| Location | Downingtown, PA |
AGREEMENT BETWEEN THE DOWNINGTOWN AREA BOARD OF EDUCATION AND THE DOWNINGTOWN AREA EDUCATION ASSOCIATION, PSEA-NEA September 1, 2025 to August 31, 2030 2
Table of Contents ARTICLE I ..................................................................................................................................... 5 DEFINITIONS, PREROGATIVE, SAVINGS CLAUSE AND SEPARABILITY ............................ 5 1.0 Definitions ................................................................................................................ 5 1.1 Downingtown Area School District ........................................................................ 5 1.2 Downingtown Area Education Association ........................................................... 5 1.3 Benefits ..................................................................................................................... 5 1.4 Working Conditions ................................................................................................. 5 1.5 Teachers ................................................................................................................... 5 1.6 ESL Tutors ................................................................................................................ 5 1.7 School District Prerogatives ................................................................................... 6 1.8 Bargaining Unit Prerogatives ................................................................................. 6 1.9 Savings Clause ........................................................................................................ 6 1.10 Closure ..................................................................................................................... 7 1.11 Separability .............................................................................................................. 7 ARTICLE II .................................................................................................................................... 7 GRIEVANCE PROCEDURE AND COMPLAINT PROCEDURE ................................................. 7 2.0 Purpose .................................................................................................................... 7 2.1 Definitions ................................................................................................................ 7 2.2 Grievance ................................................................................................................. 7 2.3 Procedure ................................................................................................................. 8 2.4 Time Limits .............................................................................................................. 8 2.5 Year-End Grievances ............................................................................................... 8 2.6 Level One - Principal or Immediate Supervisor .................................................... 8 2.7 Level Two - Human Resources .............................................................................. 8 2.8 Level Three - Superintendent ................................................................................ 9 2.9 Level Four - Board ................................................................................................... 9 2.10 Level Five - Arbitration ........................................................................................... 9 2.11 Rights of Bargaining Unit Members to Representation ..................................... 10 2.12 Reprisals ................................................................................................................. 10 2.13 Miscellaneous ........................................................................................................ 10 2.14 Group Grievance ................................................................................................... 10 2.15 Forms ...................................................................................................................... 11 2.16 Meetings and Hearings ......................................................................................... 11 2.17 General Provisions ................................................................................................ 11 ARTICLE III ................................................................................................................................. 12 TERM OF AGREEMENT ......................................................................................................... 12 ARTICLE IV ................................................................................................................................. 12 WAGE AND SALARY PROVISIONS ...................................................................................... 12 4.0 Salaries ................................................................................................................... 12 4.1 Horizontal Movement ............................................................................................ 13 4.2 Payroll System and Deductions ........................................................................... 13 4.3 Supplemental Contracts ....................................................................................... 14 4.4 Payment for Supplementals ................................................................................. 14 4.5 Extra-Duty Pay ....................................................................................................... 14 4.6 Summer School Work and Additional Activities ................................................ 15 4.7 District and Building Leadership .......................................................................... 15 3
4.8 District and Building Leadership Compensation ................................................ 15 4.9 Mentors .................................................................................................................. 15 4.10 Loss of Pay ............................................................................................................. 15 4.11 Leave Protection Due to Physical Attack by a Student or Students While Performing a School Duty ........................................................................................................ 16 4.12 Chaperone Duty for School Dances and Plays ................................................... 16 4.13 Mileage Reimbursement ....................................................................................... 16 ARTICLE V .................................................................................................................................. 16 OTHER EMPLOYEE BENEFITS .............................................................................................. 16 5.0 Health Insurance .................................................................................................... 16 5.1 Healthcare Plans .................................................................................................... 17 5.2 Health Care Premium Contributions .................................................................... 19 5.3 Excise Tax Penalty ................................................................................................. 19 5.4 Sponsorship of an Internal Revenue Code Section 125 Premium Only Plan ... 20 5.5 Group Term Life Insurance ................................................................................... 20 5.6 Voluntary Life Insurance ....................................................................................... 21 5.7 Income Protection Insurance ................................................................................ 21 5.8 Group Insurance Benefits ..................................................................................... 21 5.9 Tax Sheltered Annuities and Flexible Spending Accounts ................................ 22 5.10 Use of Sick Days for Family Illness ...................................................................... 22 5.11 FMLA ...................................................................................................................... 22 5.12 Bereavement .......................................................................................................... 23 5.13 Anticipated Disability Leave ................................................................................. 23 5.14 Parental Leave ....................................................................................................... 23 5.15 Sabbatical ............................................................................................................... 24 5.16 Service in Court ..................................................................................................... 24 5.17 Release Time for President ................................................................................... 24 5.18 Personal Days ........................................................................................................ 25 5.19 Leave Without Pay ................................................................................................. 25 5.20 Death of the Bargaining Unit Member ................................................................ 26 5.21 Resignation Notice of the Bargaining Unit Member .......................................... 26 5.22 Retirement of the Bargaining Unit Member ........................................................ 26 5.23 Workers' Compensation Off-Set .......................................................................... 27 5.24 Payment for Professional Credit .......................................................................... 28 5.25 Part-time Employees ............................................................................................. 30 ARTICLE VI ................................................................................................................................. 30 HOURS OF WORK AND OTHER CONDITIONS IN EMPLOYMENT .................................... 30 6.0 Length of Work Year ............................................................................................. 30 6.1 On-Line Instruction ................................................................................................ 31 6.2 Work Day ................................................................................................................ 32 6.3 Vacancies ............................................................................................................... 32 6.4 Voluntary Transfer ................................................................................................. 33 6.5 Involuntary Transfer .............................................................................................. 33 6.6 Notification of Transfer ......................................................................................... 34 6.7 Right to Return ....................................................................................................... 34 6.8 Employee Personnel File ...................................................................................... 34 6.9 Preparation Time ................................................................................................... 35 4
6.10 Individual Planning Time ...................................................................................... 35 6.11 Organizational Planning Time .............................................................................. 35 6.12 Secondary Workday .............................................................................................. 36 6.13 Secondary Class Size ............................................................................................ 36 6.14 Clerical Aides ......................................................................................................... 36 6.15 Elementary Workday ............................................................................................. 36 6.16 Bus Duty ................................................................................................................. 37 6.17 Professional Observations .................................................................................... 37 6.18 Class Coverage ...................................................................................................... 37 6.19 Overload Pay .......................................................................................................... 38 6.20 Duty Free Lunch ..................................................................................................... 39 6.21 Distribution of the Agreement and Policies ........................................................ 39 6.22 Professional Liaison Committee .......................................................................... 39 ARTICLE VII ................................................................................................................................ 39 MISCELLANEOUS PROVISIONS ........................................................................................... 39 7.0 Policing of the Contract ......................................................................................... 39 7.1 No Strike or Lockout .............................................................................................. 39 7.2 No Retaliation and Non-Educational Volunteer Work ........................................ 39 7.3 Execution of Agreement ....................................................................................... 40 APPENDIX A .............................................................................................................................. 41 2025-2026 SALARY SCHEDULE ............................................................................................ 41 APPENDIX B .............................................................................................................................. 42 2026-2027 SALARY SCHEDULE ............................................................................................ 42 APPENDIX C .............................................................................................................................. 43 2027-2028 SALARY SCHEDULE ............................................................................................ 43 APPENDIX D .............................................................................................................................. 44 2028-2029 SALARY SCHEDULE ............................................................................................ 44 APPENDIX E ............................................................................................................................... 45 2029-2030 SALARY SCHEDULE ............................................................................................ 45 APPENDIX F ............................................................................................................................... 46 STEP MOVEMENT CHART .................................................................................................... 46 APPENDIX G .............................................................................................................................. 47 DEFINITIONS .......................................................................................................................... 47 APPENDIX H .............................................................................................................................. 48 SUPPLEMENTALS ................................................................................................................. 48
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ARTICLE I DEFINITIONS, PREROGATIVE, SAVINGS CLAUSE AND SEPARABILITY
1.0 Definitions
1.1 Downingtown Area School District
The District, as prescribed by law which encompasses the townships of East Caln, East Brandywine, Wallace, West Bradford, Uwchlan, West Pikeland, Upper Uwchlan and the Borough of Downingtown, the Board of School Directors and the Administrative organizatio n operating under the Board of School Directors, hereinafter called the School District.
1.2 Downingtown Area Education Association
Downingtown Area Education Association, Pennsylvania State Education Association, and National Education Association is the exclusive representative of the employees of the Downingtown Area School District who are teachers, nurses, librarians, guidance cou nselors, coordinators and English as a second language tutors. These employees, described by the Pennsylvania Labor Relations Board in its recognition documents (PERA -R- 245 and PERA-U-88-263-E) shall hereinafter be called the Association.
1.3 Benefits
Those advantages to the Association that are economic in nature whether they are realized directly as salary, or as equivalent privileges.
1.4 Working Conditions
Those benefits derived from policies, regulations and rules which affect wages, hours, terms and conditions of employment except as expressly stated in this Agreement.
1.5 Teachers
Teachers mean members of the Bargaining Unit.
1.6 ESL Tutors
ESL Tutors, who were added to the certified Bargaining Unit during the 1988- 1989 school year by the Pennsylvania Labor Relations Board in Case No. PERA-U-88-263-E, by Order dated November 25, 1988, shall continue to be 6
paid on an hourly basis for work performed. ESL Tutors shall not be covered by any other provision of this Agreement, and shall not earn seniority or be granted professional or temporary professional status.
1.7 School District Prerogatives
It is recognized that in addition to the other functions and responsibilities which are not specifically mentioned, the School Board has the responsibility to direct the operations of the School District as determined by law and implement regulations inherent to management, including but not limited to the following: functions and programs of the employer, such as the right to supervise and control the operation of the school, its properties and facilities and student discipline, standards of service, such as to introduce, change or discontinue any program, curriculum, or course; the utilization of technology, such as to determine methods, equipment, books, materials and processes to be used; organizational structure, such as job classifications, employee classifications, number of employees and schedules; and the selection and direction of personnel, such as hiring, reassigning and supervising of personnel, except as modified herein.
1.8 Bargaining Unit Prerogatives
Nothing contained herein shall be construed to deny or restrict to any professional employee such rights as he/she may have under the Public School Code, or the Public Employee Relations Act and Act 88, or other applicable laws and regulations. No member of the Bargaining Unit shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. Any such action asserted by the Board or any agent or representative thereof, shall be subject to the grievance procedure herein set forth.
It is recognized that the teacher shall maintain the right and responsibility to determine grades and other evaluations of students. No grade or evaluation shall be changed without consultation with the teacher concerned.
1.9 Savings Clause
Except as this Agreement shall otherwise provide, all terms and conditions of employment applicable on the signing date of this Agreement to employees covered by this Agreement as established by the rules, regulations and/or policies of the Board concernin g working conditions in force on said date, shall continue to be so applicable during the term of this Agreement, except as may be necessary to comply with any amendment to 7
the School Code or applicable law or applicable State Board Regulations. As set forth in the Grievance Procedure, any dispute concerning any of such terms and conditions of employment shall be disposed of as set forth in said Grievance Procedure.
1.10 Closure
The parties agree that all items included in this Agreement have been discussed during the negotiations leading to this Agreement and that no additional negotiations on this Agreement will be conducted on any item, whether contained herein or not, during the life of this Agreement, provided that salaries for newly created positions are subject to negotiations with representatives of the Bargaining Unit.
1.11 Separability
If any provision of this Agreement or any application of this Agreement to any employee or group of employees is held to be contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications shall continue in full force and effect.
ARTICLE II GRIEVANCE PROCEDURE AND COMPLAINT PROCEDURE
2.0 Purpose
The purpose of this procedure is to secure at the lowest possible level, equitable solutions to the problems which may from time to time arise affecting Bargaining Unit Members. Both parties agree that those proceedings will be kept as informal and confidential as may be appropriate at any level of this procedure.
2.1 Definitions
2.2 Grievance
A grievance is hereby defined as a misinterpretation of any of the provisions of the Agreement between the Downingtown Area Board of Education and the Bargaining Unit represented by the Downingtown Area Education Association herein referred to as the "Agreement." Complaints arising under the terms of the Administrative Guidelines and Faculty Handbooks shall not 8
be deemed to be a grievance within the meaning of this Agreement, nor shall they be subject to binding arbitration.
The parties recognize that Section 903 of the Public Employee Relations Act provides that arbitration of disputes and grievances arising out of the interpretation of the provisions of a collective bargaining agreement is mandatory.
2.3 Procedure
2.4 Time Limits
Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement.
2.5 Year-End Grievances
In the event a grievance is filed at such time that it cannot be processed through all the steps in this grievance procedure by the end of the school year and, if left unsolved until the beginning of the following school year could result in irreparable harm to a party in interest, the time limits set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practicable.
2.6 Level One - Principal or Immediate Supervisor
Within twenty (20) working days of the occurrence of the subject matter of a grievance, a Bargaining Unit Member or the Association shall submit the grievance in writing to his/her principal or immediate superior. At any time before the submission in writing, the Bargainin g Unit Member or the Association may first discuss it with his/her principal or immediate superior with the objective of resolving the matter informally. Within twenty (20) working days of the receipt of the written grievance, the princi pal or immediate superior shall answer same in writing.
2.7 Level Two - Human Resources
If the grievance is not resolved by the Level One response, the written grievance and answer may be referred to the Director of Human Resources within twenty (20) working days of receipt of the Level One response. The Director of Human Resources shall mee t with the Bargaining Unit Member 9
and/or the Association and shall render a written decision within twenty (20) working days of his/her receipt of the grievance.
2.8 Level Three - Superintendent
If the grievance is not resolved by the Level Two response, the written grievance and answer may be referred to the Superintendent within twenty (20) working days of receipt of the Level Two response. The Superintendent shall meet with the Bargaining Unit Member and/or the Association and shall render a written decision within twenty (20) working days of his/her receipt of the grievance.
2.9 Level Four - Board
If the grievance is not resolved by the Level Three response, the written grievance and answer may be referred to the School Board within twenty (20) working days of receipt of the Level Three response. The Board may, in its discretion, hold a meeting. The Board shall render a written decision within twenty (20) working days after receipt of the written grievance.
2.10 Level Five - Arbitration
If the grievance is not resolved by the Level Four response, the grievance may be appealed to arbitration by the Association within twenty (20) working days after receipt of the Level Four response.
Within twenty (20) working days after such written notice of submission to arbitration, the Board and the Association shall attempt to agree upon a mutually acceptable arbitrator and shall attempt to obtain a commitment from said arbitrator to serve. If the parties are una ble to agree upon an arbitrator or to obtain such a commitment within the specified period, a request for a list of arbitrators shall be made in accordance with Section 903 of Act 195. The costs of the services of the arbitrator shall be borne equally by the Board and Association.
The arbitrator so selected shall confer with the representatives of the Board and the Association and hold hearings promptly and shall issue his/her decision not later than thirty (30) calendar days from the date the final statements and proofs on the issu e are submitted to the arbitrator. The arbitrator's decision shall be in writing and shall set forth his/her findings of fact, reasoning and conclusions on the issues submitted. The arbitrator's decision shall be binding except as otherwise provided by l aw. Each case shall be considered on its merits and the collective bargaining agreement 10
shall constitute the basis on which the decision shall be rendered. The arbitrator shall first rule on the arbitrability of the grievance, if so requested. The arbitrator shall be without jurisdiction to render an award contrary to law or to add to, modi fy, vary, change or remove any term of this Agreement. The arbitrator shall be requested to render his/her decision in writing within thirty (30) days of the date of the hearing unless otherwise mutually agreed by the parties.
2.11 Rights of Bargaining Unit Members to Representation
Any Bargaining Unit Member may be represented at all steps of the grievance procedure by himself/herself, or by a representative of the Association.
2.12 Reprisals
No reprisals of any kind shall be taken by the Board or by any member of the Administration against any party in interest, any representative, any member of the Association or any other participant in the grievance procedure by reason of such participation.
2.13 Miscellaneous
2.14 Group Grievance
If, in the judgment of the Association, a grievance affects a group or class of Bargaining Unit Members, the Association may submit such grievance in writing to the Director of Human Resources directly and this will be considered Level One. A meeting shall be convened in order to attempt to remedy said grievance and the Director of Human Resources shall respond in writing to the grievance within twenty (20) working days following the completion of said meeting.
A grievance commenced at the Director of Human Resources level and not resolved at that level may be referred by the Association to the Superintendent by written notice within twenty (20) working days of the Level One response. The Superintendent shall answer the same in writing within twenty (20) working days.
A grievance not resolved at the Superintendent level may be referred by the Association to the Board by written notice within twenty (20) working days of the Superintendent's response. The Board shall answer the same in writing within twenty (20) working days. If the grievance is not resolved to 11
the satisfaction of the Association, it may be submitted to arbitration in accordance with Section 2.10.
2.15 Forms
Forms for filing grievances, serving notices, taking appeals, making reports and recommendations, and other necessary documents shall be prepared jointly by the Superintendent and the Association and given appropriate distribution so as to facilitate operation of the grievance procedure.
2.16 Meetings and Hearings
All meetings and hearings under this procedure shall not be conducted in public and shall include only such parties, witnesses and their representatives, heretofore referred to in this Article. Bargaining Unit Members called as witnesses at any level of the grievance process for meetings by the District and Bargaining Unit will not be penalized from the perspective of compensation a s the result of participating as a witness. Efforts will be made to schedule such meetings and hearings during employee preparat ion time, before or after the workday. Bargaining Unit Members so called as witnesses will also not be required to pay for any substitutes.
2.17 General Provisions
Bargaining Unit Members not desiring Association representation may process a grievance on their own up to the Board level. However, the Association must be given an opportunity to be present at each step of the grievance procedure.
An aggrieved person may withdraw from the grievance procedure at any time and the Association may withdraw its representation of an aggrieved person at any time. In such instances the provisions of the immediately preceding paragraph will apply.
Time is of the essence and equally binding on both parties.
Board action required in a public meeting to implement an arbitrator's decision to resolve a grievance at any step thereof shall not be considered part of the grievance procedure.
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ARTICLE III TERM OF AGREEMENT
The term of this contract will be in effect for five (5) years from September 1, 2025 through August 31, 2030.
ARTICLE IV WAGE AND SALARY PROVISIONS
4.0 Salaries
Refer to Appendix A for 2025-2026 salaries, Appendix B for 2026-2027 salaries, Appendix C for 2027-2028 salaries, Appendix D for 2028-2029 salaries and Appendix E for 2029-2030 salaries. Refer to Appendix F for explanation of salary movement.
Salary Increases (including increment) 2025-26 3.8% 2026-27 4.3% 2027-28 4.2% 2028-29 4.1% 2029-30 4.0%
For 2025-2026, salaries including step movement and horizontal movement will be retroactive to the first pay of the year. Bi-weekly pays will be adjusted and the lump sum payment will be made no later than sixty (60) days after ratification.
The purpose of this salary guide is to encourage high quality teaching services. The aim is to attract outstanding teachers and to reward them so that professional improvements can be expected.
The District reserves the right to place a new employee at a different place on the scale for which preparation and experience would qualify him/her when the welfare of the District requires that an exception is made. The District also reserves the privil ege to advance an employee more than one step at a time for outstanding service. A newly hired experienced Bargaining Unit Member will be assigned a step on the salary scale, and from then on he/she will advance in accordance with the step placement chart. 13
Any additional days (up to three (3) days per year) required for any Bargaining Unit Members completing induction beyond the one hundred ninety-one (191) contract days, will be part of the Bargaining Unit Member's annual salary as outlined in the salary schedule. Any days required to be worked after these three (3) days per year shall be paid based upon the workshop rate of $20 per hour.
Any Bargaining Unit Member who works less than one full semester or receives an unsatisfactory rating on the Professional Employee Rating Form, Temporary Professional Employee Rating Form, or other PDE required form, will not move vertically on the Salary Schedule for the following year.
If the building score were to change the unsatisfactory rating to a satisfactory, the Bargaining Unit Member would move vertically on the salary schedule retroactive to the start of the school year.
4.1 Horizontal Movement
Qualified employees shall be eligible to advance no more than one column per year (in September of each year). Refer to Appendix G for definitions of the columns on the salary schedule.
Horizontal movement on the salary guide from one column to another will be made as of the beginning of the year. (September only)
An official transcript must be submitted with an application by the Bargaining Unit Member . In order for horizontal increases to be effective at the beginning of the year, documentation must be submitted by September 30th. If documentation is not proper or is not timely, salary adjustments will not be retroactive.
4.2 Payroll System and Deductions
For the 2025 -2026 school year, Bargaining Unit Members shall have their salary paid in accordance with their Plan A, B, or C as defined in the Collective Bargaining Agreement that expired on August 31, 2025.
Effective with the 2026 -2027 school year, Bargaining Unit Members shall have their salary divided equally over 2 6 consecutive bi -weekly dates commencing with the first regular pay with the exception of any year that would include 27 bi-weekly dates.
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All Bargaining Unit Members shall be required to receive their pay by means of direct deposit to a financial institution of their own choosing and at no cost to the Member.
It is agreed that voluntary payroll deductions shall be limited to the following:
Deductions for professional dues will be deducted from payroll the number of times and dates to be mutually agreed upon between the Association and Administration by October 15th of each year of the contract. The amount of voluntary payroll deductions shall be subject to any limitations provided for under federal or state law.
4.3 Supplemental Contracts
Supplemental Contracts will be addressed by a joint committee that will begin negotiations no later than thirty (30) days following ratification of this agreement. Supplementals will remain in status quo until such time as the supplemental committee completes negotiations.
4.4 Payment for Supplementals
Payment for Supplementals will be addressed by a joint committee that will begin negotiations no later than thirty (30) days following ratification of this agreement. Supplementals will remain in status quo until such time as the supplemental committee completes negotiations.
4.5 Extra-Duty Pay
Extra-Duty Pay will be addressed by a joint committee that will begin negotiations no later than thirty (30) days following ratification of this agreement. Extra-Duty Pay will remain in status quo until such time as the supplemental committee completes negotiations.
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4.6 Summer School Work and Additional Activities
Summer School Work and Additional Activities will be addressed by a joint committee that will begin negotiations no later than thirty (30) days following ratification of this agreement. Summer School Work and Additional Activities will remain in status quo until such time as the supplemental committee completes negotiations.
4.7 District and Building Leadership
District and Building Leadership will be addressed by a joint committee that will begin negotiations no later than thirty (30) days following ratification of this agreement. District and Building Leadership will remain in status quo until such time as the supplemental committee completes negotiations.
4.8 District and Building Leadership Compensation
District and Building Leadership Compensation will be addressed by a joint committee that will begin negotiations no later than thirty (30) days following ratification of this agreement. District and Building Leadership Compensation will remain in status quo until such time as the supplemental committee completes negotiations.
4.9 Mentors
Mentors will be addressed by a joint committee that will begin negotiations no later than thirty (30) days following ratification of this agreement. Mentors will remain in status quo until such time as the supplemental committee completes negotiations.
4.10 Loss of Pay
When Bargaining Unit Members are absent from duty due to illness without the benefit of sick leave or personal leave, the District will pay to that Bargaining Unit Member the difference between the substitute's salary and the Bargaining Unit Member's salary.
Such payments will be discontinued when Bargaining Unit Members become eligible for Income Protection Insurance payments.
Loss of pay shall be contingent upon the Bargaining Unit Member incurring a serious health condition as defined by the FMLA and supported by completion of medical certification required by the District for a leave of 16
absence for a serious health condition under FMLA. Additionally, the Bargaining Unit Member must be absent for a minimum of three (3) consecutive days.
4.11 Leave Protection Due to Physical Attack by a Student or Students While Performing a School Duty
The Board will pay the difference between the Bargaining Unit Member's salary and workers' compensation for a period not to exceed sixty (60) calendar days. These days will not be deducted from sick or personal leave days. These days will not be cumulati ve. All claims shall be substantiated by the school physician.
4.12 Chaperone Duty for School Dances and Plays
The District will utilize unpaid volunteers to chaperone school dances, plays and other similar activities. An organization sponsoring the activity is neither precluded from nor required to compensate such volunteers.
4.13 Mileage Reimbursement
Bargaining Unit Members who use their personal cars for school business which is pre -approved by the Administration shall receive mileage reimbursement at the rate approved by the Internal Revenue Service for business expense deductions. Any change in the rate will be effective the first day of the month after either party gives written notice to the other of a change in the IRS rate.
ARTICLE V OTHER EMPLOYEE BENEFITS
5.0 Health Insurance
For 2025-2026, the District shall offer two plan options for Bargaining Unit Members to elect healthcare coverage for medical, prescription, dental and vision insurance under the same plans, terms, and conditions offered under the prior agreement that expired on August 31, 2025. Each Option is offered as a package and elections cannot be from both options . Bargaining Unit Members must select either Option 2 or Option 3.
Beginning July 1, 2026, the District shall offer medical, prescription, dental, and vision insurance as follows: 17
5.1 Healthcare Plans
Medical
The District shall offer the IBC Personal Choice C4-F4-O2 Plan to Bargaining Unit Members.
Members are eligible for a physical once per calendar year unless otherwise prohibited by law.
In the event that the District elects to substitute an insurance carrier's plan, coverage shall be at least equivalent to that of the IBC Personal Choice C4 - F4-O2 plan in effect as of that time.
Prescription
The prescription plan for Bargaining Unit Members shall consist of the following copays: $10 generic, $25 brand preferred formulary, $40 brand non- preferred formulary and $100 specialty drug; with a 30-day supply for one (1) co-payment; and a 3 -month supply for two (2) co -payments through mail order with no out-of-network reimbursement. The designation of how drugs are classified as brand preferred, brand non -preferred formulary drugs, compounded medications and/or specialty drugs is determined by and can be modified at the discretion of the Pharmacy Benefit Manager (PBM) at any time during the term of this agreement.
The prescription plan shall also include the following Advanced Utilization Management Advantage Package or its substantial equivalent as offered by the Plan's current or successor PBM:
Prior Authorization - Bargaining Unit Members and their covered dependents are required to obtain approval by the PBM prior to receiving certain medications at the pharmacy or through mail order in accordance with the Advanced Utilization Management Advant age Package;
Step Therapy - Following consultation with the treating physician and in accordance with the Advanced Utilization Management Advantage Package guidelines of the PBM, Bargaining Unit Members and their covered dependents are required to first subscribe to a front line medication (usually a generic medication) prior to receiving a backup medication (usually a brand name medication.); and 18
Drug quantity management aligns dispensing quantity limits in accordance with FDA -approved dosage guidelines, manufacturer - recommended guidelines under the Advanced Utilization Management Advantage Package and medical literature.
The carrier who is selected by the District shall have a benefit prescription plan at least equivalent to the prescription plan in effect as of September 1, 2017.
The plan shall provide for mandatory mail order on all maintenance drugs after three (3) 30-day fills at retail. Each mail order fill will be subject to the applicable co-pay for up to a 30 day supply and two retail co-pays for a 31- 90 day supply.
Dental Insurance
The District shall provide a basic dental insurance plan to Bargaining Unit Members. Payments for services will be at prevailing fees established by the insurer. Benefits will be limited to 100% for preventative care, 80% for basic care, and 50% for major services, with a maximum of $1,500 per year per eligible family member of a Bargaining Unit Member.
Members are eligible for two (2) cleanings per calendar year unless otherwise prohibited by law.
Prosthodontics (replacement of missing teeth) will not be covered under the terms of this Agreement.
Orthodontia benefits will be limited to a lifetime maximum of $1,500 per eligible family member of a Bargaining Unit Member.
The District shall provide Bargaining Unit Members with the Delta Dental Active PPO Network (non -network provider paid at the Delta PPO participating fee schedule.)
Vision Insurance
The District s hall provide Bargaining Unit Members a group vision care insurance plan. The plan shall be the coverage provided through the Vision Benefits of America Plan for in-network services only.
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5.2 Health Care Premium Contributions
Bargaining Unit Members who elect to enroll in the District sponsored group health insurance programs (i.e., any and/or all lines of healthcare coverage) for medical, prescription, dental and/or vision coverage for themselves and eligible family members will be required to contribute to the premiums for coverage as set forth below through mandatory payroll deductions. Contributions to participate in any and/or al l lines of healthcare coverage provided through the District shall be a percentage based upon t he fully insured equivalent rates for medical, prescription, dental and vision benefits. All plan rates will be determined using five participant levels (single, parent/child, parent/children, employee/spouse, and family):
% of Premium 2025-2026 13% 2026-2027 14% 2027-2028 14.25% 2028-2029 14.5% 2029-2030 14.75%
For the 2025-2026 school year, benefit deductions will continue to be divided equally over 20 pay periods as defined in the Collective Bargaining Agreement that expired on August 31, 2025.
Effective July 1, 2026, The contribution amounts will be d educted over twenty-four (24) pay periods. Contributions will be mandatorily deducted from the first two pays of each month.
5.3 Excise Tax Penalty
If an excise tax or penalty should be imposed at any time on any District health benefit plan by the Federal or State government as the result of the Patient Protection and Affordable Care Act (ACA), the District will notify the Association not less than 9 0 ninety (90) days prior to the excise tax being imposed. The Association and the District agree that any health benefit plans offered by the District that trigger an excise tax or penalty under the ACA will be modified, with Association approval, in such a way so that no ACA excise tax or penalty will be imposed on the plan or plans.
In the event the District or the Association cannot agree to a modified plan or a new plan that will not trigger the ACA excise tax or penalty, then the Association shall choose a plan that does not contain restrictions that would 20
prevent the plan design from being implemented for the Bargaining Unit and does not subject the District to the aforementioned tax or penalty.
In the event that the Association does not choose a plan in accordance with the paragraph above within 60 days prior to implementation of the tax, the District reserves the right to choose and implement a plan.
All new plans and design changes shall take effect the day prior to excise tax or penalty being implemented , including during the period of status quo following the expiration of this Collective Bargaining Agreement, unless otherwise mutually agreed.
5.4 Sponsorship of an Internal Revenue Code Section 125 Premium Only Plan
As a method to permit Bargaining Unit Members to pay for their share of health benefit plan premiums through pre-federal income tax instead of after- federal income tax contributions, the District agrees to sponsor an Internal Revenue Code Section 125 cafet eria plan, which will be the sole method through which Bargaining Unit Members will have access to the benefits provided under the health benefit plans sponsored by the District. This sponsorship is contingent upon the same being permitted pursuant to law.
A group enrollment period shall be held annually, from May 1 through May 31, unless otherwise agreed. During this period, employees may elect to enroll/disenroll and/or add/delete eligible dependents in the medical, prescription, dental, and/or vision plan(s). Coverage will start on the first day of July that next follows the date of enrollment.
Newly hired employees must enroll in the benefit plans in accordance with the benefit plan requirements. Otherwise, enrollment is subject to the group enrollment period or change in life event, as defined by the carrier.
5.5 Group Term Life Insurance
The District will pay for group term life insurance for all full-time members of the Bargaining Unit in an amount equal to the employee's salary, rounded off to the next highest Ten Thousand Dollars ($10,000) to a maximum of Fifty Thousand Dollars ($50,000 ). This insurance plan shall include double indemnity for accidental death and dismemberment.
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5.6 Voluntary Life Insurance
Bargaining Unit Members shall have the opportunity to purchase voluntary group life insurance coverage on a payroll deduction basis subject to the terms and conditions of the insurance company's plan provisions. Bargaining Unit Members may be required to submit medical evidence of insurability.
Payroll deduction of premiums prior to approval does not mean coverage is effective. If the carrier does not approve coverage, any premium that has been collected will be returned.
5.7 Income Protection Insurance
The District shall pay the premium for Income Protection Insurance for Bargaining Unit Members. This insurance will have the following specifications:
SALARY $ MAXIMUM FOR CLAIMS EFFECTIVE 60% $2,800.00 September 1, 2004 or after
Benefits will begin on the sixty -first (61st) day of illness or disability or following exhaustion of sick leave, whichever is later, and continue in accordance with at least the benefit level of the plan in effect as of August 31, 2011.
All social security , workers' compensation payments and/or any other income will be subtracted from all income protection insurance benefits. Income protection insurance benefits will be paid on a year -round basis without deductions for holidays or vacation periods.
5.8 Group Insurance Benefits
In the event that two District employees are or become married to each other, the coverage to both spouses will be provided by one employee and spouse policy or one family policy, if applicable. If coverage to both spouses is provided by one family policy, the spouse who is named as the subscriber and the spouse covered as a dependent shall be entitled to the same level of benefits. Where each such spou se has dependents, the District will provide its share of the premium for group insurance coverage of all such dependents equal to coverage provided to dependents of other Bargaining Unit Members.
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In the case of a Bargaining Unit Member married to a Bargaining Unit Member with no covered dependents, each Bargaining Unit Member will pay the Bargaining Unit Member Only premium contribution.
In the case of a Bargaining Unit member married to a Bargaining Unit Member with children, the total premium contribution of both Bargaining Unit Members would be the amount required under the family tier for premium contribution.
For Bargaining Unit Members married to other employees of the District who are covered under another health benefit plan (i.e., married to administrators, confidential employees, or support staff members), the Bargaining Unit Member will have the option to opt-out from all lines of healthcare and be covered under their spouse's plan or, alternatively, opt to receive all lines of healthcare coverage and cover their spouse, and dependent(s) under the Bargaining Unit Member's healthcare plan.
5.9 Tax Sheltered Annuities and Flexible Spending Accounts
The District will continue to provide tax -sheltered annuities and flexible spending accounts in accordance with Internal Revenue Code requirements and District guidelines.
5.10 Use of Sick Days for Family Illness
Ten (10) of the allowed sick leave days per year may be used for illness in the employee's immediate family. Days used for family illness shall be deducted from accumulated sick leave. Members of the immediate family shall be defined as father, mother, brother, s ister, son, daughter, husband, wife, parent-in-law, or near relative who resides in the same household, or any person with whom the employee currently resides. Available sick time may be used for an approved Family Medical Leave Act Leave of Absence for the qualifying illness of an immediate family member as defined by the FMLA.
5.11 FMLA
The parties agree to comply with the requirement of the Family and Medical Leave Act of 1993 (FMLA). Neither the District nor the employees waive the right to exercise any prerogative or right under the Act. A year for FMLA purposes shall begin August 1 and end July 31.
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5.12 Bereavement
In accordance with §1154 of the School Code, whenever a Bargaining Unit Member shall be absent from duty because of a death in the immediate family, there shall be no deduction in salary of the Bargaining Unit Member for an absence not in excess of three ( 3) school days. The Board of School Directors or its designee may extend the period of absence with pay at its discretion as the exigencies of the case may warrant and cannot be grieved. Members of the immediate family shall be defined as father, mother, brother, sister, son, daughter, husband, wife, parent -in-law, grandchild, grandparent or near relative who resides in the same household, or any person with whom the employee has made his/her home.
Whenever a Bargaining Unit Member is absent because of the death of a near relative, there shall be no deduction in salary of the Bargaining Unit Member for absence on the day of the funeral. The Board of School Directors or its designee may extend the period of absence with pay at its discretion as the exigencies of the case may warrant and cannot be grieved . A near relative shall be defined as first cousin, aunt, uncle, niece, nephew, son -in-law, daughter-in-law, brother-in-law, sister-in-law or grandparent-in-law.
5.13 Anticipated Disability Leave
Upon request, Bargaining Unit Members shall have the right to take a leave without pay or paid medical benefits for a period of time not to exceed ninety (90) days preceding anticipated disability provided said leave is substantiated by a physician's statement and provided that at least a thirty (30) day notice is given, if practicable.
5.14 Parental Leave
Bargaining Unit Members, upon request at least 60 days prior to the anticipated date of delivery or date of adoption shall be eligible to receive parental leave without pay, up to one (1) calendar year and such additional time as will permit the leave of absence to terminate at the start of a semester. Said leave shall be used only for the purpose of rearing children recently born or, if adopted, preschool age.
The employer shall be given at least sixty (60) days' notice of a request for extension prior to the termination of leave. In cases where a pregnancy should terminate in miscarriage or stillbirth, the Bargaining Unit Member requesting leave retains the right to terminate the parental leave with notice to the District. 24
Bargaining Unit Members requesting parental leave must return to work at the beginning of a school semester.
Where such a leave is granted, tenure, salary, and salary increment rights (except increments for leave time) will be guaranteed. All leave previously accrued will be retained. No Bargaining Unit Member will receive any paid benefits while on parental leave. However, insurance benefits will be continued through COBRA, if elected by the employee and if all insurance premiums are paid by the employee, in accordance with COBRA regulations.
5.15 Sabbatical
It shall be the policy of the School Board, upon the recommendation of the Superintendent, to grant sabbatical or professional development leaves in conformity with the School Laws of Pennsylvania. The authority for this policy and the accompanying Rules and Regulations is derived from Sections 1166-1171 of the Public School Code of 1949, as amended. All references to sabbatical leave in this Agreement, unless the context otherwise indicates, shall also refer to leaves for professional development as established by Act 66 of 1996.
5.16 Service in Court
The District will pay the difference between court and District reimbursement for subpoenaed court service and jury duty. If the Bargaining Unit Member is subpoenaed as a witness for the District, the employee shall also be reimbursed for all reasonable expenses involved in travel and meals.
A maximum of five (5) Bargaining Unit Members shall be eligible for reimbursement for subpoenaed court services involving litigation initiated by the Bargaining agent or member of the Bargaining Unit.
5.17 Release Time for President
The Association President will be permitted to perform Association business during the regular school day when not assigned to classroom instruction. The Association President shall not receive any non-instructional duties.
The Superintendent and Association President shall make every effort to cooperate for the benefit of the District and the professional staff. Where appropriate the Superintendent shall exercise his/her discretion to provide released time for the Association President. 25
5.18 Personal Days
For 2025-2026 and 2026-2027, two (2) personal days per year will be granted provided that notification in advance be made, where possible.
Beginning in 202 7-2028, three (3) personal days per year will be granted provided that notification in advance be made, where possible.
Except with the approval of the Superintendent, or the Superintendent's designee, no personal days will be granted during the first five (5) working days and the last five (5 ) working days of the school year. Requests for personal days shall be made initially through the applicable building administrator.
No more than 10 percent ( 10%) of the Bargaining Unit Members in each building (rounded off to the next highest counting number) may take personal days immediately preceding or following each holiday or vacation except in an emergency.
Bargaining Unit Members may carry forward up to seven (7) personal days. Once accumulated, Bargaining Unit Members may elect to use no more than five (5) personal days in any one (1) year.
At the end of the school year, unused d ays beyond the seven (7) personal days carry over maximum will be saved for reimbursement at retirement. Reimbursement for unused personal days shall be paid at retirement as referenced in Section 5.22 of the Agreement.
5.19 Leave Without Pay
The Superintendent or the Superintendent's designee may, at his/her sole discretion, grant short term leaves of absence without pay upon prior written application where the reasons, the surrounding circumstances and th e prior absence history of the Bargaining Unit member are deemed meritorious. The granting of leave in any one case shall not establish a precedent for any future case, and no practice shall be deemed to be established by the granting or denial of such leave. Denial or limitation of short-term leave shall not be subject to the grievance procedure or arbitration.
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5.20 Death of the Bargaining Unit Member
Upon the death of a member, the District shall make payment to the Bargaining Unit Member's beneficiary or estate for all of the Bargaining Unit Member's unused sick leave and for up to forty (40) of the Bargaining Unit Member's unused personal days at a rate of $45 per day.
5.21 Resignation Notice of the Bargaining Unit Member
Any Bargaining Unit Member who resigns shall give the District sixty (60) days written notice before the effective date of the resignation. Bargaining Unit Members complying with this requirement who resign and fulfill their 191 day ` contractual obligation shall continue to receive their group insurance benefits until August 31 of that year.
5.22 Retirement of the Bargaining Unit Member
Any Bargaining Unit Member who provides the District with at least sixty (60) days written notice before the effective date of the retirement and who fulfills their 191 contractual obligation shall continue to receive their group insurance benefits until August 31 of that year. The sixty (60) day notice does not apply to disability retirement.
Any Bargaining Unit Member who fails to give the required sixty (60) days written notice will forfeit all severance or retirement benefits provided in this section of this Agreement to which he/she would otherwise be entitled. By mutual agreement in writing the District can waive enforcement of the provisions of the preceding sentence in any given case, which waiver shall not constitute a precedent or practice requiring waiver in any future case.
Sick and Personal Day Reimbursement
In the event of the Bargaining Unit Member's retirement under any provision of the Pennsylvania School Employee's Retirement System, the District shall make payments as a non -elective employer contribution into a 403(b) tax - sheltered account, in accordance with the Internal Revenue Code Section 403(b)(3) for all of the Bargaining Unit Member's unused sick leave and for up to forty (40) of the Bargaining Unit Member's unused personal days at a rate of $45 per day.
This account shall be established by the eligible Bargaining Unit Member consistent with the District's 403(b) Plan that will establish the list of vendors available to District employees prior to the District's contributions. 27
These will be considered District non -elective contributions and will be subject to an amount up to and equal to the limits established by law for such accounts.
Further, if the District's contributions exceed the limits established for any plan year in the year of separation of service, the District shall contribute as a non -employer, non -elective contribution to one or more annuity contracts described in Code Sec tion 403(b) an amount up to and equal to the established limits for such contributions and in subsequent years for a period of not more than five (5) years or until the benefit amount is exhausted.
Failure of a Bargaining Unit Member to open a 403(b) account prior to his/her retirement date will result in forfeiture of funds due.
Retiree Healthcare Coverage
Bargaining Unit Members with twenty -five (25) years of teaching service with a minimum of ten (10) years of service in the District, who retire at age fifty-five (55) or above but prior to attaining age sixty-five (65), and draw a superannuation annuity fr om PSERS, will be eligible for Board paid premiums for individual coverage under the same medical plan as is available to current members of the professional staff, and subject to the same co-pays, deductibles, and premium contribution amounts provided that retirees shall be required to make a minimum co-payment equal to the then current amount provided by PSERS for health insurance reimbursement. This coverage shall continue to age sixty -five (65). Dependent coverage may be purchased through the District at the retiree's expense.
Retirement Notice Incentive
Bargaining Unit Members who submit an irrevocable retirement notice by February 1 for retirements in June shall be entitled to a one-time payment in the amount of Five Hundred Dollars ($500).
5.23 Workers' Compensation Off-Set
It is agreed that all workers' compensation payments received by a Bargaining Unit Member injured while on duty shall be the sole payment except as otherwise permitted by Workers' Compensation law.
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5.24 Payment for Professional Credit
Within 60 days of ratification, the District agrees to pay all outstanding tuition reimbursement pre-approved and submitted for reimbursement prior to July 1, 2025.
The District shall pay seventy-five percent (75%) of the cost of each graduate credit that leads exclusively to a first Master's degree. Graduate credits that are part of a pre -approved, graduate degree program or certification program, other than the first Master's degree, as well as In -Service credits defined in Appendix G, shall be reimbursed at fifty percent (50%) of the cost of each graduate credit.
The per credit reimbursement shall be limited to the Penn State University graduate rate at the time of reimbursement.
An academic credit shall be defined as one (1) received from an accredited college or university.
The Superintend ent or designee will review and pre -approve any graduate coursework and will approve at his/her sole discretion the taking of such coursework for such approval or denial shall take into account the intellectual rigor of the course, its relevance to the improvement of the applicant's instructional skills in her/her present assignment, and the recommendation of other appropriate administrators. Each approval or disapproval shall be done on a case by case basis and no case will constitute a precedent or estab lish a practice requiring approval in any other case. Pre-approval does not guarantee tuition reimbursement.
The Superintendent may waive this requirement