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					                                                                             (1)

                                     PREAMBLE


     This Agreement entered into the     1st day of July 2001         , by and between
the Intermediate Unit I School Board, hereinafter called the "Board", and the
Intermediate Unit I Educational Support Personnel Association PSEA/NEA, hereinafter
called the "Association".


ARTICLE I: RECOGNITION

     The Intermediate Unit Board recognizes the Association as the exclusive and sole
representative for collective bargaining for all service personnel in the bargaining unit as
certified and determined by the Pennsylvania Labor Relations Board.



ARTICLE II: GRIEVANCE PROCEDURE

A.   Definitions

     1.   Grievance

          a.   A "grievance" is hereby defined as a claim by a bargaining unit
               employe or employes that there has been a violation, misinter-
               pretation, or inequitable application of the stated provisions
               of this agreement.

          b.   A "grievance" as defined herein shall not apply to any matter in
               which the local Association is without authority to act.

     2.   Aggrieved Person

          An "aggrieved person" is the person or persons making the
          grievance.
(2)

ARTICLE II: GRIEVANCE PROCEDURE (continued)

A.    Definitions (Continued)

      3.    Party in Interest

            A "party in interest" is the person or persons making the grievance
            and any person who might be required to take action or against
            whom action might be taken in order to resolve the grievance.

B.    Purpose

      The purpose of this procedure is to secure at the lowest possible level
      equitable solutions to the problems which may from time to time
      arise affecting employes. Both parties agree that these proceedings
      will be kept as informal and confidential as may be appropriate at any
      level of the procedure.


C.    Procedure

      1. Time Limits

           Since it is important that grievances be processed as rapidly as
           possible, the number of days indicated at each level should be con-
           sidered as maximums and every effort should be made to expedite
           the process. The time limits specified may, however, be extended
           by mutual agreement.

      2. Year End Grievance

           In the event a grievance is filed at such time that it cannot be
           processed through all the stages in this grievance procedure by the
           end of the school year and could result in irreparable harm to a
           party in interest, the time limits set forth herein shall be reduced
           so that the grievance procedure may be exhausted prior to the end
           of the school year or as soon after as is practicable. Such change
           shall be made by mutual agreement of the parties.




                                                                                  (3)



ARTICLE II: GRIEVANCE PROCEDURE(continued)

C.    Procedure (Continued)
      3. Level One - Immediate Supervisor

          An employe with a grievance shall first discuss it with the
      immediate supervisor either directly or, at his/her option, through
      the Association designated representative with the object of
      resolving the matter informally. If, at the conclusion of the
      informal meeting, the grievance is not resolved to the satisfaction
      of the parties, the grievant/Association shall then, within ten (10)   school days,
file the grievance in writing with the immediate
      supervisor. Upon the filing of the formal grievance with the
      immediate supervisor, the immediate supervisor must respond in
      writing to the grievance within five (5) school days.

      4. Level Two - Executive Director

          If the aggrieved person/Association is not satisfied with the
     disposition of the grievance at Level One, or if no decision has been      rendered
within five (5) school days after the presentation of the
     grievance to the immediate supervisor, then within ten (10) school
     days after the decision or fifteen (15) school days after the
     grievance was presented at Level One, the Association shall refer
     it to the Executive Director of the Intermediate Unit.

      5. Level Three - Intermediate Unit Board of Directors

         If the aggrieved person/Association is not satisfied with the
     disposition of the grievance at Level Two, or if no decision has
     been rendered within ten (10) school days after the presentation of             the
grievance to the Executive Director of the Intermediate Unit,
     then within ten (10) school days after the decision or within
     twenty (20) school days after the grievance was presented at Level         Two, the
Association shall refer it to the Intermediate Unit Board
     of Directors.




(4)



ARTICLE II: GRIEVANCE PROCEDURE(continued)

C.    Procedure (Continued)

      6. Level Four - Arbitration

         a. If the Association is not satisfied with the disposition of
            the grievance at Level Three, or if no decision has been rendered
            within ten (10) school days after the grievance was delivered
            to the Intermediate Unit Board of Directors at the next conve-
            ning of the Board, it may within five (5) school days after a
            decision by the Board or fifteen (15) school days after the
            grievance was delivered to the Board, whichever is sooner,
            request arbitration. The Association may submit the
            grievance to arbitration within twenty (20) school days after
            the decision at Level Three.

        b. Within ten (10) days after such written notice of submission to
           arbitration, the Board and the Association shall attempt to
           agree upon a mutually acceptable arbitrator and shall obtain a
           commitment from said arbitrator to serve. If the parties are
           unable to agree upon an arbitrator or to obtain a commitment
           within the specified period, a request for a list of arbitrators
           shall be made to the Bureau of Mediation and the selection of an
           arbitrator accomplished in accordance with Article IX, Section
           903, of Act 195, the Pennsylvania Public Employe Relations Act.

        c. The arbitrator so selected shall confer with the representatives
           of the Association and the Board and hold hearings promptly.
           The arbitrator's decision shall be in writing and shall set forth
           the findings of fact, reasoning, and conclusions on the issues
        submitted. The arbitrator shall be without power or
           authority to make any decision which requires the commission
           of an act prohibited by law or which is violative of the terms of
           this agreement. The decision of the arbitrator shall be sub-
           mitted to the Association and the Board and shall be final and
           binding on the parties.




                                                                               (5)




ARTICLE II: GRIEVANCE PROCEDURE(continued)

C.   Procedure (Continued)

     6. Level Four - Arbitration (Continued)

        d. The costs for the services of an arbitrator, including per diem
           expenses, if any, and actual and necessary travel subsistence
           expenses and the cost of the hearing room shall be borne equally
           by the Board and the Association. Any other expenses incurred
           shall be paid by the party incurring same.


D.   Rights of Employes to Representation
      1. Employe and Association

        Any aggrieved person may be represented at all stages of the griev-
        ance procedure by himself/herself, or at his/her option, by a
    representative selected or approved by the Association. When the
    employe is not represented by the Association, three (3) Associ-
    ation representatives shall have the right to be present at all
    stages of the grievance procedure. Whenever any member of the
    bargaining unit is requested by the Executive Director to appear
    before the Intermediate Unit Board or any agent of the Board during     the regular
and normal school day, said time shall be considered
    work time and the member shall not lose salary or other
    contractual benefits for the period of such meeting or meetings.

      2. Reprisals

         No reprisal of any kind shall be taken by the Board or any member
       of the Administration against any party in interest, any
         representative of any member of the Association or any other
         participant in the grievance procedure by reason of such participa-
         tion, nor shall the Association take reprisals against the Board or
         its members.




(6)



ARTICLE II: GRIEVANCE PROCEDURE(continued)

E.    Miscellaneous

      1. Group Grievance

         If, in the judgment of the Association, a grievance affects a group
         or class of employes, the Association may submit such grievance
         in writing directly to the Executive Director, providing that at
         least one (1) employe directly affected is identified and two (2)
         signatures of members of the Association Executive Committee are
         affixed on the grievance attesting that it is, in fact, a group griev-
         ance. Processing of such grievance shall commence at Level II, the
         Executive Director Level. The Association may process such a
         grievance through this and each succeeding level of the grievance
         procedure.

      2. Separate Grievance File

         All documents, communications and records dealing with the pro-
         cessing of a grievance shall be filed in a separate grievance file
         and shall not be kept in the personnel file of any of the partici-
      pants.
     3. Forms

        Forms for filing grievances, serving notices, taking appeals, making
        reports and recommendations and other necessary documents shall
        be prepared jointly by the Administration and the Association and
        given appropriate distribution so as to facilitate operation of
        the grievance procedure. A supply of forms shall be kept at all
        appropriate offices.

     4. Meetings and Hearings

        All meetings and hearings under this procedure shall not be conduc-
        ted in public and shall include only the parties and their designated
        or selected representatives, heretofore referred to in this Article.



                                                                                  (7)



ARTICLE II: GRIEVANCE PROCEDURE(continued)

E. Miscellaneous (continued)

     5. Written Decisions

        All written Administrative decisions and Association or individual
        responses to those decisions that are required throughout the
        grievance procedure shall set forth the decision or response and the
        reasons therefore and shall be transmitted promptly to all parties
        in interest including the Association. Decisions rendered at Level
        Four shall be in accordance with the procedure set forth in Section
        C., paragraph C.6.c. of the Article.

ARTICLE III: RIGHTS OF EMPLOYES

A.   Statutory Savings Clause

      Nothing contained herein shall be construed to deny or restrict any
      employe or the Board such rights as he, she or they may have under the
      Public School Code of 1949 as amended or any new code adopted, or
      the Public Employes Relation Act, Act 195, Act 88, or other applicable laws and
civil, state and federal regulations. The rights granted to
      employes and the Board hereunder shall be deemed to be in addition to
      those provided elsewhere.

B.   Just Cause Provision

     No employe shall be dismissed, disciplined, reprimanded, reduced in
     rank or compensation, or deprived of any advantage provided employes
     by this agreement without just cause. Any such action asserted by the
      Board, or any agent or representative thereof, shall be subject to the
      grievance procedure herein set forth. All information forming the
      basis for disciplinary action will be made available to the employe and
      to the Association.

C.    Required Meetings and Hearings

      Whenever any employe is required to appear before the Executive
      Director, Board or any committee or member thereof, concerning any
                                                              ........................

(8)

ARTICLE III: RIGHTS OF EMPLOYES (Continued)

C.    Required Meetings and Hearings(Continued)

     .............matter which could adversely affect the continuation of that employe in
his/her office, position, or employment or the salary or any                   increments
pertaining thereto, then he/she shall be given prior
     written notice of the reasons for such meeting or interview and shall be entitled to
have a representative of the Association or legal
     counsel present to advise him/her and represent him/her during such
     meeting or interview.

D.    Association Identification

      No employe shall be prevented from wearing pins or other identifi-
      cation of membership in the Association or its affiliates.

E.. Suspension Pay

      If an employe is suspended, all pay will be discontinued pending dis-
      position of the case and any accrued or deferred earnings due paid to
      the point of suspension. If the case is decided in favor of the employe,
      salary due from the date of the suspension will be paid to the employe.

F.    Exclusive Rights

     The rights and privileges of the Association and its representatives as set forth in
this agreement shall be granted only to the Association as
     the exclusive representative of the employes and no other organization
     for the duration of this agreement as per Act 195, Article VI, Section
     605.

G. Citizenship

      The Intermediate Unit Board is committed to compliance with federal
      laws (including Title IX of the Education Amendments of 1972), state
      laws, and State Department of Education regulations concerning equal
      rights and opportunities and will not discriminate against individuals
      or groups nor take reprisals against individuals or groups concerning
       their employment because of race, color, national origin, religion, age,
       sex, marital status, political activities, or non-relevant handicaps or
       disabilities.

                                                                                   (9)

ARTICLE III: RIGHTS OF EMPLOYES (Continued)

H.     Separability

       If any provision of this agreement or any application of this agreement
       to any employe or group of employes is held to be contrary to law, then
       such provision shall not be deemed valid and subsisting except to the
       extent as permitted by law, but all other provisions and applications
       shall continue in full force and effect.

I.     Personnel File

       1. An employe shall be permitted, upon reasonable request, to review
           the contents of his/her personnel file in the presence of an
       Assistant Executive Director or his/her designee, and to receive
       copies at the employe's expense of any document(s) contained
       therein. An employe shall be entitled to have a representative of
       the Association accompany him/her during such a review. The
       Board and the Association agree to abide by all Federal and State
       Laws applicable to the privacy of personnel records.

       2. No material derogatory to any employe's conduct, service, character
       or personality shall be placed in a personnel file unless the
           employe has had an opportunity to review and initial the material.
           Any document intended to go into a personnel file will be identified
           through the use of “cc: Personnel File” at the end of the document.

       3. An employe may request that any derogatory material in his/her
          file except job evaluations, be removed from said file three (3)
          years after it had originally been placed therein. After reviewing
          the material in question, the administration will decide whether or
          not said material is to be removed.

J.     Bulletin Boards

     The Association shall be permitted to post announcements concerning
     Association business on or near a centrally located bulletin board in
     each building operated solely by the Intermediate Unit. Association
     announcements to be placed on bulletin boards at sites not operated solely by the
Intermediate Unit will be done under the control of and                    cooperation
with the local education agency administration.

(10)

ARTICLE III: RIGHTS OF EMPLOYES (Continued)
K.   Notification of Filled Positions

     The president of the Association will receive a copy of the notification of
     employment letter sent to each newly hired employe of this bargaining unit.

L.   Criticism

     1. Any question or criticism of an employe's job performance by a
        teacher, supervisor, administrator, or board member shall be made
        in confidence and not in the presence of students, parents, or other
        public gatherings.

     2. Any question or criticism by an employe of a teacher, supervisor,
        administrator, or board member's job performance shall be made in
        confidence and not in the presence of students, parents, or other
        public gatherings.

M. Medication

        No employe of this bargaining unit who does not have state licensure or
        Certification as a Registered Nurse (R.N.) or a Licensed Practical
        Nurse (L.P.N.) shall dispense medication to any student; nor perform
        a catheterization on any student.

N.   Access Forms

        Bargaining Unit members should utilize all options provided to them to forward
        access forms to the Intermediate Unit.

ARTICLE IV: WAGE AND SALARY PROVISIONS

A. The parties agree that wages and salaries to be effected by this         agreement
are accurately reflected in Appendix "A" and made a part of                        this
agreement and shall remain in force for the duration of this                agreement.

B.   Both parties agree that salary payments will be as follows for the
     term of this agreement:

     1. 30% of monthly salary will be paid on the 15th day of each month.
                                                                                    (11)

ARTICLE IV: WAGE AND SALARY PROVISIONS(Continued)

B.   Continued

     2. Balance of salary will be paid on the last day of each month.

     3. All deductions will be made from the 2nd pay period.

     4. The Intermediate Unit I Board agrees to pay the entire December
        salary in one (1) payment as near the middle of December as possi-
        ble.
       5. Employes may, upon written request, receive the balance of a year's
          salary due them at the end of a school term under the following
          conditions:

          a. Extensive travel

          b. Major family business where costly bills are incurred

          c. Education - necessary to live away

          d. Change of residency during summer

          e. Protracted Employee or Immediate Family Illness (Immediate
             family as defined in 24 P.S. 11-1154(b) of the Pennsylvania
             School Code).

          f.   Other requests for salary at the end of the school term will be
               considered on an individual basis and any decision to grant
               individual requests will be done without the establishment of
               practice or precedence.

       6. Bus matrons and part-time aides are daily or hourly employes and
          will be paid on the last day of the month based upon time reports
          indicating the days or hours worked from the 16th of each month
          to the 15th of the succeeding month. Time reports must be mailed
          by bus matrons and part-time aides by the 17th of the month to be
          processed for payment that month.


       7. Salary payments to part-time employes will be made over twelve
       (12) months according to Article IV. B. of this agreement.
(12)

ARTICLE IV: WAGE AND SALARY PROVISIONS (Continued)

       8. Direct Deposit

          The Intermediate Unit I Board will provide employes a direct (wire)
          deposit service of their payroll checks into their designated local
          bank checking accounts. Any charges for the wire transfer of funds
          by the sending banking institution will be borne by the Board. Any
          bank charges for receiving funds into individual accounts will be
          borne by the employe.


C.     Part-time Aides and Bus Matrons

       The procedural provisions of this agreement as provided for full-time
       employes apply equally to part-time employes and bus matrons. Any
       fringe benefits, salary, or leave provision that may be applicable to
       part-time employes and/or bus matrons will be specified as such in
     appropriate sections of this agreement.


ARTICLE V: OTHER EMPLOYE BENEFITS

I.   Paid Leaves of Absence

     A. Accumulated Sick Leave

         On the opening day of the work year, each full-time employe shall
         be credited with ten (10) days sick leave allowance. In the event
         that the school code is recodified and provides for additional sick
         days, these days will apply per employe as provided. Credit for
         accumulated sick days will be given full-time employes dating back
         to July 1, 1971. (Start of the Intermediate Unit). Part-time
     employes will be credited with ten (10) sick leave days on the
     opening day of the school term. The unused portion of such
     allowance shall be accumulated from year to year without limit.
     Credit for accumulated sick days will be given part-time employes
     dating back to July 1, 1982.




                                                                                      (13)



ARTICLE V: OTHER EMPLOYE BENEFITS(Continued)

I.   Paid Leaves of Absence (Continued)

     A. Accumulated Sick Leave(Continued)

        Part-time employes who during the life of this agreement assume
        full-time duties shall have their accumulated sick leave benefits
        as a part-time employe calculated on a half-time basis. Example:
        Two (2) part-time sick leave days equals one (1) full-time sick
        leave day.

                  Employes covered by this agreement who are absent from their duties
        due to illness for more than three (3) consecutive work days or an established
        pattern of absences, are required to provide a valid and specific certificate from
        a physician certifying that said employe was unable to perform his or her duties
        during the period of absence.


     Notification of Sick Leave

     The employe shall be given a written accounting of accumulated sick
     leave days no later than the beginning of the new school term each year.
       B. Temporary Leave of Absence

          1. Personal

                Two (2) days of absence shall be made available to all full-time
       salaried support personnel on the opening day of the work year
           for personal, legal business, household or family matters which
                require absence during working hours. A request to the
                employe's immediate supervisor for personal leave shall be
                made at least three (3) days before taking such leave (except in
                an emergency). Personal days are non-cumulative.

              Personal Days cannot be utilized after 15 May of each school
          year. Unused personal days will be converted to sick days at the
       conclusion of each school year.

(14)


ARTICLE V: OTHER EMPLOYE BENEFITS(Continued)

I.     Paid Leaves of Absence (Continued)

       B. Temporary Leave of Absence(Continued)

          2. Emergency

              One (1) day of leave of absence shall be made available to all
              full-time salaried support personnel employes on the opening
          day of the work year for emergency reasons. The employe shall
              make a request for emergency leave as soon as the need for such
       leave becomes known, and will provide the immediate super-
              visor with an explanation of the need. Emergency is defined as
              any unforeseen situation which arises that would prevent the
              employe from reporting to work or continuing work during any
              given day. Emergency days are non-cumulative.

          3. Bereavement Leave

              a.  Up to five (5) consecutive work days shall be granted at any
                  one time in the event of the death of a full-time or part-
              time employe's spouse, child or parent.

              b.  Up to three (3) consecutive work days shall be granted with
                  pay in the event of the death of a full-time or part-time
              employe's parent-in-law, son-in-law, daughter-in-law,
              grandparent, brother, sister, brother-in-law, sister-in-law,
          grandchild, or other relative residing in the immediate
              household.

              c.   Full-time and part-time employes shall be granted one (1)
                 day in the event of the death of an employe's near relative
                 outside the employe's immediate family as defined above.

            d.  Bereavement leave requests will be granted only during the
                work year, and from the day of death of a relative through
                the day of funeral or consecutive days directly thereafter, if
        applicable.



                                                                                 (15)

ARTICLE V: OTHER EMPLOYE BENEFITS (Continued)

I.   Paid Leaves of Absence (Continued)

     B. Temporary Leave of Absence(Continued)

        3. Bereavement Leave (Continued)

            e.   If the Intermediate Unit suspects that a Bargaining Unit employee is
                 abusing the bereavement leave allowances, the Intermediate Unit may
                 request documentation from the employee to verify the reason for the
                 absence.

        4. Military Leave

            Provisions of Section 3301 of the Pennsylvania School Code or
            any sections in any new School Code adopted pertaining to paid
            military leave shall also apply to full-time persons covered by
            this agreement.

        5. Legal

            a.   Jury Duty - Full and part-time bargaining unit employes
                 covered by this agreement shall not suffer a loss of salary
                 or benefits for the period of time served as a juror. The
                 Intermediate Unit Board will pay the difference between
                 the fee received for serving jury duty and daily rate
                 received for the regular assignment so as to assure no loss
                 in total income for the period served.

            b.   Whenever any full or part-time employe is required to be
                 absent from work to appear at a hearing or before a court of
                 law, the Intermediate Unit shall compensate that employe at
                 his or her daily rate, less any compensation received, for
                 each day of required absence. The right to compensation
                 shall be conditioned by the following:

                 1. The necessity to appear shall be on the issuance of a
                    subpoena.
                   2. The employe is neither the plaintiff nor the defendant in
                      the action.

(16)

ARTICLE V: OTHER EMPLOYE BENEFITS (Continued)

I.     Paid Leaves of Absence (Continued)

       B. Temporary Leave of Absence(Continued)

          5. Legal (Continued)

              c.   Unpaid Legal Leave

                   Should a full or part-time employe be required to appear in
                   a legal proceeding, other than a criminal action, in which
                   he/she is a plaintiff or defendant in that action, that
                   employe shall be granted such leave without pay providing
                   the employe has utilized his/her personal days as provided
                   elsewhere in this agreement, has notified the appropriate
                   program supervisor five (5) days before the taking of such
                   leave and has provided the supervisor with legal verification
                   of the need for such leave.

          6. Salary Guaranty

              The Intermediate Unit Board agrees to guarantee payment of
              salaries of full and part-time employes covered by this agree-
              ment when they are prevented from working because schools to
              which they are assigned are closed by damage, contagious
              disease, a teacher strike or lockout, or for emergency reasons,
              provided those employes must be available and be on call to
              work the specified number of days in this agreement, if neces-
              sary, at other reasonable sites designated by the administra-
              tion.

          7. Association Leave

                The Association shall be granted twelve (12) days per year for
                attendance by its full and/or part-time representatives at
          workshops, conferences, conventions and seminars of its
          affiliates.

              For any days used beyond seven (7) days, the Association will
              reimburse the Intermediate Unit at a rate equal to that paid
              substitute employes. The Association President shall notify the
              administration five (5) days in advance to the taking of such

                                                                                   (17)

ARTICLE V: OTHER EMPLOYE BENEFITS (Continued)
I.     Paid Leaves of Absence (Continued)

       B. Temporary Leave of Absence (Continued)

          7. Association Leave(Continued)

              days, and will also at that time, indicate the names of those
              individuals who will be absent.

          8. Lapsed Compensation of Benefits

              Any employe who has exhausted any leave as provided for in this contract
              or by applicable law, and is absent from work, shall not be entitled to
              compensation, including fringe benefits, for the days that he/she is absent.
              Intermediate Unit 1 shall have the sole discretion to grant dock days for that
              employee. Employes who miss work without the authorization may be
              subject to disciplinary action, including termination.

II.    Unpaid Leaves of Absence

       A. Military

          Provisions of Sections 1176, 1177, 1178, 1179, 1180 and 1181 in
          the Pennsylvania School Code or any sections in any new Code
          adopted pertaining to unpaid military leaves, shall also apply to
          persons covered by this agreement.

       B. Childrearing Leave

          Leaves of absence for the purpose of childrearing may be available
          to full and part-time employes with a newly born infant subject to
          the approval of the Board and to the following terms and conditions:

          a. Requests for leaves of absence for childrearing shall be in writ-
             ing and filed with the Executive Director no later than thirty
             (30) days before the planned leave.

          b. Such requests shall include an anticipated date for the
             commencement of the childrearing leave.

(18)

ARTICLE V: OTHER EMPLOYE BENEFITS (Continued)

II.    Unpaid Leaves of Absence(Continued)

       B. Childrearing Leave(Continued)

          c. Childrearing leave shall be for a period of not longer than one
             year from the commencement date of the leave, or for not more
             than one year following the termination of a temporary medical
              disability leave due to pregnancy and childbirth.

         d. During any such leave of absence, the employe shall:

              1.   Not receive a salary from the effective date of such child-
                   rearing leave until their return to active service in the
                   Intermediate Unit.

              2.   Return to active service at the same salary step, or move to
                   the next step if such leave is less than one-half (1/2) of the
                   possible work days in any yearly agreement.

              3.   Not receive payment of any sickness or disability benefits,
                   nor shall the employer make contributions on behalf of the
                   employe for any fringe benefits with the exception of life
                   insurance if applicable. Employes may continue any such
                   benefits by remitting the cost of such benefits on a prepay
                   basis.

          e. Employes shall notify the Executive Director, in writing, of
             their intent to return to work at least thirty (30) days prior to
             the expiration of their childrearing leave. Upon return to
             employment, the employe shall be returned to the same
             specialized position occupied prior to the leave. If that position
      no longer exists, the employe will be offered a substantially
             equivalent position for which he/she is properly qualified.

         f.   The provisions of childrearing leave shall be fully applicable in
              the event of "Legal Adoptions" of infants.

         g. Only one parent will be granted a childrearing leave at the same
            time.

                                                                                    (19)

ARTICLE V: OTHER EMPLOYE BENEFITS (Continued)

II.   Unpaid Leaves of Absence(Continued)

      B. Childrearing Leave(Continued)

         h. If medical complications of an infant as certified by a physician
            are such as to necessitate the attention of a parent, then a child-
            rearing leave may be extended to a maximum of two (2) years or
            as long as a physician certifies the need whichever is shorter.

         i.   It is assumed employes who are granted a childrearing leave
              need such leave for full time child care. If the leave granted is
              used for any other reason, the employe forfeits any right to
              continued employment with the Intermediate Unit.

         j.   All other rights and privileges shall be maintained during such
              leave as though the employe were still actively serving and
              performing services with the Intermediate Unit.

       C. Extended Leave for Illness or Disability

          Full and part-time bargaining unit employes of Intermediate Unit I
          shall be granted, without salary, a leave for a period of time necessary
          to make recovery for return to work, but not for more than two (2) years. Such
          leave shall commence the day following full utilization
          of sick leave with salary benefits as described in the contract.

          To be eligible, the employe must submit a written request for such
          consideration and a physician's certification of the need for such a
          leave. An additional physician's certification is required after one
          (1) year if the leave is to be extended to the two (2) year maximum.

          All fringe benefits, with the exception of life insurance benefit if
          applicable, shall not be paid by the Intermediate Unit I Board during
          such time as the employe is on extended illness and/or disability
          leave. Employes may continue health insurance and income pro-
          tection insurance by remitting the cost of such benefits, when due,
          to the Intermediate Unit I Board. Employes cannot belong to the
          retirement system during such period, since there are not earned
          wages. Employes granted a leave of absence for illness or dis-
          ability will accrue no other benefits for the period of their leave
          except seniority.

(20)

ARTICLE V: OTHER EMPLOYE BENEFITS (Continued)

II.    Unpaid Leaves of Absence (Continued)

       D. Education Leave

          A full or part-time employe shall be granted a leave of absence of
          up to one (1) year without pay or benefits for the purpose of
          engaging in full-time study to pursue a degree in education at an
          accredited college or university, after the employe has completed
          three (3) years of employment with the Intermediate Unit. "Full-
          time Study" is defined as a minimum of nine (9) credit hours per
          semester or equivalent which will be defined by the college or
          university and may include such variations as student teaching.
          During the leave, the employe shall be able to maintain group
          insurance benefits described elsewhere in this agreement at no
          cost to the Board.

          Upon return to active service, employes shall return at the same
          salary step, or move to the next step, if such leave is less than
       one-half (1/2) of the possible work days in any yearly agreement.

          Employes who are granted an educational leave and do not pursue
       the minimum college credit conditions expressed above, forfeit any
       right to continued employment with Intermediate Unit I.

III. Insurance Protection

    A. Insurance for full-time employes hired as such before July 1, 1995
    shall be:

       1. Medical Insurance
          a. For the duration of this agreement the Board shall pay
          the premium for Blue Cross/Select Blue, High Option,
          medical insurance to meet the individual’s needs.

                                        (or)




                                                                               (21)



ARTICLE V: OTHER EMPLOYE BENEFITS (Continued)

III. Insurance Protection (Continued)

    1. Medical Insurance(Continued)
           b. The in place “cost containment” Blue Cross/Blue Shield
                Plan U, Major Medical, Catastrophic Health Care Insurance to
       meet the individual’s needs may be chosen by eligible
           employes. Employes choosing this insurance option will pay
       the difference between this premium and the Select
           Blue High Option Program premium for the applicable year of
                this agreement.

         c. Major medical insurance will have a $250. deductible with a
            $1,000,000 maximum. The deductible and maximum will only
            apply to those employees who have the Blue Cross/Blue Shield
           Indemnity Insurance Plan.

       2. Dental Insurance
          The Board will pay the premium for Blue Cross/Blue
          Shield or equivalent Family Basic Dental Plan plus periodontic,
          orthodontic and prosthetic riders to meet the individual’s need

       3. Income Protection Insurance
          The Board will pay the premium for an income protection plan
          for full time salaried employes with UNUM, or an equivalent
          company, in the amount of 60% of salary up to $150.00 per week
          for thirteen (13) weeks, and 60% of salary up to $1000.00 per
          month for two (2) years with 1st day accident/31st day sickness.
          4. Eye Care Insurance
             The Board will pay the premium for the Family Blue Shield or
          equivalent Eye Examination and Refraction Indemnified
          Program to meet the individual’s needs.


          5. Life Insurance
             The Board shall pay the premium in order to provide each full-time and
             part-time employe, excluding bus matrons, with a $30,000 group term life
             insurance policy which shall include accidental death and dismemberment
             clauses.

(22)



ARTICLE V: OTHER EMPLOYE BENEFITS (Continued)

III. Insurance Protection (Continued)

      B. Participation of Current Part-time Employes (Hired part-time
      before July 1, 1995) in Insurance Groups
          Part-time hourly employes of the Intermediate Unit hired as such
      before July 1, 1995 may participate in the Intermediate Unit health       insurance
plans. For the duration of this agreement, the Board will
      pay for these part-time employes, one-half (1/2) the cost of any
      health insurance premiums it pays for full-time employes. Current          part-time
employes who do not enroll in the plans by October 1 may                         not enroll
until October 1 of the following year. Procedures and
      time lines for the submission by part-time hourly employes of
      their one-half (1/2) share of the cost of the premiums on a pre-pay     basis will be
established by the Intermediate Unit Payroll Division.

          Major medical insurance will have a $250. deductible with a
          $1,000,000 maximum. The deductible and maximum will only
          apply to those employees who have the Blue Cross/Blue Shield
       Indemnity Insurance Plan.

           Failure to comply with such procedures and time lines will cause
       the immediate removal of the employe from the Intermediate Unit
       Health Care Group.

       C. Insurance for Part-time Employes Hired before July 1, 1995

           Any current part-time employe (hired as part-time before
       July 1, 1995) who is hired full time during this agreement will
       have all the insurance benefits paid by the Board that are available
       to full-time employes hired before July 1, 1995.

       D. Insurance for Full and Part-time Employes Hired after
          June 30, 1995

          New full and part-time employes (hired as such after June 30,
    1995) may participate in Blue Cross/SelectBlue and any other group            insurance
program provided employes hired prior to July 1, 1995 at                          no cost to
the Board.


                                                                                        (23)



ARTICLE V: OTHER EMPLOYE BENEFITS (Continued)

III. Insurance Protection (Continued)

       E. Bus Matrons regardless of their date of hire may participate in any
       group health insurance program defined in this article at no cost to       the Board.

       F. All members of the Bargaining Unit will be provided with a clear
          description of all insurance benefits provided under this agreement
          within sixty (60) days from the date of ratification by both parties.

IV. Other Benefits

       A. Payment for Unused Personal Days

          As per Article V. I.B., any unused personal days each year will be
       converted to sick days at the end of the school term.


       B. Payment for Unused Sick Days
           Upon termination of employment due to retirement or death, com-
           pensation for accumulated unused sick leave days shall be paid to
           the retiring employe or the personal representative of the deceased
           employe's estate at the rate of thirty dollars ($30.00) per day
       for each accumulated unused sick leave day credited to that
       employe at the time of retirement or death, to a maximum of
       Three Thousand ($3000.00) Dollars.

       C. Continuation of Health Care Insurance after Retirement
          Employes of the Intermediate Unit, between the ages of 55 and 65
          who take a regular retirement, may continue in the Intermediate
          Unit health care groups at no cost to the Board. Said employes may
          continue in these groups until their 65th birthday. Procedures and
          time lines for submitting premiums on a pre-pay basis will be
          supplied, upon request, by the Intermediate Unit Payroll Division.
          Failure to comply with such procedures and time lines will cause
          the immediate removal of the employe from the Intermediate Unit
          Health Care Group.



(24)
ARTICLE VI: HOURS OF WORK AND OTHER CONDITIONS OF EMPLOYMENT

I.   Work Year and Hours

     A. Work Year

        1. The work year for full-time aides shall be 184 days in 2001-2002, 185 days in
           2002-2003, 186 days in 2003-2004 and 186 days in 2004-2005. Part-time aides
           shall work the same work year.
        2. The work year for custodians shall be 200 days within a fiscal
           year. Custodians work year will consist of the same work days as aides in
           each applicable year of the Agreement. The additional days up to 200 days,
           excluding Saturdays, Sundays and holidays, except in cases of emergency
           as determined by the Board and provided in Article VI, Section B3, of the
           Agreement will be scheduled by the Administration.

        3. Any employe who agrees to work beyond his or her contracted
           work year, will, in the case of aides, be compensated at 1/184 in 2001-
           2002, 1/185 in 2002-2003, 1/186 2003-2004, 1/186 in 2004-2005, of his or
           her yearly salary for each additional day or in the case of custodians, 1/200
           of his or her yearly salary for each additional day.

        4. The work year for Bus Matrons will be governed by the number
           of days that children are transported on their particular run.

        5. In-service days for Support Personnel Bargaining Unit Employes
           shall be scheduled no earlier than one (1) week prior to the
           earliest school opening nor later than one (1) week after the
           latest school closing.

        6. Employes hired after July 1, 2001 will work five (5) additional
           days for the first three (3) years of employment with the
           Intermediate Unit. Three (3) days will be scheduled before the
           school year starts. The additional two (2) days will be scheduled
           during the school term and the Intermediate Unit will make
           every effort not to schedule these days during the weekend.
           Should it be necessary for the Intermediate Unit to schedule
           these days on a weekend, the Intermediate Unit will give a
           minimum of two (2) weeks notification.
                                                                                    (25)



ARTICLE VI: HOURS OF WORK AND OTHER CONDITIONS OF EMPLOYMENT(Cont’d)

I.   Work Year and Hours (Continued)

     B. Hours

        1. Work Day - Full-Time

            The work day for full-time aides shall be 7 1/2 hours per day
            from arriving to leaving time and shall conform to the school in
              which they work. In the event the teacher's work day is altered,
              the hours worked by the aides shall also be altered. The custo-
              dians shall work 7 1/2 hours per day as scheduled by the Board
              provided the originally assigned shift for the year will be con-
              stant except in cases of emergency.

          2. Work Day - Part-Time

              Part-time aides shall be defined as all aides who work up to five (5) hours per
              contract day from arriving to leaving time to a maximum of twenty-five (25)
              hours per week and shall conform to the education program to which they are
              assigned. The Intermediate Unit will guarantee that no five (5) hour part-time
              employe will be reduced in their number of hours, and for the life of the
              Collective Bargaining Agreement, the number of employees hired for less than
              five (5) hours will be limited to a total of ten (10) at one time.

          3. Duty-Free Lunch
             Full-time employes covered by this agreement shall have one
             half (1/2) hour duty-free lunch period each day.

          4. Overtime

              Any employe who agrees and is authorized to work more than
              forty (40) hours in any given week, or more than 7 1/2 hours in
              any given day, will be granted time and one-half for any time
              worked over aforesaid time. Sick days and other authorized paid
              leaves shall be considered as time worked.



(26)



ARTICLE VI: HOURS OF WORK AND OTHER CONDITIONS OF EMPLOYMENT(Cont’d)

I.     Work Year and Hours (Continued)

       B. Hours(Continued)

          5. Delays and Closings

              Delays and/or closings of Intermediate Unit I operated programs
              will be governed by announcements made by the school district
              in which the class is located. It may be necessary for the Inter-
              mediate Unit to delay and/or close a program or site even
              though the school district in which the class is located may
              choose not to do so. In such instance, the Intermediate Unit will
              make a specific announcement to that effect prior to 7:00 a.m.
              In the event the Intermediate Unit chooses to close a program
              after 7:00 a.m., all employes who report to their work station
              that day, shall have that day considered as one of their contract
              days.
        6. On The Job Site Training

            a. In the event an employe is required to perform their job
            functions at an “on the job site” the employe will be
            notified in writing of this assignment.

            b. Additionally, it is understood that any employe directed to
            perform their duties “on site”, said employes are no more or
     any less liable for the student than if they were performing
        their duties in the classroom.

             c. Any employe who is required to use their personal vehicle to
         travel between job sites will be reimbursed at the
             prevailing IRS rate as of July 1 of each year. Employes will
         be reimbursed only for mileage between sites and not for
             mileage from home to the first work site nor from the last
             work site to home. Employes shall be compensated at the
             pre-determined rate from a designated school and to a
             designated work station and return to school, provided those
     miles are actually traveled.


                                                                                   (27)



ARTICLE VI: HOURS OF WORK AND OTHER CONDITIONS OF EMPLOYMENT(Cont’d)

I.   Work Year and Hours (Continued)

     B. Hours(Continued)

        6. On The Job Site Training (Continued)
             d. Employes required to use their vehicles for job site training,
        will be reimbursed for parking during the work day upon
             submission of appropriate parking receipts with their
             travel vouchers.

     C. Substitute Employes
        Any individual who is employed to temporarily fill a full-time
        vacancy or newly created position, may be classified as a substi-
        tute for no longer than ninety (90) calendar days; provided that
        upon their election by the Board, seniority shall begin from the date
        the employe assumed the position which was vacant or newly created.

        In no case shall a full-time vacancy or newly created position be
        filled by a substitute for longer than ninety (90) calendar days.

        Summer break will not constitute a break in the ninety (90) calendar day count if
        the substitute employee maintains the same position upon return to work in the
        next school year. Any days worked in the same position, defined as a continuation
        from the school year, in the summer will count toward the ninety (90) day calendar
          calculation.

II.    Other Conditions of Employment

       A. Legal Assistance

          The Board shall provide full support to an employe including the
          legal assistance of a Board appointed attorney in any proceedings in
          any criminal action resulting from an assault upon an employe
          while performing his/her duties.

          Retention of Benefits

          Benefits derived under this agreement shall continue until the
          employe has recovered from the injuries resulting from the assault
          unless otherwise specified in this agreement.
(28)



ARTICLE VI: HOURS OF WORK AND OTHER CONDITIONS OF EMPLOYMENT(Cont’d)


II.    Other Conditions of Employment(Continued)

       B. Criminal or Civil Proceedings

          If criminal or civil proceedings are brought against an employe
          alleging a commission of an assault in connection with his/her
          employment, said employe may request the Board to furnish legal
          counsel to defend him at such proceedings. The Board shall have
          full discretion as to whether or not to provide such counsel.

       C. Reimbursement for Loss and Damages

        The Board shall reimburse employes for any loss, damage, or
    destruction of clothing or personal property of an employe
        used in the performance of his/her duties as an employe while on
    duty in the school or on school premises or a school sponsored
    activity. (Employe's motor vehicles are excluded, and there shall be         a $125.00
maximum reimbursement for jewelry only.)

          Allowance for such damage may not exceed the actual cash value.
          The Board will not be responsible for personal property that is left
          overnight at a building site.

       D. Job Security

          1. There shall be no subcontracting of work normally performed
              by bargaining unit employes where bargaining unit employes are
              available for such work. Notwithstanding the prior sentence,
          the Intermediate Unit may at its sole discretion, subcontract
          any janitorial work performed at the new Intermediate Unit
         Central Office building during the term of this agreement.

         2. Employment of part-time employes or volunteers in any
         combination shall not eliminate the need for the employe or
         replacement of bargaining unit employes.




                                                                                   (29)



ARTICLE VI: HOURS OF WORK AND OTHER CONDITIONS OF EMPLOYMENT(Cont’d)


II.   Other Conditions of Employment(Continued)

      E. Transfers

         1. Involuntary Transfer

             a.   No transfer shall be made without just cause.

             b.  No aide or custodian will be transferred to an area which
                 will cause an increase of mileage of 20 miles round trip per
                 day more than to the present location. The mileage condi-
                 tions relating to involuntary transfers above are waived in
                 case of a layoff or suspension due to a reduction in staff.
                 An employe who was involuntarily transferred due to a
             layoff will be given first consideration and preference in
             making a single transfer to a newly created or vacant
                 position that would be of a geographic advantage to the
             employe. The recall of a furloughed employe shall not be
             considered a transfer.

             c.   All individuals transferred shall be notified thirty (30) days
                  prior to effective date of transfer. The person being trans-
                  ferred, may request a conference to discuss the transfer
             within a ten (10) day period following notification date. It
             is agreed that a conference date will be scheduled upon
             request.


             d.  In the event that an aide needs to be transferred from a
                 classroom that utilizes two (2) or more aides, the aide
                 with the most seniority as an IU1 aide will have the choice
         of remaining with the class or accepting a transfer.
(30)



ARTICLE VI: HOURS OF WORK AND OTHER CONDITIONS OF EMPLOYMENT(Cont’d)


II.    Other Conditions of Employment(Continued)

       E.. Transfers(Continued)


          2. Voluntary Transfer

              a.   Any member of the bargaining unit may request in writing to
                   the Assistant Executive Director of Operating Programs, a
                   transfer to another school or program.

              b.   Bargaining unit employes who wish to be considered for
                   transfer, must submit a new transfer request form each
                   school year.

              c.   All requests for transfer will be kept on file for considera-
                   tion when a position becomes vacant or is newly-created.
                   Any employe who has filed a voluntary transfer request will
                   be notified of any openings that coincide with his/her area
                   of interest. The Administration will notify each employe
               who has initiated such a voluntary transfer request with as
          much notice as is reasonably possible before the position is
          filled. Upon receipt of said notice it will be the
                   responsibility of the employe to immediately respond to
               the appropriate Assistant Executive Director whether or not
       they wish to be considered for the vacant position.

              d.   An opportunity for an interview will be afforded Bargaining
                   Unit employes should the vacancy to be filled be outside the
                   responsibility of his/her current supervisor, or if requested
                   by the employe.

              e.   Qualification and ability will be given consideration when a
                   position needs to be filled.




                                                                                   (31)



ARTICLE VI: HOURS OF WORK AND OTHER CONDITIONS OF EMPLOYMENT(Cont’d)
II.    Other Conditions of Employment(Continued)

       E.. Transfers(Continued)


          2. Voluntary Transfer(Continued)

              f.     The Administration will be the sole judge of the qualifica-
                     tions and other factors necessary in a person selected to
              fill the position. The Administration will make the final
                     decision in making the transfer. Should the individual wish
                     to discuss the Administration's final decision, a conference
                     will be arranged.

          3. Notification of Vacancies

              a.    All aides who have acquired teacher certification and who
                    have filed an application for professional employment will
               be notified of any instructional vacancies or openings that
               coincide with their area of certification.
                    In all cases of teaching vacancies, Bargaining Unit employes
          who respond to this notice shall be afforded the opportunity
          of an interview with the appropriate Supervisor, unless they
       are currently under his or her supervision, in which case
               this interview requirement is waived.

              b. Part-time Bargaining Unit personnel who have filed an
              application for full-time bargaining unit employment will be
       afforded an interview with the appropriate Supervisor,
              unless they are currently under his/her supervision, in
              which case this interview requirement is waived.




(32)



ARTICLE VI: HOURS OF WORK AND OTHER CONDITIONS OF EMPLOYMENT(Cont’d)

II.    Other Conditions of Employment(Continued)

       F. Health and Safety

          1. No employe shall be required to work under conditions which are
       hazardous to the safety or health of the employe. The Board
          agrees to abide by Commonwealth of Pennsylvania laws
         applicable to communicable and non-communicable diseases.

         2. Any individual injured in the course of employment due to an
            assault by a student or parent shall suffer no loss in income or
            Board provided insurance benefits for a one (1) calendar year
            period from the time of the assault. The Board shall provide
            Worker's Compensation Insurance as provided by applicable
            law and an income protection plan defined elsewhere in this
            agreement and will pay any net difference due them between
            the normal rate of pay and the sum of Worker's Compensation
            and the Income Protection Plan for injury due to an assault,
            including full pay for the seven (7) day waiting period as
            required by the Compensation Law.

             Assault shall be defined as any intentional act to inflict harm by a student or
             parent which causes bodily injury to an employe through direct physical
             contact. “Direct physical contact” is defined as body to body contact,
             contact from an object thrown by the student or parent, or any act proven to
             be intentional by student or parent that causes injury to the employee.

             In order to receive the benefits under this provision (Article VI, Section
             II,F,2) the employee must be both assaulted and be absent from work.

             The Administration may require an examination of the injury
             claimed by the employe by a physician designated by the Board
             at the Board's expense. Failure of the employe to submit to such
             a physical examination will forfeit any condition of this pro-
             vision.



                                                                                          (33)


ARTICLE VI: HOURS OF WORK AND OTHER CONDITIONS OF EMPLOYMENT(Cont’d)

II.   Other Conditions of Employment(Continued)

      F. Health and Safety(Continued)

         3. In the course of employment, an employe may use reasonable
             force as is necessary to protect oneself from attack, to protect
      another person or property, to quell a disturbance threatening
             physical injury to others, or obtain possession of weapons or
             other dangerous objects upon a person or within control of a
             pupil.

         4. The parties agree to the use of a mutually agreeable approved physicians’
            panel pursuant to Act 57. The panel will be reviewed for membership on a
            yearly basis.
ARTICLE VII: SENIORITY – REDUCTION IN FORCE

A.     Seniority

       1. Classification Seniority - Classification Seniority is defined as
          the accumulation of an employe's full time continuous service in a
          given job classification (aide, part-time aide, custodian or bus
          matron) within the Intermediate Unit I system, plus his/her prior
          years of service in the county school offices merged to form Inter-
          mediate Unit I, from the first (1st) day worked in any bargaining
          unit position. In cases where employes have identical seniority,
          ties will be broken by the drawing of lots. Said drawing shall be
          conducted jointly by the Administration and the Association and
          will be done only as necessary.

       2. District Seniority - District Seniority is defined as the accumu-
          lation of an employe's full time continuous service in the Inter-
          mediate Unit I system plus his/her prior years in the county school
          offices merged to form Intermediate Unit I, from the first (1st) day
          worked in any bargaining unit position. In cases where employes
          have identical seniority, ties will be broken by the drawing of lots.
          Said drawing shall be conducted jointly by the Administration and
          the Association and will be done only as necessary.


(34)



ARTICLE VII: SENIORITY - REDUCTION IN FORCE (Continued)

A.     Seniority (Continued)

       3. Seniority for part-time employes will accrue on a pro-rata basis.
          (i.e., two-thirds (2/3) time employes will accrue two-thirds (2/3)
       year seniority for each year worked).

B.     Reduction in Force

       1. When a reduction in force in this bargaining unit of Intermediate
       Unit I is necessary, the number of employes to be furloughed will
       be determined by the Intermediate Unit I Board and shall be done
       with the employe with the least Classification Seniority within
       the specific job classification (aide, part-time aide, custodian or
       bus matron) requiring a reduction in force, being furloughed first.
       In the event an individual being furloughed has more Classification
           Seniority in another job classification than an employe in that
           classification, he/she may bump said employe in the other job
           classification, provided the other job classification is in this bar-
           gaining unit.

       2. In the event a reduction in force is necessary and there are two
          individuals with equal Classification Seniority and they have the
        least amount of Classification Seniority within that job classi-
        fication, the individual with the least District Seniority will be
        furloughed first.

     3. Re-alignment of Staff

       An employe whose classroom or position has been terminated shall
       have the right to apply for and shall be granted, a transfer to a
       position within their classification which is occupied by an
    employe with less Classification Seniority. This procedure shall be  known as
"bumping" and will be governed by the following
    procedures:

        a. The person whose position is terminated will choose three (3)
           positions of persons with less Classification Seniority and sub-
           mit those choices to the Administration. One of those choices
           will be granted by the Administration.

                                                                                (35)



ARTICLE VII: SENIORITY - REDUCTION IN FORCE (Continued)

B.   Reduction in Force(Continued)

     3. Re-alignment of Staff(Continued)

        b. The person who is bumped has no bumping rights and will be
           transferred to a vacant or newly created position without
           regard to the provisions of the Involuntary Transfer Clause con-
           tained elsewhere in this agreement, except that the person so
           involuntarily transferred due to this re-alignment, will retain
           his/her right to make a single transfer to a subsequently newly
           created or vacant position.

C.   Classification and District Seniority will not be broken and the lost
     time will be added to continuous service in the following instances:

     1. Sick leave up to the total accumulated sick leave of the individual,
        or leave of absence for illness or disability as provided heretofore.

     2. Time lost due to an occupational accident or occupational disease
        that occurs on the job and which is compensable by applicable law.

     3. In case an employe is furloughed and returns to work within two
        (2) years.

     4. In case an employe is furloughed for more than two (2) years and
        then returned to work, the two (2) years of furlough will not be
        deducted from the employe's District or Classification Seniority.

D.   District and Classification Seniority will be broken by:
       1. Resignation

       2. Discharge

       3. Absence for a period of five (5) consecutive working days for
          reasons other than those specified in other sections of this agree-
          ment.



(36)

ARTICLE VII: SENIORITY - REDUCTION IN FORCE (Continued)

D.     District and Classification Seniority will be broken by: (Continued)

       4. Failure to report back to work from furlough within thirty (30)
          working days after requested to do so by the posting of a certified
          letter to the employe's last known address.

       5. Furlough for consecutive period of more than two (2) years.

E.. Employes involuntarily transferred to a job within the Intermediate
    Unit but not part of this bargaining unit and covered by this agreement
    will retain all their District and Classification Seniority accumulated
    while they were part of this bargaining unit if subsequently trans-
    ferred back into this bargaining unit. They will receive District
    Seniority but not Classification Seniority for any time outside this
    bargaining unit.

F.     Following the signing of this agreement, Intermediate Unit I will pre-
       pare and send to each employe a written schedule indicating the Dist-
       rict and Classification Seniority ratings for each employe as of the
       date of the signing of this agreement. The records of Intermediate
       Unit I shall be considered final as to the determination of District and
       Classification Seniority accumulated prior to the signing of this
       agreement unless the employe can prove through written records that
       there has been an error in said determination.

G. New employes, hired by the Board, will be considered as probationary
   employes for a period of one half (1/2) of the yearly contracted days
   as specified elsewhere in this agreement with the provision that all
   benefits of this agreement shall apply during said probationary period.

    Bus matrons shall satisfactorily complete a forty (40) consecutive
    work day trial period of employment before a recommendation is made           to the
Board for regular employment. Upon hiring by the Board, senior-
    ity will begin the day of hire as a probationary employe. The forty
    (40) day trial period before the hiring by the Board will be considered
    as part of the one half (1/2) year probationary period as per other
    bargaining unit employes. During this forty (40) day pre-hire period,
       bus matrons will be entitled to all contract provisions provided herein for bus
       matrons.



                                                                                         (37)

ARTICLE VII: SENIORITY - REDUCTION IN FORCE (Continued)


H.     Notification of Furlough

    The Intermediate Unit Board will notify individuals to be furloughed no
    later than July 1 of the school year preceding the furlough. Except
    that in cases of new law, regulations or standards which may limit
    the expenditures or the number of staff members covered by this
    agreement or in cases during the school term which alter the need for
    staff. In such cases, employes will be given thirty (30) calendar days notice before
such furlough.

I.     Recall

       Furloughed individuals shall be recalled in the inverse order of fur-
       lough.

J.     Any individual furloughed by the Intermediate Unit shall be given first
       consideration and preference with regard to any substitute work.


ARTICLE VIII: MEMBERSHIP DUES DEDUCTION

A.     Deduction from Salary

     The Board agrees to deduct from the salaries of members for the local
     Association, the Pennsylvania State Education Association, and the
     National Education Association as said members authorize the Board      to deduct
and transmit the monies by check promptly to the                         Intermediate
Unit I Educational Support Personnel Association-PSEA-                   NEA.

       1. Upon proper authorization from the employe, the Intermediate Unit
          agrees to deduct, during the period of employment, dues from
          Association member's pay in equal monthly payments beginning
       September of this year and continuing through the life of this
       agreement.




(38)



ARTICLE VIII: MEMBERSHIP DUES DEDUCTION (Continued)
B.     List Supplied to Board

   No later than September 15 of each year, the Intermediate Unit I                             Educational
Support Personnel Association-PSEA-NEA will provide the
   Board with a list of those new employes who have authorized the
   Board to deduct dues for the Association in paragraph "A" above.

C.     Authorization Cards
       (Sample Authorization Card is shown below)

                       PAYROLL DEDUCTION AUTHORIZATION CARD

This is to authorize equal monthly deductions from my pay for dues for the Intermediate Unit I
Educational Support Personnel Association PSEA-NEA. This authorization will remain in effect
unless canceled in writing fifteen (15) days prior to the expiration of the collective bargaining
agreement in effect on this date.




Date                                                  Signature




D.     Maintenance of Membership

       The Board agrees that all employes who are presently members of the
       Association shall be subject to the "maintenance of membership" pro-
       vision as defined in Article III, Subsection (18) of the Public Employe
       Relations Act, Act 195.




                                                                                                       (39)


ARTICLE IX: NEGOTIATION OF A SUCCESSOR AGREEMENT

A.     Deadline Date

       The parties agree to enter into collective bargaining over a successor
       agreement as provided for in Act 195 and Act 88. Any agreement so
       negotiated shall be reduced to writing after ratification by the
       parties.
B.     Modification

       This agreement shall not be modified in whole or in part by the parties
       except by an instrument, in writing, duly executed by both parties.


ARTICLE X: NO STRIKE - NO LOCKOUT PROVISION


     Both parties agree to abide by the provision of Act 195 and Act 88 of
     the Pennsylvania Public Employe Bargaining Law. The bargaining unit pledges
that the members of the bargaining unit will not engage in a               strike during
the term of this agreement and the Intermediate Unit I                     Board
pledges it will not conduct or cause to be conducted, a lockout            during the
term of this agreement. It shall not be considered a lockout               when
professionals responsible for the operation of classroom                   programs
withhold services and classes are temporarily canceled as a                result
thereof.


ARTICLE XI: WAIVER CLAUSE


    The parties agree that all negotiable items have been discussed during
    the negotiations leading to this agreement, and that no additional
    negotiations in this agreement will be conducted on any item, whether contained
herein or not, during the life of this agreement.




(40)


ARTICLE XII: MANAGEMENT RIGHTS CLAUSE

       It is understood and agreed that the Board retains the right to operate
       the Intermediate Unit and that all management rights are reserved to
       it, but that such rights must be exercised consistently with the other
       provisions of this contract.


ARTICLE XIII: PRINTING AGREEMENT


A.     Contract

       Copies of this agreement shall be printed at the expense of the Board
       after agreement with the Association on format within thirty (30)
     days after the agreement is signed. The agreement shall be presented
     to all employes now employed or hereafter employed.

B.   The Intermediate Unit Board will provide twelve (12) complete sets
     of support personnel bargaining unit employe mailing labels to the
     Association per contract year. All twelve (12) sets will be made
     available to the Association in a single order.


ARTICLE XIV: DURATION OF AGREEMENT


     This agreement shall be effective as of 1 July 2001 except as other-wise noted, and
     shall continue in force and effect through 30 June 2005 ..




                                                                                  (41)



ARTICLE XV: EFFECTIVE DATE AND SIGNATURES

     This agreement is made and entered into by the Intermediate Unit I
Board and the Intermediate Unit I Educational Support Personnel Associ-
ation PSEA-NEA on this 13th         day of December 2001         .

    The term of this agreement shall begin on 1 July 2001 , except as is
otherwise noted, and continue in full force and effect through 30 June 2005.


                   INTERMEDIATE UNIT I BOARD OF DIRECTORS

Attest:
            Secretary of the Board
                                     Date
                                            by


            President of the Board
                                     Date
          INTERMEDIATE UNIT I EDUCATIONAL SUPPORT PERSONNEL
                     ASSOCIATION -------- PSEA-NEA


Attest:
           Secretary of the Association
                                   Date
                                          by


           President of the Association
                                  Date
                     AGREEMENT


                      BETWEEN


        INTERMEDIATE UNIT I BOARD OF DIRECTORS


                         AND


           INTERMEDIATE UNIT I EDUCATIONAL

       SUPPORT PERSONNEL ASSOCIATION PSEA-NEA




*******************************


       Fayette-Greene-Washington
                  AGREEMENT

                      BETWEEN


   INTERMEDIATE UNIT I BOARD OF DIRECTORS


                          AND


      INTERMEDIATE UNIT I EDUCATIONAL
  SUPPORT PERSONNEL ASSOCIATION PSEA-NEA


  2001-02--2002-03--2003-2004--2004-05


******************************

				
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