BOARD OF SCHOOL TRUSTEES
RIVER FOREST COMMUNITY SCHOOL CORPORATION
RIVER FOREST TEACHERS ASSOCIATION
January 1, 2011 through June 30, 2013
Table of Contents
Article 1 - Document of Agreement ................................................................................................ 4
Article 2 - Principles ........................................................................................................................ 4
Article 3 - Board Authority and Rights ........................................................................................... 4
Article 4 - Rights of Teachers and Association ............................................................................... 5
Article 5 - Recognition of the Association ...................................................................................... 6
Article 6 - Election Procedures ........................................................................................................ 6
Article 7 - Procedures for Conducting Negotiations ........................................................................ 6
Article 8 - Impasse ........................................................................................................................... 7
Article 9 - Reaching Agreement ...................................................................................................... 7
Article 10 - Grievance Procedure .................................................................................................... 8
Article 11 - Professional Qualifications and Assignments ............................................................ 11
Article 12 - Promotion and Reassignment ..................................................................................... 12
Article 13 - Staff, Administrative, and Extra-curricular Vacancies ............................................... 12
Article 14 - Reduction in Force ..................................................................................................... 13
Article 15 - Just Cause ................................................................................................................... 15
Article 16 - Teacher Certification and Personnel Files .................................................................. 16
Article 17 - Description of Duties ................................................................................................. 17
Article 18 - Duties, Responsibilities and Evaluation ..................................................................... 18
Article 19 - Teacher's Authority and Responsibility...................................................................... 19
Article 20 - Academic Freedom .................................................................................................... 21
Article 21 - Class Size and Teaching Load .................................................................................... 21
Article 22 - Supplies ...................................................................................................................... 22
Article 23 - Lunch Period .............................................................................................................. 22
Article 24 - Lounge........................................................................................................................ 22
Article 25 - Parent Conferences ..................................................................................................... 22
Article 26 - Orientation Meetings .................................................................................................. 22
Article 27 - Field Trip Responsibility ............................................................................................ 22
Article 28 - Building Policy Committees ...................................................................................... 23
Article 29 - Student Teachers ........................................................................................................ 23
Article 30 - Utilization of Substitute Teachers .............................................................................. 23
Article 31 - Absence from Work / Sick and Personal Leave ........................................................ 23
Article 32 - Bereavement Leave .................................................................................................... 25
Article 33 - Sabbatical Leave ........................................................................................................ 26
Article 34 - Leave of Absence ....................................................................................................... 27
Article 35 - Military Service .......................................................................................................... 28
Article 36 - Absenteeism ............................................................................................................... 28
Article 37 - Professional Conferences ........................................................................................... 28
Article 38 - Compensation ............................................................................................................. 29
Article 39 - Required Payroll Deductions...................................................................................... 34
Article 40 - Insurance Benefits ...................................................................................................... 34
Article 41 - Optional Payroll Deductions ...................................................................................... 36
Article 42 - Resignations ............................................................................................................... 37
Article 43 - Severance Pay Schedule ............................................................................................. 37
Article 44: - Retirement Savings Plan ........................................................................................... 38
Article 45 - Loss of time Without Compensation .......................................................................... 38
Article 46 - Tuberculosis Examination .......................................................................................... 38
Article 47 - Workers' Compensation ............................................................................................. 38
Article 48 - Calendar ..................................................................................................................... 38
Article 49 - Effect of Agreement ................................................................................................... 39
Article 50 - Term of Agreement .................................................................................................... 39
APPENDIX A Code of Ethics of the Education Profession .......................................................... 41
APPENDIX B Professional Conference Guidelines ...................................................................... 43
APPENDIX C Report on Professional Conference Leave ............................................................ 44
APPENDIX D 2011 Salary Schedule……………………………………………………………..45
APPENDIX E Compensation Index Schedule .............................................................................. 46
APPENDIX F Extra-Curricular Addendum Schedule ................................................................... 47
APPENDIX G Informal Grievance Report Form ......................................................................... 51
APPENDIX H Formal Grievance Report Form to Superintendent .............................................. 52
APPENDIX I Evaluation and Pre-Observation Forms…………………………………….……...53
APPENDIX J Memorandum of Understanding Re: Severence Pay……………………….……..56
APPENDIX K - Memorandum of Understanding Re: Married Bargaining Unit Members…......57
Article 1 - Document of Agreement
1.1 This Agreement is between the Board of School Trustees of the River Forest
Community School Corporation, hereinafter called the "Board," and the River Forest
Teachers' Association, hereinafter called the "Association."
1.2 We believe that teachers, administrators, and the Board have a common goal--the
best possible education for the children and youth of the River Forest School
Community. We believe that effective communications among classroom teachers,
administrators, and Board is essential. We believe that the welfare of the children is
paramount in the operation of our schools. We believe that it is in the best interest of
both parties that all dealings between them continue to be characterized by mutual
responsibility and respect.
Article 2 - Principles
2.1 The public schools are an agency of the state government charged with the provisions
on a local basis of an education for those eligible to attend.
2.2 Members of the teacher profession, having specialized qualifications and expertise in
educational matters, are particularly and uniquely qualified to participate in the
formulation of policies and programs designed to improve educational standards.
2.3 The success of the educational program depends primarily upon the quality of
2.4 The highest quality of instruction can best be assured by the attraction and retention of
quality personnel and the maximum utilization of their knowledge and skills in planning
and implementing the educational program.
2.5 The Board and Association should cooperate in identifying and studying problems.
2.6 The Board and Association should work together in good faith to reach agreement in
the solution of problems.
Article 3 - Board Authority and Rights
3.1 It is recognized that, except as expressly limited by this Agreement, the Board shall
retain whatever rights and authority are necessary for it to effectively carry out its
functions and responsibilities under the law of the State of Indiana. The rights include,
but are not limited to, the following:
a. To hire, assign, and transfer certificated personnel.
b. To determine the educational policies of the school system.
c. To determine the methods, means, and necessary personnel needed to carry
out the educational policies entrusted to the Board by the Indiana State
d. To introduce new approaches to physical facilities.
e. To approve and encourage improved techniques of classroom instruction.
f. To establish and require observance of reasonable rules and regulations in
each individual school and the school system.
g. To contract out for goods and services.
h. To discipline and discharge personnel in accordance with Indiana State
Article 4 - Rights of Teachers and Association
4.1 The Board will not discriminate against any teacher with respect to terms of
employment by reason of his/her membership in the Association, his/her participation
in any activities of the Association or his/her institution of any grievance, complaint or
proceeding with respect to any terms of employment.
4.2 It is further recognized that teachers have the right to join, participate in, and assist the
Association, and the right to refrain from such, but membership shall not be a
prerequisite for employment or continuation of employment of any employee.
4.3 The Association may use school facilities at reasonable times when such facilities are
available. When such facilities are requested that require scheduling, such forms and
procedures as are used in the respective buildings will be followed.
4.4 The rights granted to teachers hereunder shall be deemed to be in addition to those
provided elsewhere under law.
4.5 The Association shall have fifteen (15) days each school year, which includes short
sessions of the Indiana General Assembly and twenty (20) days during each school
year of the long sessions to use for Association business. The Superintendent may, in
any given year, grant additional Association days. These days are to be used at the
discretion of the Association president, by the president and/or his/her designee(s).
The Association shall give the administration reasonable notice. Not more than four
teachers shall use these days on any given day without the approval of the
Superintendent. Further, not more than two teachers from any elementary building nor
more than three teachers from the Junior/Senior High School building shall use these
days on any given day without the approval of the Superintendent. The Association
will pay substitute costs for these days.
4.6 The language in this Fair Share provision is unenforceable until such time as when the
current statutory language passed by the 1995 Indiana General Assembly prohibiting
fair share in Indiana does not prevail. When the statutory language passed by the
1995 Indiana General Assembly abolishing fair share is reversed, amended, modified,
overturned or repealed, then this Fair Share provision becomes immediately
enforceable as written. Should the legislature reverse the statutory prohibition on Fair
Share agreements but also include specific direction as to the content of such
agreements, the parties shall meet immediately for the purpose of modifying this
provision to comply with the specific direction that the Legislature has provided.
An employee not on dues payroll deduction may sign a payroll deduction card
authorizing the deduction of the fair share fee. Employees who refuse to sign either a
dues payroll deduction form or a fair share payroll deduction form, or who revoke an
executed form have a continuing enforceable obligation to pay the fair share fee
directly to the Association. The Association recognizes that no employee within the
bargaining unit should be forced to contribute financial support to political or
ideological activities of the Association unrelated to collective bargaining, contract
administration, and grievance adjustment or unrelated to its duties as exclusive
bargaining representative. Consequently, the Association agrees to adopt an internal
association remedy providing for a pro-rata refund of the fair share fee to employees
who so request.
The Association agrees to indemnify and hold the Board harmless against any liability
which may arise by reason of any action taken by the Board in complying with the
provisions of this section, provided that:
a. the Board gives the Association timely notice in writing of any claim, demand, suit
or other form of liability in regard to which it will seek to implement this paragraph;
b. if the Association so requests in writing, the Board will permit the Association to
assume full responsibility for the defense of such claim, demand, suit or other
form of liability and will cooperate fully with the Association in gathering evidence,
securing witnesses, and in all other aspects of said defense. The Board shall
have the right to be represented by counsel of its choice at its own expense.
It is expressly understood that this subsection will not apply to any claim, demand,
suit or other form of liability which may arise as a result of errors in accounting or any
type of willful misconduct on the part of the Board.
4.7 Visitation to or observation of a teacher's class by persons other than school
administration personnel shall be allowed only after consent has been given by the
building principal and the teacher involved. The teacher may ask any person who is
not a student or professional staff member of RFCSC who has not obtained prior
consent of the principal and teacher to leave the room. If the reason for visitation to a
teacher’s classroom is for a student’s legal issues, the teacher’s consent is implied.
4.8 The employer shall preserve the educational sanctity of the classroom and attempt to
keep all forms of classroom interruptions at a minimum.
Article 5 - Recognition of the Association
5.1 The Board and the Association recognize that when there is evidence to the Board
that a teacher organization in fact represents a majority of teachers, that the Board is
justified in and hereby declares it to be its policy to recognize such organization as
exclusive representative of the teachers.
5.2 The Board recognizes the Association, an affiliate of the National Education
Association and the Indiana State Teachers Association, as the exclusive
representative of all regularly contracted holders of professional licenses to teach by
the State of Indiana, employed half-time or more by the school district, including
teachers paid by federal funds. This specifically excludes: Superintendents,
principals, assistant principals, and those serving in administrative capacity.
Article 6 - Election Procedures
6.1 In the event that there is an election for the exclusive representative for the certified
personnel in the River Forest Community School Corporation, this procedure shall be
prescribed in I.C. 20-29-5-1 through I.C. 20-29-5-5.
Article 7 - Procedures for Conducting Negotiations
7.1 The parties acknowledge that during the negotiations which resulted in this
Agreement, each had the unlimited right and opportunity to make demands and
proposals with respect to wages, hours, and other terms and conditions of
employment under SB575, and that the understandings and agreements arrived at by
the parties after the exercise of that right and opportunity are set forth in this
Agreement. During the term of this Agreement, the parties agree to engage in
"discussion" as that term is defined in SB575.
7.2 Opening Negotiations. Upon a request of either party for a meeting to open
negotiations, a mutually acceptable meeting date shall be set not more than fifteen
(15) days following such request. Such request shall be made after January 1 of the
year in which the Agreement is due to expire. All issues proposed for consideration
shall be submitted in writing by both parties at the first meeting. The second meeting
and all necessary subsequent meetings shall be called at times mutually agreed by
7.3 Good Faith. Both parties agree that negotiations will be conducted in good faith.
7.4 Exchange of Information:
a. As a matter of both courtesy and practicality, each party will provide the other
with intended proposals and such supporting data as is necessary to their
intelligent consideration and in the spirit of good faith.
b. The Board will provide the Association with such public documents as are
necessary to the deliberation of questions at hand.
c. The Association agrees to provide the Board with such statistics at its disposal
which are pertinent to topics under discussion.
7.5 Authority of Teams. It is understood that each delegation is clothed with authority to
propose, reject, amend or to otherwise negotiate any item under consideration
pending final ratification by both parties of the final Agreement.
Article 8 - Impasse
8.1 If either party determines that the differences of position are so serious that further
negotiations seem impossible or unlikely to produce agreement, then either party may
invoke the impasse machinery herein provided.
8.2 Upon notification of a declaration of impasse, either party may request of the Indiana
Education Employment Relations Board the implementation of the impasse
procedures of Indiana Code 20-29-8-14.
Article 9 - Reaching Agreement
9.1 When agreement is reached in the areas of the contract under discussion, the
proposed agreement shall be reduced to writing and submitted to the Association and
the Board for their approval.
9.2 Within fifteen (15) days following tentative agreement on all issues in dispute, the
Board will provide a rough draft of the new collective bargaining agreement to each
member of the RFTA bargaining team. Within thirty (30) days of receipt of the rough
draft by members of the RFTA bargaining team, a designated spokesperson for the
RFTA and a designated spokesperson for the Board shall meet to assure that the
rough draft is an accurate reflection of the agreements that were reached in
bargaining and to reconcile any disagreements as to accuracy. Once the RFTA
representative and the Board representative agree that the rough draft accurately
represents the agreements of the parties, the Board shall provide the RFTA with
twenty (20) copies of the collective bargaining agreement, and shall place an
electronic copy on the school computer server available to all teachers.
Article 10 - Grievance Procedure
a. A grievance is a claim by one or more teachers or the Association of an alleged
violation, misinterpretation or misapplication of a specific section of the
b. A "group grievance" is a claim by two or more teachers who claim that the Board
has violated the terms of this Agreement in a manner that affects each of the
teachers signing the grievance in a same way. If, in the judgment of the
Association, a grievance affects a group of teachers, the Association shall submit
such grievance on behalf of the named teachers. When the teachers affected are
in more than one building, the grievance procedure will commence at Step Two. If
an alleged grievance exists that affects an entire building or the entire bargaining
unit, the Association shall carry the grievance and the grievance procedure will
commence at Step Two. If a group grievance is filed directly at Step Two, the
Association shall provide the principal of each building that is effected by the
grievance with a copy of the Step Two grievance at the time it is filed.
c. Days - a "day" for the purpose of this grievance procedure shall, during the period
of the time covered by the official school calendar, mean the actual days the
students are in session. During the period of time not covered by the official
school calendar, "day" shall mean a week day and shall exclude Saturday,
Sunday and legal holidays.
d. Any aggrieved teacher may elect to be accompanied and represented at Step
One, the informal grievance level, by a representative(s) of the Association.
Nothing contained herein shall be construed to prevent any individual teacher
from initiating a grievance at Step One and having the grievance adjusted if the
adjustment is not inconsistent with the terms of the Agreement and the
Association has been given notice of the Step One hearing. Said notice shall
entitle the Association to be present at such a hearing.
e. Any formal written grievance submitted to Step Two of this grievance procedure
shall have the signature of the Association and/or affected teachers. Only the
Association shall have the right to submit a grievance to arbitration.
f. All time limits contained herein shall be strictly adhered to unless the Board and
the Association agree in writing to an extension of time limits. If the grievant or
the Association fails to act within the time limits set forth herein, the grievance
shall be deemed waived.
g. In all claims for back pay to which the grievant is entitled, the school employer
shall not be required to pay back wages prior to the first day of the school year in
which the grievance was filed or ninety (90) calendar days prior to the filing of the
grievance, whichever is greater.
h. All documents, communications, and records dealing with the processing of a
grievance shall be filed separately from the personnel files of the participants.
Upon request, a teacher shall have the right to review the contents of his/her
grievance file at a mutually agreeable time.
i. Grievance forms, attached hereto as Appendix E and F shall be provided by the
Board and made available to the Association.
j. At any step of this grievance procedure, if the Board or arbitrator schedule a
meeting or hearing during the working hours of a teacher where presence or
testimony is necessary to the presentation of the grievance, the teacher shall
suffer no loss in pay.
k. All meetings and hearings under this procedure shall be closed to the public and
shall include only the interested parties, representatives and any necessary
witnesses except by the agreement of the parties.
Step One (See Appendix G)
In the event that a teacher believes that there is a basis for a grievance, he/she shall within
fifteen (15) days of the alleged violation or within fifteen (15) days after he/she knew of or
had reason to know of the violation, request of his/her principal a meeting at which an
informal presentation of the grievance shall take place. The date of the request shall be
indicated on Step One Grievance Form, two (2) copies of which shall be signed by the
teacher and submitted to his/her principal. The request shall also indicate with reasonable
particularity the reason(s) for the grievance and a preliminary statement of which contract
provision(s) have been violated, misinterpreted or misapplied. The Association has the right
to amend allegations as to which contract provision(s) have been violated, misinterpreted or
misapplied in the formal submission at Step 2. The principal shall acknowledge the date of
the request by signing both forms and returning one to the teacher and retaining one for
his/her files. The principal shall process a Step One grievance within ten (10) days of
receipt of the request.
The President of the Association shall be notified and shall acknowledge by his/her
signature receipt of notification of the initiation of the grievance. Resolution of a grievance in
Step One shall not establish precedent unless signed by both the Superintendent and the
Step Two (See Appendix H)
If the grievance is not resolved to the satisfaction of the grievant at Step One, the
Association may submit the formal written grievance to the Superintendent or his/her
designees. The formal written grievance shall be submitted to the Superintendent or his/her
designee as soon as practicable after a determination has been made at Step One. In no
case, however, shall the formal written grievance be submitted to the Superintendent or
his/her designee more than twenty-five (25) days after the request made at Step One. Said
formal written grievance shall contain a statement of the specific alleged violation citing the
Article or Articles violated and the remedy sought. The Superintendent or his designee shall
meet with the grievant and the Association and indicate his/her disposition of the grievance
in writing within twenty (20) days of the submission of the formal written grievance at Step
Two. A copy of the written disposition shall be furnished to the grievant and the Association.
a. If the Association is not satisfied with the disposition of the grievance by the
Superintendent or his/her designee, the Association may submit the grievance to
arbitration. The Association shall serve written notice to the Superintendent of its
intent to arbitrate by submitting a copy of its Request for Arbitration Panel from the
Federal Mediation and Conciliation Service (FMCS) within twenty (20) working days
after receiving the Step Two answer. The Board recognizes the right of the
Association to initiate a request for a panel submission and that FMCS is authorized
to provide such panel upon such request.
b. Following submission of a panel of arbitrators to each party by the FMCS, a
representative of each party shall within five (5) days of receipt of said panel cross off
the names of any arbitrators who are unacceptable and number the names of those
remaining in order of preference, with one being the first choice, two being the second
choice and so on. Within seven (7) days of receipt of the panel from FMCS, the two
representatives shall confer either in person or by telephone for the purpose of
selecting the arbitrator. The arbitrators whose names have been crossed out by
either party shall not be appointed. The numerical ratings of the remaining arbitrators
shall be added together with the arbitrator having the lowest total numerical rating
being the arbitrator who will hear the case unless the arbitrator disqualifies
himself/herself, the arbitrator with the next lower numerical rating will be requested to
hear the case. This procedure shall be followed until an arbitrator is selected.
The conduct of all proceedings hereunder shall be in accord with the Code of
Professional Responsibility for Arbitrators of Labor-Management Disputes as adopted
by the National Academy of Arbitrators, the American Arbitration Association and the
c. Either party may request, no less than twenty (20) days prior to the arbitration
hearing, a conference which shall be scheduled by agreement of the parties no less
than ten (10) days prior to the arbitration hearing, the purpose of which shall be:
(1) to stipulate to as many facts as possible;
(2) to identify which facts and/or issues remain unresolved;
(3) to exchange lists of witnesses, the nature of their testimony and exhibits;
(4) to resolve the grievance, if possible, at this conference.
If this pre-arbitration conference is held, neither party shall be permitted to assert in
the arbitration hearing any grounds or to introduce into evidence any testimony or
exhibits not previously disclosed to the other party at this conference or within a
reasonable time thereafter.
d. The decision of the arbitrator shall be binding on both parties.
e. The arbitrator shall have no power to substitute his judgment for that of the school
employer as to the reasonableness of any practice, policy, rule or action taken by the
school employer not in violation of this Agreement.
f. The arbitrator shall have no power to alter, add to, or subtract from the terms of this
g. The fee and expenses of the arbitrator shall be shared equally by both parties. Each
party shall assume the cost of presenting their case before the arbitrator.
Article 11 - Professional Qualifications and Assignments
11.1 It is the duty of the Board to determine the number of professional staff or the amount
of services thus employed or contracted for and to determine the nature and extent of
their duties. The Board delegates to the Superintendent and Principal the
responsibility for the assignment, alteration of assignment, transfer, suspension and
recommendation for promotion or dismissal of any employee.
11.2 All assignments made by the Superintendent shall be for the school year for which
they are made or for the unexpired portion of the school year following the date of
11.3 New teachers employed by the Board for a regular teaching assignment shall have a
Bachelor's degree from an accredited college or university or a state approved
certification. In an emergency, the Board may hire a teacher with an emergency
permit or Transition to Teaching license issued by the Indiana Department of
Education. Teachers employed without proper certification by the state at the time of
employment will be paid substitute teacher daily rate until the state issues them a
teaching certificate or they have completed all necessary application paperwork and
submitted it to the central office for processing.
11.4 Employment Practices. Every effort shall be made to employ teachers who are
citizens of the United States, or shall provide evidence of intent to become a citizen,
except that this provision shall not apply to teachers on a foreign exchange program.
Aliens may be employed if properly certified by the Indiana Department of Education.
Teachers employed on a probationary or tenure basis shall be certified in accordance
with licensing standards as prescribed by Indiana school law. Marital status, race,
creed, religion, color, national origin shall not be made a condition of employment.
11.5 When a position becomes open DURING the first semester of the school year, the
teacher selected to fill the position, after no more than fifteen (15) days in the position,
shall be placed on a Regular Teacher’s Contract retroactive to his/her first day in the
position. When a position becomes open during the second semester of the school
year, the teacher selected to fill the position, after no more than fifteen (15) days in
the position, shall be paid a salary based upon the schedule according to years of
experience and training, and shall be eligible for illness leave, personal business
leave, and participation in the group insurance programs.
11.6 In the event no regularly licensed teacher is available to fill a vacancy caused by
death, resignation, or entry into the military service of a regular teacher, a substitute
teacher may fill such vacancy until a regularly licensed, properly certified teacher is
11.7 Assignments for the adult education, drivers’ education and summer school
programs, including ISTEP remediation programs, will be made by the Board on the
basis of preference to teachers possessing regular teaching certificates regularly
employed in the district during the preceding school year. Consideration will be given
to a teacher teaching the grade level and/or subject during the prior school year.
Teachers who create a new course shall be given the first opportunity to teach the
newly created course during the first year offered. Teachers will be considered for
employment on the basis of their license(s) and certified areas.
11.8 Each building principal will notify each teacher of his/her tentative assignment for the
forthcoming year before the last teacher day.
11.9 After the end of the school year, if assignment changes are found to be advisable or
necessary, the building principal will contact the teacher immediately.
11.10 Teachers will not be assigned teaching areas for which they are not certified.
11.11 Any teacher may request a transfer to a grade level or subject area for which he/she
is certified. Request for transfer shall be submitted to the Superintendent and a copy
provided to the teacher’s current building principal on or before April 1. A register of
transfer requests shall be maintained in the personnel office so that the teachers'
request will automatically be considered when and if the transfers occur at the end of
the school year. Receipt of transfer requests shall be acknowledged and interviews
arranged dependent upon vacancies. While building principals may make
recommendations, the final decision to grant or deny a request for transfer shall be
the responsibility of the Superintendent. No teacher shall be discriminated against
because of a request to transfer. Any teacher desiring to withdraw a request for
transfer shall do so to the Superintendent in writing by the end of the school year.
11.12 The Board recognizes that the frequent transfer of teachers from one school to
another is disruptive to the educational process and interferes with optimum teacher
performance. The Association recognizes that flexibility in regard to teacher transfers
must remain with the administration and that a substantial degree of stability must be
provided for all teachers. It is therefore agreed as follows:
a. When a reduction in the number of teachers in a school is necessary, to the extent
possible, all volunteers shall be first transferred, after which transfers will be made
based on need and teacher performance or evaluation.
b. When and if involuntary transfers become necessary, lists of positions in other
schools shall be made available to all teachers being transferred. In filling such
positions, consideration shall be given to presently employed teachers over newly-
hired teachers. Such consideration shall be based upon professional qualifications
Article 12 - Promotion and Reassignment
12.1 The Board, as a general policy, is interested in making promotions from within the
system. All appointments are made upon the recommendation of the Superintendent.
The general principle governing promotion is the fundamental purpose of the schools
-- the welfare of the students in the schools.
12.2 If an applicant from outside of the corporation is deemed to be better qualified for the
position under consideration, then the Superintendent and Board will feel free to
employ such applicant rather than promoting from within the system.
12.3 All appointments shall be made without regard to age, race, creed, color, religion,
nationality, sex or marital status.
Article 13 - Staff, Administrative, and Extra-curricular Vacancies
13.1 All administrative positions, excepting the position of Superintendent, shall be posted
pursuant to the following procedures:
a. Vacancies shall be adequately publicized which shall mean as a minimum that a
notice shall be posted in every school, clearly setting forth a description of and the
qualifications for the position including the duties and range of salary. During
summer recess, notices shall be distributed to the Association President.
b. Such notice(s) shall be posted as far in advance as possible, at least five (5)
calendar days under ordinary circumstances, before the final date when
applications must be submitted. No one will be placed into the posted position
until after the five (5) day posting period has ended.
c. Teachers who desire to apply for such vacancies shall submit their applications in
writing to the Superintendent or his/her authorized agent within the time limit
specified in the notice.
13.2 Current information about open teaching positions shall be available to teachers in the
office of the Superintendent. In addition, the President of the Association shall be
notified of all open teaching positions prior to the filling of that position.
13.3 Extra-curricular vacancies shall be posted in all schools pursuant to the following
a. Such notices(s) shall be posted as far in advance as possible, at least five (5)
calendar days under ordinary circumstances, before the final date when
applications must be submitted. If the position is filled in the interim, it shall be on
a temporary basis. During summer recess, notices shall be distributed to the
b. Teachers who desire to apply for such vacancies shall submit their applications in
writing to the appropriate principal or his/her authorized agent within the time limit
specified in the notice.
Article 14 - Reduction in Force
The language in this Reduction in Force provision is unenforceable until such time as when
the current statutory language passed by the 2011 Indiana General Assembly prohibiting
Reduction In Force in Indiana does not prevail. When the statutory language passed by the
2011 Indiana General Assembly is reversed, amended, modified, overturned or repealed,
then this Reduction In Force provision becomes immediately enforceable as written.
14.1 The indefinite contract of a permanent teacher shall not be cancelled because of a
reduction in force if he/she is qualified to teach in a position held by a semi-permanent
or non-permanent teacher. The indefinite contract of a semi-permanent teacher shall
not be cancelled because of a reduction in force if he/she is qualified to teach in a
position held by a non-permanent teacher. However, when a permanent teacher is
not certified for a position held by a semi-permanent or non-permanent teacher, or
when a semi-permanent teacher is not certified for a position held by a non-
permanent teacher, the teacher shall not have the right to be assigned portions of
another teacher's assignment, nor shall the Board be required to reassign another
teacher in order to create a position for which such teacher is certified.
a. When conditions necessitate a reduction in the number of teachers employed by
the Board, within the categories permanent teachers, semi-permanent teachers,
and non-permanent teachers, it is the intent of the parties that the least senior
teacher be laid off where qualifications for the position to be filled are relatively
equal. Seniority shall mean continuous employment from the first date of active
employment while teaching under regular or temporary contract with the River
Forest Schools. An approved leave of absence shall neither interrupt length of
continuous service nor be added to such service. Continuous service will be
interrupted and broken and the employment relationship terminated when a
2. is nonrenewed, nonretained, or terminated;
3. leaves employment for ten (10) consecutive contractual days without an
approved leave; or
4. fails to accept an offered position while on a recall list or to defer such action in
accordance with paragraph 14.5.
b. To acquire one year of seniority a teacher must teach at least one hundred twenty
(120) days in a given school year. A teacher who teaches less than one hundred,
twenty (120) days but at least sixty (60) days in a given school year shall acquire
one-half (1/2) year of seniority. One corporation-wide seniority list, based on
service with the corporation as a member of the bargaining unit as of June 30 of
each year, shall be established and updated annually. This list will be distributed
to each teacher on or before November 1 of each school year. Teachers shall
have a period of forty-five (45) days to file exceptions to the information on the
seniority list with the Superintendent. No exception shall be entertained which
has not been filed within this time period or which has been previously ruled upon.
Teachers hired after June 30 shall be placed on the master seniority list
maintained in the office of the Superintendent and a copy sent to the President of
c. For the purpose of determining the initial date for computing seniority the first year
of employment, computation shall begin from the first date of service during the
regular school year. Summer school teaching, extra curricular assignments and
discontinuousTemporary Contracts shall not count in the initial computation of
d. When two or more teachers have the same seniority date, the following tie-
breakers will be used:
1. License qualification(s)
2. Contract status (permanent, semi-permanent, non-permanent)
3. Starting work date
4. Board approval date
5. Contract signing date
6. Previous teaching experience under a regular contract in an accredited school
7. Birth date
8. Lowest social security number
14.3 The notice given pursuant to this Article shall be accorded the teacher no later than
May 1 of the school year prior to the school year in which the RIF is to be effective.
14.4 Within the categories permanent teachers, semi-permanent teachers and non-
permanent teachers, teachers shall be recalled on the basis of seniority to positions
for which they are qualified as they become available. The employer recognizes that,
when it creates schedules for any given school year, the school corporation will
attempt to create schedules that meet the educational need of students and that may
allow for recall of senior teachers. The Employer shall notify the teacher in writing by
certified mail at his/her last address of record with the Employer. The teacher shall
respond to such recall action by notifying the Superintendent, in writing, of his/her
intent to resume employment with the River Forest Community School Corporation no
later than ten (10) days after the postmark date of the recall notice by notifying the
Superintendent of his/her intent to resume employment with the River Forest
Community School Corporation. In the event the teacher is employed by another
school corporation, he/she may complete his/her contractual obligation to that
corporation but shall,no later than ten (10) days after the postmark date of the recall
notice, forward to the Superintendent a copy of his/her resignation and intent to
resume employment with the River Forest Community School Corporation the
following school year. This recall listing shall be maintained for a period of twelve (12)
months from the individual’s release date which shall be the termination date of the
teacher’s individual contract. A teacher shall remain on the recall list for an additional
fourteen (14) months (for a total recall period of twenty-six (26) months), if by April 1
of the calendar year following the initial lay off, he/she gives the Superintendent
written notice of his/her desire to remain on the list. Thereafter, the released teacher
shall have no further rights to recall.
Article 15 - Just Cause
The language in this Just Cause provision is unenforceable until such time as when the
current statutory language passed by the 2011 Indiana General Assembly prohibiting Just
Cause in Indiana does not prevail. When the statutory language passed by the 2011
Indiana General Assembly abolishing Just Cause is reversed, amended, modified,
overturned or repealed, then this Just Cause provision becomes immediately enforceable as
a. No semi-permanent or permanent teacher will be suspended or discharged without
b. Semi-permanent and permanent teachers shall be notified of the consideration of
dismissal action in accord with the provisions of I.C. 20-28-7-3(1).
c. Semi-permanent and permanent teachers shall be furnished, not later than five (5)
days after a written request, a written statement of the reasons for the
consideration in accord with the provisions of I.C. 20-28-7-3(2).
d. Request for a Board hearing pursuant to I.C. 20-28-7-3(3) or failure to file a
grievance prior to dismissal in accordance with the provisions of I.C. 20-28-7-3
shall constitute a waiver of the right to file a grievance under the provisions of this
e. Filing a grievance under this Article shall constitute an election of remedy as to the
teacher's right to a Board hearing pursuant to I.C. 20-28-7-3(3). Such a grievance
shall be subject to binding arbitration under the terms of the grievance procedure.
f. A grievance filed pursuant to this Article shall be initially filed at the Step Three.
15.2 A non-permanent teacher whose contract is being considered for non-renewal, shall
have the following rights:
a. On or before April 15, the Superintendent shall notify the teacher, in writing, and
delivered in person or mailed by registered or certified mail to the teacher at the
teacher’s last known address, that it is his/her intention to recommend to the
Board that the teacher's contract with the school corporation not be renewed.
b. Upon the request of the teacher, and not later than fifteen (15) days after the
teacher’s receipt of the notice of the consideration of contract non-renewal, the
Superintendent shall provide the teacher with a written statement giving the
reasons for the recommended non-renewal of the teacher's contract.
c. The teacher may file a written request for a conference with the Board. A
conference shall be held with the Board or, at the direction of the Board, with the
Superintendent of the school district, not more than ten (10) days after the day the
Board receives a teacher’s request for a conference. If the first conference is not
with the Board, the teacher may request a second conference, which must be
held with the Board at a time mutually agreeable to both parties and not more
than twenty (20) days after the day the Board receives the request for a second
conference, or before the end of the school year, whichever is earlier.
d. At the conference, the Superintendent or designee shall provide any information
supporting non-continuance, and the teacher shall provide any information
demonstrating that non-continuance of the contract is improper. The conference
with the Board shall be in executive session unless the teacher requests a public
conference. The teacher may have an Association representative at the
e. The Board will notify the teacher of its decision not more than ten (10) days after a
conference held under the terms above.
15.3 Whenever a teacher is required to attend a meeting or interview with a building
principal, a supervisor, the Superintendent, the Board or any representative or agent
of the Board, which could reasonably be expected to result in a written reprimand,
suspension or discharge, the teacher will be given prior notice (in writing when
practicable) that the meeting might result in disciplinary action, in which case the
teacher may elect to have a representative of the Association present to advise
him/her and represent him/her during such meeting or interview. It is the
responsibility of the teacher, if they elect to have a representative, to make
arrangements for a representative of the Association to be present.
15.4 No teacher shall have a formal written reprimand placed in his/her personnel file
without just cause. Failure to grieve the issue of such a formal written reprimand shall
constitute acknowledgement of the accuracy of the material facts which gave rise to
the reprimand and that these facts provided a reasonable basis for the reprimand.
When a formal written reprimand is issued following a meeting at which no
Association Representative was present, the Association president shall be advised in
writing of the fact that a formal written reprimand has been delivered to the teacher.
Article 16 - Teacher Certification and Personnel Files
16.1 Although full responsibility rests with the individual teacher in securing his/her Indiana
certificate, the Superintendent will provide help and counsel in this matter.
16.2 It is the responsibility of the teacher to see that his/her certificate covering subjects
and grades taught is on file in the office of the Superintendent. He/she shall also
provide the required evidence of previous teaching experience, records of military
service, and transcripts of credits required by the various accrediting agencies. In the
case of new teachers, this information must be on file by September 20. When
questions arise, the Superintendent may seek verification of completion of licensing
requirements with notification given to the Association.
16.3 The securing or renewal of a certificate is the responsibility of the teacher, but the
Superintendent's office will give assistance if needed. As soon as the certificate is
received, it must be presented to the office of the Superintendent for registration and
recording. After the record has been made, the certificate will be returned to the
16.4 Upon request, a teacher shall have the right to review the contents of his/her own
personnel file maintained by the Corporation. If he/she so desires, the teachers may
photocopy any item in his/her personnel file. The review shall be made at the central
office at a mutually convenient time in the presence of the Superintendent or his/her
designee. At the time of the review, the teacher may be accompanied by a
Confidential credentials such as letters of reference from universities, individuals, or
previous employers are specifically exempt from such review of the file and shall be
removed from the file prior to the review. An employee shall have the right to be
informed and respond in writing if something of a derogatory or negative nature is to
be placed in his/her personnel file. A decision to submit or not submit a written
response shall not preclude the employee from filing a grievance over the derogatory
material other than a formal written evaluation which is covered by the provisions of
Section 20.3. The employee will initial and date the material to indicate that he/she
has seen the material. A teacher may request that derogatory material be removed
from his/her personnel file if such material is no longer pertinent to the performance of
Article 17 - Description of Duties
Teachers shall be responsible for:
a. teaching courses and curriculum, using such guides, textbooks, and equipment as are
b. being well prepared daily, for constructing an atmosphere that is conducive to learning,
and organizing his/her classroom for teaching and for recording and reporting student
achievement and attendance;
C. ensuring that lesson plans are designed to provide learning experiences that meet state
proficiency and curriculum guidelines;
d. knowing and implementing the policies, rules, and regulations of the district and school;
e. knowing his/her pupils through the use of student personnel files, including the
appropriate review and use of standardized test scores, parental contacts when
advisable, and using information to understand the background of students and better
organize his/her work to strengthen a program suited to their needs and abilities;
f. assisting with discipline during any school function related to their assignment whether or
not the student is their direct responsibility. Teachers are expected to assist in the
supervision of students in the hallway during passing periods and before and after school
during contracted hours.
g. reporting to the principal any situation which is contrary to school rules if the occurrence
appears to be significant one;
h. supervising their assigned group of children when school sponsored trips, parties, or
activities are involved;
i. utilizing preparation time in a manner which will enhance their individual practice. It is
understood that this time would include the time following the teacher's last assignment
until the end of the school day;
j. supervising of students entering and leaving the room;
k. maintaining lesson plans and a daily schedule in their desk for use by a substitute
l. being prepared for class when students arrive;
m. striving to attend extra-curricular events to show interest in their school;
n. seeking to maintain good public relations and setting a standard of good grooming and
dress for themselves that will exemplify a reasonable attitude and a concern for providing
leadership to the youth of the community. Teachers are expected to wear professional
attire based on their assignment during the work week unless otherwise stipulated.
o. checking their mailboxes each morning before meeting their first class.
p. taking advantage of employer-sponsored computer literacy courses when such courses
are at the level appropriate to the teacher. Each teacher shall also strive, to the extent
practicable, to incorporate technology into the curiculum;
q. striving to boost the self-esteem of every student, instilling school spirit and school pride,
and treating each student with respect;
r. taking grade books or student rosters with them during any building evacuation that
occurs when the teacher is meeting with a class and assisting in maintaining order during
s. turning in lesson plan books and grade books to the building principal at the end of the
t. smoking only in designated, outdoor, smoking areas.
Teachers shall not:
u. leave the school during the day without the permission of the building principal except
during the lunch period when only notification is needed;
v. use their institutional privileges for private gain;
w. conduct personal work or Association business on class time except in unusual
x. leave his/her classroom unattended unless necessary. In such a case, the teacher will
make every reasonable effort to notify the principal or another teacher to watch his/her
y. information in student management system is to be kept current and updated in a timely
manner such as, secondary assignments based on building needs, grading and
Article 18 - Duties, Responsibilities and Evaluation
18.1 Teachers shall be responsible for:
a. their classroom or classrooms and their equipment and other materials assigned to
be under their care;
b. using lines of communication and authority;
c. adding anecdotal records, test data, meaningful observations in writing and other
significant data to student files;
d. supervision of students;
e. the maintenance of classroom atmosphere conducive to good learning;
f. encouraging good school-community relations;
g. requesting assistance from the administration when he/she has difficult discipline
18.2 In addition to the specific duties which may vary with assignment and with building, all
teachers and staff members have general obligations which are inherent in the work
of teaching. All professional staff members covered by this Agreement shall abide by
their professional Code of Ethics. (See Appendix A)
Article 19 - Teacher's Authority and Responsibility
19.1 Pupil discipline is based upon the requirement that all students must adhere to the
normal code of acceptable behavior and to conform with all reasonable orders
incident to school routine from all professional personnel and from all adult school
employees under professional supervision.
19.2 It is recognized that it is the teacher's responsibility to maintain order and control in
the classroom through effective teaching and leadership techniques and through
imposition of appropriate classroom discipline.
19.3 A teacher may suspend a pupil from class when the grossness of the offense, the
persistence of the misbehavior, or the disruptive effect of the violation make the
continuation of the instructional program in the classroom intolerable. In such cases,
the student will be sent with a transmittal slip to the appropriate administrator in
charge or his/her designee. The teacher will furnish the appropriate administrator
with the full particulars in writing of the incident as promptly as his/her teaching
obligations will permit on that day. The principal or his/her designated representative
will report the disposition to the teacher.
19.4 Any case or legal action or threat of same upon a teacher while acting within the
scope of his/her duties shall be promptly reported in writing by the teacher to the
19.5 Assault on a teacher shall be promptly reported to the principal. The student involved
shall be removed from the classroom until the Superintendent or his/her designee
acts upon the case.
19.6 The Board shall, upon request of the teacher, provide legal counsel to the teacher to
advise him/her as to his/her rights and obligations in cases of physical assault arising
out of and in the course of his/her employment. The Board agrees to exercise the
Corporation's right to defend teachers pursuant to its powers under I.C. 20-26-5-
19.7 The administration recognizes its obligations to support teachers in meeting their
classroom teaching, supervision, and extra-curricular obligations. When a teacher is
performing his/her assigned duties with reasonable professional judgment or acting to
support rules and policies of the school, he/she is assured of the support of the
administration. Notwithstanding, this shall not include illicit or illegal acts.
19.8 Any regular classroom teacher who has special education students assigned to
his/her class or classes shall have the right to be included in any meeting of such
student's case conference committee. Additionally, the regular classroom teacher
shall have the authority to request that the case conference committee be reconvened
for the purpose of revising the individual education plan of any special education
student for whom the teacher is responsible. Such revision could include the
reassignment of the student. Upon request by the administrator, teachers are
required to attend annual case reviews, provided it is within the school day and
teachers are given at least 24 hours’ notice or outside the school day if the teachers
are given at least 48 hours’ notice.
19.9 No regular classroom teacher will be required to administer medication, lift students,
carry students or perform other "related services" as that term is defined in 511 IAC 7-
17-62. The regular classroom teacher will cooperate with the special education
personnel to allow such personnel to provide "related services" in the least disruptive
19.10 The employer will use its best effort to provide each regular classroom teacher with
training opportunities concerning the curricular and grading needs of special
education students who have been assigned to a regular classroom. (Released time
may be provided to assist the teacher in the implementation of the I.E.P).
19.11 The regular classroom teacher has the authority to administer discipline to special
education students based upon the guidelines set forth in the I.E.P. in the student’s
19.12 Any teacher who is assigned a student with an I.E.P. will be provided with
appropriate support and technical assistance to implement the student’s I.E.P.
19.13 The teacher will be informed as soon as practicable when assigned a student
with an I.E.P.
19.14 All teachers of students with an I.E.P. will be provided with a copy of the I.E.P. and
modifications as it pertains to their classrooms.
19.15 Each elementary school that has an inclusion program may have one (1) teacher
aide per building for Special Education use over and above those that are provided
by the Special Education Coop. The Superintendent shall have authority to reassign
aides in the elementary schools based on building needs.
19.16 No later than September 15 of each year, a preliminary copy of the list of students,
who are enrolled in his/her classes, who have health problems that could affect the
student’s classroom performance will be made available to each teacher by placing
the list in a central location, usually the office of the school nurse. If a teacher so
requests, he/she shall be given a copy of the list.. This information is provided so
that the teacher may take it into account when preparing lesson plans. Monthly
updates of new information will be provided as necessary. The Association and its
members recognize the confidentiality of these records and agree to take all
reasonable precautions to maintain student privacy.
19.17 Teachers are required to participate in one (1) evening open house and two (2)
parent-teacher conferences, as determined by the Board per school year unless
excused by the building principal.
Article 20 - Academic Freedom
20.1 The parties seek to educate young people in the democratic tradition in which
academic freedom for teacher and student is encouraged as expressed in the Code
of Ethics of the education profession.
20.2 The discussion of subject matter which is or can be controversial is encouraged as
long as discussion continues in good taste, i.e., reflects in no detrimental way upon
any individual in the class, school or community.
20.3 Freedom of individual conscience, association and expression will be encouraged,
and fairness in procedures will be observed both to safeguard the interests of the
schools and the basic objectives of a democratic society.
Article 21 - Class Size and Teaching Load
21.1 The welfare of the pupils is the primary consideration in all school matters. Because
pupil-teacher ratio is an important aspect of an effective educational program, the
parties agree that every effort will be made to work towards reasonable class sizes.
21.2 Each full-time secondary teacher shall have a daily preparation period of no less time
than the standard class period. Each half-time secondary teacher in addition to
teaching three regular periods, shall have a daily preparation period of no less than
twenty-five continuous minutes. The preparation period shall not be an extension of
the teacher’s work day. In years when their area is adopting textbooks, department
chairs of special areas (family and consumer science, fine arts, industrial arts,
physical education and health, business, foreign language) shall each have up to ten
(10) days per year of released time to work on textbook tasks and relieve other
members of the department from teaching duties so that they will be able to
participate in the textbook review process. Additional released time may be granted
by the Superintendent as needed.
21.3 All full-time elementary and kindergarten teachers shall have planning, preparation
and/or consultation time each week of at least 325 minutes. Art, music, physical
education and library m ay be included in this preparation time. This preparation
period is not to be an extension of the teacher’s work day. Kinderten P.E. may be
reinstated at 30 minutes per week, effective for the 1996-97 school year.
The elementary curriculum coordinator who is responsible for textbook selection and
curriculum revision shall, upon request, be given up to ten (10) days per year to be
used for textbook selection and curricular activities. Additional released time may be
granted by the Superintendent as needed.
21.4 Teachers who are employed in full-time positions that are not solely full-time
secondary nor solely full-time elementary shall be provided with either a daily
preparation period of no less than fifty continuous minutes for planning, preparation,
and/or consultation time each week of at least 250 minutes. Teachers who travel will
receive twenty (20) minutes travel/setup time. Travel time is not included in
21.5 The practice of employing playground aides at the elementary schools for the
assistance to and relief of elementary teachers will continue as long as advisable and
21.6 In order to provide class sizes that are most likely to promote student learning, due
regard shall be given to the ability levels of the students who are placed in any given
21.7 Classes should be no larger than the number of work stations available.
21.8 When the possibility of injury is greater than normal, the teacher-pupil ratio should be
such that adequate supervision can be maintained.
21.9 The Board will strive to maintain and improve our special areas of music, art, physical
education, and library at each grade level in all elementary schools in keeping with
state guidelines. In keeping with the recommendations neither the library nor the
library facilities will be used to house and/or facilitate an in-school suspension
program or any other student disciplinary program.
Article 22 - Supplies
22.1 The parties recognize the importance of a continuous use of instructional equipment
and adequate teaching materials in maintaining a high level of professional
performance. Within budgetary limitations, the administration will provide fair funding
for adopted texts, supplemental supplies and instructional equipment necessary to
meet educational goals.
Article 23 - Lunch Period
23.1 Every elementary teacher shall have an uninterrupted duty-free lunch period of at
least forty (40) minutes. Every secondary teacher shall have an uninterrupted duty-
free lunch period of at least thirty (30) minutes.
23.2 Every teacher shall have one (1) hour for lunch on each Professional Development
Article 24 - Lounge
24.1 There shall be available in each school restroom and lavatory facilities for teacher use
and at least one room appropriately furnished which shall be reserved for use as a
Article 25 - Parent Conferences
25.1 Teachers, except in pressing circumstances, will be given at least one day notice of
any parent conference arranged by the administration or guidance department.
Article 26 - Orientation Meetings
26.1 A workshop will be held during the first official day of the school year. A program
involving the Association, administration and corporation related matters is planned for
all members of the staff. During new teacher orientation, the RFTA shall be allocated
time to address new teachers.
Article 27 - Field Trip Responsibility
27.1 The Board and the Association recognizes the importance of community resources
and field trips as a part of the school curriculum and will encourage teachers to use
these resources during the school insofar as possible.
27.2 The teacher of record, in agreement with the building administrator, will arrange for
supervision of any student(s) whose habitual disruptive behavior is deemed by the
teacher(s) and administrator in charge to be a threat to the well-being of the group
while off school premises.
27.3 When practical, the administration will provide a substitute teacher for a teacher who is
out of the classroom on an approved field trip and does not take all assigned classes.
Article 28 - Building Policy Committees
28.1 Each principal and building representative(s) shall jointly establish an advisory
committee for the purpose of advising the principal in the development of building
policies and providing a means of ongoing communication.
Article 29 - Student Teachers
29.1 Supervisory teachers of student teachers shall be teachers who voluntarily accept the
assignment and shall be known as a supervisory teacher. The Superintendent or
his/her designee shall announce that such positions will be available and teachers
shall indicate their availability for these assignments.
29.2 Supervisory teachers shall work directly with the university program coordinator and
assist in developing extensive opportunities for the intern teachers to observe and
practice the arts and skills of the teaching profession.
29.3 The Board agrees to provide student teachers with copies of texts, guides, and
29.4 A copy of any agreement in effect between the Board and the teacher-training
institution involved will be made available.
Article 30 - Utilization of Substitute Teachers
30.1 The Board agrees at all times to maintain an adequate list of substitute teachers. A
teacher shall notify his/her principal or designee as soon as possible of any impending
absence. Teachers shall be informed of a telephone number they may call to report
unavailability for work. Once a teacher has reported unavailability, it shall be the
responsibility of the administration to arrange for a substitute teacher.
30.2 Substitutes shall be provided for all teachers who are absent from school. In the event
that a regular teacher is used as a substitute at the request of the administrator in
charge, he/she shall receive compensation equal to his/her daily prorated salary. A
teacher who will be absent from his/her classroom shall consult the administrator in
charge so that a replacement might be secured by the administration.
30.3 A person placed on the substitute teacher list will, to the best of the Superintendent's
knowledge, be selected on the basis of professional qualifications, experience and
education. The school corporation will provide fully qualified substitute teachers
30.4 If a teacher has indicated a preference for a specific substitute on the regular list, this
preference will be honored whenever possible, except where a relationship or conflict
of financial interest is evident.
30.5 Every effort will be made to secure a substitute teacher, however, if faced with inability
to cover a regular classroom a specials teacher may be asked. This may result in a
cancellation of specials. Rescheduling make-ups will be based on review of 325
minutes weekly planning allotment.
Article 31 - Absence from Work
31.1 Teachers shall be entitled to be absent from work without loss of compensation on
account of illness or quarantine or family illness or personal business for a total of
fourteen (14) days each school year. A teacher whose contract is for less than a full
school year shall have the number of days prorated. Teachers shall be given an
accounting of their sick days and personal business days on each paycheck stub.
Teachers shall receive eleven (11) sick days and three (3) personal business days
each year. Notwithstanding the above teachers are discouraged from extending
vacation time. If the teacher is absent less than the prescribed number of days, the
remaining days are accumulative up to a maximum of 150 days, or the number of sick
leave days already accumulated as of May 31, 2011, whichever is greater.
31.2 In the event a teacher accumulated one (1) or more days of sick leave in another
Indiana school corporation before being employed in the River Forest Community
School Corporation, there shall be added for the second year and each succeeding
year of employment with the School Corporation up to three (3) days of sick leave
days until the accumulated days to which the teacher was entitled in his/her last
employment are exhausted.
31.3 When a teacher has been absent for more than four (4) consecutive days, a doctor's
certificate, certifying personal illness or illness in the immediate family, must be
submitted to the building principal.
31.4 Chronic absenteeism defined as fifteen (15) or more days of absence in any contract
year by a teacher will be subject to administrative review with the principal to
determine what further action is necessary, if any.
31.5 SICK LEAVE BANK
(A) All members of the bargaining unit are eligible to participate in the bank.
(B) To participate, a teacher must contribute one (1) sick leave day and notify the
Business Office in writing of his/her intention to participate on or before the last
school day of August. A newly hired teacher will have (10) ten work days from
the date of hire to decide whether or not he/she will participate in the program.
A person who was eligible to participate but chose not to, may participate in
subsequent years by initially contributing one sick leave day for each year that
the program has been in existence, and that he/she was eligible to participate,
to a maximum donation of ten (10) days. Initial donations that are required for
participation shall be required regardless of whether the balance of days in the
bank has reached six hundred or more days. Participation in the bank shall
remain in force until the participating teacher withdraws from the program in
writing. In the event a teacher withdraws from the sick leave bank, there shall
be no refund of any days contributed to the bank by that teacher. Any unused
days shall be carried into the following year.
(C) In order to qualify for Sick Leave Bank benefits, a participant must exhaust all of
his/her accrued sick leave or have been absent because of personal or family
illness for 25 days, whichever occurs later. A participant may withdraw days
from the Bank for illness or injury to himself/herself or a member of his/her
immediate family. Sick Leave Bank days may not be used for reasons other
than those set forth in this Paragraph C.
(D) Retiring teachers may donate accrued sick days in excess of severance
allowance to the Sick Leave Bank.
(E) When the days in the bank drop below 100 days, each member shall be
assessed (1) one day.
(F) A contribution to the Sick Leave Bank will not be required to maintain
membership when the number of banked days equals or exceeds 600.
(G) The administration shall provide each new teacher with a sick leave bank
(H) Withdrawals from the sick leave bank will be in accord with the following table:
YEARS IN RFCS MAXIMUM NO. OF DAYS GRANTED
9 – 12 40
13 – 16 50
17 – 20 60
over 20 80
In the event that a participant uses the Sick Leave bank in consecutive years, each
consecutive year of use shall result in the number of days for which the participant is eligible
being reduced to the next lower classification. No participant’s eligibility will be reduced to
less than twenty (20) days. Once the participant completes a full school year without using
the Sick Leave Bank, his/her eligibility will again be commensurate with his/her years of
service in the River Forest Community School Corporation.
(I) A teacher on leave due to pregnancy will be eligible to make withdrawals,
subject to membership requirements set forth above, ONLY TO THE EXTENT THAT
HER PHYSICIAN CERTIFIES THAT SHE IS SICK OR DISABLED OR TO CARE FOR A SICK
OR DISABLED NEWBORN.
(J) Teachers on a leave of absence will not be eligible to make withdrawals during
the time which they are on leave.
2. On or before September 5th. of each school year, the employer will provide the President
of the Association with a list of current bank participants and the balance of days in the
bank. Additionally, the President of the Association shall be notified in writing of each
newly hired bargaining unit member who elects to participate in the bank and whose
name does not appear on the annual list of participants.
3. The President of the Association will annually receive a written statement of the number
of days credited, used, and remaining as a balance at the close of each school year.
Article 32 - Bereavement Leave
32.1 A teacher shall be entitled to be absent from work without loss of compensation for a
period extending not more than seven (7) consecutive calendar days immediately
after the date of the death of the teacher's husband, wife, child, parent, grandparent,
grandchild, brother, sister, father-in-law, mother-in-law, son-in-law, daughter-in-law, or
person living in the same home as part of the family. These days will not be deducted
from the accumulated sick leave.
32.2 A teacher shall be entitled to be absent from work for one day without loss of
compensation (not deducted from sick days) for attendance at the funeral of a relative
or personal friend not listed in Section 34.1. In the event the funeral for which such
leave is granted takes place more than two hundred (200) miles from the River Forest
Community School Corporation, an additional day of leave shall be granted upon
32.3 Additional days (deducted from sick days) may be granted at the discretion of the
Superintendent for another relationship or in very unusual circumstances.
32.4 In the event of the death of a faculty member, it is anticipated that some of the
teachers from the deceased teacher's building as well as the Association president
will attend the funeral service without loss of pay or accumulated leave days. After
consulting with the Association and the Superintendent, the principals shall make the
Article 33 - Sabbatical Leave
33.1 Purpose: The purpose of a sabbatical leave is to enrich the teacher both academically
and personally. Academically, the leave should awaken the teacher to new trends not
only in his/her field but also in the area of education, thus giving him/her a perspective
into new educational issues and answers. Personally, the teacher should be
benefited, thereby lifting the general efficiency and morale of the school system.
a. Any teacher who has satisfactorily completed six (6) consecutive years of
teaching in the system may apply for sabbatical leave.
b. A teacher on leave will be expected to enroll as a full-time student carrying a full
load at an accredited institution.
c. Plans for study and/or travel should be submitted to the Superintendent who will
then decide with the Board whether or not the application will be granted.
d. Application for sabbatical leave must be made before March 15 the year preceding
the year for which the leave is to be granted. Decisions as to whether the leave is
granted will be made by the Board on the recommendation of the Superintendent by
e. The teacher on sabbatical leave must agree to return to service for one full year in
the River Forest Community Schools; otherwise the salary paid to him/her during
the leave shall become due and immediately payable to the school corporation plus
6% interest. Exceptions to this are as follows:
(1) The teacher on sabbatical leave becomes permanently disabled while on leave.
(2) In case of the death of the teacher on leave.
a. Sabbatical leave shall not be granted for less than one school year.
b. The number of teachers on leave in any given school year shall not exceed 1% of
the teachers; however, when no teacher was granted a sabbatical leave during
the previous year, two teachers may be granted a sabbatical leave for that year.
c. A teacher may re-apply for another sabbatical after seven (7) years of full
employment following the sabbatical.
d. A teacher on leave shall not engage in remunerative operations except where an
assistantship or fellowship is offered which would give the teacher added
experience and/or knowledge in his/her field. For an exception to be granted to
this policy, permission must be received from the Superintendent in writing.
a. A teacher on sabbatical leave shall receive one-half (1/2) of the salary he/she
would have received if he/she had remained on active duty.
b. The required deductions from the salary will continue while the teacher is on
c. Status as to tenure, regular salary increments, and position on the seniority list
shall not be impaired while the teacher is on sabbatical leave.
33.5 Report: Within thirty (30) days after a return from leave, the teacher is expected to
submit a report and a transcript to the Superintendent concerning the manner in
which the leave was used.
Article 34 - Leave of Absence
34.1 The Board may grant a leave of absence upon proper application through the
Superintendent. Such leave may include but may not necessarily be limited to
pregnancy and maternity, health, study, service in the armed forces, and taking
advantage of a fellowship. A given leave will not be granted for more than one year.
It is understood that partial leaves of less than one school year may be granted. A
teacher returning from leave shall be assigned as though he/she had been teaching in
his/her last assignment during the period of the leave. (Seniority does not accrue
while on unpaid leave. See Section 14.2)
34.2 A teacher on leave should inform the Superintendent in writing not later than March 1
of the year on leave of his/her intention to return for the following school year. If the
teacher on leave fails to notify the Superintendent by March 1, the Board shall, by
registered or certified mail or by telegram, request of the teacher that such notice be
given. If the Board's letter is returned marked "no forwarding address" of if the
teacher fails to give such notice by April 1, the teacher shall be considered to have
resigned and the position shall be deemed an open position.
34.3 Each teacher taking leave shall, on or before the date the leave becomes effective,
indicate whether he/she wants to continue insurance coverage under the group
insurance programs. A teacher on an approved unpaid full school year's leave of
absence, for reasons other than maternity, may continue these insurance benefits
while on leave by arranging to pay the total cost of the premiums through the School
Corporation. Premiums must be paid monthly prior to the first day of the month.
(Coverage which is terminated for lack of payment cannot be renewed until the
beginning of the next school year.) A teacher on an approved unpaid leave for less
than a full school year but in excess of twenty (20) work days, for reasons other than
maternity, may continue for the duration of such leave participation in these group
insurance programs by arranging to pay the appropriate prorated cost of the
premiums (184:365) through the School Corporation. Computation of the appropriate
cost figures shall take into account the number of earned benefit days as follows:
365 benefit days / 184 work days = 1.984 benefit days earned each work day
A teacher who completes 160 paid days or more in a given school year and a teacher
on sabbatical leave shall be eligible for normal insurance benefits.
If the teacher is on Maternity Leave, the employer shall continue its contribution for
insurance premiums as if the teacher were actively at work.
34.4 Insurance benefits will continue in effect until October 1 for any teacher who
completes 160 paid days or more in a given school year even if employment is
terminated prior to October 1.
34.5 River Forest Community School Corporation will adjust practices to adhere to the
provisions of the Family and Medical Leave Act of 1993 and such shall be made a
part of this Master Contract.
Article 35 - Military Service
35.1 If a teacher in good standing volunteers for military service or is ordered or drafted to
active military duty or governmental service of any kind in the interest of national
defense, then that employee is eligible for leave of absence without prejudice to
his/her status in the school system.
35.2 A teacher serving with the armed forces or cooperating auxiliary branches shall upon
honorable discharge or separation be readmitted to teaching in a position comparable
to the one surrendered by the teacher when he/she left the school system. A veteran
is expected to make application for his/her former position within sixty (60) days after
his/her discharge or separation from service.
35.3 In the event that the veteran's former position is filled and an identical position is not
available, the veteran will be placed in a temporary position until a satisfactory
adjustment can be made.
35.4 Voluntary reenlistment into military service terminates the leave.
35.5 A teacher serving the country as a military reservist shall be compensated at full pay
for a maximum of fifteen (15) days he/she is in such service and shall not lose any
benefits received as an employee and shall not have sick or personal business days
deducted due to his/her absence from the classroom. Any service shall be without
prejudice to his/her status in the school system. The teacher shall try to notify the
Superintendent thirty (30) days prior to the duty.
Article 36 - Absenteeism
36.1 Teacher absence from school is necessary at times. Absenteeism shall be held to a
minimum so that the instructional program can be carried on in the best possible
manner. Chronic absenteeism as defined in Article 31.4 that affects teacher
effectiveness and student performance may impact teacher evaluation.
36.2 Recognizing that absence and leave laws are provided for the protection and interest
of teachers for specific needs, the River Forest Teachers' Association will encourage
all teachers to abide by the intent and purposes of such laws.
Article 37 - Professional Conferences
37.1 Teachers wishing to attend professional meetings should make request to the building
principal for attending the meeting at least one week before the meeting date(s). If the
request is granted by the building principal and the superintendent, a teacher may
attend the meeting without loss of pay or sick leave benefits. The workshop should
normally be related to the current teaching or extra-curricular assignment. On a
week's prior notice and administrative approval, the teacher may be entitled to attend a
professional workshop or a one day's visit per school year for the purpose of visiting
other schools, industry, or business related to the teaching assignment. On meetings
that have been approved through the proper channels, teachers may receive the IRS
rate per mile travel expense figured from the Central Office. As part of the procedure
for documentation of expenses, itemized receipts are required for reimbursement.
Itemized restaurant receipts are required. The teacher will receive forty dollars ($40)
per day for meals or a maximum of one hundred fifty dollars ($150) per day for room
and meals combined. Registration fees will not be counted as per diem expenses,
however, they shall be reimbursed as a part of the total amount reimbursed.
37.2 The mileage rate shall be as follows: The IRS rate per mile if by auto. Transportation
other than by auto for distances over 500 miles should be discussed with the building
principal at the time of application and approval. Coach rates on planes, trains, and
buses will prevail. It is further understood that this does not include the two teacher's
conference days, except for a national conference. Teachers planning to apply for
professional conferences should refer to the Professional Conference Guidelines. (See
37.3 Professional conferences will be budgeted annually in the amount equal to forty
percent (40%) of the current base salary as of August of each school year. Of this
amount, ten percent (10%) of the total budgeted amount is to be used for athletic
conferences only. All teachers are encouraged to be involved in the professional
organizations of their teaching areas and to share that information with their
colleagues. All teachers attending professional conferences during this school year
which are reimbursed by the corporation will submit written reports to principals using
the Report on Professional Conference Leave form in Appendix C including goals and
objectives offered by the conference and knowledge gained.
In addition, all teachers attending conferences which last three (3) days will give an
oral report at a building staff meeting. All teachers attending professional conferences
which last four (4) to five (5) days or more will give a brief oral report to the Board of
School Trustees at a public meeting.
37.4 Conference reimbursement:
a. Reimbursement per individual not to exceed 10% of total budget funds available per
professional conference budget year.
b. Only those conference expenses which are not reimbursed by other sources or
agencies are reimbursable.
c. Professional leaves for personal gain such as credits and vacations shall not be
d. Days for a professional leave should be consecutive in order to be reimbursed.
e. Reimbursement of conference expenses will be made as per the Professional
Conference Guidelines. (See Appendix B)
Article 38 - Compensation
38.1 Teacher's salaries for the school year shall be computed according to the salary
schedule in Appendix D. Teachers' compensation for the school year for extra duties
and responsibilities shall be computed according to the schedule printed in Appendix F
and entitled Extra-Curricular Addendum Schedule. Teachers' salaries shall be
computed according to the the index found in Appendix E listed under Compensation
In addition to the salaries set forth in Appendices D and E, the school corporation shall
pay directly to the Indiana State Teachers' Retirement Fund (ISTRF) the teachers'
three percent (3%) contribution to the Fund.
38.2 Basic salaries for teachers shall be paid in twenty-six (26) pays.
38.3 The summer school salary schedule shall be based upon the regular salary schedule
of the current calendar year. The hourly rate to be paid for a teacher's service shall be
computed in the following manner:
Daily rate / 6 = hourly rate
38.4 The hourly rate of compensation received by teachers for teaching adult education
classes under control of the Indiana Department of Education shall be based upon the
regular salary schedule.
38.5 Teachers employed shall be allowed a maximum of ten (10) years prior public school
38.6 Any teacher who anticipates a change in salary schedule category shall notify the
Superintendent by August 1 and furnish proof by November 1. Any teacher who
anticipates a change in salary schedule category for the second semester shall notify
the Superintendent by December 1 and furnish proof by March 1.
38.7 Salary schedule requirements:
a. BS + 15 - teachers possessing a Baccalaureate degree from an accredited college
or university and holding a valid teaching certificate plus fifteen (15) semester hours
of advanced graduate credit.
b. MS - teachers possessing a Master's degree from an accredited college or
university and holding a valid teaching certificate.
c. MS + 15 - teachers possessing a Master's degree from an accredited college or
university and holding a valid teaching certificate plus fifteen (15) semester hours of
advanced graduate credit, or, in exceptional cases, undergraduate credit which has
been approved by the Superintendent in advance.
d. MS + 30 - teachers possessing a Master's degree from an accredited college or
university and holding a valid teaching certificate plus thirty (30) semester hours of
advanced graduate credit, or, in exceptional cases, undergraduate credit which has
been approved by the Superintendent in advance.
e. ED/PH - teachers possessing an Ed.S. or Ed.D. or Ph.D. degree in addition to part
"d" of this section.
38.8 River Forest Community School Corporation teachers employed and possessing an
MS degree prior to September, 1971, shall qualify under the previous formula
a. MS + 15 - teachers possessing a Master's degree from an accredited college or
university and holding a valid teaching certificate with forty-five (45) semester
hours of advanced graduate credit above the Baccalaureate degree.
b. MS + 30 - teachers possessing a Master's degree from an accredited college or
university and holding a valid teaching certificate with sixty (60) semester hours of
advanced graduate credit above the Baccalaureate degree.
38.9 Jury Duty: A leave of absence without loss of pay or other leave days shall be granted
for jury duty. The teacher shall be paid the difference between his/her regular contract
salary and the amount paid to him/her as compensation for such jury duty.
38.10 Homebound teachers: The rate of pay to homebound teachers is their hourly contract
amount as per Article 40.3. Payment will be made at the end of every grading period
on the next scheduled pay date as per the completed time card(s). The assignment of
homebound teachers shall be limited to an average of five hours per week per
38.11 Multi-site assignment: A teacher who is assigned to more than one school site (Henry
S. Evans, John I. Meister, River Forest Complex) during a given regular school day
(not including extra-curricular assignments) shall receive the IRS rate per mile for
travel. Appropriate forms must be submitted to the Superintendent's office five (5)
days prior to the last day of the school year.
38.12 Compensation: A career increment of four hundred ($400) dollars will be added to
each individual teacher's contract who has Master's degree and twenty-seven (27)
years of experience with ten (10) years of experience with the River Forest Community
38.13 Extra-curricular compensation: Teachers who serve in an extra-curricular position
shall be paid according to the Extra-Curricular Addendum Schedule found in the
All salaries include times before school officially opens, during times when school is
closed for vacations and any other times that school is not in session. A teacher who
fails to fulfill all of the responsibilities appropriate to his/her job description, associated
with any extra-curricular position, fulfills only a portion of those responsibilities with
another teacher shall have his/her pay adjusted accordingly. Whenever this paragraph
is implemented, notice shall be given to the Association.
This extra-curricular schedule is the product of a good faith effort by the parties to
assess the time and responsibility required for each extra-curricular position. It is
recognized by the parties, contractual agreements with individual teachers
notwithstanding, that, depending upon student interest and budgetary considerations,
some of the positions may not be filled in any given school year. Representatives of
the Association may confer with the principal and/or Superintendent and make
recommendations about the needs of the extra-curricular program; however, the
assignment of personnel to extra-curricular positions shall be the exclusive
responsibility of the principal and/or Superintendent.
The principal and/or Superintendent shall assign personnel to extra-curricular positions
without regard to race, creed, national origin or sex. Insofar as possible all
assignments to extra-curricular positions shall be on a voluntary basis only.
This schedule will be reviewed by the Board and the Association through the
negotiating process annually in an effort to re-evaluate the time and responsibility
required for each extra-curricular position.
Notice will be given to the Association by the Superintendent of any increase or
decrease in the number of positions to be filled in the Extra-Curricular Addendum
38.14 Teachers who are to be compensated for extra-curricular positions will be paid
according to the following schedule:
a. Year-around extra-curricular positions
Option 1. Teachers may be paid in twenty-six (26) payments according to the basic
salary options they have selected.
Option 2. Teachers may receive payment with the end of school year regular
payment for the total amount.
b. Partial school year extra-curricular positions
Option 1. Teachers may be compensated 50% of extra-curricular amount at
midpoint of the season as determined by beginning and ending date as certified by
the Indiana High School Athletic Association or at midpoint date of first scheduled
activity and last scheduled activity. This payment will be received on the next
scheduled pay date following the midpoint. The remaining 50% would be paid on
the regular scheduled pay date following the end of the season or last scheduled
Option 2. Teachers may be compensated in the amount of 100% on the regular
scheduled pay date following the end of the season or last scheduled activity.
c. Fall sports that commence prior to the beginning of the school year.
Option 1. Teachers may be compensated 50% of the extra-curricular salary at the
one-third point of the season with the balance being paid on the next regular
scheduled pay date at the end of the season or last scheduled activity. The first half
of the extra-curricular salary shall be paid in the last scheduled payroll in August if
the teacher has ten work days scheduled prior to that payday.
Option 2. Teachers may be compensated 100% on the next regular scheduled pay
date at the end of the season or last scheduled activity. The teacher shall indicate
the option selected on the form provided by the office of the Superintendent.
38.15 It is recognized by both parties that the duties of a teacher during a normal school
year entail many activities outside the normal work day. Secondary faculty meetings
and departmental meetings (other than those necessary in conjunction with Advanced
Ed) may include two (2) building-wide faculty meetings per month, if needed.
Whenever possible, elementary faculty meetings will be held during the regular work
day. Meetings are not to extend beyond 45 minutes per meeting.
38.16 Section 125 Provisions: The benefits provided to employees by the provisions of
Section 125 of the U.S. Internal Revenue Code (Flexible Benefit Plan) shall be
provided and made available by the Board through a plan approved by the Insurance
Committee of the Association.
An amount of salary may be set aside by the employee for the selection of non-taxable
benefits in accordance with and under Section 125 of the Internal Revenue Code. Any
subsequent changes in the plan design, as well as changes required by law, shall be
by agreement of the parties to this collective bargaining agreement. All fees shall be
paid by the participants.
The amount paid to the Indiana State Teachers' Retirement Fund (ISTRF) for each
teacher who participates in Section 125 shall be based on the employee's gross
earnings before the Section 125 deductions are made and shall not cause such
teacher's ISTRF contributions to be reduced as a result of participation in Section 125.
38.17 Extended Contracts: In addition to their basic salaries, persons who hold the
positions listed below shall be issued extended contracts with additional compensation
at their regular daily rate as per Article 40.3 for each extra day of work:
Guidance Counselor(s) grades 7, 8, 9: (199 days)
2 weeks prior to school opening
1 week following school closing
Guidance Counselor(s) grades 10, 11, 12: (204 days)
2 weeks prior to school opening
2 weeks following school closing
Media Specialist grades 7-12: (194 days)
1 week prior to school opening
1 week following school closing
Librarian(s) Elementary: (194 days)
1 week prior to school opening
1 week following school closing
Athletic Director grades 6 - 12 (204 days)
(1) Maximum of ten (10) practice days prior to July 4th parade at three (3) hours per
day at professional hourly rate as per Article 40.3.
(2) Regular professional hourly rate as per Article 40.3 for the following parades:
July 4th parade
Labor Day parade
Extended season contracts for all coaches, the normal weekly extracurricular pay.
38.18 Department chairpersons , elementary curriculum coordinators and teachers in
departments that have adopted a new textbook, may request extended curriculum
development contracts. Such contracts when approved, shall contain a statement of
the duration of the contract and the rate of pay shall be twenty dollars ($20.00) per
38.19 Teachers who wish to revise or develop curriculum may request or be offered
extended curriculum development contracts. Such contracts when approved, shall
contain a statement of the duration of the contract and the rate of pay shall be twenty
dollars ($20.00) per hour.
Article 39 - Required Payroll Deductions
39.1 Social Security, Indiana Teachers' Retirement, Federal Income Tax, and Indiana State
Tax shall be withheld from teacher's pay.
Article 40 - Insurance Benefits
40.1 (1) Health, Dental and Vision Insurance: On or before October 1st , a newly hired
teacher shall, by signing the appropriate forms and payroll deduction cards, indicate
which of the following options she/he chooses to exercise (New teachers hired after
October 1st shall have thirty (30) calendar days to choose one of the following options):
1. Health insurance only, either family or single plan;
2. Health insurance single plan, along with Dental and Vision family plan;
3. Health insurance family plan, along with Dental and Vision family plan;
4. Health insurance family plan, along with Dental and Vision single plan;
5. No health, dental or vision. (effectively by failing to opt one of the above options
by the time lines addressed above, the teacher will have opted no plan)
(2) The teacher may participate in the family group health insurance, dental plan, and
vision care plan, in which case the Board shall pay the full cost of the dental plan
and the vision care plan and 80% of the cost of the family health insurance plan,
(3) The teacher may indicate that he/she does not choose to participate in either the
health, dental or vision, or fail to opt in within the timelines addressed above.
Teachers who do not opt into an insurance plan will only be able to enroll in the
future under a Health Insurance Portability and Accountability Act of 1996 (HIPPA)
event. In the event that a teacher is unsure as to what constitutes an event, a
website of resource to review qualifying events can be found at (www.hhs.gov).
(4) The Health insurance plan shall contain an out of pocket maximum with a limit of
One Thousand and 00/100 Dollars ($1,000) per insured or Two Thousand and
00/100 Dollars ($2,000) per family, per calendar year. The limit refers to the
amount of covered charges, subject to co-insurance, that an insured person must
accrue before benefits increase to 100% of covered charges for the remainder of
the calendar year. The out-of-pocket maximum does not include co-pays or
(5) Members are to refer to the Anthem website (www.anthem.com) for details of
benefits related to the Health, Dental, Vision or prescription card.
40.2 Life Insurance: The Board will provide life insurance for each teacher in the amount of
$75,000. The Board will also provide $5,000 life insurance for the spouse of each
teacher and $3,000 life insurance for each dependent child of a teacher. A dependent
child for the purpose of this section would be a child dependent under the definition of
the Internal Revenue Service. The Board will pay 100% of this insurance plan for the
40.3 Disability Insurance Program: A disability insurance program shall be provided to each
teacher by the Board. The Board will pay the total cost of the program. The disability
plan will provide the following benefits::
a. 60% of monthly earnings after 60 consecutive days of disability.
b. Current maximum monthly benefit is Seven Thousand and 00/100 Dollars ($7,000)
c. Current minimum monthly benefit is One Hundred and 00/100 Dollars ($100)
40.4 Insurance fringe benefits will continue in effect until October 1 for any teacher who
completes a full year even if employment is terminated prior to October 1.
40.5 The Association agrees that the Employer shall have the right to distribute whatever
information concerning insurance premiums it deems appropriate, or, at the
Employer's discretion, the Superintendent or his/her designee shall have the right to
appear before an assembly of the River Forest Teachers' Association general
membership to explain the cost of insurance premiums.
40.6 A teacher who elects early retirement according to the "Rule of 85: (Age + Service =
85; minimum age of 55) or at age 60 or older with the minimum service of 15 years,
shall receive from the Employer, without cost to the retired teacher, full coverage in the
single group health and dental plan. Notice of intent to exercise this option shall be
given prior to the end of the school year.
This coverage shall continue to be provided by the employer until:
1. The retired teacher accepts other employment where insurance is provided ;
2. The retired teacher reaches his/her retirement age as defined by medicare; or
3. The retired teacher dies.
Employees who retire may continue to receive the single group health and dental plan
by paying 20% of the cost of the premium with the employer paying the remaining,
A retiring teacher who receives benefits under this provision may continue the family
coverage by paying the difference between the family premium and the single
40.7 An Employee Benefits Committee will be established as of 01/01/05 for the purpose of
reviewing the employees’ health benefit plan and establishing annual premiums.
Representatives appointed by the teachers to serve on the Employees Benefits
Committee will have the right to vote on behalf of their membership to establish
premium rates. There will be five teacher representatives on the Employee Benefits
Committee. All employee groups will be entitled to a minimum of one representative
on the Employee Benefits Committee.
Total membership of the Committee is eleven (11) members representing all River
Forest Community School Corporation employee group members who are eligible for
the employee health plan.
40.8 EARLY RETIREMENT INCENTIVE PLAN
A. Beginning with the 1995-1996 school year a voluntary Early Retirement Incentive
Plan is established for teachers with at least thirty (30) years of service, of which
Fifteen (15) years being in continuous service in the employment of the River
Forest Community School Corporation immediately prior to electing the benefits
provided by the incentive plan. This plan is available to those school teachers who
do not qualify for the RULE OF 85.
B. The Board will pay any teacher who qualifies for this incentive an annual amount
equal to Thirty (30%) Percent of the bachelors/0 salary at the time of retirement for
a period of five (5) YEARS. Payments will be made once each year in the 1st pay
period in January and such payment shall be placed in a 401a account in the
teacher’s name. Additionally, the teacher will receive severance benefits as set
forth in article 45.1.
1. In the event of the death of a teacher who has given proper notification of
retirement, but has not yet been given all payments to which he/she was
entitled the remaining payments will be made to the estate of the teacher.
C. All retirement must begin at the beginning of the school year with notification in
writing of early retirement being given to the Superintendent no later than May 1st,
of the previous school year, except in case of serious illness or disability in which
case an appeal may be made through the Superintendent to the Board of Trustees.
D. If a teacher so chooses he/she may continue until age Sixty-five (65) to participate
in a group health insurance program available to other teachers by paying the
monthly premium in advance to the office of the Superintendent. The type of
classification of insurance (single/or family coverage) shall remain the same as
when the teacher retired, except that at the request of the teacher family coverage
may be changed to single coverage. However, single coverage may not be
changed to family coverage. The surviving spouse of the retiree may continue to
participate as a single member in the group health insurance plan. However, if the
carrier refuses to insure a surviving spouse, the Board will be under no obligation
to provide insurance.
E. At the request of the teacher, the Board will pay the premium of the health
insurance and reduce the annual premium, should it exceed the annual early
retirement incentive payment, by an amount equal to the annual premium cost.
The purpose of this provision is to reduce the tax obligation of the retiree. If the
annual premium should exceed the annual early retirement incentive payment, the
retired teacher shall pay to the Office of the Superintendent the yearly difference
between the annual premium and the early retirement incentive payment by the
anniversary date, currently February 1st.
F. If the teacher so chooses, he/she may continue life insurance coverage until age
sixty-five (65) by paying the annual premium in advance to the office of the
G. A contractual agreement will be made between the retiree and the school
corporation. This agreement will include the benefits, schedule of payments, and
the continuation of insurance as set forth in this Article if such election is made.
H. If a teacher plans to retire, they must notify the Superintendent in writing of their
retirement plan on or before May 1st of the present year of employment. Upon
notification on or before May 1st, the teacher will be entitled to a one time deposit of
five hundred dollars ($500.00) in their 401(a) annuity retirement account.
40.9 The contract maximum for health insurance coverage shall be $5,000,000.00 per
Article 41 - Optional Payroll Deductions
41.1 On or before September 1 of each school year, each teacher shall sign the appropriate
health and dental insurance forms and/or payroll deduction cards in accordance with
Section 40.1 of this Agreement.
41.2 Credit Union. The school employee's credit union is available to all school employees.
One may become a member by making a five ($5) dollar deposit plus a twenty-five
($0.25) cent membership fee and filling out the proper forms and submitting it to the
credit union office. For further information, notify the school office.
41.3 Tax Sheltered Annuity (TSA): This program is available as provided under the Internal
Revenue Service regulations and federal law governing the type of program and
amount of deduction. Adjustments to annuities may be made in September provided
the request is submitted to the business office prior to August 1; adjustments to
annuities may also be made in January provided the request is submitted to the
business office prior to December 1. A teacher new to the River Forest system who
elects to participate in an annuity program must select from the current TSA company
list that is available to all employees, upon request, from the Central Office. If the new
teacher presents documentation that he/she would be charged a surrender fee to roll
over an annuity program established during previous employment, the teacher may
continue the previously established annuity or may select from the current TSA
41.4 Association Membership Dues. Association membership dues shall be deducted on a
continuing basis from the paychecks of a teacher who so requests by completing the
41.5 Fair Share Fee. The fair share fee shall be deducted on a continuing basis from the
paychecks of a teacher who so requests by completing the appropriate form.
41.6 Political Action Contribution (PAC).
Article 42 - Resignations
42.1 Written letters of resignation are required from all teachers who desire to resign their
positions as regular employees of the Board. All such letters should be addressed to
the Superintendent. Resignation from paid extra assignments shall be in writing
addressed to the Superintendent. Except in emergency situations, the resigning teacher
should give as much advance notice of his/her intentions to the Superintendent as
Article 43 - Severance Pay Schedule
The terms of Article 43 are subject to the terms of the Memorandum of Understanding
(MOU) RE: Severance Pay that is in Appendix K of this collective bargaining agreement. It is
the intent of the parties that the terms of this Article, Article 43, will be replaced by new
terms that are developed in accord with the MOU RE: Severance Pay.
In lieu of severance benefits formerly payable under this Article, the Employer shall
contribute an actuarially determined amount on behalf of each employee to whom, on June
30, 2001, it had a liability to pay severance, into the new ISTA Financial Services
Corporation/MetLife Retirement Savings Plan described in Article 46 of this collective
bargaining agreement. An employee who is entitled to this payment shall become
immediately vested in his/her 401(a) account.
Article 44: - Retirement Savings Plan
44.1 Each employee shall have the option of investing in the 403(b) plan up to the maximum
allowable under Federal law. Effective April 1, 2003, the employer shall contribute 2%
of each employee’s salary to a 401(a) account.
44.2 The employer shall deposit the contributions set forth in Paragraph 46.1, above, for
each employee into an individual account for the employee in the program sponsored
by the plan administrator. Such deposits will be made on a monthly basis.
44.3 The current vendor for this program is ING. The vendor may only be changed by the
written agreement of the parties to this collective bargaining agreement.
44.4 School employees will have the option of continuing to invest their dollars in tax-
deferred annuities for which money is already being deducted from the employee's
salary, if any, or the tax-deferred annuity program offered by the current vendor as the
sole administrator of the employer contributions.
44.5 The employer’s 401(a) contributions shall begin during the first month of employment
for each new employee and shall continue to accrue in that employee’s account. If an
employee dies during his/her first five years of service in the River Forest Community
School Corporation, his/her 401(a) account shall become the property of his/her estate.
If, for any other reason, an employee leaves prior to completing five (5) years of service
to the River Forest Community Schools, the amounts in the account shall be forfeited
into a forfeiture account to be administrated by the current vendor. Upon completion of
the fifth year of employment all assets of his/her 401(a) account become vested to the
Article 45 - Loss of time Without Compensation
45.1 In case a teacher resigns or is deceased, the teacher or his/her estate shall be entitled
to receive the proportionate part of the total salary that he/she has earned; namely
1/184th part of the total contract amount for each day taught.
45.2 In case a teacher shall have been absent because of illness for more than the total of
his/her accumulated sick leave, the amount to be deducted from his/her pay shall be
1/184th part of his/her total contract amount for each day that he/she is absent in
excess of his/her accumulated sick leave.
Article 46 - Tuberculosis Examination
46.1 If the school corporation requires a tuberculosis examination, the school corporation
shall pay the cost of such testing and examination.
Article 47 - Workers' Compensation
47.1 Any employee who is injured in the line of duty shall receive such compensation and
expenses as are prescribed by the Worker's Compensation Law of the State of Indiana.
The Board will pay the difference between worker's compensation and regular salary
prorated on their daily rate and this will not be deducted from accumulated sick leave.
This benefit will be limited to the qualifying period of two (2) consecutive months of
disability which is prerequisite to the disability benefits provided by Article 42.3.
Article 48 - Calendar
48.1 The total number of teacher work days in a school year shall be one hundred eighty-
48.2Representatives of the Association shall be afforded the opportunity to confer on the
school calendar and make recommendations to the administration on or before the third
(3rd) Friday in November of each school year. The Board will adopt the school calendar
during the month of January and it shall be incorporated into this Agreement and made
a part thereof.
48.3 In addition to one day reserved for staff development activities, teachers will be
provided the following days without students, for organizational meetings and
(1) the first teacher day (a minimum of one-half day for preparation);
(2) the second half of the last student day of the first and second semesters; and
(3) the last day of the scheduled school year.
Article 49 - Effect of Agreement
49.1 The parties mutually agree that the terms and conditions set forth in this Agreement
represent the full and complete understanding and commitment between the parties
hereto, which may be altered, changed, added to, deleted from, or modified only
through the voluntary, mutual consent of the parties in an amendment hereto.
49.2 Should any article, section, or clause of this Agreement be declared illegal by a court of
competent jurisdiction, said article, section or clause, as the case may be, shall be
automatically deleted from this Agreement to the extent that it violates the law, but the
remaining articles, sections, and clauses shall remain in full force and effect for the
duration of the Agreement, if not affected by the deleted article, section, or clause.
During the life of this Agreement, the parties will meet and will approve whatever
changes may be necessary in any of the provisions of this Agreement.
49.3 All regular contracts between the Board and an individual teacher shall be expressly
subject to the terms and conditions of this Agreement.
49.4 The Association affirms that neither the Association nor any of its agents will assist in
or participate in any strike against the River Forest Community School Corporation for
the duration of this Agreement.
Article 50 - Term of Agreement
50.1 This term of this Agreement is January 1, 2011 through June 30, 2013.
Through June 30, 2012, the 2010-11 Salary Schedule remains unchanged and the
increment remains viable.
Teachers will receive a 1% stipend in a separate check by December 2011 covering the
period of time worked from July 1, 2011 to June 30, 2012.
July 1, 2012 through June 30, 2013 – Salary Schedule and increment viability to be
determined by a contract opener.
50.2 This Agreement is so attested by the parties whose signatures appear below.
RIVER FOREST COMMUNITY SCHOOL RIVER FOREST TEACHERS
CORPORATION BOARD OF SCHOOL ASSOCIATION
Member Membership Secretary
Negotiating Committee: Negotiating Committee:
CODE OF ETHICS OF THE EDUCATION PROFESSION
Adopted by the 1975 Representative Assembly
The educator, believing in the worth and dignity of each human being recognizes the supreme importance of
the pursuit of the truth, devotion to excellence, and the nurture of democratic principles. Essential to these
goals is the protection of freedom to learn and to teach and the guarantee of equal educational opportunity for
all. The educator accepts the responsibility to adhere to the highest ethical standards.
The educator recognizes the magnitude of the responsibility inherent in the teaching process. The desire for
the respect and confidence of one's colleagues, of students, of parents, and of the members of the community
provides the incentive to attain and main the highest possible degree of ethical conduct. The Code of Ethics of
the Education Profession indicates the aspiration of all educators and provides standards by which to judge
The remedies specified by the NEA and/or its affiliates for the violation of any provision of the Code shall be
exclusive and no such provision shall be enforceable in any form other than one specifically designated by the
NEA or its affiliates.
Commitment to the Student
The educator strives to help each student realize his or her potential as a worthy and effective member of
society. The educator therefore works to stimulate the spirit of inquiry, the acquisition of knowledge and
understanding, and the thoughtful formulation of worthy goals.
In fulfillment of the obligation to the student, the educator --
1. shall not unreasonably restrain the student from independent action in the pursuit of learning.
2. shall not unreasonably deny the student access to varying points of view.
3. shall not deliberately suppress or distort subject matter relevant to the student`s progress.
4. shall make reasonable effort to protect the student from conditions harmful to learning or to health and
5. shall not intentionally expose the student to embarrassment or disparagement.
6. shall not on the basis of race, color, creed, sex, national origin, marital status, political or religious beliefs,
family, social or cultural background, or sexual orientation, unfairly:
a. exclude any student from participation in any program.
b. deny benefits to any student.
c. grant any advantage to any student.
7. shall not use professional relationships with students for private advantage.
8. shall not disclose information about students obtained in the course of professional service, unless
disclosure serves a compelling professional purpose or is required by law.
Commitment to the Profession
The education profession is vested by the public with a trust and responsibility requiring the highest ideals of
In the belief that the quality of the services of the education profession directly influences the nation and its
citizens, the educator shall exert every effort to raise professional standards, to promote a climate that
encourages the exercise of professional judgment, to achieve conditions which attract persons worthy of the
trust to careers in education, and to assist in preventing the practice of the profession by unqualified persons.
In fulfillment of the obligation to the profession, the educator:
1. shall not in an application for a professional position deliberately make a false statement or fail to disclose a
material fact related to competency and qualifications.
2. shall not misrepresent his/her professional qualifications.
3. shall not assist any entry into the profession of a person known to be unqualified in respect to character,
education, or other relevant attributes.
4. shall not knowingly make a false statement concerning the qualifications of a candidate for a professional
5. shall not assist a non-educator in the authorized practice of teaching.
6. shall not disclose information about colleagues obtained in the course of professional service unless
disclosure serves a compelling purpose or is required by law.
7. shall not knowingly make false or malicious statements about a colleague.
8. shall not accept any gratuity, gift or favor that might impair or appear to influence professional decisions or
(See Article 39)
Professional Conference Guidelines
1. Application normally must be made at lease one week prior to the conference. Exceptions should be
discussed with the principal.
2. For distances exceeding 500 miles, the means of transportation must be considered to determine the most
appropriate means of travel.
3. Reimbursement per individual not to exceed 10% of total budget funds available per professional
conference budget year.
4. Professional leaves for personal gain such as credits and vacations, shall not be reimbursable.
5. Methods of reimbursement:
a. Internal Revenue Service rate per mile as per contract.
b. Forty dollars ($40) per day for meals or a maximum of one hundred fifty dollars ($150.00) per diem for
room and meals as indicated by contract.
c. Original receipts are required; cancelled checks and credit card copies are not acceptable. All
REIMBURSEMENTS REQUIRE RECEIPTS.
d. Tips and alcohol are not reimbursable. Receipts should reflect only total cost.
e. Registration fees are reimbursable.
f. Coach fares on planes, trains and buses will be reimbursable.
6. Reimbursement schedule:
a. In order to be eligible for reimbursement at the end of the grading period (as per current calendar),
receipts must be submitted to the financial department at least two (2) weeks prior to the end of that
period. Reimbursement check(s) will be sent after receipts have been turned in to the financial
department and after approval at the next scheduled regular Board meeting. Reimbursement for
approved Professional Conference attendance during the summer shall be at the end of the first nine
weeks grading period.
b. Twelve (12) school days prior to the last regularly scheduled school day, all receipts must be submitted
to be eligible for reimbursement.
7. In the event that the total eligible receipts exceed the total allocated amount in the teacher conference fund,
each individual conference request approved will be refunded a percentage of expenses equal to the
percentage of the total expenditure as compared to the total budgeted.
8. Per diem will be calculated as per date on the receipt.
9. For the purpose of conference leave reimbursement, the budget year shall be from June 1 to May 31.
REPORT ON PROFESSIONAL CONFERENCE LEAVE
Name of Conference:
Date(s) of Conference:
Location of Conference:
How did this conference pertain to your teaching assignment?
What were the goals and objectives offered by this conference and what knowledge did you gain by attending?
1 - 2 day conference fill out form and turn it in to principal
3 day conference fill out form and make oral report at next
building staff meeting
4 days or more fill out form, make oral report at next
building staff meeting and at next public
School Board meeting
River Forest Community School Corporation
4.00% Salary Increase
exp Bachelor's BS + 15 Master's MS + 15 Ms+30 EDS
0 $32,532 $32,682 $34,159 $35,785 $37,412 $38,012
1 $33,671 $33,821 $35,785 $37,412 $39,038 $39,638
2 $34,809 $34,959 $37,412 $39,038 $40,665 $41,265
3 $35,948 $36,098 $39,038 $40,665 $42,292 $42,892
4 $37,086 $37,236 $40,665 $42,292 $43,918 $44,518
5 $38,225 $38,375 $42,292 $43,918 $45,545 $46,145
6 $39,364 $39,514 $43,918 $45,545 $47,171 $47,771
7 $40,502 $40,652 $45,545 $47,171 $48,798 $49,398
8 $41,641 $41,791 $47,171 $48,798 $50,425 $51,025
9 $42,780 $42,930 $48,798 $50,425 $52,051 $52,651
10 $43,918 $44,068 $50,425 $52,051 $53,678 $54,278
11 $45,057 $45,207 $52,051 $53,678 $55,304 $55,904
12 $46,195 $46,345 $53,678 $55,304 $56,931 $57,531
13 $47,334 $47,484 $55,304 $56,931 $58,558 $59,158
14 $47,334 $47,484 $56,931 $58,558 $60,184 $60,784
15 $47,334 $47,484 $58,558 $60,184 $61,811 $62,411
16 $47,334 $47,484 $60,184 $61,811 $63,437 $64,037
17 $47,334 $47,484 $61,811 $63,437 $65,064 $65,664
18 $47,334 $47,484 $61,811 $63,437 $65,064 $65,664
19 $47,334 $47,484 $61,811 $63,437 $65,064 $65,664
20 $47,334 $47,484 $61,811 $63,437 $65,064 $65,664
21 $47,334 $47,484 $61,811 $63,437 $65,064 $65,664
22 $47,334 $47,484 $61,811 $63,437 $65,064 $65,664
23 $47,334 $47,484 $61,811 $63,437 $65,064 $65,664
24 $47,334 $47,484 $61,811 $63,437 $65,064 $65,664
25 $47,334 $47,484 $61,811 $63,437 $65,064 $65,664
26 $47,334 $47,484 $61,811 $63,437 $65,064 $65,664
27 $47,334 $47,484 $62,211 $63,837 $65,464 $66,064
28 $47,334 $47,484 $62,211 $63,837 $65,464 $66,064
29 $47,334 $47,484 $62,211 $63,837 $65,464 $66,064
30 $47,334 $47,484 $62,211 $63,837 $65,464 $66,064
Compensation index Schedule
Step BS BS+15 MS MS+15 MS+30 PHD
Index Index Index Index Index Index
0 1.0000 1.0000 150 1.0500 1.1000 1.1500 1.1500 600
1 1.0350 1.0350 1.1000 1.1500 1.2000 1.2000
2 1.0700 1.0700 1.1500 1.2000 1.2500 1.2500
3 1.1050 1.1050 1.2000 1.2500 1.3000 1.3000
4 1.1400 1.1400 1.2500 1.3000 1.3500 1.3500
5 1.1750 1.1750 1.3000 1.3500 1.4000 1.4000
6 1.2100 1.2100 1.3500 1.4000 1.4500 1.4500
7 1.2450 1.2450 1.4000 1.4500 1.5000 1.5000
8 1.2800 1.2800 1.4500 1.5000 1.5500 1.5500
9 1.3150 1.3150 1.5000 1.5500 1.6000 1.6000
10 1.3500 1.3500 1.5500 1.6000 1.6500 1.6500
11 1.3850 1.3850 1.6000 1.6500 1.7000 1.7000
12 1.4200 1.4200 1.6500 1.7000 1.7500 1.7500
13 1.4550 1.4550 1.7000 1.7500 1.8000 1.8000
14 1.4550 1.4550 1.7500 1.8000 1.8500 1.8500
15 1.4550 1.4550 1.8000 1.8500 1.9000 1.9000
16 1.4550 1.4550 1.8500 1.9000 1.9500 1.9500
17 1.4550 1.4550 1.9000 1.9500 2.0000 2.0000
18 1.4550 1.4550 1.9000 1.9500 2.0000 2.0000
19 1.4550 1.4550 1.9000 1.9500 2.0000 2.0000
20 1.4550 1.4550 1.9000 1.9500 2.0000 2.0000
21 1.4550 1.4550 1.9000 1.9500 2.0000 2.0000
22 1.4550 1.4550 1.9000 1.9500 2.0000 2.0000
23 1.4550 1.4550 1.9000 1.9500 2.0000 2.0000
24 1.4550 1.4550 1.9000 1.9500 2.0000 2.0000
25 1.4550 1.4550 1.9000 1.9500 2.0000 2.0000
26 1.4550 1.4550 1.9000 1.9500 2.0000 2.0000
plus plus plus Plus
27 1.4550 1.4550 1.9000 400 1.9500 400 2.0000 400 2.0000 1000
28 1.4550 1.4550 1.9000 1.9500 2.0000 2.0000
29 1.4550 1.4550 1.9000 1.9500 2.0000 2.0000
30 1.4550 1.4550 1.9000 1.9500 2.0000 2.0000
Extra-Curricular Addendum Schedule for River Forest School Corporation
(2011 School Year: Index x $32,532 = compensation)
CONFIDENTIAL ADMINISTRATIVE ASSISTANT TO THE HIGH SCHOOL
PRINCIPAL (Bargaining Unit Position) (effective 9/1/92) .14
Head Director 6-12 (no teaching assignment) .23
Assistant Director .08
Head Coach .22
Senior High Assistant Coach(es) .13
Junior High Assistant Coach(es) .07
Head Coach .22
Senior High Assistant Coach(es) .13
Junior High Assistant Coach(es) .07
Head Coach .22
Senior High Assistant Coach(es) .13
Junior High Assistant Coach(es) .07
BOYS’ TRACK & FIELD (INDOOR/OUTDOOR)
Head Coach .13
Senior High Assistant Coach(es) .10
Junior High Assistant Coach(es) .07
GIRLS’ TRACK & FIELD
Head Coach .13
Senior High Assistant Coach(es) .10
Junior High Assistant Coach(es) .07
Head Coach .13
Senior High Assistant Coach(es) .08
Junior High Assistant Coach(es) .05
Head Coach .14
Assistant Coach(es) .11
Head Coach .14
Assistant Coach(es) .11
CO-ED CROSS COUNTRY
Head Coach .09
Assistant Coach(es) .05
Head Coach .09
Head Coach .09
Head Coach .09
Head Coach .08
Head Coach .14
Senior High Assistant Coach(es) .11
Junior High Assistant Coach(es) .07
WEIGHT ROOM SUPERVISOR .05
6th GRADE COACHING POSITIONS
Boys’ Basketball .05
Girls’ Basketball .05
Girls’ Volleyball .05
ELEMENTARY SPORTS AND RECREATION
Boys’ and Girls’ Softball – 4 weeks (20 days) coach(es) .02
Boys’ and Girls’ Cross Country – 4 weeks (20 days) coach(es) .02
Boys’ and Girls’ Track – 4 weeks (20 days) coach(es) .02
Boys’ Basketball – 6 weeks (30 days) .03
Girls’ Basketball – 6 weeks (30 days) .03
Recreation – 2 weeks (10 days) .01
4 weeks (20 days) .02
6 weeks (30 days) .03
Swimming Coach .005
Square Dancing Coach .03
AFTER SCHOOL CLUBS
Up to five (5) per school year, proposals submitted to Principal pending approval
30 Day .03
20 Day .02
10 Day .01
ELEMENTARY COMPUTER ROOM SUPERVISOR .02
CAMP COORDINATOR .07
CAMP SUPERVISORS (6TH GRADE) .005
ELEMENTARY STUDENT PATROL SUPERVISOR(S) .03
HS Head Coach .10
HS Assistant Coach(es) .045
Elementary Academic Coach (per school, if more than one,
Stipend must be split) .045
CAFETERIA SUPERVISOR .04
Per production in conjunction with instructional program .04
Per production outside instructional program .07
Assistant per production .025
SPEECH & DEBATE .04
Band Director .16
Assistant Band Director .10
Choir Director .16
Elementary Choir Director .04
Junior/Senior High School Yearbook .07
Junior/Senior High School Newspaper .07
Elementary Yearbook .015
STUDENT COUNCIL SPONSORS
Senior High School .05
Junior High School .05
Elementary Schools .01
HONOR SOCIETY SPONSORS
Senior High School .02
Junior High School .02
BUS DUTY SUPERVISORS .03
Evans Elementary Bus Duty Supervisors by Memorandum .045
Freshman Class .02
Sophomore Class .03
Junior Class .05
Senior Class .04
FUTURE HOMEMAKERS OF AMERICA SPONSOR .02
SPANISH CLUB .02
FRENCH CLUB .02
PEP CLUB SPONSOR .02
Senior High School .05
Junior High School .05
Senior High School .10
Junior High School .05
AUXILIARY CORPS SPONSOR .05
CURRICULUM COORDINATORS .07
DEPARTMENT CHAIRPERSONS (including 6th grade) .07
ADVANCED PLACEMENT CLASSES .07
COORDINATOR/TEACHER TRAINER .023
COORDINATOR, ART FAIR 7-12 .023
COORDINATOR, MULTICULTURAL FAIR (7-12) .023
COORDINATOR, THEMATIC INSTRUCTION .0382
COORDINATOR, GIFTED AND TALENTED PROGRAM .0382
INFORMAL GRIEVANCE REPORT FORM
(Section 10.2 - Step One)
NAME OF GRIEVANT:
DATE ALLEGED VIOLATION OCCURRED:
DATE OF REQUEST FOR INFORMAL MEETING:
____I hereby request representation by the Association
____I do not request representation
SUMMARY OF THE MANNER IN WHICH THE GRIEVANCE WAS RESOLVED, IF APPLICABLE:
Signature of Grievant:_____________________________________________________________
Signature of Building Principal:______________________________________________________
(acknowledging date of request)
Signature of Association President or designee to acknowledge notification of request for an informal meeting.
Resolution of a grievance in Step One shall not establish precedent unless signed by both the Superintendent
and the Association President.
Association President Date
FORMAL GRIEVANCE REPORT FORM TO SUPERINTENDENT
NAME OF GRIEVANT:_____________________________________________________________
DATE RECEIVED BY SUPERINTENDENT:____________________________________________
ARTICLE(S) AND SECTION(S) ALLEGEDLY VIOLATED:_________________________________
STATEMENT OF GRIEVANCE:______________________________________________________
SIGNATURE OF GRIEVANT:_______________________________________________________
SIGNATURE OF ASSOCIATION DESIGNEE:__________________________________________
DISPOSITION BY SUPERINTENDENT OR DESIGNEE:__________________________________
Signature of Superintendent or designee
EVALUATION FORM FOR PROFESSIONAL STAFF
RIVER FOREST COMMUNITY SCHOOL CORPORATION
SCHOOL YEAR ________ - ________
Name___________________________________Dates of Observations____________________
Rating: Needs improvement and unsatisfactory ratings must be accompanied by written comments with an
S – Satisfactory U – Unsatisfactory
I – Improvement Needed N – Not Observed
Section 1 CLASSROOM MANAGEMENT AND ENVIRONMENT
__________ 1. Classroom Climate – Creates positive atmosphere that is conducive to learning.
__________ 2. Record Keeping – Records are accurate. Reports completed in a timely fashion.
__________ 3. Classroom Appearance – Bulletin boards and displays are maintained.
__________ 4. Interaction with Students – Maintains rapport with students.
__________ 5. Communications – oral and written – Concise, can be understood by intended audience.
__________ 6. Classroom Management – Actively monitors student behavior.
Section 2 PROFESSIONAL AND PERSONAL ATTRIBUTES
__________ 1. Policy Compliance – Adheres to school and state policies.
__________ 2. Cooperation – Interacts effectively with the school community.
__________ 3. Professional Growth and Development – Accepts and implements suggestions for
__________ Administrator’s Initials __________ Teacher’s Initials
Section 3 INSTRUCTIONAL TECHNIQUES AND SKILLS
__________ 1. Planning – Demonstrates signs of planning and preparation related to state standards.
__________ 2. Methodology – Research based strategies and techniques are practiced.
__________ 3. Pupil Involvement – Stimulates students’ participation.
__________ 4. Utilization of Media andTechnology – Incorporates media, technology, and resources into
__________ 5. Homework and Assignments – Assignments and activities are relevant.
__________ 6. Assessment and Evaluation – Uses a variety of means to evaluate students.
Section 4 COMMENTS
_____ Give non-permanent contract _____ DO NOT RENEW non-permanent contract
_____ Give semi-permanent contract _____ DO NOT RENEW semi-permanent contract
_____ Give permanent contract _____ DO NOT RENEW permanent contract
_____ Renew permanent contract
_____ No recommendation at this time
Administrator’s Signature Date
My signature indicates that I have read this evaluation, participated in the conference, and received a copy of the
evaluation. It does not necessarily mean that I am in agreement.
Teacher’s Signature Date
If the teacher feels his formal written evaluation is incomplete, inaccurate, or unjust, he may put his objections in writing if done within ten school days of
receipt of the formal written evaluation and have them attached to the evaluation report to be placed in his personnel file.
White – Superintendent Yellow – Principal Pink - Teacher
RIVER FOREST COMMUNITY SCHOOL CORPORATION
Pre-Conference Date_______________________ Grade Level/Curriculum Area______________________
Proposed Observation Date__________________
1. Briefly, describe the students in this class, including those with special needs.
2. What are the goals for the lesson? What do you want the students to learn?
3. How do these goals relate to the state standards?
4. How do previous lessons apply to the observed lesson?
5. How do you plan to engage your students in the content? How will the lesson be taught?
6. Do you foresee students experiencing any difficulty with this lesson?
7. What instructional materials or other resources, if any, will you use?
8. How do you plan to assess student achievement of the goals?
9. Is there anything you would like your evaluator to observe?
Note: Please attach any materials you feel the administrator needs to have.
MEMORANDUM OF UNDERSTANDING RE: SEVERENCE PAY
The River Forest Teachers Association (hereafter “RFTA”) and the River Forest Community School
Corporation (hereafter “the employer”) agree that:
1. The employer will implement the provisions of Senate Enrolled Act 199 of the Acts of the Indiana
General Assembly (SEA 199), using the services of the Indiana State Teachers Association Financial
Services Corporation (ISTA FSC) pursuant to the Memorandum of Agreement between the employer
and the ISTA FSC which has been entered into in September of 2002;
2. In addition to any funds generated by the bonding provisions of SEA 199, the employer and the RFTA
agree to use the funds available via refund from Blue Cross / Anthem (approximately $450,000) toward
a buy out of the unfunded liability created by Article 45 of the collective bargaining agreement;
3. Any retirement plan implemented under the provisions of this MOU and the Memorandum of
Agreement referenced in Paragraph 1, above; shall either entirely replace or modify the provisions of
the current Article 45 of the collective bargaining agreement between these same parties that is in
effect from January 1, 2002 through December 31, 2004.
For the RFTA: For the employer:
MEMORANDUM OF UNDERSTANDING
Bargaining unit members who are married to other bargaining unit members whom were employed for over 25
years prior to 2005, may participate in the family group health insurance, dental, and vision plan in which case
the Board shall pay the full cost of the family group health insurance, dental, and vision plan less the cost of
20% of a single plan as long as one bargaining unit member remains actively employed by the River Forest
Community Schools. This family plan benefit is provided in lieu of the employer paid single plan for the retired
spouse as set forth in 42.1(6) of this agreement.
Upon retirement of the second spouse, if the couple still has a dependent child(ren), they may at their option,
elect to remain on the family plan. If the couple elects the family plan, the Board shall pay an amount equal to
the cost of a single plan plus 80% of the remaining cost of the family plan.
Married bargaining unit members married to other bargaining unit members who no longer have eligible
dependents for family coverage are encouraged to enroll in two (2) single plans instead of maintaining
coverage with one (1) family plan.