34
18.66 22.27 25.51
19.23 23.18 26.68
19.79 24.08 27.85
21.03 24.97 29.02
22.26 25.77 30.19

ANN Ff WN

Effective July 1, 2022, there shall be step movement for eligible employees.

After consultation with the Union, the Board may hire above Step one based on
comparable experience.

APPENDIX B
INSURANCE PROGRAMS
(Article XID
Blue Cross/Blue Shield Century Preferred Provider Plan:
Following are some of the co-pay, deductible, and coverage features of the PPO Plan

The PPO Plan is only available to those employees enrolled in the PPO plan during the 2015-
2016 contract year and remain continuously enrolled in the PPO Plan. Any employee hired on or
after July 1, 2016, or who enrolls in the Board’s insurance after July 1, 2016, or who switches to
the HDHP after July 1, 2016 is not eligible for enrollment in the PPO Plan.

SCHEDULE OF BENEFITS
CENTURY PREFERRED

This schedule generally describes the benefits available for Covered Services. For a more
detailed explanation of benefits provided, you should refer to the appropriate section of the
Summary Booklet, available at the Superintendent’s Office. This Schedule of Benefits is subject
to all the terms, conditions, and limitations set forth in the Summary Booklet.

Benefit In Network Out of Network

Deductible & Co-Insurance N/A Deductible: — $1,500/$3,000/$4,500
Co-Insurance: 80%

Out of pocket max:
$6,000/12,000/18,000

Inpatient Hospital Services $300 per admission Covered at 80% Deductible & Coins.
Outpatient Hospital Services $100 co-pay Covered at 80% Deductible & Coins.
Inpatient Mental and Substance Abuse $300 per admission Covered at 80% Deductible & Coins.
Substance Abuse Inpatient $300 per admission Covered at 80% Deductible & Coins.

Emergency Care
Emergency Room Visits $175 co-pay $175 co-pay

Walk in Care (Walk in Center $30 co-pay Covered at 80% Deductible & Coins.
or Physician's Office)

Ambulance
Unlimited per trip for Land
$4,000 per trip for Air

No co-pay

Paid as In-Network Service

Physician Services
Medical Care

$30 co-pay

Covered at 80% Deductible & Coins.

Specialist Services
Medical Care

$40 co-pay

Covered at 80% Deductible & Coins.

Preventive Care
Pediatric: (Well Child Care)
(According to Age Base Schedule)
Adult Physical Examinations:
(According to Age Base Schedule)
Gynecological: (1 per year)
Mammography:
Vision Exam:
C1 vision exam and refraction every 2
cal. Years)
Hearing Exam:
(1 Hearing Exam ever 2 cal. Years)

$0 co-pay

All Out of Network is

Covered at 80% Deductible & Coins.

Outpatient Therapy Coverages
Speech Therapy, OT, PT and
Chiropractic Services

$40 co-pay to max. 50
combined visits per
medical condition per
Cal Yr for In-network
Services. Excess paid
as out of network
benefit.

Covered at 80% Deductible &
Coinsurance with max. of 50 combined
visits per year

High-Cost Diagnostic Services

prior authorization required $100 co-pay Covered at 80% Deductible &
Coinsurance
Electroshock $40 co-pay Covered at 80% Deductible & Coins.

Prescription Drug Benefits

$10 generic, $25
preferred brand, $40
non- preferred brand;
Unlimited max. 2 x
retail for mail order

Covered at 80% Deductible & Coins.

Outpatient Mental Health
& Substance Abuse

$40 co-pay

Covered at 80% Deductible & Coins.

Home Health Aides 80 visits; case Covered at 80% above deductible to
management stop loss; 80 visits

Nursing & Therapeutic Services 200 visits (80 visits of | Covered at 50% above deductible to
which can be a Home stop loss; up to 200 visits per year
Health Aide)

Skilled Nursing Facility
(Up to 120 days per Calendar Year)

$300 per admission

Covered at 80% Deductible & Coins.

Maternity Care
Prenatal and Postnatal

$40 co-pay first visit
only

Covered at 80% Deductible & Coins.

Durable Medical Equipment

Hearing Aid Coverage available for
dependent children age 12 yrs and under
with a max of $1,000 within a 2 yr
period.

Covered in full

Covered at 80% Deductible & Coins.

Hospice Care (inpatient) $300 per admission Covered at 80% Deductible & Coins.
60 days

Penalty for failure to pre-certify Elective | $250 Hospital $250 Hospital

Hospital Admission, Partial & 25% Physician of & 25% Physician of (MAA)
Hospitalization or Day/Night Visit (MAA) Max.

Programs or Certify a Medical
Emergency within 2 business days

Allowable Amount

Eligibility

Insured/spouse and
unmarried dependents
to age 26.

Same

This insurance matrix appendix contains a summary and description of the PPO 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.

HIGH DEDUCTIBLE HEALTH CARE PLAN:

(Following are some of the co-pay, deductible, and coverage features of the HDHP Plan.
This plan will be effective as soon as practicable after execution of the agreement between the parties)
The HDHP Plan is the only plan available to employees hired on or after July 1, 2016.

BENEFIT
COST SHARES

PREVENTIVE CARE
Pediatric

Adult
Vision Exam
Hearing

Routine Gynecological

MEDICAL SERVICES

Medical Office Visit
Outpatient - PT/OT

Chiropractic

Allergy Services
Diagnostic Lab & X-ray

Surgery Fees

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

In Network Coinsurance 100%

Lifetime Maximum In-Network - Unlimited

Out-of-Network Benefits

Coinsurance 80% / 20%-

Out-of-pocket Maximum $4,000 Individual;
network) $8,000 (Out of network) Two or More

$6,850 (in

Lifetime Maximum Out-of-Network - Unlimited
Only In-Network Benefits [Illustrated Below

Annual
Covered 100% - Not Subject to Deductible

Covered 100% - Not subject to Deductible
Covered 100% - Not Subject to Deductible
Covered 100% - Not Subject to Deductible

Covered 100% - Not Subject to Deductible

100% after deductible

50 visits per calendar year

Add'l coverage after 50 visits subject to OON
deductible/coinsurance

100% after deductible

Office Surgery
Outpatient MH/SA
EMERGENCY
SERVICES
Emergency Room
Urgent Care Facility

Ambulance

INPATIENT HOSPITAL
General/Medical & Surgical

Ancillary Services
(Medication, Supplies)

Psychiatric
Substance Abuse/Detox

Rehabilitative

Skilled Nursing Facility

Hospice

OUTPATIENT

HOSPITAL

Outpatient Surgery
Facility Charges

Diagnostic Lab & X-ray

Pre-Admission Testing

OTHER SERVICES
Durable Medical Equipment

Prosthetics

Home Health Care

100% after deductible

Note: All hospital admissions require pre-cert
100% after deductible

100% after deductible

Covered 100%

100% after deductible

Covered up to 100 days per calendar year.
Add'l coverage after 100 days subject to OON

deductible/coinsurance

100% after deductible
120 days per calendar year

100% after deductible

100% after deductible
100% after deductible

100% after deductible
200 visits per calendar year.

Infertility Services 100% after deductible

Prescription Drugs After deductible is met: 2 x retail for mail order / $10 generic,

$25 preferred brand, $40 non- preferred brand; Unlimited max.

The parties acknowledge that the Board’s fifty percent (50%) contribution toward the funding of the HDHP
plan 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 for individuals upon their separation from employment.

The Board will contribute fifty percent (50%) of the applicable deductible amount. The Board will make its
contribution to an employee’s HSA in four (4) equal installments, on the following schedule:

25% of Board’s contribution on Ist regular payroll date after July Ist
25% of Board’s contribution on Ist regular payroll date after December 15*
25% of Board’s contribution on Ist regular payroll date after March 15"

25% of Board’s contribution on Ist regular payroll date after June 15"

This insurance matrix appendix contains a summary and description of the HDHP 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.

APPENDIX C

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

Topical application of fluoride
Space maintainers

X-rays

Emergency Treatment
Prophylaxis

Space Maintainers

Payable at 100% of usual, customary and reasonable charges
at participating dentists.

Basic Services
Fillings
Root Canals
Stainless steel crowns
Extractions
Oral Surgery
Repair and relining of dentures
Apicoectomy
Inlays 1/tooth/5S years
Onlays I/tooth/5 years
Crowns |/tooth/5 years

Payable at 80% of usual, customary and reasonable charges
at participating dentists.

Major Services
Orthodontics

Payable at 60% of usual, customary and reasonable charges
at participating dentists (to age 19) - $600 lifetime maximum