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                 MASTER
    COLLECTIVE BARGAINING AGREEMENT
                2010/2011


                by and between



            PLAINVILLE USD 270
           BOARD OF EDUCATION,
              Rooks County, Kansas


                       and


              PLAINVILLE-KNEA,
                  An affiliate of
                  Kansas-NEA
                     and the
          National Education Association




                        1
                                     CONTENTS


ARTICLE 1    SALARY AND WAGES .................................................................. 3

ARTICLE 2    HOURS AND AMOUNTS OF WORK........................................... 14

ARTICLE 3    HOLIDAYS AND VACATIONS ..................................................... 18

ARTICLE 4    LEAVES OF ABSENCE ............................................................... 18

ARTICLE 5    RETIREMENT .............................................................................. 22

ARTICLE 6    INSURANCE AND FRINGE BENEFITS ...................................... 23

ARTICLE 7    DISCIPLINE PROCEDURES ....................................................... 25

ARTICLE 8    CONTRACT RESIGNATION ....................................................... 28

ARTICLE 9    REDUCTION IN FORCE .............................................................. 29

ARTICLE 10   RE-EMPLOYMENT ...................................................................... 30

ARTICLE 11   PROFESSIONAL EMPLOYEE APPRAISAL PROCEDURES ..... 31

ARTICLE 12   OTHER TERMS AND CONDITIONS OF EMPLOYMENT ........... 34

ARTICLE 13   ASSOCIATION RIGHTS .............................................................. 36

ARTICLE 14   GENERAL PROVISIONS ............................................................. 38




                                            2
ARTICLE 1
SALARIES AND WAGES
SECTION A. STANDARD PRIMARY CONTRACT SALARY SCHEDULE

                              PLAINVILLE USD 270
                            ROOKS COUNTY, KANSAS
                                   2010-2011

                BS        BS+15     BS+30         BS+45     MS        MS+15     MS+30     MS+45     SP
Step
            1   $33,875   $34,625   $35,375       $36,125   $37,125   $37,875   $38,625   $39,375   $40,375
            2   $34,370   $35,120   $35,870       $36,620   $37,620   $38,370   $39,120   $39,870   $40,870
            3   $34,865   $35,615   $36,365       $37,115   $38,115   $38,865   $39,615   $40,365   $41,365
            4   $35,360   $36,110   $36,860       $37,610   $38,610   $39,360   $40,110   $40,860   $41,860
            5   $35,855   $36,605   $37,355       $38,105   $39,105   $39,855   $40,605   $41,355   $42,355
            6   $36,350   $37,100   $37,850       $38,600   $39,600   $40,350   $41,100   $41,850   $42,850
            7             $37,595   $38,345       $39,095   $40,095   $40,845   $41,595   $42,345   $43,345
            8             $38,090   $38,840       $39,590   $40,590   $41,340   $42,090   $42,840   $43,840
            9             $38,585   $39,335       $40,085   $41,085   $41,835   $42,585   $43,335   $44,335
           10             $39,080   $39,830       $40,580   $41,580   $42,330   $43,080   $43,830   $44,830
           11             $39,575   $40,325       $41,075   $42,075   $42,825   $43,575   $44,325   $45,325
           12             $40,070   $40,820       $41,570   $42,570   $43,320   $44,070   $44,820   $45,820
           13             $40,565   $41,315       $42,065   $43,065   $43,815   $44,565   $45,315   $46,315
           14             $41,060   $41,810       $42,560   $43,560   $44,310   $45,060   $45,810   $46,810
           15                       $42,305       $43,055   $44,055   $44,805   $45,555   $46,305   $47,305
           16                       $42,800       $43,550   $44,550   $45,300   $46,050   $46,800   $47,800
           17                       $43,295       $44,045   $45,045   $45,795   $46,545   $47,295   $48,295
           18                       $43,790       $44,540   $45,540   $46,290   $47,040   $47,790   $48,790
           19                       $44,285       $45,035   $46,035   $46,785   $47,535   $48,285   $49,285
           20                       $44,780       $45,530   $46,530   $47,280   $48,030   $48,780   $49,780
           21                       $45,275       $46,025   $47,025   $47,775   $48,525   $49,275   $50,275
           22                       $45,770       $46,520   $47,520   $48,270   $49,020   $49,770   $50,770
           23                       $46,265       $47,015   $48,015   $48,765   $49,515   $50,265   $51,265
           24                       $46,760       $47,510   $48,510   $49,260   $50,010   $50,760   $51,760
           25                       $47,255       $48,005   $49,005   $49,755   $50,505   $51,255   $52,255
           26                                     $48,500   $49,500   $50,250   $51,000   $51,750   $52,750
           27                                     $48,995   $49,895   $50,745   $51,495   $52,245   $53,245
           28                                     $49,490   $50,490   $51,240   $51,990   $52,740   $53,740

Experience Increments                   Educational Increments
$495                                    $750 credit hour column
                                        $1,000 Masters Degree
                                        $1,000 Ed. Specialist Degree




                                              3
SECTION B. PLACEMENT ON THE SALARY SCHEDULE

1. A new teacher coming into the district shall be placed on the column reflecting full
   credit for professional academic preparation and on the step that reflects their prior
   teaching experience less two years, effective August 1, 2008.

2. MOVEMENT: Movement on the salary schedule shall be one step down and as
   many steps (columns) across as college hours and/or in-service points permit.
3. COLLEGE CREDIT(S) /INSERVICE (PDC) POINTS
   Credit(s) must be reported prior to September 1 of any year to be eligible for
   application on the current contract salary.

At the bachelor’s level, teacher movement across the salary schedule will be for an
additional 15 college hours or a combination of an additional 10 college hours and 100
points.

At the master’s level, teacher movement across the salary schedule will be for an
additional 15 college hours or a combination of an additional 8 college hours and 140
points.

At each level the points and college credit must be earned within the last six years. All
licensed staff employed prior to August 1, 2008, will be allowed to use any points and
college credits not previously used to move laterally. This option expires August 1,
2014.


SECTION C. PRO          RATA     APPLICATION        FOR    NONSTANDARD          PRIMARY
CONTRACT(S)

The standard primary contract in the form attached hereto as Exhibit “A” shall be used
for full time, part-time, and extended time contracted teachers. This would include but
not be limited to guidance and vocational. This contract will outline the length and terms
of the contract. The salary will be prorated based upon an amount equal to the
teacher’s daily rate for each full day. Partial or part-time days shall be compensated by
a prorated amount. (Exhibit A)



SECTION D. SUPPLEMENTAL CONTRACT SALARY SCHEDULE

1.    Non-coaching:
            Administrative Assistant                                 $ 5,600
            District QPA Coordinator                                 $ 2,000
            PDC Chairperson                                          $ 775
            School Improvement Committee Chairs                      $ 225
            Student Council
                      High School
                                      4
            Sponsor                           $ 1,600
            Asst. Sponsor                     $ 808
        Junior High
            Sponsor                           $ 415
     Yearbook                                 $ 2,178
     School Plays (each)                      $ 1,250
     Spring Dramatics                         $ 775
     Debate                                   $ 453
     Pep Club
            High School
            Sponsor                           $ 2,632
            Asst. Sponsor                     $ 1,962
            Junior High
            Sponsor                           $1 ,826
     Class Sponsors
            High School
                   Freshman & Sophomore       $ 535
                   Junior (each)              $ 1,550
                   Senior                     $ 775
     FFA & FCCLA Sponsor(s)                   $ 2,384
     Pom Pom Sponsor                          $ 2,060
     Quiz Bowl Sponsor (per building)         $ 524
     National Honor Society Sponsor           $ 535
     Instrumental and Vocal Music
            High School
            Instrumental                      $ 2,384
            Vocal                             $ 2,384
            Junior High
            Instrumental                      $ 1,618
            Vocal                             $ 1,618
            Elementary
            Vocal                             $ 1,618


2.   Coaching
          High School
          -Head Football, Wrestling,
          Basketball, Track, Volleyball       $ 3,421
          -Asst. to above coaches             $ 2,144
          -Head Cross Country, Tennis, Golf
          Baseball, Softball                  $ 2,569
          -Asst. to above coaches             $ 1,632
          -Weight Room Supervision            $ 725

           Junior High
           -Head Football, Basketball,

                                  5
                     Wrestling, Volleyball, Track                    $ 2,332
                     -Asst. to above coaches                         $ 1,469

$25.00 each game for Freshmen Coach/C Team (Maximum of 5 per sport) (Basketball/
 Volleyball only)

SECTION E. APPLICATION OF THE SUPPLEMENTAL SALARY SCHEDULE

A Supplemental Duties Contract, in the form attached hereto as Exhibit “B” shall be
offered to all teachers performing supplemental duties. Supplemental Duties Contracts
shall be voluntary except as may otherwise be allowed by applicable law. Terms and
conditions of such contract shall be as set forth in this Master Contract.

Supplemental contract salary amounts will be added to the regular payroll amounts and
paid in the same substantially equal payments on said payroll dates commencing with
the first payroll date following the beginning of the school year, or following the
execution of a supplemental duty contract, whichever occurs later. (Exhibit B)

SECTION F. EXTRA-DUTY PAY

1. Teachers may request to be assigned extra duties, however, actual assignment will
   be made only by the administration.
2. Teachers are responsible for documenting their extra duty work, when assigned, and
   submitting the proper payroll demand forms in a timely manner.
3. Teachers working extra duty assignments will be paid at the specified rate on the
   regular pay day each month for all assignments completed in the prior month.
4. Payment of teachers for supervisory positions (i.e. riding buses, sponsoring dances,
   principal-assigned detention sponsors, tutorial and Friday School, etc.), student
   academic panels (i.e. I. E. P.’s, credit review panels, disciplinary hearings, etc.), and
   school enhancement committees (i.e. Site Council, Technology, PDC, QPA, etc.) will
   be $18.00 per event unless the extended duty already falls under the description of
   another compensated responsibility or the event falls within normal contract hours.
5. Payments of workers that keep time or score at athletic events shall be $18 per
   weekday shift and $25 per weekend shift. Shifts are defined per sport as follows:
   volleyball-a maximum of two matches, basketball-a maximum of two games, and for
   all other sports-the entire event will constitute a shift. Teachers working more than
   one shift will be paid in one-half shift increments for each extra volleyball match or
   basketball game.
6. Payment for travel outside of school hours on a bus over sixty miles from Plainville
   will be $21.00 per day; over ninety miles, $24.00 per day.
7. Week-end duty pay for events not mentioned above shall be $25 per day. Week-
   end duty pay for travel on a bus over sixty miles will be $30.00 per day; over ninety
   miles, $35.00 per day.
8. Each teacher will have twenty (20) minutes duty free lunch period each day. While
   lunch period supervision duty shall be voluntary, teachers may request to be
   assigned lunch period supervision duty. However, actual assignment of lunch period

                                             6
   supervision duty will be made only by the administration. Teachers who are
   assigned lunch period supervision duty pursuant to their request, will receive
   $8/lunch period on the days they work lunch period supervision duty.

SECTION G. SUBSTITUTING DURING PLANNING TIME

In the event a teacher substitutes during his/her planning time the teacher will be paid
twenty-one ($21) dollars.

SECTION H. PAYROLL DATES

The regular payroll date will be the 10th of each month. Should the 10th fall on a
Saturday or a Sunday, or any other legal holiday, payment will be made on the last
working day immediately preceding the 10th day of the month.

SECTION I. OVERLOAD PAY

Whenever, upon mutual agreement by and between the teacher and the administration,
a teacher is assigned a regular teaching or supervision duty during the standard
planning period, such teacher shall receive overload pay proportionate to one-seventh
(1/7) of his/her scheduled teaching salary in accordance with the number of teaching
periods in the school day.

SECTION J. MENTORING AND NEW STAFF ORIENTATION

The district will participate in the mentoring program for all teachers hired that are new
to the profession. In addition to the formal program the mentor and the mentee will be
allowed to schedule with the building principal the equivalent of 1 hour per week to meet
for collaboration, for observation, and for discussion.

All teachers who are new to the district who are not first year teachers will be assigned
a fellow district teacher as an advisor. All new teachers shall be provided in-service
orientation that will include, but not be limited to, an explanation of district policies and
procedures and an explanation of building policies and procedures. This new staff
orientation should serve to fully acquaint new staff members with the normal duties,
responsibilities and assignments associated with teaching in the district. This
orientation will require new staff to report up to one day prior to the normal full-staff
preschool orientation/in-service.

SECTION K. CONTINUING EDUCATION GRANT
  1. A continuing education grant for college tuition reimbursement shall be made
     available to certified staff.
  2. Funding for the grant shall be in the amount of $200.00 per semester per teacher
     for a minimum of 3 credit hours. The teacher must be working for an advanced
     degree or working toward licensure/endorsement area that will benefit the district.


                                              7
   3. A transcript from the college where the hours taken will be proof of completed
      work. Transcripts shall be submitted to the board clerk on or before September
      1.
   4. Reimbursement will be made October 10th following the September 1st due date
      for transcripts. If the individual leaves the district’s employment prior to
      reimbursement, reimbursement shall not take place for that individual.


SECTION L. NATIONAL BOARD FOR PROFESSIONAL TEACHING STANDARDS

Commencing with the school year during which a professional employee holds or
obtains National Board Certification, said full-time professional employee shall receive
the state-determined dollar amount (*) in additional salary above his/her appropriate
standard salary schedule amount. A pro-rated amount shall be awarded to a
professional employee who holds or obtains National Board Certification if they are
contracted for less than full time. Such contingency-based salary shall continue during
each year said professional employee maintains National Board Certification and works
for the district.

(*) current rate is $1000.00 a year for ten years.

SECTION M. DUAL CREDIT COURSES

A teacher who has the qualifications required by the college to teach a dual credit class
and has agreed win the administration to teach a dual credit class will receive the
compensation provided by the college whether it is paid directly to the teacher from the
college or is paid to the district from the college. In addition they will continue to receive
their compensation as per the negotiated agreement from the district if the course is in
the schedule during the normal school year.




                                              8
EXHIBIT A

                          Plainville Unified School District No. 270
                                    Rooks County, Kansas
                             STANDARD PRIMARY CONTRACT
                                              for
                               PROFESSIONAL EMPLOYEES
        This contract, made and entered into, in duplicate, this ________ day of
________________________, 20___, by and between the Board of Education of
Plainville Unified School District No. 270, Rooks County, Kansas, hereinafter called
“Board”
and_____________________________________________________________,
hereinafter called “Professional Employee.” The parties hereby agree that Professional
Employee shall be employed by Board as an employee of said Plainville Unified School
District No. 270, Rooks County, Kansas, for the school year 20___ to 20____ as
defined and scheduled by the Board, which shall include ______ contract days, at a
salary of $______________________ for said year, payable in twelve equal
installments as specified in the negotiated agreement, commencing ______________,
20___.
        It is further agreed by and between the parties as follows:
1.      The Professional Employee is employed in the bargaining unit position(s) of:
        _______________________________________________________________.
      The Board reserves the right to transfer or reassign the Professional Employee to
      any other school or to any education project or program of the School District for
      which the Professional Employee is qualified.
2.    The Professional Employee shall:
      a)      perform the professional duties and services assigned to the bargaining
              unit position(s) for which employed;
      b)      make and file reports required and necessary to the bargaining unit
              position(s) for which employed;
      c)      participate with the Board or its designee(s), as requested, in planning the
              development and implementation of the curriculum and instructional
              program for the bargaining unit position(s) for which employed; and
      d)      be subject to the policies, rules, regulations and orders of the Board.
3.    This contract is contingent upon the Professional Employee being and remaining
      certified during the term of employment, hereunder, with respect to the
      bargaining unit position(s) for which the Professional Employee is employed, as
      provided by law; and in the event Professional Employee shall be unable to

                                           9
      STANDARD PRIMARY CONTRACT FOR PROFESSIONAL EMPLOYEES
Page 2
      furnish to and maintain for the Board an applicable Kansas Instructor’s Certificate
      to be in full force and effect during the term of employment, hereunder, this
      contract shall be null and void, or terminated and canceled.
4.    Professional Employee is required to submit a certification of health signed by a
      licensed physician, the expense, thereof, to be borne by Professional Employee
      as provided by Kansas statute.
5.    If checked here             the parties agree, that the Professional Employee
      shall be on contract duty pursuant to this extended contract for
      additional contract days of teaching and other assignments as designated by the
      Board, to be compensated as provided for in the below referenced collective
      bargaining agreement.
6.    If checked here              the parties agree, that the Professional Employee
      shall be on contract duty pursuant to this part-time contract for a fractional part of
      the full-time contract duty, described hereby as               /tenths of the full-
      time contract days, to be compensated as provided for in the below referenced
      collective bargaining agreement.
7.    The terms and conditions of professional employment, including salary and
      wages, shall be established by the collective bargaining agreement for the
      professional employees’ bargaining unit as negotiated and ratified by the Board
      and the Plainville-KNEA. Said collective bargaining agreement shall be included,
      herein, and become a part hereof, by reference, with the same force and effect
      as though fully set forth herein.

ACCEPTANCE, EXECUTION AND WITNESS:
       By signing this contract the parties, hereto, manifest their agreement to the
provisions above.

PROFESSIONAL EMPLOYEE:                   BOARD OF EDUCATION
                                         PLAINVILLE UNIFIED SCHOOL DISTRICT
                                         NO. 270, ROOKS COUNTY, KANSAS

_____________________________            ________________________________
     Signature                                      President’s Signature


                                            10
                                ________________________________
                                           Clerk’s Signature

DATE:________________________   DATE:___________________________




                                 11
EXHIBIT B

                      Plainville Unified School District No. 270
                                Rooks County, Kansas
                       SUPPLEMENTAL DUTIES CONTRACT
                                          for
                           PROFESSIONAL EMPLOYEES
       This contract, made and entered into, in duplicate, this ________ day of
________________________, 20___, by and between the Board of Education of
Plainville Unified School District No. 270, Rooks County, Kansas, hereinafter called
“Board” and___________________________________________________________,
hereinafter called “Professional Employee.” The parties hereby agree that Professional
Employee shall be employed by Board as an employee of said Plainville Unified School
District No. 270, Rooks County, Kansas, and perform supplemental duties for the school
year 20___ to 20___ as defined and scheduled by the Board.
        It is further agreed by and between the parties as follows:
1.      The Professional Employee is contracted for the supplemental duty(s) as set
        forth below, and will be salaried for such supplemental duties in accordance with
        the collective bargaining agreement for the professional employees’ bargaining
        unit as negotiated and ratified by the Board and the Plainville KNEA as follows:
                 SUPPLEMENTAL DUTY                                     SALARY AMOUNT
        __________________________________________                  __________________
        __________________________________________                  __________________
        __________________________________________                  __________________
        __________________________________________                  __________________
        __________________________________________                  __________________
2.      Except as may otherwise be allowed by applicable law, this contract is voluntary
        and is entered into by mutual agreement by and between the Board and the
        Professional Employee.
3.      The terms and conditions of professional employment, including salary and
        wages, shall be established by the collective bargaining agreement for the
        professional employees’ bargaining unit as negotiated and ratified by the Board
        and the Plainville KNEA. Said collective bargaining agreement shall be included,
        herein, and become a part hereof, by reference, with the same force and effect
        as though fully set forth herein.


                                           12
ACCEPTANCE, EXECUTION AND WITNESS:
       By signing this contract the parties, hereto, manifest their agreement to the
provisions above.

PROFESSIONAL EMPLOYEE:                BOARD OF EDUCATION
                                      PLAINVILLE UNIFIED SCHOOL DISTRICT
                                      NO. 270, ROOKS COUNTY, KANSAS



______________________________        ____________________________________
      Signature                                  President’s Signature
                                      ____________________________________
                                                 Clerk’s Signature
DATE: ________________________        DATE:_______________________________




                                        13
ARTICLE 2
HOURS AND AMOUNTS OF WORK
SECTION A. LENGTH OF THE TEACHING CONTRACT

For the 2010-2011 school year only, the contract days will be reduced by two (2), from
185 to 183. The two (2) days reduced will not be student contact days or collaboration
days and shall be determined by the board. This memo will expire on the last day of the
contract year and the number of contract days will return to 185 for the 2011-2012
school year as follows:
The length of the working contract will be for 185 days of service – including four (4)
workdays and eleven (11) collective in-service and collaboration days of which a
minimum of four (4) will be designated as collaboration days (as per adopted school
calendar). In-service dates will be recommended by the calendar committee and
planned by the district steering committee.

Definition of collaboration:

Collaboration is defined as professionals coming together to share ideas and develop
common understandings of goals and the means to their attainment. These shared
conceptions of vision, purpose and means shall support students’ learning and well
being, and prepare all students to better meet standards of learning performance.

Each collaboration should have the following components:
A targeted outcome related to student achievement.
A plan which includes who is responsible for what.
A method of evaluating if the targeted outcome has been accomplished.
Results of the evaluation

The components would hold true whether it is for one day or for one year. These
collaborative working environments will be teacher driving and should contribute to the
overall effectiveness of the school. Prior to the collaboration the teacher(s) shall report
to the building principal with whom they will be collaborating and on what.

Collaboration is not:
Scheduling
Planning prizes or awards
Completing state paperwork

Teacher Workdays.

A total of four (4) teacher work days will be included in the calendar each year. One
day shall be provided to teachers at the beginning of each school year for the purpose
of classroom preparation. The distribution of the other three days will be determined by
the placement of the parent teacher conferences.
                                             14
   1. If the parent teacher conferences are set by the board at the end of the first and
      third nine-weeks, a half day work day will be given to the teachers to prepare
      grade reports and a full day will be given to the teachers at the end of the second
      nine-week period and the end of the fourth nine-week period.
   2. In the event that either parent-teacher conferences is scheduled during the
      middle of the nine-weeks instead of at the end, there will be only a half day work
      day at the end of the nine weeks in which the parent teacher conference occurs,
      a half day on the Friday prior to that parent teacher conference, and a half day at
      the end of that semester.

Although students will not be in the buildings during the work days, teachers are
expected to remain on duty until the normal departure time.

The workday at the beginning of the school year may be utilized as a flex day. A flex
day shall be defined as a standard teacher workday and shall be taken at the teacher’s
discretion with the approval of the principal within the specified time in four (4) or eight
(8) hour increments. This flex day must be completed within 10 work days prior to the
first teacher in-service day. If there is a full work day at the end of the second nine-
weeks, this may also be taken as a flex day and must be completed five days prior to
the winter break or prior to the beginning of the second semester. If there is a full
workday at the end of the fourth nine weeks, this day may also be taken as a flex day
and must be completed five (5) days after the scheduled workday during normal
working hours with approval of the building principal.

A completed log of days shall be kept in the building office until all teachers have
completed their day after each flex day. The final log each time will be sent to the
district office prior to the 10th of the month immediately following the “flex” work day.

SECTION B. STANDARD CONTRACT DUTY

The contract day will be eight (8) hours in length, 6.8 hours of which will be student
contact time. Arrival and departure times for teachers each school day will be
determined by the administration and the arrival time will be at least 15 minutes prior to
the start of the individual teacher’s classes and dismissal will be no earlier than 15
minutes after the individual teacher’s classes end.

Teachers shall not be required to arrive prior to the regular contract day or remain after
the end of the regular contract day for the purpose of attending faculty meetings without
extra duty pay. The administration will have the option to extend the day once a month
for thirty (30) minutes for the purpose of faculty meetings, with no extra pay. Notice of
each faculty meeting shall be posted three (3) days prior to the meeting, except in the
case of emergency. Teachers who teach in both buildings will only be required to
attend one faculty meeting each month. The building administrators will inform the
teacher at the beginning of the year which meeting they will be required to attend.

Parent/Teacher Conferences.

                                             15
The district will hold two evening sessions of parent/teacher conferences during the first
quarter of the school year. Times for conferences will be 4:00 pm to 7:30 pm on the first
evening and 4:00 pm to 7:00 pm on the second. During the third quarter of the school
year the district will hold one evening session of parent/teacher conferences. Time will
be 4:00 p.m. to 7:30 p.m. Teachers will be given an equal amount of compensatory time
on the Fridays following the conferences for time worked during these sessions.


Parent Involvement Activity

Each school will sponsor a “parent involvement” activity at some point during the school
year. The purpose of this activity will be to promote the partnership that must exist
between the teacher, the student, and the family and will promote the school
improvement program and goals of the school and district. The activity will be held at
night, will not last longer than 2 hours, and all teachers will be expected to attend.
Teachers will receive no reimbursement for their services at this activity. A building
level committee will be responsible for planning this event with the administrator.
Teachers who teach in both buildings will only be required to participate in one parent
involvement activity.

Schedule Reorganization.

In the event that a change in the construction of the school day such as determining the
length of a class period and/or the number of periods is considered, a committee of
interested, volunteer certified staff members and affected building administrator(s)
would be formed. Administrator(s) on the committee will report the findings and
recommendations to the Superintendent for presentation to the BOE. The BOE will
make the final decision on the matter.

SECTION C. PLANNING/PREPARATION TIME

All certified elementary faculty shall have weekly planning time of two hundred fifteen
(215) minutes per week derived from teacher unassigned time during any combination
of the following: physical education, music, library, and duty-free recess, and other
unassigned free time during the instructional day. All certified junior-senior high faculty
will have a daily, uninterrupted preparation/planning block of time equal to one (1) class
period. A class period in the junior high and high school will be approximately 50
minutes. Note: Time chosen by certified staff to voluntarily monitor students during duty-
free recess will still constitute planning time.

Exception: On abbreviated days (In-services, programs, assemblies, etc.) lost
planning time is not recoverable for K-12 faculty.
All scheduled planning time will be free of supervisory duties except in the event of an
emergency.


                                            16
SECTION D. SUPERVISION OF STUDENT TEACHER PRACTICUMS

Supervision of a student teacher shall be voluntary. Teachers will normally be notified of
a student teacher assignment at least two (2) weeks prior to the student teacher’s
introduction to the classroom. Teachers will be allowed only one student teacher per
year.

SECTION E. SCHOOL CLOSINGS: INCLEMENT WEATHER

Teacher attendance shall not be required or expected whenever student attendance is
not required or expected due to cancellation of scheduled days resulting from inclement
weather.

SECTION F. DISTRICT CALENDAR COMMITTEE

A calendar committee consisting of teachers selected by the PKNEA and administrators
shall work with and provide input to the superintendent for purposes of developing the
calendar. The superintendent shall prepare a calendar for final approval by the Board
of Education.




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ARTICLE 3
HOLIDAYS AND VACATIONS
SECTION A. HOLIDAYS

The following seven (7) holidays shall be observed as non-working days for teachers:

       - Labor Day (Monday)                             - Good Friday (Friday)
       - Thanksgiving Day (Thursday)                    - Memorial Day (Monday)
       - Christmas Day                                  - Independence Day (if
       - New Year’s Day                                 applicable)

In addition to the above listed holidays the following non-working days will also be
observed:
       - Wednesday before and the Friday after Thanksgiving
       - Spring Break consisting of 5 consecutive working days to be concurrent with
         Fort Hays State University.

ARTICLE 4
LEAVES OF ABSENCE

SECTION A. IMMEDIATE FAMILY MEMBER

1. Immediate family member shall mean spouse, father, mother, son, daughter, child’s
   spouse, other minor children residing in the household of the professional employee
   as a result of legal proceedings, counterparts thereof of a spouse, and employee’s
   brother(s) and/or sister(s).

2. Extended family member shall mean brother(s)-in-law, sister(s)-in-law, all
   generations of grandparent(s) and grandchildren, and shall include counterparts
   thereof of a spouse, or any full-time resident of the employee’s home.

SECTION B. PAID LEAVE

Each full-time teacher shall start each school year with seventeen (17) full days of leave
credit. At the end of each school year unused leave (not to exceed 65 days) may be
carried forward as accumulated sick leave. In a given year the maximum accumulation
of leave days would be eighty (80) days. Leave may be used as reasonable and
necessary for an injury or illness of the teacher that prevents the teacher from working
or an injury or illness of a teacher’s immediate family member (as defined above). In
addition, leave may be used as personal days or professional days with the following
conditions:
1. Teachers unable to discharge their duties due to illness or injury shall notify the
    building principal at the earliest possible time, but no later than 7:00 a.m. of the day
    for which leave is being requested.
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2. A seven (7) day notice must be given to the building principal when requesting
   personal or professional leave except in the case of emergency at the discretion of
   the building principal.
3. For a teacher to take more than 3 consecutive days of leave not due to illness, a
   written request must be submitted to the superintendent at least ten (10) business
   days prior to the leave. Leave will only be granted contingent upon the availability of
   a substitute teacher. Emergency circumstances will be considered as needed by the
   superintendent.
4. In case of a teacher’s own personal illness, after five (5) consecutive days of
   absence, the superintendent may require the teacher to furnish a signed statement
   from a licensed physician stating that the teacher was unable to perform job duties
   for health reasons and releasing them to return to work.
5. Personal leave will not be granted the first five (5) working days of the school year or
   the last five (5) working days of the school year, nor the day preceding or the day
   following a scheduled school vacation or holiday except in the case of an emergency
   with administrative approval or at the discretion of the Board of Education.
6. Professional leave is one that will compliment the teacher’s duties or will benefit the
   district and may not be used for other purposes including professional negotiations.
   Each request for paid professional leave must be made in writing, outlining the
   estimated expenses for transportation, meals, lodging, registration, etc.
7. For all professional leave, each teacher will be allowed a maximum yearly amount of
   $300 for registration, $75.00 per day for motel with a maximum yearly amount of
   $300, and $30.00 per day for meals with a maximum yearly amount of $90.00. This
   applies to the fiscal year of July 1 through June 30.
8. All leave and dollar amounts will be prorated based upon the percentage of time for
   which the employee is contracted.
9. It is up to the building principal’s discretion to allow two or more employees to be
   absent at the same time for either personal or professional leave combined and it
   will be subject to the availability of substitutes.
10. Teachers may request leave in increments of one full day, one-half day, or one
   class period (or the equivalent of one class period for elementary faculty members).
   Teachers requesting only one class period of leave may not be docked from their
   leave allowance until the third hour has been used. At that time they will be docked
   a half day for those three hours. Any additional leave must be taken in half or whole
   day increments.

   Sick Leave Donation. When a teacher has used all of his/her accumulated paid
   leave, his/her thirty (30) day allotment from the sick leave bank, and needs
   additional leave, said teacher may request the donation of leave days from other
   teachers. Said teacher must notify the PKNEA President of need. The president
   shall notify all certified staff that a request for leave has been received. This notice

                                             19
   shall state the name of the person making the request, the reason for the request
   and the total number of days needed for the month. The total number of days
   cannot exceed 60 days in a contract year. The appropriate form may be generated
   by the requesting teacher, the PKNEA President, or the superintendent. Donors
   shall contact the PKNEA president to express willingness to donate. The form with
   appropriate donor signatures must be submitted to the superintendent’s office on or
   before the first working day of the following month. This plan will not require a
   payback by the recipient. The district will not reimburse donors for any days
   donated. This plan is designed for catastrophic health issues. Exclusions to this
   agreement will be normal pregnancy (childbirth).

SECTION C. SICK LEAVE BANK

1. Each teacher shall donate two (2) of his/her seventeen paid leave days into a sick
   leave bank that is shared by all teachers.
2. Any teacher who surpasses the teacher’s own accumulated paid leave bank due to
   the teacher’s own injury or illness or as reasonable and necessary for an injury or
   illness of the teacher’s spouse, son, daughter or other minor child residing in the
   household of the teacher as a result of legal proceedings, thus not being docked in
   pay, until the teacher’s sick leave bank entitlement has been depleted.
3. The sick leave bank is to be accumulative from one school year to the next not to
   exceed one hundred eighty (180) days.
4. During his/her first year of employment with the district a teacher may use up to ten
   (10) days from the sick leave bank.
5. Any one individual may not draw more than thirty (30) days from the bank in one
   school year. A total of five (5) days per school year may be used by an individual,
   after which a doctor’s order will be required for any additional days.

SECTION D. PAID BEREAVEMENT LEAVE

On each occurrence a professional employee shall be entitled to the following for leave
of personal bereavement:

   Immediate Family (as defined in Section A)
        1. Five (5) regularly scheduled workdays for the death of a spouse or child.
        2. Two (2) regularly scheduled workdays for the death of any other
            immediate family member.

   Extended Family (as defined in Section A)
         One (1) regularly scheduled workday for the death of any extended family
         member.

   Discretionary Leave
          Teachers would be allowed 1/2 day of discretionary bereavement leave per
          school year provided that a substitute is available.


                                           20
After exhaustion of bereavement leave, paid leave may be substituted for bereavement
leave(s).

In the event of bereavement leave the building principal shall be notified at least one (1)
day in advance, or when unforeseen, by 7:00 A.M. of the day for which bereavement
leave is being requested.

SECTION E. JURY DUTY LEAVE

Full-time teachers will receive their regular pay while serving on jury duty. A teacher
receiving such pay shall, however, be required to reimburse the district all money
received for jury duty except that amount allowed for meals and mileage.

Teachers who have been called for jury duty are expected to report to work when not
required to be in court or excused by the court

Teachers needing jury leave shall notify the building principal at the earliest possible
time, but no later than 7:00 A.M. of the day for which jury leave is being requested.

SECTION F. MILITARY LEAVE

Teachers required to be absent from employment for the purpose of military service,
training and/or examination will be eligible for a military leave of absence. Teachers
must give the employer school district advance notice of the need for military leave
unless such notice is impossible or unreasonable, or is prevented by military necessity.
The district will comply with all applicable federal and state laws regarding
reemployment of teachers who serve in the uniformed services.

SECTION G. SABBATICAL LEAVE

1. Teachers may request a sabbatical leave for professional purposes involving further
   education in the teacher’s field(s). Such leave shall be of no longer duration than
   one school year.
2. Teachers applying for a sabbatical leave of absence must have tenured status in the
   district.
3. Said leave shall be without pay.
4. No more than two (2) teachers will be granted leave for any one (1) school year.
5. Ten (10) months notice will be required for application.
6. A committee consisting of a grade school teacher, high school teacher and both
   principals will make recommendations to the BOE regarding any request for
   sabbatical leave.
7. Requests for sabbatical leave must be approved by the BOE.

SECTION H. OTHER EXTENDED LEAVES



                                            21
Teachers may request extended leave for the purposes of study, travel, religious
expression, exchange teaching, elected state or national governmental office, elected
educational leadership position, health, illness of a family member, or for other similar
reasons. The BOE shall have the sole discretion to grant or deny such request subject
to any applicable State or Federal leave requirement such as FMLA.

ARTICLE 5
RETIREMENT
SECTION A. COMPENSATION AT RETIREMENT

Upon retirement from the district a teacher who has completed ten (10) years or more of
employment with USD 270 shall be entitled to payment, in addition to their normal
salary for the last year of teaching, a one time payment in the amount of three thousand
dollars ($3,000), with payment to be made as part of the consideration for the teacher’s
last year of service to the district. To be eligible for such payment the teacher must have
met retirement requirements as outlined by KPERS, and given written notice to the
Superintendent of Schools of his/her intended retirement by submitting a letter of
resignation by February 1st. An employee who takes retirement shall not thereafter be
eligible for employment by the school district unless the following conditions are met:
1. No replacement can be found.
2. The teacher and the district agree on the terms of a continuing contract.
3. Neither the teacher nor the district will be subject to the continuing contract law.

 The retirement benefit will be awarded as a lump-sum amount and received with the
regular July payroll in the first year following retirement. The provision is not intended to
prohibit the BOE from employing a retired teacher as a substitute.


SECTION B. COMPENSATION FOR UNUSED ACCUMULATED PAID LEAVE

All full-time employees of the district will be eligible for pay for any unused accumulated
leave days upon retirement or death. Conditions for eligibility are as follows: (1)
teachers retiring from the district must meet requirements as defined by KPERS, and (2)
teachers must have been employed by the district for a minimum of ten (10) years.
Teachers meeting eligibility requirements will be assigned a daily rate based upon the
following schedule:

                     10-15 years                  25% of a substitute’s pay
                     16-20 years                  50% of a substitute’s pay
                     21 years and over            75% of a substitute’s pay

Payment to be awarded will be calculated based upon the daily rate from the preceding
schedule and the number of unused paid leave days accumulated.



                                             22
SECTION C. INSURANCE OPTIONS AFTER RETIREMENT

The retiring teacher may take this remuneration as: (1) a lump sum, or (2) as monthly
payments on a health insurance policy carried by the school district until the retiree
reaches Medicare eligibility age. The district will not add any additional fees as
permitted by law for administrative fees. In the event of the retirees’ death then the
benefit amount will be awarded to the KPERS’ beneficiary.

ARTICLE 6
INSURANCE AND FRINGE BENEFITS
SECTION A. GROUP HEALTH AND HOSPITALIZATION INSURANCE

Defined Health and Hospitalization Insurance Benefit

The district shall make available to employees covered by this agreement a health
insurance plan. The plan will be provided to eligible employees on a take-it-or-leave-it
basis. Employees on the plan will receive a contribution based upon the following
schedule (pro rata for part-time teachers):
                     Single premium                          $281.00
                     Employee/Children premium               $370.00
                     Employee/Spouse premium                 $417.00
                     Family premium                          $581.00


Such insurance coverage will first be effective thirty-one (31) days after hire.

Employees may elect to be covered immediately upon hire by paying the first month’s
full premium in advance.

SECTION B. INTERNAL REVENUE SERVICE CODE, SECTION 125, FRINGE
BENEFIT PLAN(S)

1. Premium Conversion Cafeteria Plan
   The BOE shall sponsor a flexible benefit plan (pursuant to IRC Section 125) for
   those employees covered by this agreement. The plan will be known as the
   Premium Conversion Cafeteria Plan.
   Each teacher may authorize the district to reduce his/her compensation either inside
   or outside the Cafeteria Plan for the purpose of purchasing the following benefits:

              -   Group Health Insurance,
              -   Cancer Insurance
              -   Disability Income Insurance
              -   Group Term Life Insurance



                                             23
2. Health Flexible Spending Account Plan

   The BOE shall sponsor a flexible spending plan (pursuant to IRC Section 125) for
   those employees covered by this agreement. The plan will be known as the Health
   Spending Account Plan. Pursuant to such plan, each participant may authorize the
   district to reduce his/her compensation by an amount not to exceed the legal
   maximum amount allowable by law (i.e., $3,600 medical) for the plan year for the
   purpose of receiving reimbursement of certain qualifying medical expenses.

3. Dependent Day Care Expense Reimbursement Account Plan
   The BOE shall sponsor a flexible spending plan (pursuant to IRC Section 125) for
   those employees covered by this agreement. The plan will be known as the
   Dependent Day Care Expense Reimbursement Account Plan. Pursuant to this
   plan, each participant may authorize the district to reduce his/her compensation by
   an amount not to exceed the legal maximum amount allowable by law (i.e., $5,000)
   for the plan year for the purpose of receiving reimbursement of certain qualifying day
   care expenses.

The board shall provide each eligible employee a description of the benefit coverage
provided herein within ten (10) days of the beginning of the school year, or if applicable,
date of employment which will include a clear description of conditions and limits of
coverage as provided above.

SECTION C. VOLUNTARY TAX SHELTERED ANNUITIES

Teachers shall be eligible to participate in a salary reduction tax-sheltered annuity plan,
as permitted under Section 403(b) of the Internal Revenue Code, consistent with
regulations established by the district.

SECTION D. FAMILY PASSES

Family passes will be issued to all teachers in the district, good for all home athletic,
music, and forensic events sponsored by the district (Family for this purpose means
spouse and children who have not graduated from high school).




                                             24
ARTICLE 7
DISCIPLINE PROCEDURES
SECTION A. NON-RENEWAL OF CONTRACT

The termination or non-renewal of the contractual services of any certified employee,
excluding Administrative personnel, shall be for good cause, which shall include but is
not limited to failure to follow Board of Education Policy, State and Federal law and
building handbooks.

SECTION B. RIGHT TO REPRESENTATION

Each teacher has the right, during an investigatory interview which the teacher
reasonably believes may result in discipline, to request the presence of a P-KNEA
representative. If a P-KNEA representative, pursuant to the employee’s request is
present during such an interview, the P-KNEA representative, in addition to acting as an
observer, may, after the administrator has completed his/her questioning of the teacher,
ask additional questions of the teacher in an effort to provide information which is as
complete and accurate as possible. The P-KNEA representative shall not obstruct or
interfere with the interview.

SECTION C. COMPLAINTS REGARDING TEACHERS

Any complaints or concerns regarding a teacher made to an administrator, which, in the
opinion of the administration, might result in an evaluative or disciplinary action, shall be
promptly called to the teacher’s attention. Complaints or concerns should be put in
written form in order to enable the teacher’s supervisor to deal properly with the same.

A teacher shall receive a copy of any written complaint and shall have an opportunity to
answer the complaint. The teacher’s written response will be communicated to the
complainant. If a complaint is placed in a teacher’s file, any written response by the
teacher will be filed along with the written complaint.

SECTION D. REPRIMANDS AND SUSPENSIONS

Administrators may impose written reprimands or short or long term suspensions. In a
suspension with pay, the teacher is afforded a hearing before the board upon their
request within fifteen (15) calendar days. Suspensions without pay will be determined
by a due process hearing before the board.

GRIEVANCE PROCEDURES

SECTION E. PURPOSE:



                                             25
The purpose of this procedure is to provide for the orderly and expeditious adjustment
of grievances at the lowest level.

SECTION F. DEFINITIONS:

1. “Grievance” shall mean any alleged violation of the terms and conditions of an
   employee’s contract of employment negotiated agreement, board policy,
   administrative regulation or practice.
2. “Grievant” means a person, persona, or association having a grievance.
3. Words denoting gender shall include both masculine and feminine, and words
   denoting number shall include both singular and plural.

SECTION G. PROCEDURES:

In general, the adjustments of grievances shall be accomplished as rapidly as possible.
To that end, the number of days with which each step is prescribed to be accomplished
shall be considered as maximum and every effort shall be made to expedite the
process. Under unusual circumstances, the time limit prescribed in this statement may
be extended or reduced by mutual consent of the grievant and the person or persons by
whom his grievance is being considered.

SECTION H. SUPPLEMENTAL CONDITIONS:

1. All individuals involved, and all others who might possibly contribute to the
   acceptable adjustment of a grievance, are authorized and urged to testify with full
   assurance that no reprisal will follow by reason of such participation.
2. Upon the final determination of the grievance, the documents, communications and
   records relation to the grievance and the first adjustment thereof shall be kept and
   maintained.
3. At each step of the procedure for adjusting grievances after the initial private
   conference(s) with the immediate administrative superior, the grievant shall be
   entitled to be accompanied by others who might contribute the acceptable
   adjustment of the grievance and/or to be represented by legal counsel.
4. All grievance hearings shall be confidential.
5. All discussions and hearings shall be conducted at times other than when school is
   in session.
6. Excluded from the grievance procedure shall be employee evaluations, termination,
   and other matters for which law mandates another method of review.
7. Only the employee affected may file a grievance or an appeal from Levels 1 and 2.
8. The filing of a grievance at all levels beyond the informal conference in Level 1 shall
   be in writing and shall be reasonably specific as to the nature of the complaint. The
   grievance should, to the extent possible, describe the alleged event or act giving rise
   to the grievance including the time, date and place of the event or act and the names
   and addresses of any witnesses thereto.

SECTION I. LEVEL 1

                                           26
A grievant shall first take up the grievance with the immediate supervisor in a private
informal conference(s) within ten (10) school days after the occurrence of the event
upon which a grievance is based or after the grievant becomes aware of such event. If
the employee is dissatisfied with the outcome of the initial private conference(s), the
employee may submit a written grievance to the immediate administrative supervisor
within ten (10) school days after the private informal conference. Efforts should be made
to understand the facts and the issues in order to find a solution. The administrative
supervisor has ten (10) school days following the written grievance to respond to the
grievant.

SECTION J. LEVEL 2

If the aggrieved person is not satisfied with the disposition of the grievance at Level 1 or
that no decision is reached within ten (10) school days after a formal presentation, the
employee may appeal the matter in writing to the Superintendent.

If the grievant appeals the grievance to the Superintendent, the Superintendent shall
confer with the grievant in an effort to arrive at a satisfactory solution within ten (10)
school days after the appeal has been received.

If the grievant does not appeal the grievance to the Superintendent within ten (10)
school days after the formal conference at Level 1, the grievance shall automatically be
waived.

SECTION K. LEVEL 3

If the grievance is not adjusted to the satisfaction of the grievant, or if no decision is
made within ten (10) school days after the date the grievance was filed with the
Superintendent under Level 2, then the grievant may appeal the grievance to the Board
of Education within ten (10) school days after the Superintendent has rendered a
decision or after the expiration of ten (10) school days.

If the grievant does not appeal the grievance to the board with ten (10) school days after
the formal conference at Level 2, the grievance shall automatically be waived.

The board, upon receipt of the grievance, may request the formation of an arbitration
committee. Its members will be made up of one member chosen by the Board of
Education. The second member will be chosen by the Plainville Teacher’s Association.
The third will be mutually agreed upon by the other two members of the arbitration
committee. In the event that the two advocates cannot reach an agreement on the
neutral chair, the parties would request a neutral appointed by the Department of Labor
Federal Mediation and Conciliation Service.

It shall be the task of the arbitration committee to hear the grievance and make findings
and recommendations to the board. The findings and recommendations shall be made

                                             27
to the Board within thirty (30) school days after the grievance has been assigned to the
committee. The Board shall rule upon the grievance within ten (10) school days after the
receipt of the findings and recommendations of the committee.

The cost of services of the arbitration committee, including per diem expenses and all
other mutually incurred costs, shall be borne equally by the Association and the Board.
All other expenses shall be borne by the party incurring them.

SECTION L. RULES FOR CONDUCTING A GRIEVANCE PROCEDURE HEARING
AT LEVEL 3:

1. The hearing will be conducted in executive session.
2. Efforts will be made by all participants to eliminate repetitious testimony and/or
    materials; however, each participant will be given reasonable time to present
    testimony and/or materials.
3. The grievant will make opening remarks and present the case.
4. The administration will make its opening remarks and present its findings in the
    case.
5. Witnesses may be called individually by the grievant and administration to testify
    before the Board/Committee. The Board/Committee may call additional witnesses
    and may authorize witnesses being called as a group.
6. The grievant and the administration may ask questions of the witnesses during the
    time they are testifying.
7. Members of the Board/Committee may ask questions of all participants during the
    hearing.
8. A summary statement may be made to the Board/Committee by the grievant.
9. A summary statement may be made to the Board/Committee by the administration.
10. Any new materials injected into any summary statement may be rebutted.
11. The Board will take the matter of grievance under advisement and render its
    decision in written form to the grievant within ten (10) days of the hearing.
12. The decision rendered by the Board shall be the final disposition of any grievance.

ARTICLE 8
CONTRACT RESIGNATIONS
SECTION A. RESIGNATIONS IN WRITING

Whenever a teacher determines that he/she does not want to continue his/her contract
of employment, such resignation must be made in writing setting a specific date of
resignation, and shall be submitted to the BOE.

To be timely, a resignation must be submitted during the statutory time period provided
by K.S.A. 72-5437.




                                           28
SECTION B. LIQUIDATED DAMAGES

Teachers giving notice to not continue a contract outside of the statutory time period
provided by K.S.A. 72-5437 shall immediately pay to the district, as liquidated damages,
the following amount(s):

       1. If notice to not continue is given from June 16 to June 30…..$ 400.
       2. If notice to not continue is given from July 1 to July15…….…$ 600.
       3. If notice to not continue is given after July 15…………………$1200 and BOE
          approval


Teachers subject to liquidated damages that are less than full-time shall pay a prorated
amount proportional to their level of employment.

Payment and receipt of the appropriate liquidated damages amount shall not waive any
other remedy that may be available to the BOE under Kansas law.

Additionally, the BOE retains the exclusive right to waive all or part of liquidated
damages under unusual circumstances.


ARTICLE 9
REDUCTION IN FORCE
SECTION A. SENIORITY LIST

The BOE agrees to maintain in the district office a seniority list of all teachers by
certification level and length of service.

Length of current continuous service shall be based on the date of most recent
employment specified by the personnel data base. In the event two (2) or more
teachers have the same employment date, their position shall be determined by the
drawing of lots.

Teachers are required to provide the district with evidence of certification within ten (10)
days of receipt from the State.

SECTION B. REDUCTION-IN-FORCE

1. The professional employee staff may be reduced at the discretion of the BOE.

2. A reduction may be applied to all teachers or to only some group or groups thereof
   as designated by the district.

3. Within each designated group, teachers shall be selected by the district for reduction
   in the following order:
       a. Non-tenured teacher(s).
                                         29
       b. Tenured teachers whose positions have been eliminated and who are not
          qualified to fill any vacant or non-tenured teaching position.
       c. Tenured teachers who, according to their most recent evaluations, have a
          lower evaluation than those teachers not yet selected for reduction.
       d. If two (2) or more tenured teachers are otherwise eligible for selection,
          teachers with shorter lengths of continuous employment with the district will
          be selected before those with longer lengths.

4. Any teacher within a designated group who is on or has requested an extended
   leave or sabbatical, shall be eligible for selection for reduction under the conditions
   set forth herein.

5. As tenured teachers are selected for reduction, their names shall be placed on a list
   in the order of their selection. A copy of the list shall be given to the P-KNEA in a
   timely manner. If the P-KNEA does not object in writing to the order of selection
   within ten (10) days of receipt of the list, the list shall be final. If the P-KNEA objects
   in writing to the order of selection within ten (10) days of receipt of the list, the P-
   KNEA will be afforded a hearing before the BOE within ten (10) days of receipt of
   such objection.

6. Any tenured teacher recommended for reduction shall be notified in writing prior to
   the proposed effective date of such reduction.

SECTION C. RECALL RIGHTS

If a vacancy occurs within one (1) year for which any teacher named on the list (of
teachers non-renewed as a result of a reduction in force) qualifies, the position shall be
offered to the teacher whose name was most recently placed on the list and who
qualifies for such vacancy.

No teacher will forfeit or lose his/her right to recall because the teacher has secured
other employment during the period during which they have a right to recall.

ARTICLE 10
RE-EMPLOYMENT
SECTION A. RE-EMPLOYMENT OF PROFESSIONAL EMPLOYEES WHO HAVE
BEEN (NON-RENEWED) DUE TO A REDUCTION IN FORCE

1. After implementing a reduction-in-force the district shall maintain for a period of one
   (1) year a list of the names of teachers non-renewed due to a reduction in force
   (RIF).
2. Any teacher who has been displaced shall no longer be considered an employee
   and shall have no employment rights or benefits other than those required by law or
   this agreement.
3. It is the responsibility of listed teachers to keep the district office informed of their
   current address and any changes in teaching qualifications.
4. The district is not obligated to offer any teacher a position of greater full-time
   equivalency than the teacher had when he/she was non-renewed due to a RIF.

                                              30
5. The district’s usual employment procedures will be followed in determining a recalled
   employee’s fitness for duty.
6. If any teacher named on the list waives recall rights in writing, fails to accept a
   position for which the teacher is qualified, fails to respond within ten (10) days to a
   recall notice sent to the latest address which the teacher has furnished to the district
   office, or fails to report for duty in the accepted position, the name of such teacher
   shall be removed from the list and such teacher shall have no further recall rights.
7. Any teacher who is recalled shall regain all seniority, sick leave and other
   employment benefits to which he/she was entitled at the time of non-renewal due to
   a RIF, provided however, such teacher shall be subject to all changes in
   employment conditions which have been made in the interim.

SECTION B. SUBSTITUTE TEACHING

Any teacher who has been displaced may apply for assignment as a substitute teacher.

SECTION C. OTHER RE-EMPLOYMENT
Any teacher whose previous employment with the school district was in good standing
will be given an interview for any bargaining unit vacancy for which they make
application and are qualified to fill.

ARTICLE 11
PROFESSIONAL EMPLOYEE APPRAISAL PROCEDURES
SECTION A. PURPOSES OF PROFESSIONAL EMPLOYEE EVALUATION

In order to improve the instructional program of the district; and to employ and retain
teachers of superior or above average ability, the BOE shall establish a continuous
program of evaluation for teachers.

The committee developed appraisal instrument shall be implemented for the 2010-2011
school year. After this first year of implementation the recommendations from the
administration and certified staff will be assessed. The evaluation procedures for the
2011-2012 Master Collective Bargaining Agreement will be revisited based on these
recommendations.

SECTION B. PROCEDURES

1. All teachers will be given an explanation of the professional employee evaluation
   policies, procedures, purposes and criteria, and the opportunity to ask questions
   about the school district’s evaluation of teachers at the in-service meeting(s) prior to
   the opening of each school year.
2. Responsibility for professional employee evaluation shall be placed primarily with the
   building principal. The superintendent of schools also has the right and
   responsibility to make an independent evaluation of any teacher.
3. Each professional employee evaluation process shall include each of the following
   components:
                                            31
       a) Notice: Notice from the evaluator as to the date the evaluation process will
          commence during the year of evaluation.
       b) Self-evaluation and Job Targets: Within the ensuing fifteen consecutive (15)
          days after notice or the first workday following the fifteenth day, the
          professional employee shall submit a self-evaluation along with two to four
          job targets to the evaluator. The self evaluation will be completed on the
          same criteria as adopted by the BOE and the evaluation form (see Section C.,
          below) subject to amendments in evaluation criteria by the BOE from time to
          time.
       c) Observation: The evaluator shall make at least three (3) separate
          observations of the teacher’s work with students during each evaluation.
       d) Documentation: The documentation shall be made on the evaluation form,
          attached hereto as Section C., below.
       e) Improvements: When improvements are warranted, and recommended by the
          evaluator, they will be specific and detailed with regard to (1) exactly what
          behavior by the teacher, or the students, is of concern, and (2) exactly what
          behavior by the teacher, or the students, will be judged as satisfactory.
       f) Appraisal Conference: The evaluator will conference about the completed
          evaluation with the teacher within fifteen consecutive days (15) days or the
          first work day following the 15th day following the last observation. A copy of
          the completed evaluation will be provided to the teacher at the beginning of
          the evaluation conference.
       g) Date and Signatures: Both the evaluator and the teacher shall attest to the
          date and the conference by signing the evaluation form. The teacher’s
          signature shall not attest to agreement with the evaluation, only to the fact
          that he/she has seen the evaluation, has received a copy of it, and was
          conferenced on the evaluation by the evaluator on said date.

       h) Response: The teacher shall have within fourteen (14) consecutive days or
          the first work day following the 14th day following the conference date in which
          to file a written response. A professional employee’s written response shall
          be attached to the original copy of the evaluation form along with the self-
          evaluation and maintained in the same file so long as the appraisal is
          maintained.

4. Teachers in their first two (2) consecutive years of employment in the school district
   will be evaluated at least twice each school year, providing them with their first four
   evaluations. The first and third evaluations shall be completed by the sixtieth (60th)
   school day of the first semester each of these first two (2) school years. The second
   and fourth evaluations shall be completed by the sixtieth (60th) school day of the
   second semester of each of these first two (2) school years.

5. Teachers in their third and fourth year of service in the school district will, again, be
   evaluated at least once each school year providing them with their fifth and sixth
   evaluations. The evaluation in each of these two (2) school years shall be
   completed by February 15th of that school year.

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6. Teachers after their fourth year of service in the school district will be evaluated,
   again, at least once during each three (3) year period, to be completed by February
   15th in the school year of the evaluation.

7. All surveillance, monitoring and observation of the work of any teacher shall be
   conducted openly and with the full knowledge of the teacher. The use of
   eavesdropping, public address or intercom systems, or surreptitious audio or video
   recording or monitoring, are strictly prohibited.

8. All teacher evaluations shall be confidential. Teacher evaluation documents shall be
   prepared and completed only by the teacher and the evaluator(s). Access to such
   documents may be only as provided by law. A teacher may open his/her
   evaluations to any other person by providing a specific written and signed
   authorization to the BOE.




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ARTICLE 12
OTHER TERMS AND CONDITIONS OF EMPLOYMENT
SECTION A. PERSONNEL FILES

Personnel records and files shall be strictly confidential, and shall be maintained as
such by the district.

A teacher’s personnel file, excepting letters of recommendation which are indicated to
be confidential, will be open to the inspection of that teacher or any individual with
written and signed authorization from the teacher. In addition, a teacher shall have the
right to reproduce any of the contents of the teacher’s file, except confidential college
placement files.

Whenever a teacher is requested to sign and attest to any documentary records, such
signature shall not attest to any agreement with the record or the information contained
therein, but only to (1) the fact that the record was presented to the teacher, and (2) that
he/she is aware of the substance of the record.

SECTION B. FAMILIARIZATION WITH BOARD POLICIES

It is the responsibility of each teacher to be familiar with and follow the BOE policy
handbook. A copy of all BOE policies and regulations will be placed in the district office,
both administrative offices, and three (3) copies in faculty lounges within each building.

SECTION C. BUSINESS EXPENSE REIMBURSEMENTS

1. Whenever a teacher is asked to use his/her personal automobile for out-of-town
   business travel, the teacher will be reimbursed the mileage rate as established by
   the State of Kansas for business auto expense. Such business travel shall not
   include those miles required to and/or from work.
2. Whenever a teacher is required to attend meetings, conferences and in-service
   training which also requires travel, or whenever professional leave is approved for a
   teacher pursuant to Article 4, Section B, expenses for meals, lodging, and
   registration will be reimbursed as stated in item 7 of Article 4, Section B upon
   presentation of receipts and proper requisition forms. Approved transportation,
   appropriate fees and gratuities will be fully reimbursed upon presentation of receipts
   and proper requisition forms.

SECTION D. ADMINISTRATION OF MEDICATION OR FIRST AIDE

Teachers shall not be required to administer medication(s).

SECTION E. ACCEPTABLE USE PROVISION


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The BOE shall provide each professional employee with access to the internet and its
services as a resource for instruction, planning, research, communication, and
information exchange and retrieval.

An e-mail address will be established by the district for each professional employee.
The professional employee shall not provide his/her access code or password to any
other person(s).

The BOE shall provide technical training of the effective and appropriate use of these
technical services for educational and professional purposes for the professional
employees through periodic in-service experiences as determined by the Professional
Development Council with approval of the Superintendent.

When using the internet with students, the professional employee will assure
compliance with BOE policy.

If a student does not follow the BOE’s policy, or the professional employee’s directions,
for use of the internet, the professional employee shall deny such student’s access to
the internet until a conference is held with the student, the student’s parent/guardian,
the principal and the professional employee for a determination concerning further use
of the internet by said student.

Professional employees will not be negatively evaluated or disciplined for their use of
the internet unless such use is for illegal or commercial reasons, or is in direct violation
of the provisions in this agreement.

       Rationale:
       The internet and related services such as the school computer network and
       related services are available to professional employees through school
       computers, etc. Professional employees will be provided with internet access, e-
       mail addresses and the use of the computer networks for communications. (See
       BOE Policy)

       Professional employees recognize that the primary knowledge, use and
       application of these services is to further the education of students and the
       encouragement of an awareness and the expansion of knowledge and
       information. Professional employees will use these services with these
       objectives in mind.


SECTION F. PROFESSIONAL DEVELOPMENT COUNCIL

Each building certified staff will vote on the PDC representative for their building when
an opening occurs. If the teachers fail to convene and select a representative the
building administration will call a faculty meeting to hold the election. In case no


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appointment is made by the preceding procedure the building principal will talk to
his/her staff to obtain a volunteer for the PDC Committee.


ARTICLE 13
ASSOCIATION RIGHTS
SECTION A. RECOGNITION

The BOE recognizes the P-KNEA, for the purposes of professional negotiations and for
maintaining the terms and conditions of professional services under the Kansas
Professional Negotiations Act, K.S.A. 72-5413 et seq., as the exclusive representative
for the professional employees covered by this agreement

SECTION B. BARGAINING UNIT DESCRIPTION

The professional employees’ bargaining unit shall consist of all those individuals
employed by the BOE in a position which requires a certificate issued by the State
Board of Education, or employed by the BOE in a professional, educational or
instructional capacity, but shall not include any individual who is an administrative
employee. Covered employees shall be referred to in this agreement as teacher,
employee or professional employee.

SECTION C. PAYROLL DEDUCTION OF ASSOCIATION DUES

1. Payroll Deductions
   Upon the receipt of a signed authorization by each employee, the BOE will provide a
   payroll deduction of association dues as contemplated in K.S.A. 72-8601(b).

   Pursuant to such authorization, the BOE will, subsequently, deduct such dues on a
   monthly basis from each regular payroll check of the employee each month.

   Such authorization shall continue in effect from month-to-month and year-to-year
   until and unless (1) the employee’s employment is terminated or (2) the association
   notifies the BOE to the effect that such payroll deduction has been revoked by the
   employee, in writing, as provided by the membership policies delivered to the
   employee and signed by said employee at the time of enrollment. Such membership
   is offered only on an annual basis, and must be revoked, in writing, and received
   prior to August 10 of any year.

   In the event an employee’s employment is terminated, in any manner, the annual
   balance of the dues owed, as determined by P-KNEA, will be deducted by the BOE
   from said employee’s final payroll check. Hardship cases will be determined on a
   case-by-case basis by the association.



                                            36
   Subject to the BOE’s deduction of the authorized annual balance due from any
   employee’s final payroll, the BOE will not be held responsible, in any manner, for
   collection or payment of said employee’s dues.
   The monthly dues amount for each employee shall be established by the
   association. Such amounts, to be deducted on a monthly basis by the BOE
   pursuant to the continuing membership, will be supplied to the BOE by the
   association, in writing, on or before October 20 of each year and will commence on
   the November payroll. Each ensuing year’s dues amount for continuing members
   will be provided to the BOE, in writing, by the association on or before August 20 of
   each year. Employees who join the association after October 20 of any year will not
   be eligible for dues deductions until the following membership year.

   Each month, the BOE will transmit the total amount of all employees’ dues
   deductions to the Plainville-KNEA Treasurer.

2. Indemnification of Employer

   The Plainville-KNEA (P-KNEA), the Kansas National Education Association (KNEA)
   and the National Education Association (NEA), each in consideration for the
   agreement by the employer board of education of Plainville USD 270, Rooks
   County, Kansas (BOE), to deduct the unified membership dues for members of P-
   KNEA, do hereby agree to protect any claim against BOE, its officers and
   employees, for damages suffered or sustained by said authorizing member or any
   party, growing out of, resulting from or in connection with the school district’s
   deduction of unified membership dues pursuant to the negotiated agreement
   between the BOE and the P-KNEA. The P-KNEA, the KNEA and the NEA each
   further agree to reimburse or make good to BOE, its officers and employees any
   loss or damage or costs said BOE, its officers and employees may have in event
   any litigation arises from said deductions.

SECTION D. COMMUNICATIONS WITH BARGAINING UNIT MEMBERS

Non-employee P-KNEA representative(s) may enter district school buildings while
school is in session to attend investigatory interviews as set forth in Article 6., Section
A., and for such other meetings as may be scheduled by school administrators.
In addition, non-employee P-KNEA representative(s) shall have the right to discuss
association business with any teacher(s) during lunch or planning periods unless a
student, a parent, a colleague or an administrator makes a request to meet with such
teacher(s) at such time(s). Such meetings occurring during planning periods shall not
involve the discussion of negotiations related topics.

Any non-employee P-KNEA representative visiting any building during contract duty
hours shall check in at the school building’s administrative office, the same as all other
visitors.



                                             37
SECTION E. POSTING OF NOTICES

Posting of notices, messages, bulletins and other similar materials by the P-KNEA will
be allowed in faculty lounges within each building. In addition, the P-KNEA may use
employee mail boxes for communications with and to bargaining unit employees.

SECTION F. USE OF DISTRICT COPYING FACILITIES

District copying facilities may be used by P-KNEA. P-KNEA will reimburse the district
pursuant to the BOE practice in effect at the time, for charges made to the public.

SECTION G. USE OF SCHOOL FACILITIES

School facilities may be used for P-KNEA meetings when school is not in session and
the facilities are not otherwise in use. The building principal will be notified prior to each
such use of his/her facility by the P-KNEA.

SECTION H. ASSOCIATION LEAVE

A maximum of eight (8) total days of paid leave may be granted to association members
of PKNEA at the discretion of the Association. The Association agrees to notify the
superintendent and building principal in writing of intent to take said leave a minimum of
two (2) school days prior to the event. Approved leave will be granted in full day or one-
half day increments.
The Association and BOE recognize the continued value and benefits of learning and/or
refreshing negotiating members on specific collective bargaining techniques; therefore,
the Association agrees to have representation at mutually agreed upon training. If
association leave has been exhausted, then personal leave of those involved will be
appropriately deducted.

ARTICLE 14
GENERAL PROVISIONS
SECTION A. REPRODUCTION AND DISTRIBUTION OF THE MASTER CONTRACT

In the absence of any mitigating circumstances beyond the control of the school district,
the Master Contract will be printed and disseminated to covered employees within thirty
working days of ratification of the contract by the Plainville-KNEA (P-KNEA) and the
Plainville Board of Education (BOE). The distribution will be by printed or electronic
format.


SECTION B. SAVINGS CLAUSE

If any term or provision of this agreement is, at any time during the life of this agreement
adjudged by a court or administrative body of competent jurisdiction to be in conflict with
                                              38
any law, such term or provision shall become invalid and unenforceable, but such
invalidity or unenforceability shall not impair or affect any other term or provision of this
agreement.

SECTION C. DURATION CLAUSE

The Master Contract set forth herein shall be included by reference in the contracts of
all professional employees employed by Unified School District 270, who are included in
the bargaining unit as defined in this agreement, and shall remain in full force and effect
beginning July 1,2010 and ending June 30, 2011.

SECTION D. MANAGEMENT RIGHTS CLAUSE

The BOE hereby retains and reserves unto itself all powers, rights, authority, duties, and
responsibilities conferred upon and vested in it by the laws and Constitution of the State
of Kansas and of the United States. It is understood and agreed that the BOE retains
those powers expressly granted to it by statute, including those necessarily implied
except as specifically limited by law and any provision contained within this negotiated
agreement.

SECTION E. CLOSURE CLAUSE

Both the BOE and the P-KNEA acknowledge that all mandatory subjects of negotiations
which either party proposed to negotiate for the term of this agreement have been
negotiated, and neither party has any right to negotiate further on these or any other
subjects during the term of this agreement except by mutual consent.

This agreement may be amended at any time by mutual consent. However, no
amendment to this agreement shall be binding unless executed in writing and ratified by
both the BOE and the P-KNEA.




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SIGNATURE PAGE



These collective bargaining agreements contained in this Master Contract were ratified
by a majority of the professional employees bargaining unit and such ratification was
recorded in the minutes of the Plainville-KNEA on

                                                .
Date


                                 President of Plainville-KNEA


And these same collective bargaining agreements contained in this Master Contract
were ratified by a majority of the Plainville USD 270 Board of Education and such
ratification recorded in the minutes of the Plainville USD 270 Board of Education
minutes on

The          day of              , 2010.


                                 President of Plainville USD 270 Board of Education


                                 Clerk of Plainville USD 270 Board of Education




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