| Location | West Hartford, CT |
AGREEMENT
between the
WEST HARTFORD BOARD OF EDUCATION
and
WEST HARTFORD FEDERATION OF EDUCATIONAL SECRETARIES
July 1, 2026 through June 30, 2030
TABLE OF CONTENTS
ARTICLE I General . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
ARTICLE II Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
ARTICLE III Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
ARTICLE IV Security and Payroll Deductions . . . . . . . . . . . . . . . . . 2
ARTICLE V Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
ARTICLE VI Insurance Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
ARTICLE VII Retirement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
ARTICLE VIII Conditions of Employment . . . . . . . . . . . . . . . . . . . . .10
ARTICLE IX Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
ARTICLE X Vacations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
ARTICLE XI Authorized Absences . . . . . . . . . . . . . . . . . . . . . . . . . 13
ARTICLE XII Employment Practices . . . . . . . . . . . . . . . . . . . . . . . .17
ARTICLE XIII Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . 22
ARTICLE XIV Savings Clause . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
ARTICLE XV Duration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
Signature Page . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
APPENDIX I Salary Schedules . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
APPENDIX II State Partnership Plan (Including Cigna Dental). . . . 31
1 ARTICLE I
GENERAL
A. This agreement is negotiated under the applicable sections of the General Statutes of the State of Connecticut in order (a) to fix for its term the salaries and other conditions of employment provided herein, and (b) to encourage and abet effective and harmonious working relationships between the Board and the secretarial/clerical staff.
B. To this end, the Board and the Federation recognize the importance of orderly, just and expeditious resolution of issues which may arise as a result of those provisions of this agreement dealing with salaries and conditions of employment.
C. The Board and the Federation recognize the importance of responsible participation and support given by the secretarial/clerical staff in order that the best p ossible education be achieved for the children of West Hartford.
ARTICLE II
RECOGNITION
In accordance with the applicable provisions of the Connecticut General Statutes and regulations relating thereto, the Board recognizes the Federation as the sole and exclusive bargaining representative for the purpose of collective bargaining on matters of wages, hours of employment and other conditions of employment for office personnel engaged in secretarial, clerical, fiscal and data entry work (hereinafter refer red to as "employees") in the public school system of the Town of West Hartford. The Federation agrees to represent equally all regular personnel without regard to membership or participation in the activities of the Federation.
ARTICLE III
MANAGEMENT RIGHTS
Except where such rights, powers and authority are specifically relinquished, abridged, or limited by the provisions of this agreement, the Board has and will continue to retain, whether exercised or not, all of the rights, powers and authority here tofore had by it and, except where such rights, powers and authority are specifically relinquished, abridged or limited by the provisions of this agreement, it shall have the sole and absolute right, responsibility and prerogative of management of the affairs of the Board and direction of the working force, including, but not limited to the following:
a. To select and to determine the number and types of employees required to perform the Board's operations.
2 b. To employ, transfer, promote or demote employee s, or to layoff, terminate or otherwise relieve employees from duty for lack of work or other legitimate reasons when it shall be in the best interests of the Board. c. To prescribe and enforce reasonable rules and regulations for the maintenance of discipline and for the performance of work in accordance with the requirements of the Board, provided such rules and regulations are made known in a reasonable manner to the employees affected by them. d. To insure that incidental duties connected with departm ental operations, whether enumerated in job descriptions or not, shall be performed by employees. e. To create job specifications and to revise existing job specifications.
ARTICLE IV
SECURITY AND PAYROLL DEDUCTIONS
A. The Board agrees to deduct from the wages of those employees covered under this unit, who individually and voluntaril y so authorize, membership dues for the Federation. Such authorization shall be in writing. Authorized deductions shall be irrevocable except in accordance with the terms under which an employee voluntarily authorized said deductions. Dues revocations shall be processed by the Federation. In the event that an employee revokes their dues, the Federation shall notify the Board in writing after the close of the revocation window.
B. The Federation shall notify the Board in writing by no- later-than June 30 of any change in the rate of membership dues and service fee for the ensuing twelve -month period July 1 through June 30.
C. The amount of membership dues deducted shall be remitted to the Federation as soon as practicable after the payroll period together with the list of employees for whom any such deduction is made.
D The Federation shall hold the Board harmless against any and all claims, demands, liabilities, lawsuits, attorney's fees or other costs which may arise out of, or by reason of, actions taken against the Board as a result of the enforcement or administration of this article.
ARTICLE V
COMPENSATION
A. Salaries
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2027-2028: 2.75% wage increase plus step movement for all employees not on maximum step, and a 2.75% wage increase to all employees on maximum step;
2028-2029: 2.75% wage increase plus step movement for all employees not on maximum step, and a 2.75% wage increase to all employees on maximum step;
2029-2030: 2.5% wage increase plus step movement for all employees not on maximum step, and a 2.5% wage increase to all employees on maximum step;
B. Advancement on Schedule
All employees at a step below maximum, except new hires , employed six (6) months or less (including former employees whose termination was voluntary) shall advance one step at the start of the next succeeding work year.
C. Longevity
In recognition of six (6) years or more continuous service (where one year is equivalent to 1910 hours, or the full-time equivalent for a position outside of the bargaining unit) prorated for part-time employees, in the Town of West Hartford Public School System, the Board, on the employee's anniversary date of employment, will add to the annual salary of all full -time employees an additional lump sum prorated for part-time employees as follows:
Length of Continuous Service Additional Annual Salary
6 to 8 years $ 450 9 to 14 years $ 675 15 to 19 years $ 1,000 20 years and over $1,325
Each longevity supplement is to be paid in one lump sum to eligible employees in addition to any earned cost-of-living adjustment.
Continuity of employment will not be considered broken by approved leave.
Approved leave shall not count as accrued time in qualifying for a longevity supplement.
If employment terminates for reason other t han cause between anniversary dates, an employee who is eligible for longevity shall receive payment as follows:
a. less than three (3) months service following anniversary date - no payment b. three (3) months service but less than six (6) months service following anniversary date -- one quarter (l/4) payment c. six (6) months service but less than nine (9) months service following anniversary date -- one half (1/2) payment
4 d. nine (9) months service but less than twelve (12) months service following anniversary date -- three quarters (3/4) payment
Total service includes all service rendered to the Board on a continuous basis. A person who leaves for any reason and returns within a two year period shall be considered to be in continuous service. A person who returns after two years shall begin their service anew at the rehire date.
For clarification, years an employee works for the Board in a position outside of the bargaining unit shall count towards the length of continuous service.
D. Filling of Temporary Vacancies
When an employee temporarily fills a position in a higher classification for reasons other than another employee's vacation, he/she shall be paid at the higher rate after ten (10) consecutive days.
E. Overtime
If an employee is required by his/her supervisor to work more than forty (40) hours in a six - day period, Monday through Saturday, he/she shall be paid at a rate one and one -half (1.5) times his/her regular-time hourly rate for each hour he/she works in excess of forty (40). If an employee is required by his/her supervisor to work on a Sunday or on a holiday when the Board of Education offices are closed, he/she shall be paid at a rate two (2) times his/her regular-time hourly rate for each hour worked.
F. Professional Improvement
All regularly appointed employees may be reimbursed for one college or business course, provided it has relevancy to his/her job and is approved by the Superintendent or his designated agent.
ARTICLE VI
INSURANCE BENEFITS
A. Health, Dental, Vision
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a. The premium rates shall be set by the SPP.
b. Effective July 1, 2026, the Board shall pay for all full -time employees 79.25% of the premium cost and the employee shall pay 20.75% of such cost. Effective July 1, 2027, the Board shall pay for all full -time employees 79% of the premium cost and the employee shall pay 2 1% of such cost. Effective July 1, 2028 the Board shall pay for all full -time employees 7 8.5% of the premium cost and the employee shall pay 21.5% of such cost. Effective July 1, 2029 the Board shall pay for all full -time employees 78.25% of the premium cost and the employee shall pa y 21.75% of such cost.
c. The SPP contains a Health Enhancement Plan (HEP) component. All employees participating in the SPP are subject to the terms and provisions of the HEP. In the event SPP administrators impose the HEP non-participation or non-compliance $100 per month premium cost increase or the $350 per participant to a maximum of $1400 family annual deductible, those sums shall be paid 100% in their entirety by the non - participating or non-compliant employee. No portion or percentage shall be pa id by the Board. The $100 per month premium cost increase shall be implemented through payroll deduction, and the $350/$1400 annual deductible shall be implemented through claims administration.
d. In the event any of the following occur, the Board or the Federation may reopen negotiations in accordance with the Municipal Employee Relations Act as to the sole issue of medical benefits, including plan design and plan funding, premium cost share and/or introduction of a replacement medical benefits plan in whole or in part.
i) If the SPP in its current form is no longer available; or if the benefit plan design of the SPP is modified as a result of a change in the State's collective bargaining agreement with SEBAC, if such modifications would substantially increase the cost of the medical benefits plan offered herein. Reopener negotiations shall be limited to medical benefits plan design and funding, premium cost share and/or introduction of an additional optional medical benefits plan; and/or
ii) If Conn. Gen. Stat. Section 3-123rrr et seq. is amended, or if there are any changes to the administration of the SPP, or if additional fees and/or charges for the SPP are imposed so as to affect the Board, any of which amendments, changes, fees or charges (individually or collectively) would substantially increase the cost of the
6 medical benefits plan offered herein. Reopener negotiations shall be limited to medical benefits plan design and funding, premium cost share and/or introduction of an additional optional medical benefits plan; and/or
iii) If the cost of medical benefits plan offered herein is expected to result in the triggering of an excise tax under The Patient Protection and Affordable Care Act ([ACA; P.L. 111-148], as amended, inter alia, by the Consolidated Appropriations Act of 2016 [P.L. 114-113]) and/or if there is any material amendment to the ACA that would substantially increase the cost of the medical benefits plan offered herein. Reopener negotiations shall be limited to medical benefits plan design and funding, premium cost share and/or introduction of an additional optional medical benefits plan.
In any negotiations triggered under the conditions above as well as negotiations for a successor to the current collective bargaining agreement, the parties shall consider the plan options in place as of June 30, 2018 (as well as the premium cost-sharing amounts as set forth above, as may be subsequently negotiated between the parties) to be the baseline for such negotiations, and the parties shall consider the following additional factors:
Should such negotiations be submitted to arbitration for resolution, the arbitration panel shall consider the foregoing in applying the statutory criteria in making its ruling.
Dental Plan
The Board shall make available for the duration of this Agreement CIGNA Dental Care Plan as descri bed in Appendix II. Employee premium share contributions shall be 15% for individual coverage and 100% for dependent coverage.
The Board shall pay the balance of the cost.
Vision Plan
The Board shall make the State Partnership Plan Vision Rider a vailable to all employees at 100% employee cost for enrolled level (single, two person, or family).
7 dental benefits.
Premiums shall be deducted September through June of each year.
Prescription Plan-(See State Partnership Plan)
The Board shall pay an amount equivalent to 85 % of the premium cost on the State Partnership Plan individual dental plan. The employee shall have the choice of individual, two-person or family coverage and shall assume the premium cost above the Board's ninety 85% of the premium cost on the individual dental plan. (See Appendix II.)
Such medical and dental insurance contributions shall be eligible for IRS Code Section 125 benefit if the employee so designates.
Each employee shall be permitted to change his/her participation in insurance programs once annually during the open enrollment period in June to be effective in September, unless there is a change in status (e.g., marriage, divorce, death).
B. Life Insurance
Active employees The Board shall provide to all active employees a group life insurance plan to equal two times the annual salary not to exceed a maximum of $ 120,000. For coverage up to the applicable maximum, the employee shall pay ten percent (10%) of the premium cost. The Board shall pay the balance of the cost.
Retirees The Board shall provide $10,000 life insurance coverage to any employee who leaves the employ of the Board and retires immediately under the Town Pension Plan.
C. Worker's Compensation Insurance
D. Personal Injury
The Board assumes responsibility for an y assault to any employee while acting in the discharge of his/her duties or within the scope of his/her employment or under the direction of the Board or its designee.
When absence arises out of or from such assault or injury, there shall be no forfeit of sick leave or personal leave.
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E. Retirement Health Care. For each employee who, upon leaving the employ of the Board immediately retires under the Town Pension Plan, the Board shall pay 100% of the premium cost for individual membership plus, if in effect at least ninety (90) days before retirement, 50% of the difference in premium cost between individual membership and dependent or family membership in any Board -offered hospital, medical/surgical and major medical insurance plan in which the employee was p articipating immediately prior to his/her retirement. Continuation of each plan shall be contingent upon conditions established by the carrier. At age 65, such coverage shall be converted to the SPP Medicare supplement plans for employees who are eligible for Medicare.
F. Retirement Dental Care Each employee who, upon leaving the employ of the Board immediately retires under the Town Pension Plan, may participate in the Board -offered dental in such plan in which the employee was participating immediately prior to his/her retirement. The employee may participate in individual, dependent, or family membership at 100% cost to the employee. Continuation of such plan shall be contingent upon conditions established by the carrier.
G. Long Term Disability Insurance The Board shall offer a long -term disability plan with a benefit equal to 60% of annual salary to a maximum of $3,000 per month. Employee Cost is 20% of the premium.
ARTICLE VII
RETIREMENT
A. All qualified employees are eligible to participate in the Tow n Pension Plan adopted by the West Hartford Town Council effective March 1, 1945, as amended, a copy of which will be made available to employees upon request. There shall be no changes in the Defined Benefit Pension Plan for enrolled employees during the life of the contract. The parties agree that any changes to the pension plan for new employees that results from an agreement or an arbitrated award, shall have an effective date of the settlement or the award.
B. Upon retirement under the Town Pension P lan, employees hired prior to October 21, 2014, an employee shall receive, on the basis of his/her then current wages, one -half of the sick leave benefits which may have accrued to his/her credit, to a maximum of sixty (60) working days. Employees hired after October 21, 2014 shall not be eligible for payment of unused sick days at retirement.
C. In the event of the death of an employee, who until the time of death had been a member of the Town Pension Plan, the spouse of an employee, or in the event that there is no then surviving spouse, the minor children of an employee, or, in the event that there are no surviving minor children of an employee, the estate of an employee shall be paid one -half (1/2) of the employee's accumulated unused sick leave up to a maximum of sixty (60) working days.
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D. Effective July 1, 2026, employees who are eligible to participate in the Pension Plan (Part B) and do participate in the Pension Plan shall contribute 6.25 % of gross income. Effective July 1, 2027 employees who are eligible to participate in the Pension Plan (Part B) and do participate in the Pension Plan (Part B) shall contribute 6.5% of gross income. Effective July 1, 2028 employees who are eligible to participate in the Pension Plan (Part B) and do participate in the Pension Plan (Part B) shall contribute 6.75% of gross income. Effective July 1, 2029 employees who are eligible to participate in the Pension Plan (Part B) and do participate in the Pension Plan (Part B) shall contribute 7.0% of gross income.
E. For bargaining unit employees who are Part B members of the Pension Plan, Section 30- 12 of the Pension Ordinance shall be modified, effective May 1, 2006, to reflect the following:
Any member who was hired by the Board of Education on or after May 1, 2006 and shall have attained the age of 65 years and completed 15 years of credited service or attained the age of 62 years and completed 35 years of credited service shall be eligible for retirement from active service and for a normal unreduced retirement allowance.
Any member who was hired by the Board before May 1, 2006 and who retires on or after May 1, 2006 and who becomes eligible for a normal retirement by attaining at least the age of 55 and having at least 25 years of credited service or by attaining at least the age of 60 and having at least 10 years of credited service, and does not retire shall earn the following annual pension supplement for each full year beyond their normal retirement date:
Years after Normal Supplement Retirement Amount Total 1 $600 $ 600 2 $600 $1,200 3 $600 $1,800 4 $600 $2,400 5 $600 $3,000 Each full year over 5 $600 $3,600
The above supplement will not be a survivor benefit. The supplement shall be made annually in a single payment during the month of July, starting July 1 after the employee's retirement date.
F. Bargaining unit members hired after May 21, 2013 shall be subject to Part E of the of the Town of West Hartford Pension Plan. A mem ber in Part E hired on or after May 21, 2013 shall receive a retirement allowance payable during the member's lifetime of an annual amount equal to one percent (1%) of the member's final average compensation multiplied by the member's years of credited se rvice, up to a maximum of 35 years. Employees eligible for this provision shall be required to contribute annually three percent
10 (3%) of the member's gross wages.
Bargaining unit employees who are Part E members of the Pension Plan and who are hired by the Board on or after May 21, 2013 shall also be enrolled in a 401(a) plan. The Board shall make a non -elective contribution of 2.25% of the employee's base wages and the employee shall make a non -elective contribution of 2.25% of the employee's base wages to the employee's account.
ARTICLE VIII
CONDITIONS OF EMPLOYMENT
The Board reserves the right to determine the workday, work week and work year of any position covered under this agreement except that the workday, work week and work year of anyone covered under this agreement who was under the employ of the Board as of June 3, 1983 shall be as follows unless such person chooses to the contrary:
A. Workday
The workday of all employees compensated in accordance with the established salary schedule shall consist of seven and one-half (7-1/2) hours during the school year for not less than forty-four (44) weeks and six and one -half (6-1/2) hours for the balance of eight (8) weeks during the summer months. The seven and one -half (7-1/2) hour days will resume during the two weeks preceding the first day of school for students.
If, due to unforeseen conditions, a situation arises that requires an employee to remain beyond his/her normal schedule, the administrator will first seek a volunteer. If unable to find a volunteer, the Board can require the employee to remain. Th is circumstance is understood to be exceptional and shall be of a minimal duration.
B. Work Week
The work week will consist of five (5) days, Monday through Friday.
C. Flex Time
An employee shall have the option of proposing a non-standard work schedule to her/his immediate supervisor. If her/his supervisor rejects an employee's proposal for a non- standard work schedule, said employee may appeal to the Superintendent or his designee.
An employee shall have opportunity to request flex time on a given day when the occasion rises. If her/his supervisor rejects an employee's request for a flex day, said employee may appeal to the Superintendent or his/her designee.
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D. Work Year
The work year for all employees will be fifty -two (52) weeks beginning on July 1 and terminating June 30.
In leap years, the administration will grant employees release time for hours actually worked on February 29. Scheduling of release time will be determined mutually between the supervisor and the employee providing an employee's choice will not be unreasonably denied.
E. Probationary Period
New employees shall s erve a probationary period of ninety (90) days actually worked. During this period the administration may terminate the employee at its discretion. Such action shall not be subject to grievance.
During the ninety (90) day period the employee
a. shall earn one sick day per month, non-cumulative; b. will be eligible for paid personal leave for bereavement and family illn ess as stated in the Agreement.
F. Emergency Closings
An announcement will be made by the Superintendent of Schools or his designated agent when office personnel are not expected to report for duty on emergency closing of schools. Emergency closings pertaining to students and teachers do not automatically include employees covered under this Agreement.
If a principal knows that an employee covered under this Agreement will be or is the only Board employee in the school building, he/she shall defer and reschedule the work time unless the employee requests otherwise.
G. The administration will provide a suitable work environment for computer/monitor work stations.
ARTICLE IX
HOLIDAYS
A. All employees are authorized to be absent with pay on t welve (12) holidays per year when
12 schools are not in session. So long as schools are not in session, these holidays shall include Independence Day, Lab or Day, Indigenous Peoples Day, Thanksgiving Day and the day after, Christmas Day, New Year's Day, Martin Luther King Day, Presidents , Good Friday, Memorial Day and Juneteenth. If school is in session on any of the holidays stated above, employees shall receive an additional floating holiday. The holiday dates for the twelve - month period July 1 through June 30 shall be determined mutually by the Superintendent and the Federation following adoption of the school year calendar by the Board of Education. Two floating holiday s shall be available to all employees. An employee may take his/her holiday on a date of his/her choice, with prior approval of his/her supervisor. Denials for request when school is in session will not be grievable under Article VIII.
If the West Hartford Public Schools Board of Education recognizes Juneteenth as a paid holiday for any employees during the term of this contract, we will negotiate the impact of adding Juneteenth in the holiday provision under Article IX A.
During the December, February and April school vacations, each employee shall work one less hour per day than his/her normal work day without loss of pay.
B. All employees shall receive a full day's pay at their straight time rate of pay for the thirteen (13) annual holidays regardless of the day of the week upon which the holiday falls.
C. 1. If the day immediately preceding Christmas Day is a workday and provided it is not a workday for teachers and school is not in session, such workday shall be at least four (4) hours duration.
ARTICLE X
VACATIONS
A. All full-time employees shall annually, as of July 1 each year, be entitled to vacations based on their length of service as follows:
Each twelve (12) month (52 week), full -time employee is entitled to ten (10) vacation days. Newly hired employees hired on or after July 1, 2026 shall have their ten (10) vacation days pro- rated in the first school year of employment from their date of hire through June 30..
After one (1) year or more, but l ess than eleven (11) years of employment as a twelve (12) month, fulltime continuous employee, the employee shall be granted f ifteen (15) vacation days.
All employees with more than eleven (11) , but less than twenty (20) years of employment as a twelve (12) month, full -time continuous employee shall be granted twenty (20) vacation days.
All employees with twenty (20) years or more of employment as a twelve (12) month, full-time continuous employee shall be granted twenty five (25) vacation days.
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B. With prior approval of the Superintendent or designee, an employee may take his/her earned vacation days anytime in a twelve -month period, July 1 through June 30 th, and shall be granted pay due to them for accru ed vacation. Such approval shall be requested 5 days in advance and not be unreasonably denied. A request for two ( 2) days or less may be made with one (1) days' notice.
C. 1. When an employee terminates his/her service with the Board, the Board shall pay the employee for each vacation day he/she has earned. If an employee terminates their employment during the school year, any vacation time earned will be pro- rated consistent with their termination date.
D. An employee may carry over a maximum of five (5) vacation days from one twelve -month period, July 1 through June 30, to the next. Additional days may be car ried over with approval of the Superintendent or designee.
ARTICLE XI
AUTHORIZED ABSENCES
A. Sick Leave
All employees are entitled to sick leave with full pay for personal illness of fifteen (15) days annually not including absences covered by Worker's Compensation.
a. personal illness or physical incapacity;
b. enforced quarantine of an employee in accordance with the community health regulations;
c. emergency dental or medical appointments or other sickness pre vention measures, provided it is not possible to arrange an appointment at a time when the employee is off-duty.
Unused sick leave may be accumulated from year to year up to a total of two hundred (200) days as long as the employee remains continuously in the service of the Board. All accumulated leave shall be determined annually as of July 1 of each year.
New employees shall be granted a proportionate number of sick leave days from the date of employment to July 1. An employee who terminates or is terminated (exclusive of lay off because of staff reduction) in the course of the work year shall be deducted a proportionate number of sick leave days from the date of termination to July 1.
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b. If requested by the Superintendent or his designee, an employee who has been absent because of illness ten (10) or more consecutive workdays or fifteen (15) or more nonconsecutive workdays shall provide written certification from his/her physician that he/she is capable of performing his/her duties fully.
c. The Board will pay any cost in excess of insurance coverage that the employee may incur in complying with such requests.
B. Personal Leave
a. death in the immediate family (spou se, parent, child, aunt, uncle, grandparent, grandchild, brother, sister, mother -in-law, father -in-law, sister -in-law, brother -in- law, or any relative of the employee or his/her spouse who is domiciled in the employee's household);
b. illness in the immediate family (spouse, parent, child, or any relative of the employee or his/her spouse who is domiciled in the employee's household);
c. formal religious observance of a holy day;
d. attendance at legal proceedings;
e. It is recognized that there can be circumstances when an employee must be absent for extremely personal and private reason s. In these instances, while the employee must request personal leave, he/she will not be required to state the reason. It is expected that this type of situation will be exceptional;
f. The above cited provisions shall not preclude an employee using less than one full day's leave for the completion of personal business. However, less than a half workday shall be charged as a half day and more than a half day shall be charged as a full day.
The Superintendent of Schools, in individual cases when absence t hrough absolute necessity exceeds the five (5) allotted days, may grant one (1) additional day per year of service to a maximum of five (5) additional days.
When practicable, the employee shall make written request for personal leave to the Superintendent reasonably in advance. Where such request is not practicable, the employee shall inform the Superintendent in writing of the reas on for his/her absence as soon as possible, but not more than two (2) days following his/her return to work. Failure to fulfill either of these requirements shall result in loss of salary for each day of absence.
15 C. Professional Leave
The Board will allow the Federation president and/or designee up to two (2) days during the work year to attend Union conferences and conventions. The Federation president must inform the Superintendent of the date, place and purpose of the leave at least ten (10) days in advance.
Within any given work year the Superintendent may grant in- service leave without loss of salary to any emp loyee covered under this unit to attend one single -day workshop, seminar, conference or other session intended to improve the work competencies of the employee. The employee shall bear the full cost of attending such in-service session.
D. Pregnancy and Child-bearing Leave
Provisions of the Connecticut General Statutes shall apply covering leave for disability resulting from pregnancy and childbirth.
E. Childrearing Leave
Subject to the following conditions, an employee may request and the Board may gra nt up to twelve months childrearing leave.
The employee must make his/her request for childrearing leave in writing to the Superintendent of Schools no later than sixty (60) workdays prior to the date the employee wishes to commence leave.
The authority to grant or deny an employee his/her request and to determine replacement shall rest solely with the Superintendent or his designee.
If the Superintendent or his designee denies a request for any of the following reasons, any grievance arising th ere from shall be based solely on the grounds the decision was arbitrary or capricious and, therefore, unfair:
a. replacement through the transfer of another employee covered under this agreement would be disruptive;
b. there is no adequately qualified r eplacement either among employees covered under this Agreement or non-employees;
c. an additional cost would accrue to the Board.
Unless the Superintendent, or his designee, and the employee both agree otherwise, duration of childrearing leave shall be for no-less-than the entire period granted.
An employee on childrearing leave shall notify the Superintendent of Schools in writing of his/her intention to return to active employment upon termination of the period of the leave no-less-than thirty (3 0) workdays prior to the date the leave is to end. Failure to comply with this condition shall be tantamount to resignation.
Childrearing leave shall be without salary and any contribution by the Board for the premium cost of insurance benefits; howeve r, the employee shall be allowed the opportunity to continue applicable insurance coverage at his/her expense.
Provided his/her employment is not terminated because of staff reduction during the
16 period of childrearing leave, an employee shall be return ed to active employment when the period of childrearing leave ends.
a. the same classification he/she was in when the childrearing leave began; and
b. at the same step of the ap plicable salary schedule he/she was at when the childrearing leave began.
F. Perfect Attendance Bonus
Employees shall be granted a bonus for perfect attendance in a given school calendar year according to the schedule below. Perfect attendance will not be interrupted by authorized personal leave, jury duty leave, holidays, military leave or authorized union business.
Bonus schedule for Perfect Attendance
1 year $200 2 years $400 3 years or more $600
G. Unpaid Leaves of Absence
17 ARTICLE XII
EMPLOYMENT PRACTICES
A. Vacancies
A vacancy is a position that is newly established and budgeted or open as a consequence of a person accepting another vacant position or leaving the employ of the Board for reasons other than lay off. No vacancy exists if there are employees who are eligible for recall or who are without assignment because of reduction in the number of positions.
a. Whenever there is a vacancy in a position covered under this Agreement such vacancy shall be announced in the Staff Bulletin or its equivalent at least five (5) workdays prior to being filled. A copy of such announcement shall be s ent to the Federation President. During the summer months such announcements will be posted in each building. This requirement to announce a vacancy may be waived by mutual agreement of the President of the Federation and the Superintendent or his/her designee.
Each posting shall include the following information regarding the vacant positions:
b. The Administration shall not be required to post or to announce as a vacancy any open position that it does not intend to fill or any open position that was filled through a previous posting within the preceding thirty (30) workdays.
The Administration will inform the Federation of any ope n position it does not intend to fill and any open position it does not post or announce as a vacancy because it was filled through a previous posting within the preceding thirty (30) workdays.
The Board reserves the right not to transfer an employee who applies for and is chosen to fill a vacancy into that vacancy during the then current work year.
The Administration shall not fill a vacancy or open position for more than forty -five (45) workdays with a temporary employee.
The Board shall interview all West Hartford Federation of Educational Secretaries bargaining unit member applicants for any open and competitive positions prior to interviewing any persons outside the bargaining unit.
a. If in the judgment of the Superintendent or his/her desig nee, an inside applicant and an outside application qualify for a vacancy, and comparably so, he/she will select the inside applicant.
b. If in the judgment of the Superintendent or his designee, two or more inside applicants qualify for a vacancy, and comparably so, he/she will select the applicant who has the most consecutive years of employment within the bargaining unit to date.
18
B. Reclassification
Any employee may request reclassification of his/her position if he/she believes the competencies required and responsibilities of his/her work assignment vary significantly from the definition of the position in which he/she is assigned.
Such requests shall be made in writing to the Superintendent or his designee and must be accompanied by a statement of justification.
The Superintendent or his designee shall inform the employee of the decision on his/her request no-later-than sixty (60) days following receipt thereof. Such decision shall not be subject to review, challenge or dispute under the grievance procedure of this agreement.
If granted, such reclassification shall take effect at the beginning of the pay period immediately following the date the employee submitted his/her request.
An employee who is reclassified to a higher classif ication level shall be placed one step beyond the step of the new classification the salary of which is equal to (or, if there is no such salary, the salary that is next highest to) the salary he/she was receiving when reclassified.
An employee who is reclassified to a lower classification level or who is reclassified as a consequence of the restructuring of the classification system shall be placed on the step of the new classification the salary of which is equal to (or, if there is no such salary, th e salary that is next highest to) the salary he/she was receiving when reclassified.
C. Notifications
Notification of all new hires, changes in positions, transfers, reclassification requests and responses will be sent to the Federation president.
D. Joint Meetings
There shall be quarterly meetings with the Superintendent or his designee and the Federation representatives to discuss issues which affect the secretarial staff. Meeting dates to be mutually determined.
E. Staff Reduction
Staff reduction occurs when the total number of full -time positions or fraction thereof established and budgeted by the Board of Education from funds appropriated by the Town or other sources is less than the total number of full -time equivalent employees qualified and available for placement in these positions.
Staff reduction can result in displacement from position or in layoff.
Staff reduction procedures shall be operative whether the reason for an excess of employees relative to the number of positions in a position- type is the closing of a school, a change in the system of classifying personnel or a decrease in the budget.
19
a. Paraprofessionals shall not be used in any position covered under this Agreement if such use would result in the layoff of an employee or employees covered under this Agreement.
b. Part-time employees (employed less than twenty (20) hours a week working in positions covered under this Agree ment shall cons titute the first group of personnel to be displaced or laid off.
c. Full-time employees (employed twenty (20) hours or more a week) who have been under the employ of the Board of Education twelve (12) consecutive months or less shall constitute the second group of personnel to be displaced or laid off.
d. Full-time employees (employed twenty (20) hours or more a week) who have been under the employ of the Board of Education thirteen (13) consecutive months or more (hereinafter referred to as "regular") sh all constitute the final group of personnel to be displaced or laid off.
a. Classification of Displacement from Position or Layoff (Part- time, Full- time employees who have been under the employ of the Board of Education twelve (12) consecutive months or less, Regular Full-time)
1) Displacement or layoff shall be applied within and not among the functions into which the positions under this Agreement are classified: Specialist , Accounting, Secretarial / Clerical.
2) Specialist
a) Within the sp ecialist function, displacement or layoff shall be applied within the specialist classification.
3) Accounting Function
a) Within the accounting function, displacement or layoff shall be applied within and between those classified in the accounting series (ACI, ACII, ACIII).
b) Within the accounting series, an account clerk III can displace any position type within the accounting series.
c) Within the accounting series, an account clerk II can displace an account clerk I but not vice versa.
d) Within the accounting series, an account clerk I cannot displace any other position type within the accounting series.
4) Secretarial/Clerical Functions (Lead Secretary, Secretary, Clerk II)
a) Within the secretarial/clerical functions, displacement or layoff s hall be applied within and between those classified in the secretarial/clerical series.
20 b) Within the secretarial/clerical functions, a lead secretary can displace any position type within the secretarial/clerical series.
c) Within the secretarial/clerical functions, a secretary can displace a clerk II.
5) Any employee who declines reclassification to a lower level position as a consequence of staff reduction shall be terminated.
b. Criteria of Displacement from Position or Layoff (Regular Full-time Personnel)
1) The prime factor to be considered in determining displacement or layoff of regular full -time personnel within each classification (Specialist, Accounting, Secretarial / Clerical) shall be the length of continuous current employment under the Board of Education with the employee who has the least time being displaced or laid off first.
2) Performance as determined through the administration of the formal evaluation process shall be the factor to be considered in determining displacement or layoff between or among employees who have been continuously employed the same length of time.
3) Any employee being displaced in a position shall not displace an employee in a lower position with more seniority.
4) Seniority for the purpose of displacement from la yoff shall be defined as length of services with the Board of Education.
a. Part-time employees and full- time employees who have been under the employ of the Board of Education twelve (12) consecutive months or less shall have no right of recall.
b. The name of each regular full -time employee who is laid off shall be placed on a reemployment list and remain on such list until June 30 of the second calendar year following layoff provided such person does not decline reemployment and provided such person informs the Human Resources Office in writing on or before June 30 of the calendar year next following layoff that he/she wishes to have his/her name retained on the reemployment list.
c. Classification of Recall -- Regular Full-time Personnel
1) Recall shall be applied within and not among the three functions into which the positions under this agreement are classified: specialists , accounting, secretarial/clerical.
2) Specialist Function
Within the Specialist function, recall shall be applied within the Specialist group.
3) Accounting Function
a) An employee who at the time of layoff was an account clerk III may be
21 recalled to any position type within the accounting function.
b) An employee who at the time of layoff was an account clerk II may be recalled to an account clerk II position type or to an account clerk I position.
c) An employee who at the time of layoff was an account clerk I may be recalled only to an account clerk I position.
4) Secretarial / Clerical Functions (Lead Secretary, Secretary, Clerk II)
a) An employee who at the time of layoff was a lead secretary may be recalled to any position type within the secretarial/clerical functions.
b) An employee who at the time of layoff was a secretary may be recalled to a secretary position or a clerk II position, but not to a lead secretary position
c) An employee who at the time of layoff was a clerk II may be recalled to a clerk II position, but not to a lead secretary or a secretary position.
d. Criteria of Recall -- Regular Full-time Personnel
1) Within each classification defined in Article XII. E.3.1, the employee whose name was placed last on the reemployment list shall be first to be recalled.
2) No person shall be newly employed until all persons on the reemployment list have declined an offer of reemployment or been reemployed.
e. Any person who has been laid off will, upon reemployment, be placed on the same step for salary purposes that he/she was on when laid off and, for reason of staff reduction, will be credited with the a mount of continuous employment he/she had when laid off.
f. If in the judgment of the Superintendent or his designee anyone on recall is qualified for a position in a classification other than that in which he/she was working at the time of lay off, the S uperintendent or his designee will consider that person before considering outside applicants.
a. It is recognized that the Board shall not be bound by the layoff provisions of this Article when it terminates employment for reasons other than reduction in the number of positions.
b. It is further recognized that the Board shall not be bound by the recall provisions of this Article when it terminates employment for reasons other than reduction in the number of positions.
c. No bargaining unit pos ition shall be filled by non -bargaining unit personnel except on a permanent full-time basis.
22 F. Discipline
No employee will be disciplined or terminated from employment without just cause.
ARTICLE XIII
GRIEVANCE PROCEDURE
A. Definitions
Grievance is hereby defined to mean:
A dispute between an employee or the Federation and the Administration or the Board concerning the interpretation or application of this Agreement.
A complaint by an employee that an action taken or refused by an administrator is unfair.
B. Procedure
Level One - Principal or Immediate Supervisor (Type A and Type B Grievances) Any employee who feels that he/she has a grievance shall discuss it first with his/her immediate superior in an attempt to resolve the matter informally at that level.
Level Two - Superintendent of Schools (Type A and Type B Grievances)
a. In the event that such employee is not satisfied with the disposition of his/her grievance at Level One, or in the event that no decision has been rendered within five (5) calendar days following the final meeting at Level One, the employee may advance his/her grievance to the Superintendent of Schools. The grievance shall be submitted in writing stating:
the facts;
the provision or provisions of this Agreement allegedly misinterpreted or misapplied or the basis for claiming an action taken or refused by the administrator is unfair;
the remedy sought.
Such written statement must be received by the Superintendent within ten (10) calendar days following the final meeting at Level One.
b. The Superintendent or his designee shall meet with the aggrieved employee within ten (10) calendar days following receipt of the written statement of grievance. The
23 Superintendent or his designee s hall render a decision --such decision to be received by the grievant within seven (7) calendar days following final meeting at Level Two.
a. Type A Grievances - Binding Arbitration
1) In the event that such employee is not satisfied with the disposition of his/her grievance at Level Two, such grievance may be presented by the Federation to the American Arbitration Association of the State Board of Mediation and Arbitration for arbitration in accordance with the administrative procedures, practices and rules of each agency.
2) The Federation must notify the Superintendent in writing of its intention to submit a grievance to arbitration within fifteen (15) calendar days following receipt of the decision of the Superintendent at Level Two and must commence the process for arbitration within five (5) calendar days following receipt of such notification by the Superintendent.
3) The arbitrator shall hear and decide only one grievance in each case. He/she shall be bound by and must comply with all the terms of the Agreement. He/she shall have no power to add to, delete from, or modify in any way any of the provisions of this Agreement. The decision of the arbitrator shall be binding upon both parties and all employees during the life of this Agreeme nt, unless the same is contrary to law.
4) All costs and expenses of arbitration shall be borne equally by the Board and the Federation.
b. Type B Grievances - Advisory Arbitration
1) In the event that such employee is not satisfied with the disposition of his/her grievance at Level Two, such grievance may be presented by the Federation to the American Arbitration Association or the State Board of Mediation and Arbitration for arbitration in accordance with the administrative procedures, practices and rules of each agency.
2) The Federation must notify the Superintendent in writing of its intention to submit a grievance to arbitration within fifteen (15) calendar days following receipt of the decision of the Superintendent at Level Two and must commence the process for advisory arbitration within five (5) calendar days following receipt of such notification by the Superintendent.
3) The sole power of the arbitrator shall be to receive evidence of the facts of the grievance and hear arguments of the Parti es following which he/she shall render to the Superintendent, the Board, and the Federation his/her findings of the facts of the grievance and his/her advisory opinion as to whether an action taken or refused by an administrator is unfair; and a proposed r emedy deemed to be appropriate under the circumstances of the complaint.
4) The Board or at least three (3) members thereof shall meet with the employee and the Superintendent and/or his designee within two (2) calendar weeks following receipt of the arbitrators report.
24 5) Based on the arbitrator's findings of facts and the information acquired in the meeting with the employee and the Superintendent and/or his designee, the Board shall affirm or modify the decision rendered by the Superintendent or his designee, but not the findings of fact.
6) The Board shall render a decision by no -later-than the regular meeting of the Board next following its meeting or the meeting of three members with the employee.
7) The decision of the Board shall be final.
C. Miscellaneous
a. Every reasonable effort should be made to resolve grievances at the administrative level most directly involved.
b. Nothing herein contained shall be construed as limiting the rights of any me mber of the unit having a grievance to discuss the matter informally with any appropriate member of the administration provided that no settlement is reached that is in violation of any provision of this Agreement.
A grievance that affects a group or c lass of members in the Unit may be submitted only by the Federation and the processing of group or class grievances shall commence at Level Two.
Since it is important that grievances be processed as rapidly as possible, the number of days indicated at any level should be considered as maximum and every effort should be made to expedite the process. The time limits specified at all levels may be extended by the mutual agreement of the Superintendent of Schools and the President of the Federation.
Any grievance not presented for disposition through the grievance procedure set forth above within fifteen (15) workdays of the occurrence of the condition giving rise thereto, or within fifteen (15) workdays of the employee's or the Federation's notice or knowledge thereof, shall not thereafter be considered a grievance under this Agreement. Failure at any step of this procedure to communicate a decision within the specified time limits shall permit the aggrieved to proceed immediately to the next step. Failure at any step to appeal the decision of a grievance within the specified time limits shall mean that the grievant accepts the decision and the grievance has been resolved.
All documents, communications and records dealing with the processing of a gr ievance shall be filed separately from the personnel files of the participants.
No reprisals of any kind shall be taken by either party or by any of the administration against anyone by reason of participation in the grievance procedure.
The Federation reserves the right to be present at any step of the grievance procedure and to receive copies of all grievance materials.
An employee may be represented by a Federation representative at any step of the grievance procedure if he/she so desires.
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ARTICLE XIV
SAVINGS CLAUSE
In the event that any provision or portion of this agreement is ultimately ruled invalid for any reason by an authority of established and competent legal jurisdiction, the balance and remainder of this Agreement shall remain in full force and effect.
ARTICLE XV
DURATION
This Agreement shall be effective as of J uly 1, 2026 and shall remain in full force and effect through June 30, 2030.
27
APPENDIX I
SECRETARIAL/CLERICAL WAGE SCHEDULES 2026-2027 Step Specialist AC III AC II AC I RSP LS S C II 1 62,445
55,326
50,051
47,505
57,132
55,474
51,405
45,895
32.69
28.97
26.20
24.87
29.91
29.04
26.91
24.03 2 63,666
56,417
51,101
48,622
58,353
56,695
52,436
47,020
33.33
29.54
26.75
25.46
30.55
29.68
27.45
24.62 3 64,916
57,534
52,176
49,763
59,600
57,943
53,486
48,172
33.99
30.12
27.32
26.05
31.20
30.34
28.00
25.22 4 66,192
58,671
53,323
50,934
60,876
59,217
54,553
49,351
34.66
30.72
27.92
26.67
31.87
31.00
28.56
25.84 5 67,498
59,836
54,494
52,129
62,179
60,521
55,808
50,390
35.34
31.33
28.53
27.29
32.55
31.69
29.22
26.38 6 68,829
61,021
55,696
53,354
63,511
61,853
56,981
51,396
36.04
31.95
29.16
27.93
33.25
32.38
29.83
26.91 7 70,191
62,234
56,919
54,610
64,871
63,214
58,235
52,425
36.75
32.58
29.80
28.59
33.96
33.10
30.49
27.45 8 71,581
63,470
58,174
55,895
66,260
64,602
59,401
53,475
37.48
33.23
30.46
29.26
34.69
33.82
31.10
28.00 9 73,003
64,733
59,453
57,206
67,682
66,023
60,589
54,542
38.22
33.89
31.13
29.95
35.44
34.57
31.72
28.56 10 74,456
66,022
60,761
58,548
69,135
67,476
61,799
55,633
38.98
34.57
31.81
30.65
36.20
35.33
32.36
29.13 11 75,933
67,340
62,096
59,925
70,618
68,960
63,035
56,747
39.76
35.26
32.51
31.37
36.97
36.10
33.00
29.71 12 81,587
72,481
67,115
64,866
76,194
74,537
67,994
61,213
42.72
37.95
35.14
33.96
39.89
39.02
35.60
32.05
28 2027-2028 Step Specialist AC III AC II AC I RSP LS S C II 1 64,162 56,847 51,427 48,811 58,703 57,000 52,819 47,157
33.59
29.76
26.93
25.56
30.73
29.84
27.65
24.69 2 65,417 57,968 52,506 49,959 59,958 58,254 53,878 48,313
34.25
30.35
27.49
26.16
31.39
30.50
28.21
25.29 3 66,701 59,116 53,611 51,131 61,239 59,536 54,957 49,497
34.92
30.95
28.07
26.77
32.06
31.17
28.77
25.91 4 68,012 60,284 54,789 52,335 62,550 60,845 56,053 50,708
35.61
31.56
28.69
27.40
32.75
31.86
29.35
26.55 5 69,354 61,481 55,993 53,563 63,889 62,185 57,343 51,776
36.31
32.19
29.32
28.04
33.45
32.56
30.02
27.11 6 70,722 62,699 57,228 54,821 65,258 63,554 58,548 52,809
37.03
32.83
29.96
28.70
34.17
33.27
30.65
27.65 7 72,121 63,945 58,484 56,112 66,655 64,952 59,836 53,867
37.76
33.48
30.62
29.38
34.90
34.01
31.33
28.20 8 73,549 65,215 59,774 57,432 68,082 66,379 61,035 54,946
38.51
34.14
31.30
30.07
35.65
34.75
31.96
28.77 9 75,011 66,513 61,088 58,779 69,543 67,839 62,255 56,042
39.27
34.82
31.98
30.77
36.41
35.52
32.59
29.34 10 76,504 67,838 62,432 60,158 71,036 69,332 63,498 57,163
40.05
35.52
32.69
31.50
37.19
36.30
33.25
29.93 11 78,021 69,192 63,804 61,573 72,560 70,856 64,768 58,308
40.85
36.23
33.41
32.24
37.99
37.10
33.91
30.5