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COLCHESTER BOARD OF EDUCATION
AND
LOCAL 818, COUNCIL #4
AFSCME, AFL-CIO
(CAFETERIA SUPERVISORS)
Effective July 1, 2022 through June 30, 2025
April 9, 2022
11028503
INDEX
Page
Preamble 1
Article I - Recognition 1
Article IA - Board's Prerogatives 1
Article II - Union Security 3
Article Ill - Seniority 4
Article IV - Regular Hours of Work 6
Article V - Holidays 6
Article VI - Sick Leave and Leave of Absence 7
Article VII - Grievance Procedure 10
Article VIII - Personnel Files 12
Article IX - Wages 13
Article X - Insurance Benefits 13
Article XI - Longevity 17
Article XII - Savings Clause 17
Article XIII - Retirement 17
Article XIV - Duration 18
Appendix A - Salary Schedule 19
Appendix B - Insurance Programs 20
Appendix B-1 - High Deductible Health Care Plan (HDHP)
Appendix B-2 - FLEX Dental
11028503
PREAMBLE
This Agreement entered into by Colchester Board of Education (hereinafter
referred to as the "Board") and Local 818 of Council #4, American Federation of
State, County and Municipal Employees, AFL-CIO (hereinafter referred to as the
"Union") has as its purpose the promotion of harmonious relations between the
Employer and the Union, the establishment of an equitable and peaceful
procedure for the resolution of differences, and the establishment of rates of pay,
hours of work and other conditions of employment.
ARTICLE I
RECOGNITION
The Board 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 full time supervisory employees in the
following classifications: Cafeteria Managers and District Nutrition Program
Coordinator. Full time employees shall be defined to mean those employees
employed for twenty (20) hours a week or more. 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 their authorized leave of regular employees and to
otherwise meet District needs.
ARTICLE IA
BOARD'S PREROGATIVES
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, lands,
apparatus and other property, used for school purposes;
to determine the number, age and qualifications of the pupils to be admitted
into each school;
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to employ, assign, transfer, promote or demote, to lay off, furlough,
terminate or otherwise relieve_school employees from duty for lack of work
or other legitimate reasons when it shall be in the best interests of the
Board
to suspend or dismiss school employees in the manner provided by statute
or board policy;
to designate schools which shall be attended by the various children within
the Town;
to make such 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 establish contracts and subcontracts for the Board's operations (if the
Board exercises its right to subcontract any of its operations, then the Board
shall include a preferential hiring clause within its initial contract with the
applicable subcontractor that Board employees within the affected
classification shall be hired by the contractor to perform the work serving
the Colchester Board of Education, subject to the contractor's normal hiring
requirements);
to make rules for the arrangement, use and safekeeping of the school
libraries and to approve the books selected therefore and to approve plans
for school buildings;
to prepare and submit budget to the Board of Finance and, in its sole
discretion, spend monies appropriated by the Town for the maintenance of
the schools, and to make transfers of funds within the appropriate budget
as it shall deem desirable;
to establish or continue policies, practices and procedures for the conduct
of Board business and, from time to time, to change or abolish such
policies, practices and procedures;
to discontinue processes or operations or to discontinue their performance
by employees;
to select and to determine the number and types of employees required to
perform the Board's operations;
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It is the responsibility of the Union President to have the dues card completed and
transmit same to the Superintendent's office.
Section 2.5
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 Board 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.
Section 2.6
The Board shall post the contract on line so it is accessible to bargaining unit
employees. The Council #4 office shall be supplied with an electronic copy and
one (1) signed original contract at the time of signing or as soon thereafter as is
possible, but no longer than thirty (30) days.
Section 2.7
All new hires which are represented by the bargaining unit, within fifteen (15)
working days of their start date, shall be released from work, for thirty (30) minutes
without loss of pay, to attend a Union orientation.
Section 2.8
The Board shall notify the Union President of all separations and/or new hires
within the bargaining unit.
ARTICLE Ill
SENIORITY
Section 3.0
Upon the written request of the Union, the Board 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. Seniority for all
employees shall be based on continuous length of service in the bargaining unit.
Upon completion of their probationary period, new employees shall be added to
this list.
For the purposes of calculating seniority, employees commence their probationary
period as of the date they are employed to work in a bargaining unit position
twenty (20) hours or more per week.
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Overtime shall be paid by the Board for hours worked beyond forty (40) in one
work week, when assigned in advance by the designated supervisor.
Section 4.1
Unless modified by the Superintendent with three (3) weeks' notice, the basic work
week for Cafeteria Managers shall be seven (7) hours per day, Monday through
Friday. The basic work year for the Cafeteria Managers shall be from 168 days to
193 days.
Unless modified by the Superintendent with three (3) weeks' notice, the basic work
week for the District Nutrition Program Coordinator shall be eight (8) hours per
day, Monday through Friday. The basic work year for the District Nutrition
Program Coordinator shall be from 168 days to 193 days.
ARTICLE V
HOLIDAYS
Section 5.0
Employees shall receive the paid holidays listed below that fall during the school
year on days they would otherwise be scheduled to work.
New Year's Day Labor Day
Martin Luther King Day Veterans' Day
Presidents' Day Columbus Day
Good Friday Thanksgiving Day
Memorial Day Day after Thanksgiving
Independence Day Christmas Day
Section 5.1
a. Holidays falling on Saturday shall be celebrated the preceding day
and when school is not thereby in session.
b. Holidays falling on Sunday shall be celebrated on Monday and when
school is not thereby in session.
Section 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.
Section 5.3
At the discretion of the Superintendent of Schools, an employee shall not be paid
for a holiday if he/she fails to report for work on the regularly scheduled work day
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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. Other members of the immediate family
include: parents of current spouse, grandparents, grandchildren, brothers, sisters,
and any relation who resides in the employee's household.
Section 6.4 - Injury Leave
Injury leave, as distinguished from sick leave, shall mean paid leave given to an
employee due to absence from duty caused by an accident or injury that occurred
while the employee was engaged in the performance of his or her duties. Any
employee absent due to an injury incurred in the performance of his or her duties
shall be paid his or her regular weekly wage until such time as he or she receives
workers' compensation checks, at which time he or she shall then receive only the
difference between the amount of the compensation check and the compensation
he or she received from the employer on the date of the injury. The employee
shall reimburse the Board for any 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,
without any deduction from paid sick leave. Thereafter, for the next three (3)
months, an employee's sick leave shall be charged for the differential referenced
in this section. After six (6) months have elapsed, the employee is not eligible for
any continuing differential._
Section 6.5 - Personal Leave
In the first year of employment, members of the bargaining unit will earn one-half
personal day per month, subject to a maximum of two (2) personal days, without
loss of pay per year. The Superintendent may, in his/her discretion, permit an
employee to borrow up to two (2) days against days that have not yet been
earned. This accrual provision shall not apply to bereavement leave. Members of
the bargaining unit will be allowed a maximum of two (2) personal days without
loss of pay per year. It is understood that both of the two (2) days are granted only
for matters of pressing personal needs which cannot otherwise legitimately be
performed outside the work day. The two (2) days may be used for necessary
sensitive personal business that cannot otherwise be conducted outside the work
day.
When an employee notifies his or her supervisor of his or her intent to use a
personal day, he/she will indicate 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 employee's supervisor
at least forty-eight (48) hours in advance. In cases of emergency, such notice
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shall be given as soon as possible once the employee is aware of the need for
such leave.
Personal leave shall normally not be granted on the last day before a school
holiday or vacation period or on the first day of school after a holiday or vacation
period. Exceptions to this rule may be made for situations which arise over which
the employee has no control, as determined by the Superintendent in his/her
discretion.
Section 6.6 - Jury Duty
An employee shall be entitled to full pay at current base rate for absence due to
jury duty provided that reimbursement for same and regular pay together does not
exceed the employee's regular wage. The employee shall give adequate notice to
jury call.
Section 6. 7 - Maternity and Adoption Leave
a. Maternity leave shall be granted by the Board of Education and the
employee may use accumulated sick leave for disabilities caused or
contributed to by pregnancy, miscarriage, abortion, childbirth and
recovery therefrom.
b. Leave shall continue as long as the employee is disabled. The
Board reserves the right to determine the period of disability through
review by a physician it selects. The Board shall be notified at least
thirty (30) days before the estimated time of commencement of the
leave.
c. The availability of extension of leave, the accrual of seniority and
other benefits and privileges, reinstatement and payment under any
health or temporary disability due to pregnancy or childbirth shall be
available on the same terms and conditions as they are applied to
other disabilities.
d. Employees who are expecting to deliver or adopt a child or whose
spouse is expecting to deliver a child may request a child rearing
leave of absence without pay or benefits of up to one year.
Employees shall request such leave at least sixty (60) days prior to
the anticipated commencement of such leave, and such leave
request shall set forth the date on which leave shall conclude.
Whenever possible, employees who return from leave during the
same school year shall be returned to his/her former assignment.
Employees on such leave may continue to participate in the group
insurance coverage at their own expense.
e. To the extent that an employee may be eligible for leave under the
FMLA, any leave taken under this section shall be designated as
leave taken under FMLA, and the amount of unpaid family or medical
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leave entitlement is reduced by the amount of paid leave that is
substituted.
ARTICLE VII
GRIEVANCE PROCEDURE
Section 7 .0 - Definitions:
a. A "grievance" shall mean a complaint by a grievant that there has
been a violation, misinterpretation or misapplication of the provisions
of this contract.
b. As used in this Article the term "grievant" shall mean either (1) an
individual employee or (2) a group of employees having the same
grievance, or (3) the Union.
c. The purpose of the grievance procedure is to secure, at the lowest
possible administrative level, solutions to any problems which may
arise.
d. No reprisals of any kind shall be taken by any member of the Board
or Administration against any participant in the grievance procedure
by reason of such participation.
e. All "days" shall mean work days (during the summer recess, a work
day is defined as a day upon which the Superintendent's office is
open).
Section 7 .1 - Procedures:
A grievant and the Union Representative (if the grievant so desires) shall
first discuss the grievance with the Director of Educational Operations.
STEP I Director of Educational Operations
If the matter is not satisfactorily adjusted within two (2) work
days, the grievant shall submit it in writing within five (5) work
days to the Director of Educational Operations. Such written
grievance must be filed within five (5) work days of the date
that the grievant knew or reasonably should have known of
the act or circumstances giving rise to the grievance. The
Director of Educational Operations shall meet with the
grievant and a Union representative and must render his or
her decision in writing, with copies to the grievant and the
Union, within five (5) work days of the meeting with the
grievant.
STEP II Failing satisfactory settlement within such time limit, the
grievant may within five (5) work days appeal in writing to the
Superintendent, and such writing shall set forth specifically the
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basis of the grievance. The Superintendent or his/her
designee shall meet with the grievant and a Union
representative within five (5) work days of receipt by him/her
of such appeal and shall give his/her decision in writing to the
grievant and the Union within five (5) work days of such
meeting.
STEP Ill Board of Education
If the matter is not satisfactorily adjusted at the
Superintendent's level, the grievant may, within five (5) work
days after receipt of the Superintendent's decision at Step I,
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
Union representative at its next regular scheduled meeting or
a special meeting within thirty (30) work 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 the Union within five (5) work days of such
meeting.
STEP IV Arbitration
a. If the decision of the Board does not resolve the grievance to
the satisfaction of the Union, it may submit the grievance to
the Connecticut State Board of Mediation and Arbitration in
accordance with its administrative procedures, practices, and
rules.
b. Notice of intention to submit to arbitration under subsection a.
above, must be in writing addressed to the Superintendent of
Schools, and submission to the Connecticut State Board of
Mediation and Arbitration must be made no later than fifteen
(15) work days following receipt of the Board's decision.
c. The arbitrator shall hear and decide only one grievance in
each case. He or she shall be bound by and must comply
with all the terms of the contract. He or she shall have no
power to add to, delete from, or modify in any way any of the
provisions of this contract.
d. Fees and expenses of the arbitrator shall be borne equally by
the Board and the Union.
Section 7 .2 - General Provisions:
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a. A grievant may be represented at Steps I and II of the grievance
procedure by any person of his/her choice provided, however, that
such person shall not be an official or a representative of any other
employee organization. When a grievant is not represented by the
Union, the Union shall have the right to be present and to state its
views at all steps of the grievance.
b. Nothing contained herein shall be construed to prevent any individual
employee from informally discussing a complaint with the Director of
Educational Operations or processing a grievance in his/her own
behalf in accordance with the grievance procedure up to, but not
including, arbitration.
c. Meeting held under this procedure shall generally be conducted on
non-work time at a place which will afford a fair and reasonable
opportunity for all persons proper to be present and to be heard. If,
at the option of the Board, hearings are held during work hours,
persons proper to be present shall be excused without loss of pay.
d. The arbitrator's decision shall be final and binding.
e. All documents, communications and records dealing with the
processing of a grievance shall be filed separately from the
personnel files of the participants.
f. The parties may mutually agree to participate in mediation, on such
terms and conditions as may be established in writing.
g. The parties may mutually agree in writing to hold any of the
grievance timelines in abeyance.
ARTICLE VIII
PERSONNEL FILES
Official employee files shall be maintained in accordance with the following
procedures:
Section 8.0
No anonymous letters or materials shall be placed in an employee's personnel
folder. The employee shall be notified in advance of the placement of any critical
material in his or her file.
Section 8.1
The employee shall upon request be given the opportunity to review the contents
of his or her file. Reasonable requests for review shall not be withheld. It shall be
the responsibility of the central administration, when requested, to arrange a
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convenient appointment with each employee which will enable that employee to
have ample time to fully review any and all documents in his or her file in the
presence of an administrator or his or her designee.
Section 8.2
The employee has the right to reply to any document in his or her personnel file
with a formal letter addressed to the Superintendent of Schools. This letter will be
placed in the file.
Section 8.3
The employee shall be permitted to copy materials in his/her file.
ARTICLE IX
WAGES
Section 9.0
Wage scales and classifications are attached and made part of this Agreement as
Appendix A.
Section 9.1
The Board will provide bargaining unit members with an opportunity to obtain the
ServSafe certification at least once every five (5) years.
Section 9.2
For purposes of calculating per diem rates in connection with the provisions of the
collective bargaining agreement between the parties, the Board shall use the
fraction 1/182.
ARTICLE X
INSURANCE BENEFITS
Section 10.0
A. The Board shall offer to all eligible employees, subject to the conditions
herein stated, the following health insurance coverage, with the features of
the insurance plans outlined, herein below. Enrollment in the insurance plan
shall be subject to any and all eligibility requirements established by the
insurance carrier and/or plan administrator, at group rates subject to
conditions imposed by the carriers, with the employee portion of such
coverage to be paid by the employee through payroll deduction.
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1. High Deductible Health Care Plan (HDHP) as outlined in Appendix
B-1,_with the employee paying a percentage of the applicable
premium by payroll deduction as set forth below.
Year Board Employee Premium
Premium Contribution
Contribution
2022-2023 81.0% 19.0%
2023-2024 80.5% 19.5%
2024-2025 80.0% 20.0%
2. The insurance programs cited, hereinabove, are available to all full
time employees. Should the Board create any part-time positions,
part-time employees shall be eligible to participate proportionally at
their own additional expense, provided that the Board shall pay a
prorated amount of the Board's share of premiums (e.g., the Board
pays 70% of the Board's contribution for insurance for a person
assigned to a 70% position).
3. Term Life Insurance in an amount equal to two times salary, rounded
up to the nearest $1,000, plus an equal amount of coverage for
accidental death and dismemberment, for each member, up to a
maximum benefit of $150,000, and the Board shall pay the full
premium for this insurance.
4. Vision Care Rider with family coverage. The employee shall pay
twenty and one-half percent (20.5%) of the premium costs.
Coverage is provided according to policy schedule:
a. Visual examination, including refractions.
b. Lens, including coverage for:
1. single lenses
2. bi-focal lenses
3. tri-focal lenses
4. contact lens(es)
5. frames
5. The Board shall provide each member of the bargaining unit, with
family coverage, the following dental coverage. The employee shall
pay twenty and one-half percent (20.5%).
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.
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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 20; the six hundred dollars ($600.00) is a lifetime
maximum.
f. Insured/Spouse and unmarried dependents to age 25: for
employees hired after July 1, 2004, dependents over nineteen
must also be full-time students.
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 on Appendix B-2.
B. All members of the bargaining unit who retire after at least twenty (20) years
of service shall be allowed to participate in any or all group insurance plans
maintained for active employees, at their own expense, if permitted by the
insurance carrier. Provisions of this coverage are to be determined by the
terms and conditions of the individual insurance companies and/or plan
administrators.
C. The Board may substitute insurance carriers and/or plan administrators as it
sees fit so long as the new carrier provides reasonably comparable
coverage and administration.
D. The Board shall implement and maintain a Section 125 Salary Reduction
Agreement which will be designed to permit exclusion from taxable income
of the employee's share of health and life insurance premiums. The Board
makes no representation or guarantees as to the initial or continued viability
of such a salary reduction agreement, and shall incur no obligation to
engage in any form of impact bargaining in the event that a change in law
reduces or eliminates the tax-exempt status of employee insurance
premium contributions. So long as the Board makes a good faith effort to
comply with this paragraph, neither the union or any unit member covered
by this Agreement shall make any claim or demand, nor maintain any action
against the Board or any of its members or agents for taxes, penalties,
interest or other cost or loss arising from a flaw or defect in the salary
reduction agreement, or from a change in law which may reduce or
eliminate the employee tax benefits to be derived therefrom.
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Section 10.1
The Board may, at its option, offer alternative insurance plan(s) to bargaining unit
employees after review of such proposed plan(s) by the Union. The plan design,
co-payment amounts, cost sharing and other provisions of these alternative plans
need not conform to the provisions of this Article. Participation in an alternative
plan shall be voluntary.
Section 10.2
If the Board determines that the total cost of a group health plan offered under this
contract may trigger an excise tax under Internal Revenue Code Section 49801, or
any other local, state or federal statute or regulation, during the term of this
contract, the Board and the Union will, upon the request of the Board, engage in
mid-term negotiations regarding the impact of such excise tax, in accordance with
the Municipal Employee Relations Act (MERA). Such midterm negotiations may
include proposals designed to address the increased costs of insurance coverage
including but not limited to, proposals designed to: modify the plans so as to
reduce the cost of the plans below the excise tax thresholds and/or reduce the
amount of any applicable excise tax, revise employee contributions to the costs of
health insurance coverage, allocate the responsibility for increased costs
associated with the imposition of the excise tax and/or other insurance proposals
designed to address the increased costs of health insurance coverage.
ARTICLE XI
LONGEVITY
Section 11.0
Longevity payments shall be made to employees who have satisfied the schedule
of continuous years of service as listed below:
Years Amount
5 $650
10 $700
15 $800
20 $1,300
25 $1,500
Only employees hired before July 1, 2008 shall be eligible for the longevity benefit.
ARTICLE XII
SAVINGS CLAUSE
Section 12.0
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If any provision of this Agreement is, or shall at any time be contrary to law, then
such provision shall not be applicable or performed or enforced, except to the
extent permitted by law, and any substituted action shall be subject to appropriate
consultation and negotiation with the Union.
Section 12.1
In the event that any provision of this Agreement is, or shall at any time be
contrary to law, all other provisions of this Agreement shall continue in effect.
ARTICLE XIII
RETIREMENT
Section 13.0
The Board shall establish a retirement plan either similar to or part of the Town of
Colchester plan. The Plan is a Section 457 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 shall be controlling, and which are
available to unit members upon request.
Section 13.1
Employees shall be permitted to participate in the 457 Plan offered by the Board of
Education after one year of employment.
For employees hired on or before December 31, 2017, contribution by the Board is
3%_of base (not including overtime or longevity) pay up to the beginning of the
fiscal year following the completion of the fourth year of employment. Thereafter,
the Board will contribute 6% of base (not including overtime or longevity) pay.
For employees hired on or after January 1, 2018, contribution by the Board is 2%
of base (not including overtime or longevity) pay 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 and withdraw monies from the 457 Plan in
accordance with limits established under federal law. If the account is closed
completely, the employee shall be excluded as a participant in the future. The
Board contribution shall be made to the 457 Plan through payroll deduction in
accordance with law.
ARTICLE XIV
DURATION
Section 14.0
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Unless otherwise indicated in this Agreement, this Agreement shall become
effective on July 1, 2022 and shall remain in effect until June 30, 2025.
Section 14.1
This Agreement shall remain in full force and effect during negotiations for a
successor agreement, in accordance with the Municipal Employees Relations Act.
WHEREFORE, the parties have caused their representatives to set their hands on
the dates noted below.
COLCHESTER BOARD OF EDUCATION
LOCAL 818, COUNCIL #4, AFSCME,
AFL-CIO
/ 2-z._ (z_ 3
2
Date By�
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APPENDIX A
SALARY SCHEDULE
7/1/22 7/1/23 7/1/24
Cafeteria Manager $23.89 $24.48 $25.10
District Nutrition Program
Coordinator $40.01 $41.01 $42.04
The wage rate for newly hired employees shall be established by the
Superintendent, except that such rate shall not be less than 20% of the rate noted
above for the position for the appropriate year. Said wage rate shall be the new
position rate and shall be subject to the negotiated annual increases.
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APPENDIX B-1
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 subject to
deductible and coinsurance.
f\Jo Referral� B�qLJiT�cJ
Deductible: $2,250 Individual, $4,500 Two or More (Shared
· --+--l_n-_Network and QLJJ�c:>f�N�tyygrk}
_ _ _
In Network Coinsurance 100%
Lifetime Maximum In-Network - Unlimited
···············II· ····Out-of-Network
···· ··········· Benefits
Coinsurance 80% / 20%
In-Network Out-of-Pocket Maximum: $4,500 Individual,
. . . $§,J §0 Two or ry1gr� J$h?r�cJ yyith Out�of-Netvyc,rk}
Out-of-Network Out-of-Pocket Maximum: $4,500 Individual,
$9,000 Two or More Shared with In-Network)
Lifetime Maximum Out-of-Network - Unlimited
OnlyJn-Netwe>rk f?�r:i�fi!�)llustrated Below
PREVENTIVE CARE Annual
Pediatric Coverec:i 100% � f\Jc,J§LJtlj�c;t to Deductible
Adult Covered 100% - Not suqj�ct to DedLJc;tible
Vision Exam G<?Y�r�d 100% - r'-J()t Subject to Deduc:;tigl�
· ·· ·· ·- - - -
. Hearir:,g Covered 1QQ% � Not Sugject to [)�ductible . . .
Routine G Covered 100% - Not Sub·ect to Deductible
MEDICAL SERVICES
Medical Office Visit ················ ·· · ····+ 100% after deductible ···································· ································- -
-·····- -
. QLJtp9Ji�nt - PT/OT 100% after deductible
Chir()practic . . . ?9Yi�iJ� per caler:,gary·_e_
_ar _
Add'I coverage after 50 visits subject to OON
deductible/coinsurance
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100% after deductible
pi9gnostic Lab & X-ra 100% after deductible
100% after deductible
Office Surn(:}TY 100% after deductible
Out atient MH/SA 100% after deductible
EMERGENCY SERVICES
Emerg�r:igyB.<::>om 100% after deductible __ _
VT9E::lt::itG?TE::l F?c:;iliJy 100% after deductible __ _
Ambulance 100% after deductible
INPATIENT HOSPITAL Note: All hos ital admissions reguire � re_-_ce_rt
_ ___---1
General/Medical & Surgic:;91 100% after dedu_ct_ib__
le _ _
Ancillary Services
{fy1E::lqic:;9!ion, Supplies 100% after deduct_ib_le_ _ _ _
_
. f:§ychiatric 100% after deductible
100% after deductible
Substance Abuse/Detox
- - --l
-
Rehabilitative 100% after deductible
Covered u to 100 da s per calendar year .
.. §kill(:}q N':JT§il"lg F9c:;ili!y_ _ 100% aft�r q�q':J�tible __
_,
120 da s per calendar y�9r
100% after deductible
---+---
OUTPATIENT HOSPITAL
Outpatient Surg(:}ry 100% after deductible
.. F?1�iliJYGhc:1rgE:}§ __ _
--+--__ _ _ _ _ _
Di9gr:igstic Lab & X-ray 100% after deductible
.P�E:}::t\91'1Ji§§ion Te§!ir:ig�_ __,._100% after deductible__ _
OTHER SERVICES
Dura�IE::lfyl(:}dical Equipm�r:it 100% after deductible
Prosthetics 100% after deductible
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APPENDIX 8-2
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 Payable at 100% of usual, customary and reasonable
cleanings charges at participating dentists.
Tapical application of fluoride
Space maintainers
X-rays
Emergency Treatment
Prophylaxis
Space Maintainers
Basic Services
Fillings Payable at 80% of usual, customary and reasonable
Root Canals charges 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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MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding (hereinafter "MOU") is made by and
between the Colchester Board of Education (hereinafter "BOARD") and Local
#818, Council 4, AFSCME, AFL-CIO (the "UNION"), hereinafter sometimes
referred to as the "parties."
WHEREAS, the parties just completed negotiations for a new collective
bargaining agreement to be effective upon execution through June 30, 2022 (the
"Agreement"); and
NOW THEREFORE, the parties agree as follows:
There is one employee who still receives the medical insurance waiver
payment in Article 10 of the 2017-19 Agreement. That individual remains
eligible as long as the employee continues to opt out of insurance. If the
employee enrolls in the Board's health insurance program, and opts out in
the future, the employee would no longer be eligible for the waiver.
IN WITNESS WHEREOF, the aforementioned parties, intending to be legally
bound hereby, have executed this MOU.
COLCHESTER BOARD OF LOCAL 818, AFSCME,
EDUCATION: CO L 4, AFL-CIO:
�
By By:��
AexanderoTphant
� (j�
Board Chair UNION President
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