23793019.3
WATERFORD BOARD OF EDUCATION
AND CHCA DISTRICT 1199 ·NUIIlICE, AFSCME, AFL-CIO
SCHOOL NURSES AND SCHOOL HEALTH AIDES
DATE OF EXECUTION TO JUNE 30, 2028
PREAMBLE
This Agreement, entered into by the Waterford Board of Education (the "Board") and CHCA District 1199, NUHHCE, AFSCME, AFL-CIO (the "Union"), has as its purpose the promotion of harmonious relations between the Board and the Union; the establishment of an equitable and peaceful procedure for the resolution of differences ; and establishment of rates of pay, hours of work, working privileges or benefits, or any other matters required to be negotiated as terms and conditions of employment under the Municipal Employee Relations Act.
ARTICLE 1 - RECOGNITION
The Board recognizes the Union as the exclusive bargaining representative for all full-time and parUime school nurses and school health aides employed by the Board for the purposes of collective bargaining with respect to wages, hours, and other conditions of employment within the meaning of the Municipal Employees Relations Act, CGS 7-467, et seq, in order to fix for its term , the salaries and other terms and conditions of employment provided herein.
ARTICLE 2 - BOARD RIGHTS
Except where such rights, powers and authority are specifically relinquished, abridged or limited by the provisions of this Agreement, the Board has and will continue to retain whether exercised or not, all the rights, powers and authority heretofore had by it, and shall have the sole right, responsibility and prerogative of management ofthe affairs ofthe Board of Education and direction of the working forces, including, but not limited to those rights provided by Conn. Gen. Stat § 10-220 and the following:
a) To determine the -care, maintenance, and operation of equipment a,nq property used for and on behalf of the purposes of the Board.
b) To establish, continue, change, or abolish policies, practices, and procedures for the conduct of Board business.
c) To discontinue processes or operations or to discontinue their performance by employees.
d) To select and to determine the number and types of employees required ·to perfonn the Board's operations, and to create, modify, and/or eliminate positions accordingly.
e) To employ, assign, transfer, promote, or ~emote employees, or to lay off, furlough, terminate, or otherwise relieve employees from duty for lack of work or other legitimate reasons when it shall be in the best interests of the Board.
t) To create job specifications and revise existing job specifications.
g) To establish contracts or subcontracts for the Board's operations.
h) To detennine the work year, workday, and work schedules for employees.
i) To prescribe and enforce reasonable rules and regulations for the maintenance of discipline and for the performance of work in accordance with -the requirements of the Board and to discipline employees as determined to be appropriate by the Board.
ARTICLE 3 - DEFINITIONS
A. Unless otherwise indicated, the tenn "employee", as used in this Agreement, shall refer to any bargaining unit employee.
B. The terms "Board ofEducation" or "Board," as used in this Agreement, shall mean the Board or its designee(s), and may include the Superintendent or Superintendent's designee.
C. The terms "Superintendent ofSchools" or "Superintendent," as used in this A~ement, shall mean the Superintendent or the Superintendent's designee.
D. Unless otherwise indicated, th~ term "seniority', as used in this Agreement, shall refer to an employee's total length of continuous service in the bargaining unit position. Seniority shall be considered broken and the employee shall forfeit al~ !-1ghts and benefits under this Agreement for such reasons as resignation or separation, djscharge, layoff of more than one (1) year, overstaying a leave of absence and/or taking a leave of absence for the purpose of working at another occupation without the prior written pennission of the Supyrintendent or Superintendent's designee.
ARTICLE 4 - NONDISCRIMINATION
Neither the Board nor the Union shall discriminate against or in favor of any employee on the basis of race, creed, religion, color, national origin, alienage, ancestry, age, sex, sexual orientation, physical or mental disability, marital or parental status, pregnancy, genetic infonnation, gender identity or expression, veteran status, status as a victim of domestic violence, or other classifications protected by applicable law. The provisions of~ paragraph are incorporated into the parties' agreement for infonnational purposes only, and shall not be . subject to the grievance procedure.
ARTICLE 5 - WORK SCHEDULE
A. Workday:
The work schedule of all personnel covered by this agreement shall be determined ·by the Board based on the operational needs of the district and best interests of students.
B. Work Year:
1. The work year for all employees shall consist of at least one hundred and eighty-seven (187) days.
2. The Board, acting through the Superintendent and or Superintendent's designee, may add full or partial days to the work year for individual employees or specific class ifications with at least two weeks written notification to affected employees.
3. In the event that such work days are added, hourly employees shall be paid their normal rates, rounded to the nearest fifteen (15) minute interval. For such additional days, salaried
employees shall be paid per diem (or a prorated portion thereof) based on their annual salary divided by one hundred and eighty-seven (187).
4. In the event that an employee being paid on an hourly basis works more than forty (40) hours in· one week, the employee shall be paid at time and one half for any hours over forty (40). •
C. In addition to emergency meetings, the district may schedule up to ten (10) mandatory meetings per year, occurring outside of regularly scheduled working day with a duration not to exceed two hours in length. Hourly employees shall be paid their normal rafos to attend meetings outside of the regularly scheduled work day, including the travel time (if any) to the meeting location from their assigned building, rounded to the nearest fifteen (15) minute interval. Payment for meetings for salaried employees (nurses) is included within annual salary.
D. School Closings:
On days when school is closed by the Superintendent or designee because of weather conditions or other unforeseen circumstances, employees shall not report to work. Hourly employees shall not be paid for the day, but shall be required to work if a makeup day is scheduled. Salaried employees shall not receive any reduction in salary for the work week in which the school closure occurs, and shall be required to work if a makeup day is scheduled (with no additional salary in the work week in which the makeup day is scheduled).
E. Delayed Opening/Early Dismissal Days:
On delayed opening and early dismissal days, hourly employees shall work a reduced schedule and shall be paid at their regular hourly rate based on the number of hours worked on such days, rounded to the nearest fifteen (15) minute interval. Salaried employees shall not receive any reduction in pay.
F. Meal Breaks:
Employees scheduled to work at least seven and one-quarter hours per day shall be _entitled to a one-half hour duty free meal break. For employees being paid on an hourly basis, the meal break shall be unpaid.
ARTICLE 6 -LEAVES OF ABSENCE
The following leave provisions are adopted in recognition of the necessity for certain temporary absences from employment However, such absences should occur only when absolutely necessary. Request for leave must be completed in accordance with district established procedures for any of the following leaves. In the event that any provision of this Article is inconsistent with any applicable state or federal statute concerning leave, the provisions of such statute shall control. No employee shall be required to find their own coverage for an absence.
A. Sick Leave· :
1. Sick leave during the fust--(1 s~ year of employment shall accumulate at a rate of one and one-half (1.5) days per month worked, up to a maximum of fifteen (15) days.
2. Bargaining unit members who have completed their probationary period shall be permitted to utilize accumulated sick leave. If an employee is sick during ·the probationary period, they will not be paid for the time they are out.
3. Sick leave after the first (1 st) year of employment shall be credited to employees on July 1&t of each year, in the amount of fifteen (15) days annually.
4. Sick leave may be accumulated to one hundred-eighty (180) workdays.
5. Employees returning from ruiy leave shall retain prior accumulated, unused sick leave, but do not accrue sick leave during unpaid leave of absences.
6. Employees may_use up to forty (40) hours of paid sick leave per year to care for a child, a spouse, or a parent of the employee.
7. There shall be no entitlement to compensation for unused sick days upon separation from employment.
8. Sick leave may be used in one hour increments.
B. Personal Leave:
Each employee who has completed their probationary period shall be allowed a maximum of five (5) days' leave per year, noncumulative, with no pay deduction.
Personal leave during the first (1 year of employment shall accumulate at a rate of one (1) day per month worked, up to a maximum of five (5) days.
Personal leave may be used for the following reasons:
1. Family reasons (e.g. birth, death, marriage, illness, or graduation, attendance at a child's school related function or event or a child's non-school related performance or sporting competition, military deployment)
2. Religious holidays
3. Legal matters
Family is defined as spouse; parents, grandparents~ children (natural, foster, or adopted), grandchildren, siblings, and permanent residents of the employee's household.
Personal leave may be approved only when it is not reasonable for the required activity to have been scheduled outside of working hours.
Up to one day per year may be used for personal reasons for which no reason need be given.
The Superintendent is authorized to grant additional days' leave, paid or unpaid, upon request. The decision to grant (or not grant) such days is not subject to the grievance procedure.
Application for leave as provided above shall be made in accordance with district procedures at least seventy~two (72) hours before leave is to be granted, except in cases of illness or emergencies.
Use of personal days shall not directly precede or follow a school vacation or holiday, except if such leave is taken for death in the immediate family, religious holidays, legal business that cannot be transacted outside of working hours, marriage or graduation of a member of the immediate family, or military deployment of an immediate family member.
The Superintendent is authorized to grant the use of personal leave, paid or unpaid, directly preceding or following a school vacation or holiday. The decision to grant (or not grant) such days is not subject to the grievance procedure.
C. Jury Duty:
A regular full-time or regular part-time employee who is called to jury duty shall be eligible for leave at the employee's base rate of pay less the jury fee, provided such employee gives written notice in accordance with district procedures promptly upon the employee's receipt of the call to jucy duty. •
D. Maternity Leave:
An employee who is pregnant shall receive a leave of absence for the reasonable period of physical disability due to childbirth. Upon return, the employee shall be assigned to her former position or a position with equivalent pay. Such leave shall be treated the same as any other short-term disability, and the leave shall qe with pay to the extent of accumulated sick leave. Maternity leave will be counted towards an employee's entitlement to leave under the Family and Medical Leave Act or other applicable state or federal law.
E. Unpaid Leave:
An employee who has completed their probationary period may request unpaid leave upon exhaustion of accumulated paid leave. Any requests for unpaid leave must be submitted to the Superintendent at least thirty (30) days in advance, except in emergencies. The denial of any such request by the Superintendent shall not be subject to the grievance procedure. Any unpaid leave of absence taken for a qualifying reason under the Family and Medical Leave Act shall be counted towards the employee's entitlement to leave under the Family and Medical Leave Act or other applicable state or federal law.
ARTICLE 7 - HOLIDAYS
A. Hourly employees who have completed their probationary period shall be granted each of the following days as a paid holiday.
Columbus/Indigenous Peoples' Day Martin Luther King Day
Thanksgiving Day
President's Day
Christmas Eve Dav Good Friday
Christmas Day
New Year's Day
Memorial Day
B. Labor Day shall be a prud holiday for hourly employees in those years students' classes commence before Labor Day.
C. Juneteenth shall be a paid holiday for hourly employees in those years students' classes extend beyond Juneteenth.
ARTICLE 8 - HEALTH INSURANCE
A. Eligibility: All employees regularly scheduled to work thirty (30) hours or more per week shall be eligible for the health insurance coverage set forth in this section.
B. Plan: The health insurance plan shall be the State Partnership Plan 2.0, on the terms and conditions described in the Side Letter that was executed by the Union and the Board on May 9, 2025.
C. Premium Contribution: The Board shall make a premium contribution for health and dental coverage as listed below, with the employee paying the remaining percentage of the premium by payroll deduction. •
D. Dental Insurance: The Board shall provide dental insurance with the dental plan to be selected by the Board. •
E. Vision Rider: The Partnership Plan 2.0 vision rider will be offered as a separate benefit at 100% cost to the employee.
:F. State Rates: Premium rates for the Partnership Plan shal_l be inclusive of medical, RX, dental and all administrative fees incurred by the Board, and shall be established by the State of Connecticut for the relevant July 1 through June 30 period. The premium rates will be established by the State of Connecticµt for single, employee+ I and family, and for actives and pre-65 retirees.
G. State Plan Design: The Partnership 2.0 Plan design and co-payments shall be specified by the State of Connecticut. The Board and the Union recognize that State of Connecticut may unilaterally change the plan design and co-payments of these plans.
H. Right to Exit: The Board has a management right to leave the Partnership Plan 2.0 at any time for a new plan or carrier.
I. Plan Design on Exit: The parties agree that the Board shall revert to the previous high deductible plan offering for bargaining unit employees, as described in Exhibit D, should the Board exit the P~ership Plan, l.lllless the parties mutually agree to an alternative plan.
J. Wellness: The parties acknowledge that the Partnership Plan 2.0 contains a wellness component referred to by the State as the Health Enhancement Program ("HEP"), which provides reduced costs for employees when covered individuals complete specified preventive screenings and/or education programs in accordance with the requirements of the HEP program. All employees participating in the Partnership Plan 2.0 are required to participate in the HEP documentation requirements and subject to the HEP terms and conditions in the event of any noncompliance with its requirements. In the event that the Partnership Plan 2.0 administrators impose a HEP non-participation penalty on the basis of an employee's non-
compliance with the terms of the HEP or any non-compliance on the part of any individual covered under the employee's insurance, any such penalty shall be fully paid by the non·compliant employee, by payroll deduction.
K. Documentation: All employees will be required to complete any documentation required to enroll in the Partnership Plan 2.0 and HEP.
L. Change of Carrier: In addition to the right to exit the Partnership Plan described above, the Board shall have the right to self-insure for any of the insurance benefits described in this Article and/or to change administrators/carriers/plans for any of the insurance benefits, provided the overall level of benefits, when considered as a whole, remains substantially comparable to the overall level of benefits in effect immediately preceding any such change.
M. Section 125 Plan: The Board shall implement and maintain a Section 125 Salary Reduction Agreement which will be designed to pennit exclusion from taxable income the employee's share of health insurance premiums. Within said Salary Reduction Agreement ("RA Plan"), the Bo11rd shall also maintain a flexible spending account, for the purpose of enabling eligible employees to divert a portion of their gross salaries, prior to reduction for federal income taxes by a rninimlUU of $500 to a maximum of $5,000 per plan year for dependent care, into an account from which, during the course of the plan year, they can be reimbursed for dependent care costs they incur. The following provisions will apply.
1. Under no circumstances will the Board be required to contribute any monies to the RA Plan or to any account established pursuant thereto.
2. Each employee desiring to participate in the RA Plan must apply for participation and . enroll by submitting completed. fonns provided by the Board thirty (30) days prior to December 1 of each plan year in which the employee desires to participate.
3. Each employee accepted as participant in the RA Plan must, thirty (30) days prior to September 1, inform the Board in writing of the amount the employee wishes to contribute to the account during the plan year (a m~imum of $500 to a maximum of $5,000 per plan year for dependent care), which shall be divided by the number of payroll periods scheduled for the plan year to determine the amount to be deducted from each paycheck during that plan year.
4. As a condition precedent to the establishment of an account under the RA Plan, the employee must submit to the RA Plan Administrator, on forms approved by the Board, written authorization for the Board to deduct from the employee's salary, the amounts to be diverted to the employee's RA Plan Account, which shall be the same amount from each paycheck issued during the plan year. As a further condition, the employee shall pay, by authorized automatic payroll deduction, the monthly charge for participation in said plan attributable to the employee.
5. Unexpended balances in each RA Account at the end ofeach plan year will be forfeited in accordance with legal requirements. The RA Plan will be governed by the terms of the RA Plan description. It is intended that the RA Plan shall be interpreted, whenever possible, to comply with such tenns of the Internal Revenue Code. In the event the RA Plan Admini strator determines, before or during ~y plan year, that the RA Plan may fail to satisfy any non-discrimination requirement if imposed by the Code or limitation on benefits to certain participants, the RA Plan Administrator shall take such action as the
Administrator deems appropriate under rules uniformly applica~lc to similarly situated participants.
6. The Board makes no representations or guarantees as to the initial or continued viability of the Section 125 Plan, and shall incur no obligation to engage in any form of impact bargaining in the event that a change in law reduces or eliminates the tax-exempt status of employee insurance premium contributions or dependent care reimbursements. So long as the Board makes a good faith effort to comply with this paragraph M, neither the Union nor any member of the bargaining unit covered with this Agreement shall make any claim or dejlland, nor maintain any action against the Board or any of its members or agents for taxes, penalties, interest or other cost ot loss arising from a flaw or defect in the salary reduction agreement, or from a change in law which may reduce or eliminate the employee tax benefits to be derived therefrom.
ARTICLE 9 - LIFE INSURANCE
The Board shall provide all employees who are regularly scheduled to work thirty (30) hours or more per week with one hundred percent (100%) of the premium for a fifty thousand ($50,000) dollar term life insurance policy, the carrier to be determined at the sole discretion of the Board.
ARTICLE 10 - RETIREMENT
A. The Connecticut Municipal Employees Retirement System (CMERS), administered through the Town of Waterford, shall determine the· terms of retirement for employees, including applicable criteria.
B. To retire, an employee shall submit a signed, written notice of resignation to the Superintendent at least two weeks before their anticipated separation date.
ARTICLE 11- VACANCIES, ASSIGNJVIENTS AND TRANSFERS
A. Vacancy Procedures!
1. A job vacancy is defined as an opening or new position within the bargaining unit.
2. The decision to fill a vacancy, and the manner of filling vacancies, shall be solely within the discretion and control of the Board, except as otherwise provided by the specific provisions of this Agreement.
3. When a vacancy exists (after any transfers have been completed) or a new position is created, the Superintendent will post the vacancy electronically for a period of five (5) working days. By mutual written agreement between the Superintendent or designee and the Union, the five (5) day posting period may be waived. Employees desiring to apply for appointment to a vacancy shall submit a completed online application in accordance with district procedures.
4. All vacancies shall be posted internally for five (5) working days before being advertised • externally. In the event a position becomes open during the summer, notice of the opening shall be posted electronically on the District Intranet and publicized to employees not working during the summer via the Board's employee mass communication system.
5. All qualified bargaining unit members who meet the posting requirements and apply for a vacant position in a timely manner shall be interviewed.
6. At the end of the application period, the Board shall have the right to select the applicant (from within or outside the bargaining unit) who is most qualified for the position, in the sole and exclusive judgment of the Superintendent or designee. Qualifications include but are not limited to previous work experience, educational background, evaluations, and interview.
B. Assignment Procedures:
1. Assignments are made annually, based upon the requirements of the position in question, qualifications of the employees, the abilities of the employees, the best interests of Waterford students and the needs of the Waterford School System. If employees' qualifications are equal as determined by the Board in its sole discretion, seniority will be considered.
2. If an employee wishes to be reassigned in the upcoming school year, the employee may request reassignment by notifying the Supervisor of District Health Services by March 1st
C. Transfer Procedures:
1. Decisions to transfer employe.es (temporarily or otherwise) shall be based upon the best interests of Waterford students and the needs of 1h:e Waterford School System.
ARTICLE 12 - REDUCTION IN FORCE
A. The Board has the sole and exclusive prerogative to eliminate staff positions. Elimination of staff positions may result from decreases in student enrollment, economic conditions, or other circumstances as determined by the Board. Prior to reducing the number of employees through layoffs, the Board shall give due consideration to its ability to effectuate position elimination and/or reduction in staff through:
1. Voluntary retirements
2. Voluntary resignations
3. Transfer or reassignment of existing staff members
B. If the Boar'd determines that layoffs are necessary, the Board shall determine which employees will be laid off based on the employees' qualifications and performance. In the event that all qualifications and performance are equal, the least senior employee in the affected classification shall be laid off. The Union shall be notified of the reduction in force no later than fourteen (14) calendar days before the effective day of the reduction in force.
C. An employee relieved of duty because of a reduction in force shall be eligible for reassignment to a vacant position within the bargaining unit, provided that the employee is fully qualified for that position.
D. A laid off employee s hall be placed on a recall list and shall remain on such list for a period of one (I) year. Laid off eJllployees shall be recalled to positions for which they are qualified, as determined by the Superintendent or designee, in inverse order of layoff. Offers of reappointment shall be sent electronically. Employees are responsible for providing the school district with an appropriate and updated email address.
E. The offer of reappointment shall be accepted or rejected in writing within seven (7) calendar days of the date of electronic mailing. If an employee on the .recall list declines to retum to work when offered a comparable position to the position from which the employee was laid off or fails to respond to an offer of a position within seven (7) calendar days, the individual shall be removed from the recall list. Returning individuals must return to work within fifteen (15) calendar days from the date of the mailing of the notification. A failure to return to work within the fifteen (15) calendar days shall be deemed a refusal to accept employment.
ARTICLE13-GRIEVANCEPROCEDURE
A. Purpose:
The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to complaints related to the application or interpretation 9-f this agreement The parties agree that these proceedings shall be kept as informal and confidential as may be appropriate, subject to the provisions of applicable law. No reprisals of any kind shall be taken by either party or any member of the administration against any participants in the grievance procedure by reason of such participation.
B. Definitions:
1. As used in this agreement, the word "grievance" shall mean a claim that there has been a violation, misinterpretation, or misapplication of a specific provision or provisions of this Agreement. •
2. As used in this agreement, the word "grievant" is hereby defined to mean any member of the bargaining unit who·files a grievance, ~e Union filing on behalf of a specific employee or employees, or the Board. •
3. As used in this article, the word "days" shall mean business days on which the district's Central Office is open.
C. Time Limits:
I. As it is important that grievances be process ed as rapidly as possible, the number of days indicated at each level should be considered the maximum amoW1t-and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual written agreement of the Board and the Union.
2. Any grievance not presented for disposition in writing within fifteen (15) days of the occurrence of the conditions giving rise thereto shall be considered waived.
3. Failure at any step of this procedure to communicate a decision within the specified time limits shall be deemed denial of the grievance and shall pennit the aggrieved person to proceed immediately to the next sttp. Failure at any step to appeal within the specified
time limits shall be deemed to be a waiver of the right to proceed further with the grievance.
D. General Provisions:
1. Any grievance must set forth the specific article and section of this Agreement that has allegedly been violated, misinterpreted, or misapplied.
2. If no written response to the grievance is rendered by the deadline at any step, the grievant may proceed to the next step.
3. Nothing contained herein shall be construed as limiting the right of any employee to discuss informally a concern or a problem with any appropriate member of the school administration.
4. Either the Union or the Board may request mediation of a grievance at any step of the process prior to arbitration. If both the Union and the Board agree to mediation, then the parties shall designate a mediator/ mediation forum and agree upon the mediation procedures for the grievance in question.
E. Steps of the Grievance Procedure:
1. Step One: Grievant and Designated Administrator
The grievant shall present the grievance in writing to the Supervisor of District Health Services within fifteen (15) days of the event giving rise to the grievance. The Supervisor of District Health Services shall provide the grievant with a written response within ten (10) days of receipt of the written grievance.
2. Step Two: Superintendent or Designee
If the grievant is not satisfied with the disposition ofthe grievance at Step One, the grievant may submit their grievance in writing to the Superintendent or designee within ten (10) days of the response to the Step One grievance. Within five (5) days of the receipt of the grievance, the Superintendent or designee shall meet with the grievant (and representative of the Union if the grievant so desires) in an effort to resolve it. The Superintendent or designee shall provide the grievant with a written response within ten (10) days of such meeting.
3. Step Three: Board of Education
If the grievant is not satisfied with the disposition of the grievance at Step Two, the grievant may submit their grievance in writing to the Board within ten ( 10) days of the response to the Step Two grievance. Within twenty (20) days after receiving the written grievance, either the Board or, at the Board's option, a committee of the Board, shall meet with the grievant for the purpose of resolving the grievance. The aggrieved person may be accompanied by representatives of the Union. The Board or designee shall provide the grievant with a written response within ten (10) days of such m:~tirig.
4. Step Four: Arbitration
If the grievance is not resolved at Step Tbree, the Union may submit the grievance to arbitration by filing a demand for arbitration with the American Arbitration Association
within ten (10) days after the decision was rendered or should have been rendered at Step Three.
The arbitration proceedings shall be conducted in accordance with the rules of the American Arbitration Association. Toe arbitrator shall hear only one grievance at a time. The arbitrator shall have no authority to add to, subtract from, or modify the terms of this agreement. The fees and expenses of arbitrator and arbitration forum shall be borne equally by the parties.
The parties agree that the decision of the arbitrator shall be final and binding, except as otherwise provided by law, and that this grievance procedure shall be the so le and exclusive means of resolving claims which are encompassed within the definition set forth in Section B(l) of this Article.
ARTICLE 14 - SUSPENSION/DISMISSAL
No employee who has completed their probationary period shall be suspended or discharged without just cause. The Union President shall receive copies of all written discipline.
ARTICLE 15 - PROBATIONARY PERIOD
No employee shall attain seniority or other rights under the Agreement until the employee has been continuously in a bargaining unit position on the payroll of the Board for a period of ninety (90) workdays. The employee must actually work ninety (90) working days in order to complete probation Employee paid or unpaid leave time does not count as working days for the purpose of calculating the probationary period. During such period, the employee shall be on probation and may be terminated by the Board in its sole discretion for any reason whatsoever, and neither the employee nor.the Union, on the employee's lrehalf, shall have recourse to the grievance procedure provisions of this Agreement.
ARTICLE 16 - WAGES
A. The wage scale for employees is attached to this Agreement as Appendix A.
B: All employees are required to submit their time records in a timely fashion.
C. All employees shall be paid bi-weekly via direct deposit to a qualified financial institution of the employee's choice in accordance with the Board's payroH schedule.
D. For hourly employees, wages shall be computed by using the actual number of hours worked or contractual leave paid for each biweekly pay period, on the payroll schedule established by the district.
ARTICLE 17 - DUES DEDUCTION
A. The Board sha ll honor members' individually authorized deduction forms and shall make such deductions in the amounts certified by the Union for union dues.
B.. All employees of the bargaining unit may become memb_ers of the Union. Upon receipt of voluntary individual written authorization from Union members, the Board agrees to deduct union dues from each Union member's earned wages. The Board shall deduct such dues out of the first two paychecks of each school year month, for a total of 22 deductions over the course of a fiscal year. Each month, the Board shall remit all Union dues to CHCA District 1199, NUHHCE, 2 N. Plains Industrial Rd, Wallingford CT, 06492, no later than the last day of the month. The monthly remittance of dues to the Union will be accompanied by a list of names of employees from whose wages dues deductions have been made.
C. The Union shall indemnify and hold the Board harmless from any and all demands, suits, complaints, claims, costs, and liabilities, including reasonable attorneys' fees, caused by, or arising out of the administration or enforcement of this Article.
ARTICLE 18 - PERSONNEL Fil,ES
A. Employees shall have the right to review their personnel files by appointment and shall have electronic access to all evaluation reports.
B. Employees shall have the-right to respond, in writing, to any material placed in their personnel file.
ARTICLE 19 - PROFESSIONAL LEARNING OPPORTUNITIES
A. Subject to prior written approval by the Supervisor of District Health Services, an employee may attend conferences or other approved professional learning programs. Approved attendance shall be without loss of pay. Reimbursement for reasonable costs incurred in connection with professional learning opportunities must have prior approval by the Supervisor of District Health Services. The Supervisor of District Health Services may require a written or oral report which shall be submitted within two (2) weeks of the termination of the professional learning opportunity.
B. When, in the judgment of the Superintendent, a·course for which reimbursement is requested will make a meaningful contribution to a more effective performance of the duties to which the employee is assigned or would enhance professional growth, then reimbursement for the course may be granted. Courses must have approval of the Superintendent at least thirty (30) days prior to the start of the course. A maximum of up to $250.00 will be allotted for each course upon satisfactory completion of sai d course. The Board will provide an annual account of two thousand five hundred dollars ($2,500) for this purpose. This account may not be overexpended. If multiple requests for reimbursement are received, payment shall be made to eligible employees in pro-rata amounts.
C. Employees must submit an o1p.cial grade report or an official transcript of the approved course(s) and a copy of the bill for tuition and fees. The employee must have a grade of B or better to be reimbursed. In pass/fail courses, a passing grade is required for reimbursement. Payment shall be made as soon as practicable after submission of the appropriate documents. All employees must be employed by the Board at the time the payment is made in order to receive reimbursement.
D. An employee granted tuition reimbursement is obligated to remain in the Watetford school system for two (2) full years of service following the year in which the program or course is completed. Ifthe employee does not remain, the employee shall be obligated to repay to the Board the amount of money the employee has received in tuition reimbursement during the prece<ling two (2) school years; unless an extenuating circumstance (e.g. family illness, spouse relocation, etc.) necessitated a break in service.
ARTICLE 20 - MISCELLANEOUS
A. Each year during the month of October, the Superintendent or designee will send the Union and its local President an electronic copy of a seniority list showing the date of hire of each employee in the bargaining unit.
B. The Board shall permit the President of the Union, or their designated representative, with the permission of the Supervisor of District Health Services and the Building Principal to visit the schools for any purpose relating to the tenns and conditions of this Agreement. Any such visits shall be conducted in accordance with the school district's visitors' policy and procedures. If conferences with employees are necessary, they shall be scheduled outside of working hours or on scheduled breaks, or by pre--arrangement and permission of the Supervisor of District Health Services and the Building Principal, so as not to interfere with the duties and responsibilities of the employee(s).
C. The Board shall send information of each newly hired employee to the Union President within fourteen (14) days of hire, or upon the employee's start-date, whichever is sooner. Union shall have the opportunity to hold an orientation session with all newly hired employees. 1ne orientation will be held within thirty (30) calendar days of the employee's first day of employment as a member of the bargaining unit. The time of the Union orientation session shall not exceed one half hour (1/2 hour) in duration.
D. Employees shall receive a uniform allowance of two hundred dollars ($200.00) to cover the cost of uniforms and/or shoes. Payment will be made by separate check in the first pay period in September, only for those in employment on the first day of the student's scheduled school year. The stipend is pro-rated for employees who are on leave for six (6) months or more, and payable only upon return to active duty. Toe parties acknowledge that the uniform allowance shall be subject to deductions for state and federal taxes.
ARTICLE 21 - COMPLETE AGREEMENT
This Agreement contains the complete agreement of the Board and the Union. The Agreement may only be amended by the parties' mutual written agreement.
If any provision or portion of this Agreement is ultimately ruled invalid for any reason by an · authority of established and competent legal jurisdiction, such provision or portion shall be severed from the Agreement, ·and the balance and remainder of the Agreement shall remain in full force and effect.
ARTICLE 22 - NO STRIKES
Neither the Union nor any employee shall engage in, induce, support, encourage, or condone a strike, sympathy strike, work-stoppage, slowdown, concerted withholding of service, sick-out, or any interference with the mission of the Board.
ARTICLE 23 - DURATION
This Agreement shall become effective upon signing and shall remain in effect through June 30, 2028. Salary and wage rate increases shall be retroactive to July 1, 2025. Under the Municipal Employee Relations Act (Connecticut General Statutes § 7-475), in the event this Agreement expires before a new agreement has been reached between the parties, the terms of this Agreement shall remain in effect until a new agreement has been reached and approved by the parties, in accordance with the Municipal Employee Relations Act.
WATERFORD
BO OF EDUCATION
CHCA DISTRJCT 1199 NUHHCE, AFSCME, AFL-CIO
Date
I;>ate / '
WATERFORDSCHOOLNURSESAND SCHOOL HEAL AIDES
