PROFESSIONAL NEGOTIATED AGREEMENT
BETWEEN
AND
2019
- 2020
2020
- 2021
TABLE OF
CONTENTS
PREAMBLE
4
ARTICLE III –
1.
RECOGNITION
8
2.
BOARD LIASON
8
3.
DUES
8
4.
ASSOCIATION BUSINESS
9
ARTICLE V – PROFESSIONALISM
11
1.
PROFESSIONAL RESPONSIBILITIES
11
2.
PROFESSIONAL QUALIFICATIONS
11
3.
POLITICAL ACTIVITY
12
ARTICLE VI – TEACHER WORK
SCHEDULE
13
1.
TEACHING HOURS AND TEACHING LOADS
13
2.
EXTRA CURRICULAR
14
3.
PREPARATION TIME
15
4.
CALENDAR
15
5.
YEAR-ROUND SCHOOL
15
ARTICLE VII – TEACHER
PROTECTION
16
1.
DISCIPLINE PROCEDURES
16
2.
EVALUATION
16
3.
PERSONNEL FILES
17
4.
OTHER
18
ARTICLE VIII – PROFESSIONAL
GRIEVANCE PROCEDURE
19
20
ARTICLE IX – INSTRUCTIONAL
PROGRAMS
21
1.
PROFESSIONAL TRAINING
21
2.
SUPPLIES AND TEXTBOOKS
21
3.
EXPERIMENTATION AND INNOVATION
22
1.
VACANCIES
23
2.
REASSIGNMENT AT EACH SCHOOL/WORK SITE
23
3.
VOLUNTARY DISTRICT TRANSFER
23
4.
INVOLUNTARY DISTICT TRANSFER
24
5.
SENIORITY
24
6.
TEAM TEACHING
25
ARTICLE XI – REDUCTION IN
FORCE
26
ARTICLE XII – LONG TERM
LEAVE
27
1.
CHILD REARING LEAVE
27
2.
MILITARY LEAVE
27
3.
SABBATICAL LEAVE
27
4.
EXTENDED LEAVE OF ABSENCE
28
ARTICLE XIII – SHORT TERM
LEAVE
30
1.
GENERAL
30
2.
SICK LEAVE
30
3.
MATERNITY LEAVE
30
4.
BEREAVEMENT LEAVE
31
5.
ADOPTION LEAVE
31
6.
SICK LEAVE BANK
31
7.
DONATED SICK LEAVE DAYS TO SPOUSE
32
8. PAYMENT FOR
UNUSED SHORT TERM LEAVE
32
ARTICLE XIV – PERSONAL LEAVE
34
ARTICLE XV – OTHER LEAVE OF
ABSENCE
35
1.
ASSOCIATION LEAVE
35
2.
COURT LEAVE
35
3.
INJURY OR ILLNESS IN IMMEDIATE FAMILY
35
4.
PROFESSIONAL LEAVE
36
1.
HEALTH INSURANCE
37
2.
OCCUPATIONAL INJURIES
37
3.
FLEX BENEFIT PLAN
37
ARTICLE XVII – FACULTY
ADVISORY COMMITTEE
38
ARTICLE XIX – SCHOOL POLICY
GUIDE
40
ARTICLE XXI – SALARY
SCHEDULE
42
1.
INITIAL PLACEMENT
42
2.
EDUCATIONAL ADVANCEMENT
42
3.
SCHEDULES
43
ARTICLE XXII – EXTRA DUTY
CONTRACTS
44
ARTICLE XXIII – TERMS OF
AGREEMENT
48
ARTICLE XXIV – SCHOOL
PERFORMANCE PLANNING
49
MEMORANDUMS
OF UNDERSTANDING
49
ATTACHMENTS:
2019-2020 Certified Salary Schedule
2020-2021 Certified Salary Schedule
The Board of School Trustees of Lyon County School District supports the
cooperative development of a professional negotiations agreement with the Lyon
County Education Association. It is
our sincere belief that such an agreement is in the best interests of our
students in as much as the kinds of things that will be mutually considered and
subsequently agreed upon will improve the educational environment of our
professional staff members and thus increase the effective and efficient
operation of our schools. This, in
turn, will be of great benefit to the students to move us closer to our stated
goal of providing a quality educational program for the children of the
We believe that this mutually developed agreement must fall within the
framework of all constitution, statutory and legal provisions of the State of
The parties seek to educate young people in the democratic tradition, to
foster recognition of individual freedom and social responsibility, to inspire
meaningful awareness of and respect for the Constitution and the Bill of Rights,
and to instill appreciation of the values of individual personality.
It is recognized that these democratic values can best be transmitted in
an atmosphere, which is free from academic censorship and restraints upon free
inquiry and learning within the framework of morals and public taste.
This agreement is adopted by and between the
WHEREAS, the Lyon County Boards of School Trustees in the City of
Yerington, County of Lyon, State of Nevada and the Lyon County Education
Association, the parties of this Agreement, recognize and declare that providing
quality education for the children of the District is their mutual aim and that
the character of such education depends predominantly upon the quality of the
morals of the teaching staff, and
WHEREAS, the members of the teaching profession are particularly
qualified to assist in formulating policies and programs designed to improve
educational standards, and
WHEREAS, members of the teaching staff in the District have the right to
join or not to join any organization for their professional or economic
improvement.
WHEREAS, a free and open exchange of views is desirable and necessary by
and between the parties hereto in their efforts to negotiate in good faith with
respect to wages, hours, and conditions of employment.
WHEREAS, except as specifically modified by this Agreement, the School
Board retains, without limitations, all powers, rights and authority vested in
it by N.R.S. rules and regulations, including but not limited to:
1)
Direct its employees;
2)
Hire, promote, classify, transfer, assign, retain,
suspend, demote, discharge or take disciplinary action against any employee;
3)
Relieve any employee from duty;
4)
Maintain the efficiency of its operations;
5)
Determine the methods, means and personnel by which its
operations are to be conducted;
6)
Take whatever actions may be necessary to carry out its
responsibilities in an emergency.
NOW, THEREFORE, IT IS AGREED.
DEFINITIONS
1-1-1
The term “NRS 288”, as used in this Agreement, shall
refer to Chapter 288 of the Statutes of Nevada enacted by the 1969 session of
the Nevada Legislature also known as the Local Government Employee-Management
Relations Act.
1-1-2
The term “Teachers”, as used in this Agreement, shall refer to all
contracted non-administrative licensed personnel eligible for membership in the
Lyon County Education Association.
1-1-3
The term “School Trustees” or “School Board”, as used in this Agreement,
shall mean the Board of School Trustees of the
1-1-4
The term “Board”, as used in this Agreement means the Local Government
Employee – Management Relations Board as provided in NRS 288.030.
1-1-5
The term “Association”, as used in this Agreement, shall mean the Lyon
County Education Association and its entity known as the Employee Organization
in NRS 288.040.
1-1-6
The term “School District”, as used in this Agreement, shall mean the
1-1-7
The term “Superintendent”, as used in this Agreement, shall mean the
Superintendent of Schools of the
1-1-8
The terms “School Trustee”, “Government Employee-Management Relations
Board” and “Association”, as used in this Agreement, shall include authorized
officers, representatives and agents.
Despite reference herein to “School trustees”, “Government
Employee-Management Relations Board”, and “Association”, as such, each reserves
the right to act hereunder by committee or designated representatives.
1-1-9
The term “School Year”, as used in this Agreement, shall be defined in
NRS 388.080.
1-1-10
The term “Agreement”, as used in this Agreement, refers to the name of
this document being the Professional Negotiation Agreement between the
1-1-11
The term “Grievance”, as used in this Agreement, shall mean a complaint
by a licensed staff member of the Association, excluding administrative
personnel, that there has been a violation of this agreement.
1-1-12
The term “Aggrieved Person or Party” as used in this Agreement, is a
teacher and/or the Association who is asserting a grievance.
1-1-13
The term “Day”, as used in this Agreement, shall mean each day or portion
of a day that the
1-1-14
The term “Immediate Family”, as used in this Agreement, shall mean the
employee’s children, spouse, parents, siblings,
grandparents, grandchildren, any person similarly related by marriage, foster
parents, and any person living in the immediate household of the employee.
For the purpose of bereavement leave only, the term “immediate family”
will include a significant other person in the employee’s life.
1-1-15
The term “Discipline”, as used in this Agreement, shall mean the process
by which violation of District or school policy/regulations or professional
behavior is addressed.
1-1-16
The term “Evaluation”, as used in this Agreement, shall mean the process
by which a teacher’s over-all performance may be determined to beHighly Effective, Effective, Developing or Ineffective.
1-1-17
The term “Assignment”, as used in this Agreement, shall mean the
placement of a teacher in a position for which they are licensed or for which an
exception has been granted.
1-1-18
The term “Transfer”, as used in this Agreement, shall mean the movement
from one work site to a different work site and may be voluntary or involuntary.
1-1-19
The term “Re-assignment”, as used in this Agreement, shall mean the
movement of a teacher at a work site from one assignment to another assignment
which may be voluntary or involuntary and, for exceptional circumstances, could
be outside the teacher’s license.
1-1-20
The term “Plan of Assistance”, as used in this Agreement, shall mean a
plan implemented by the district to assist an employee in his/her efforts to
make necessary improvements and/or corrections in job performance.
GENERAL
2-1-1
The School Board shall not
discriminate against any teacher on the basis of race, creed, color, national
origin, gender, marital status, disability or membership in any teacher
organization.
2-1-2
The Association shall admit persons to
membership without discrimination on the basis of race, creed, color, national
origin, gender, marital status, or disability and to represent all teachers
without regard to membership in any teacher organization.
2-1-2
This Agreement constitutes School Board Policy for the term of said Agreement
and the School Board and the Association will carry out the commitments
contained herein and give them full force and effect.
2-1-3 No
change, rescission, alteration or modification of this Agreement in whole or
part shall be valid unless the same is ratified by both the School Board and the
Association and endorsed in writing hereon.
2-1-4 It
is not the intent of either party hereto to violate any laws of the State of
.1 RECOGNITION
3-1-1
The School Board recognizes
the Association as the exclusive and sole negotiating representative of all
members of the licensed staff of the
Superintendent
Associate and/or Assistant Superintendents
Administrative Assistants to the Superintendent
Directors
Principals and Assistant Principals
3-1-2
All rights and privileges
granted to the Association under the terms and provisions of this Agreement are
for the exclusive use of the Association in representing all licensed staff and
not for the use of any other party or organization
3-1-3
No Strike/Work Stoppages –
the Lyon County Education Association reaffirms their pledge that there will be
no strikes, stoppages of work or slow downs against the Local government
employer, the Lyon County Board of School Trustees.
.2 BOARD LIASON
3-2-1
In order to provide for discussion and periodic exchange of views between the
School Board and the Association, one (1) Association member shall be present at
all school board meetings that are open to the public.
3-2-2
In the event that school board meetings are being conducted during school hours,
the Association representative to the School Board may be released from his
regular duties without loss of pay but with the Association paying the cost of
the substitute.
3-2-3
One additional member of the Association representing a particular geographical
area of the County may be invited by the School Board.
.3 DUES
3-3-1
The District agrees to deduct
dues from the salaries of the employees covered by this agreement for the Lyon
County Education Association, Nevada State Education Association and the
National Education Association.
These monies shall be transmitted to the Nevada State Education Association.
3-3-2
The Association will certify
to the District in writing the current rate of membership dues.
The district will be notified of any change in the rate of membership
dues thirty (30) days prior to the effective date of such change.
3-3-3
Deductions referred to in
Section 3-3-2 above will be made in equal installments each month during the
year. The District will not be required to honor for any month’s deduction any
authorizations that are delivered to it later than the first month prior to the
distribution of the payroll from which the deductions are made.
3-3-4
No later than October 15 of
each year, the Association will provide the District with a list of those
employees who have voluntarily authorized the District to deduct dues to the
organizations named in section 3-3-1 above.
Copies of the executed dues authorization for all employees shall be
submitted to the
3-3-5
If an employee leaves the
district prior to completing his/her contract, the remaining dues of the
Association in 3-3-1 above, will be
paid through July 31 of that year.
3-3-6
It is recognized that the
School District, in agreeing to deduct dues, is performing a solely
administrative function on behalf of the Association for its convenience and is
not a party to any agreement between the Association and its members regarding
the deduction of dues. The
Association, therefore, agrees to hold the School District harmless and to
reimburse the School District for any and all costs, including legal fees it may
incur in relation to any deduction made at the direction of the Association and
contrary to the instructions received from the individual teacher.
The parties agree that if there are not sufficient funds due to
garnishment that the District is not liable for failure to collect such dues as
long as the funds are not available.
.4
ASSOCIATION BUSINESS
3-4-1
Association Business shall not be conducted during the regular workday,
excluding the duty free lunchtime, except when deemed necessary and agreed upon
by the school’s administration and the Association.
3-4-2
The association shall be charged the
substitute daily rate of pay for members who have school
district approved
buyouts.
NEGOTIATIONS
4-1-1
All negotiations shall proceed in accordance with the applicable sections of NRS
288 and with the ground rules established by mutual consent at the initial
meeting of the two parties.
4-1-2
Should an impasse occur, it shall be resolved in accordance with applicable
sections of NRS 288.
PROFESSIONALISM
.1
PROFESSIONAL RESPONSIBILITIES
5-1-1
The District and the
Association recognize the following tenants, though not all inclusive, as
essential elements of professional responsibility of the teachers to the
students, parents, staff and communities in Lyon County School District:
1.
Adhere to the Code of Ethics of the National Education Association.
2.
Comply with District policies, regulations and guidelines.
3.
Work in a positive, cooperative and collaborative manner within the
educational community.
4.
Treat other District employees, students and parents with respect and
maintain the highest level of professional interaction.
5.
Keep confidence and respect the confidence of others by neither
soliciting nor revealing confidential information inappropriately about any
student or staff member.
6.
Notify and apprise the school administration directly or through the
Faculty Advisory Committee, as appropriate of potential problems and concerns as
they arise.
7.
Cooperate with the administration in addressing issues and resolving
problems.
8.
Address parental concerns in a forthright and constructive manner.
9.
Implement and follow district-adopted curriculum incorporating enrichment
activities.
10.
Demonstrate an on-going commitment to improving instruction and
increasing student learning/achievement and seek out opportunities to grow
professionally.
11.
Understand how students differ in their approaches to learning and create
instructional opportunities adapted to diverse learners.
12.
Provide feedback to students and parents regarding student behavior and
progress in learning in accordance with District policies and school standards.
5-1-2
Teachers will dress in an
appropriate manner for the educational setting.
Hairstyles on teachers will be clean, neat and compatible with community
standards. Clothing in disrepair, tee shirts, and athletic practice sweats, are
inappropriate classroom wear.
Clothing, in general, must be appropriate for school activities of the day.
.2 PROFESSIONAL
QUALIFICATIONS
5-2-1
We, the Lyon County Education Association do firmly believe in the upgrading of
our profession. Therefore, the Lyon
County School Board and the Lyon County Administration agree not to employ any
non-degree person in a licensed position unless exceptional circumstances should
prevail.
5-2-2
Licensure is the responsibility of the teacher.
5-2-3
Teachers are expected to comply with rules, regulations and directions adopted
by the School Board or its representatives which are not inconsistent with the
provisions of this Agreement provided that a teacher may refuse to carry out an
order which threatens physical safety or well being.
.3 POLITICAL
ACTIVITY
5-3-1
All employees of the
5-3-2
A teacher planning to run for
public office must notify the Board of Trustees prior to the date of filing for
that office. A teacher may be
reassigned if the District determines absence of the teacher from his/her
current assignment due to public office commitments would be detrimental to an
educational program.
5-3-3
In the event that a teacher
is elected to a public office, the School Board agrees to grant that teacher a
leave of absence for that period of time that the duties of that office require.
The leave of absence will be without pay and shall not exceed one year of
continuous time off.
5-3-4
The teacher elected to office
is obliged to cooperate in the smooth transition of his/her replacement prior to
assumption of office.
5-3-5
It shall be a breach of
contract if the teacher fails to follow or confirm to the provisions of 5-3-2 to
5-3-4 inclusive.
TEACHER WORK SCHEDULE
.1
TEACHING HOURS AND TEACHING LOADS
6-1-1
The teacher’s work
year shall consist of 185 days for second and third year probationary teachers
and post-probationary teachers and 187 days for newly hired and/or first year
probationary teachers.
All full-time licensed personnel
shall be required to work seven and one-half (7 ½) hours per day.
Unless excused by the administrator, as part of their
professional responsibilities, teachers shall attend no more than two required parent/teacher conferences,
one site open house, and/or one graduation/promotion each year. When a school function is
scheduled outside of the regular work day or contract year, there shall be
compensation in time within that same school year.
Personal and Association business shall not be conducted
during instructional time. The
building administration working with a committee of teachers, selected by the
teachers and agreed to by the Principal, which is representative of the grade
levels in the school will make reasonable efforts to reduce non-instructional
duty time for teachers and to equalize non-instructional duties of the teachers.
In
order that employees may begin planning and preparation for the coming school
year, employees other than newly employed or transferred employees, shall be
notified by the principal or supervisor by posting not later than the last day
of the school year, a duty schedule for the coming school year showing tentative
employee assignments including their programs for the coming school year, the
schools to which they will be assigned, the grades and/or subjects that they
will teach, the number of the classroom in which they will teach, and any
special or unusual classes that they will have.
Individual Education Plan (IEP), Studt Teams Teams (SST), and Section 504 Plan, meetings shall be held
within the seven and one-half (7.5) hour work day, when possible. If an IEP, SST, or 504 meeting is held outside contract hours and extends more than 30 minutes beyond the contract day, all teacher attendees will be compensated $15.00 per hour for the full amount of time beyond the contract day.
Excluding voluntary work, pre-approved work beyond the contract day will be compensated according to the Supplementary Pay Schedule for Unclassified Positions.
6-1-2
Site administrators will do their best to find substitute teachers to fill
absences. In the event a school is short substitute teachers, each site will
identify the best possible solution for students’ benefit, to minimize
disruption to the school day, and consider teachers’ needs.
In
the event a certified employee needs to be used to help cover a substitute
teacher shortage, the administrator (or designee) will develop a fair and equitable protocol of selecting certified employees to be used to cover substitute teacher shortages, particularly so the same employees are not frequently chosen. The administrator must always request whether the certified employee is willing to adjust their assignment for the day.. If there are no other
options, the administrator will explain the situation to the certified employee,
administer the revised assignment, and the certified employee must be
compensated accordingly.
If
the class is split up among additional classes, the highest daily substitute teacher
rate of pay will be divided evenly between those certified employees who are
taking additional students.
If
another employee who has a substitute teacher license is able to cover the class
and that coverage results in a loss of prep time to any certified employee, the
certified employee will be compensated at the rate of $26.00 per hour.
If a
certified employee is used to cover a class, they are to be compensated at the
rate of $26.00 per hour for the number of hours of student contact time that
they covered.
If a
certified teaching team must be broken up to cover a class, both team members
will be compensated at a half day’s substitute highest rate of pay. Determination of
which teacher leaves the classroom will be made by the teaching team. With
administrator approval, a certified teaching team member may refuse a substitute
when their team teacher is absent but will not be compensated.
Teachers working together to help cover each other’s classes for a short period
of time will not be compensated.
6-1-3
When a particular teacher or
group of teachers receives administrative approval for a curriculum project,
which requires special planning, adequate release time from classroom duties may
be provided.
6-1-4
When a particular teacher or
group of teachers receives administrative approval for a curriculum project to
be carried out during the summer months, the teacher or group of teachers shall
receive an agreed upon salary.
6-1-5
The District shall provide a
duty free lunch of not less than thirty (30) consecutive minutes within the 7 ½
hour school day, however deviations may be made with the consent of the teacher.
The thirty (30) minute lunch period may be modified on days when the
school’s normal schedule is altered.
6-1-6
Except for emergency
situations, as determined by the administration, at least three work days prior
notice shall be given to employees for meetings and training sessions where
their presence is required. Should a
teacher not be present for a meeting or training session, it shall be the
teacher’s professional responsibility to review and implement any and all
information as all other staff members.
It shall be the responsibility of the site administrator to provide the
teacher with all pertinent materials.
.2
EXTRA CURRICULAR
6-2-1
Realizing that Class Advisors
in Article XXII are activities which are a valid extension of a teacher’s
obligations, the following will be in effect:
1.
Teachers assigned as Class
Advisors will be expected to carry out their responsibilities in full.
2.
Student extra-curricular
activities will be posted at least two weeks in advance, except when prevented
by circumstances beyond the control of the administration, and the licensed
personnel involved will be so notified of their duties in the particular
activities.
.3
PREPARATION TIME
6-3-1 The School District recognizes that preparation time
during the teacher’s workday is an
essential part of effective education. The District shall provide teachers with a minimum preparation time of 300 minutes per week, averaged over a two-week period. This preparation time must be continuous for a minimum of 30 minutes and duty free. Preparation time
shall be defined as time for preparation of lessons and correction of
papers, planning instruction and coordinating with colleagues, contacting and
conferencing with parents and administration,
and for self-directed time.
Two (2) of the early release/late start collaboration times per month
will be reserved for preparation time. The other two (2) early release/late
start collaboration times per month will be reserved for professional
development and will not be considered preparation
time, nor will any other professional development during the regular work day or
contract time. Every effort will be
made to maintain preparation time during testing periods and/or alternative
schedules.
.4
SCHOOL CALENDAR
6-4-1
On or before November 1 of each
year, the Association may present a school calendar two years in advance of the current year.
The Association may submit this calendar to the District for its
consideration.
.5
ALTERNATIVE SCHOOL SCHEDULE
6-5-1 In the event a Lyon County school implements an
alternative school schedule that falls outside the 7.5 hour day/ five work days
per week, the District shall meet with the Association by the 9th week of the semester prior to the beginning of the
implementation year to negotiate, pursuant to NRS 288, and related Articles of
this Agreement.
TEACHER PROTECTION
.1 DISCIPLINE PROCEDURES
7-1-1
Corrective and disciplinary
action, when necessary, shall be designed to provide a fair and structured way
for employees to improve and/or correct their job performance and/or behaviors,
which do not meet the standards or demands of their positions.
This shall provide a fair and equitable treatment for all employees.
The District shall give employees an opportunity to improve and/or
correct their job performances and/or behaviors which do not meet the standards
or demands of their positions. The
goal of the corrective discipline system is to correct or improve unsatisfactory
performance/behavior, and the measures utilized will be commensurate with the
deficiency to be corrected. Should
disciplinary action be deemed necessary, it is the expectation that the standard
rules of progressive discipline shall apply.
7-1-2
No teacher shall be
disciplined, suspended, reduced in rank or compensation, adversely evaluated,
transferred or dismissed without just cause.
Any such action as outlined above without just cause asserted by the
District or representative thereof shall be subject to the Professional
Grievance Procedure as set forth in Article VIII.
All information forming the basis for such disciplinary action will be
made available to the teacher and the Association.
7-1-3
Before the District proceeds
with a suspension of a teacher, except when an immediate suspension is necessary
where the Superintendent believes that cause exists for the dismissal of the
teacher and it is necessary in the best interest of students in the District,
the teacher shall be notified of the proposed suspension and have a period of
ten school days after the receipt of the notice within which to file a grievance
under the Professional Grievance Procedure, Article VI of the Negotiation
Agreement, to challenge whether the District has just cause to impose the
suspension. If no such grievance is
filed, the District shall immediately impose the suspension.
This method of challenging any proposed suspension shall be in lieu of
any other challenge, including but not limited to any challenge under NRS
391.314 or NRS 391.317.
7-1-4
A licensed employee is
entitled to representation when meeting with administration on job related
matters. Representation for the
employee and the District shall be purposeful to the resolution of issues.
7-1-5
The district shall not discriminate against any licensed
employee pursuant to NRS 288.270 paragraph f.
7-1-6
By November 1 of each year,
the Association will provide the District a list of trained representatives in
each area from which employees
may select.
The District will then disseminate the list to all work sites within
two (2)
working days of receipt.
.2
EVALUATION
7-2-1
Evaluation of licensed
personnel is the responsibility of the District and will be conducted in
accordance with state statutes. The
District shall consult and collaborate with the Association prior to
implementation of a new evaluation instrument. No teacher shall evaluate another
teacher.
Each administrator who contributes to the evaluation of an
employee shall sign the employee’s evaluation.
7-2-2
When the District deems it
necessary, a “Plan of Assistance” for a certified employee may be implemented as needed to address performance issues, to support the employee's improvement and address areas of concern. Observations and Evaluations shall be compliant with applicable NRS.
An effective or highly effective evaluation that has met the statutory purpose of providing a format for constructive assistance to correct any deficiencies that have been documented in observations is not subject to grievance procedures, however is subject to
7-1-2. Any deficiencies or areas of
concern must be brought to the attention to the teacher in a post-observation
conference.
7-2-3
The
7-2-4
The Association and the
District agree to adhere to NRS 391.3197 in the matter of non-renewal of a
probationary teacher’s contract. In
the event of non-renewal, the probationary teacher shall not have access to the
grievance process.
.3
PERSONNEL FILES
7-3-1
The District shall maintain,
for official school district purposes, one (1) personnel file for each employee
in the District Office and one (1) personnel file in the office of the employee’s
principal. These files shall be kept
under conditions that insure their integrity and safekeeping and shall contain
copies of personnel forms, official correspondence to and/or from the employee,
written evaluations and other appropriate materials relating to the employee’s
employment.
7-3-2
An employee shall be given a
copy of official material prior to its being placed in the file and shall date
and initial or sign the material prior to its placement in the file.
Anonymous, unattributed or inappropriate material shall not be placed in
the file. An employee shall have the
right to submit a written response to any material placed in his/her personnel
file. The employee shall have thirty
(30) days from receipt of the material to submit the written response.
This written response shall then be attached to the appropriate file
material and placed in the file.
7-3-3
An employee shall have the
right to examine his/her official personnel file during the normal business
hours of the office where the file is kept and within twelve (12) business hours
of confirmed receipt by the Personnel Office of the request to examine the file.
The request shall be made by personal contact, phone contact, or
email contact.
Upon request, an employee may obtain copies of any material in his/her
official personnel file. The
examination of official personnel file by the employee shall be witnessed by a
District designee. The District
shall make every reasonable effort to ensure personnel are available on a daily
basis to confirm requests.
7-3-4
An employee may indicate in
writing to the principal or superintendent those materials, which the employee
considers inappropriate to be retained.
The material shall be removed from the file if the Superintendent
determines adequate justification is shown for their removal.
7-3-5
An admonition, issued to an
employee, who within the time granted for improvement has met the standards set
for him/her by the Administration who issued the admonition, shall be removed
from the records of the employee not later than three (3) years after it is
issued.
7-3-6
In a specific personnel
action no use may be made of any material, which has not been properly placed in
the official personnel file.
7-3-7
Any written evaluation more
than three (3) years old and/or from previous employment outside of the Lyon
County School District will not be considered valid in a disciplinary or
termination case unless the evaluation has a direct relationship to a present
disciplinary or termination case.
.4
OTHER
7-4-1
The School trustees will
provide liability insurance protection for any teacher who is acting within the
limits of his responsibilities.
7-4-2
A teacher may restrain a
pupil when it is essential for self-defense or for the protection of other
persons or property.
7-4-3
No teacher shall be
discharged, dismissed or discriminated against because of any responsible
activity with or on the behalf of the Association.
7-4-4
This Agreement shall not be
interpreted as providing an all-inclusive statement of the rights and privileges
of the teachers and the School Board.
7-4-5
In all instances where there
is contact between an administrator and a parent or legal guardian regarding an
informal complaint or problem involving a student and a teacher, the teacher
must meet, unless other arrangements are made by the Principal, with the
administrator and the parent within three (3) working days to cooperatively
resolve the problem.
PROFESSIONAL GRIEVANCE PROCEDURE
8-1-1
A claim by a teacher or the
Association that there has been a violation of this Agreement may be processed
as a grievance as hereinafter provided.
8-1-2
Good morale is maintained as
problems arise by sincere efforts of all persons concerned to work toward
constructive solutions in an atmosphere of courtesy and cooperation.
The purpose in this procedure is to secure at the lowest possible
administrative level, equitable solutions to the problems, which may, from time
to time, arise. Both parties agree
that these proceedings will be kept as informal and confidential as may be
appropriate at any level of the procedure.
8-1-3
If a grievance exists, the
following steps shall be taken to resolve the grievance:
8-1-4
STEP 1
SCHOOL PRINCIPAL
If a potentially grievable matter cannot be resolved with
the site administrator, within ten (10) days of the discovery, a formal
grievance in writing, stating the grievable matter and the contract article
violated, shall be presented to the aggrieved party’s principal, with a copy
sent to the Superintendent no later than ten (10) days after the discovery of the original action which gave cause for the
grievance.
Within five (5) school days after the receipt of the formal
written grievance the Principal shall discuss the grievance with the aggrieved
party with the intent of resolving the matter.
The aggrieved party and/or the Principal may choose to have a representative at the
discussion.
STEP 2
SUPERINTENDENT OF SCHOOLS
If the aggrieved party is not satisfied with the disposition
of its grievance at STEP 1, within six (6) days the party may file a written
grievance with the Superintendent.
The Association agrees to review grievances at STEP 2 if requested by either
party.
The Superintendent, or other county level administrator,
will represent the administration at STEP 2 of the Grievance Procedure.
The administration’s representative will meet with the aggrieved party,
the aggrieved party’s principal or the appropriate administrator, or both, in an
attempt to resolve the grievance.
The aggrieved party and/or the Superintendent may choose to
have a representative present at the meeting.
Such meeting will take place within ten (10) days after the receipt of
the grievance by the Superintendent.
The Superintendent shall, within ten (10) days after this meeting, render his
decision to the aggrieved party, the principal, or appropriate administrator and
the Association.
STEP 3
SCHOOL BOARD
If the aggrieved party is not satisfied with the disposition
of the grievance in STEP 2 and the Association agrees that the grievance has not
been satisfactorily settled then the Association may present the grievance to
the Board within six (6) days after the Superintendent answers and the Board, no
later than its next regular meeting, will have six (6) days following the
meeting to answer the grievance.
STEP 4
ARBITRATION
Upon being notified of the School Board’s decision, the
Association may request arbitration within six (6) days.
The request for arbitration shall be made by delivering to the
Superintendent written notice of the intent to arbitrate.
In the event a timely written request for arbitration of an
unresolved grievance is made by the Association, the parties shall jointly
request the American Arbitration Association to furnish a list of seven (7)
arbitrators from which one shall be selected.
Such selection shall be accomplished within ten (10) days by the
Association and the
The arbitrator shall hear all evidence and arguments on the
points in dispute and his/her written decision shall be final and binding upon
the parties hereto.
The arbitrator shall not have the authority to modify,
amend, alter, add to, or subtract from any provision of this Agreement.
8-1-5
The expenses of arbitration
shall be borne equally by the School District and the Association
8-1-6
Time is of the essence in the
discharge of grievances and all parties hereto shall comply strictly within the
time limitations set forth above.
If the grieving party fails to exhaust the grievance under
the grievance procedure within the time limits set, or fails to abide by such
procedure, the grievance shall be considered abandoned with prejudice in the
absence of express waiver in writing, signed by the opposing parties.
If either party fails to meet the time limits set throughout this article
including the request for arbitration, the opposing party shall have the right
to unilaterally initiate the next grievance step as provided herein, in the
absence of express waiver in writing signed by said party.
A time limit for any step in the grievance process may be altered if both
parties agree.
To insure minimal disruption of the educational process, the
Association and District shall make every effort to expedite the setting of
arbitration dates. It is agreed the
timely resolution of any step of the grievance procedure is in the best
interests of both parties.
8-1-7
No reprisals of any kind will
be taken by the School Trustees or by any member of the administration against
any party because of filing a grievance or because they participated in an
orderly manner in the grievance procedure on behalf of the grievant and/or the
Association.
8-1-8
The limit on discovery shall
be one (1) year from the date of the grievable incident.
INSTRUCTIONAL PROGRAMS
.1 PROFESSIONAL TRAINING
9-1-1
Teachers requested by the
District to attend overnight workshops, conferences, activities or training
classes outside the District shall be compensated for expenses at the District
per diem rate, unless other arrangements have been agreed to by both parties.
Teachers who request to be allowed to attend above programs may be
compensated by the District.
9-1-2
The Association may recommend
to the School Board topics for workshops, conferences and programs designed for
teachers.
9-1-3
The Association may also
recommend to the School Board topics for after school courses, workshops,
conferences, trainings, and innovative programs designed to improve the quality
of instruction.
9-1-4
Insofar as possible,
curriculum workshop and district-wide in-service training programs, which
require teacher attendance, shall be jointly developed by teachers and
administrators.
9-1-5
Every teacher shall be
encouraged by the Association and the Administration to participate in
curriculum revision committees during the school year.
Arrangements for these curriculum revision committee meetings shall be
made by the Administration and the teachers.
9-1-6
A teacher who agrees to
accept a new position in an innovative program may be required to attend
additional training. When an
employee currently in a position or reassigned by the District to a position is
required by the District to obtain additional training, the District shall cover
all training expenses. Also, the
employee shall be paid equal to that in 9-1-1 for training he/she must attend
outside of the regular workday.
Unless the District gives written prior approval, the employee may not use
credits earned through such training for movement on the salary schedule if the
District paid any training costs.
Such costs would include, but not be limited to, registration fees, travel, sub
pay, payment to attend or compensated release time.
9-1-7
The Association and the
Administration encourages all teachers to join the professional organization in
the subject area in which he/she teaches as a means of enhancing knowledge of
the subject and of improving instruction in the subject.
.2 SUPPLIES AND
TEXTBOOKS
9-2-1
The School Board recognizes
that appropriate texts, library reference facilities, maps and globes,
laboratory equipment, current periodicals, consumable materials (e.g. FOSS Modules, essential workbooks), art supplies, music supplies,
athletic equipment and similar materials are tools of the teaching profession.
The parties will confer during the annual budgetary process for the
purpose of improving the selection and use of such educational tools.
The principals will inform the teacher or department of the disposition
of their requests.
9-2-2
The School Board agrees to provide sufficient textbooks and/or licenses for electronic textbooks (e-texts) to insure each student will have a copy of the adopted text/e-text for classroom use and that
sufficient texts will also be available for checkout.
9-2-3
The Association reserves the
right to file objections about recommended textbook changes to the
Administration. Such objections can
only be filed upon the written request of any teacher affected by the change.
9-2-4
Selection of textbooks shall
recognize need as well as rotational purchase program.
9-2-5 Teacher work stations (i.e. laptop or desktop computer) and student labs (stationary or mobile) will remain operable, meaning fully functional for their intended purpose. Inoperable equipment will be repaired or replaced in a timely manner and as deemed necessary by the IT department.
9-2-6 When electronic curriculum adoption occurs, the District will support the implementation of that curriculum with the purchase of suitable hard copy materials aligned to the adopted curriculum, as deemed necessary by the adoption committee.
.3
EXPERIMENTATION AND INNOVATION
9-3-1
The School Board and the
Association recognize the need for experimentation and innovation in educational
programs. New techniques in staffing
and scheduling may involve changes in the length and number of class periods
taught and the number of students assigned to a given class.
Teachers and the Administration may cooperate in the mutual development
and implementation of such innovative programs.
POSITIONS
.1
VACANCIES
10-1-1
A vacancy is any position
previously held by a licensed employee or newly created by the Board of
Trustees. All vacancies shall be posted on the District’s website for at least
five (5) working days before the final date for submitting applications. During
the school year, the District shall make a reasonable attempt through District
e-mail to notify all licensed staff of any vacancies.
NOTE:
All positions will first be opened to current licensed employees for a
period of five (5) working days prior to the position being posted to applicants
outside the school district as outlined in 10-3-1.
10-1-2
No vacancy shall be filled
until the vacancy has been posted for a period of five (5) working days, with
the exception that the Association realizes that during the summer months of
June, July, August, and September, sudden vacancies may be filled from
comparable postings and/or interviews.
The interview process shall include screening of applicants and
interviews of qualified candidates with due consideration given to current
employees and employees who may be on a one year contract.
.2 REASSIGNMENT AT EACH SCHOOL/WORK
SITE
10-2-1
Reassignment shall always be
considered in providing the best possible education for students and shall not
be punitive in nature. Reassignment at each school site shall be the
responsibility of the site administrator based on the needs of the school and
students. In grades PreK – 6, should the reassignment be more than two (2) grade
levels, the following criteria will be utilized when determining reassignment:
·
Compatibility of the employee
with respect to students, program, staff, and administration
·
Experience in the
subject/grade level
If the reassignment is involuntary and requires the employee
to move classrooms or offices
outside of
the regular contract day, they will be paid an amount of $300.00 within the next two pay periods.
Any teacher interested in a change in
grade level, subject, or assignment at his/her current school work site must
submit a request via email to the site principal by May 1st for the
following school year.
.3
VOLUNTARY DISTRICT TRANSFER
10-3-1
All vacancies will first be
opened to current licensed employees for a period of five (5) working days prior
to the vacancy being posted to applicants outside the school district. Licensed
employees will be notified of these vacancies via district e-mail. The employee
must complete the abbreviated application on the district website for every
vacancy to which they wish to transfer and will be guaranteed an interview at
that school/work site. This process
will be followed for all vacancies created October through May of each school
year. During the months of June and
July, the employee may request a transfer by completing
the abbreviated application during the five (5) day posting period outlined in
10-1-1 and will be guaranteed an interview with other viable outside candidates.
Should the employee be the only transfer applicant and he/she is
acceptable to the site administrator, no interview will be required and the
employee may be selected without interviewing outside applicants.
NOTE:
The opening of a new school may cause the District to adjust timelines
for transfers.
Should positions open after July 31st, certified staff may request for transfer and be granted an interview as long as both site administrators are amenable.
.4
INVOLUNTARY DISTRICT TRANSFER
10-4-1
District involuntary transfers shall be considered
in the spirit of providing the best possible education for students.
Criteria for considering changes will be
a request for volunteers:
1.
If no
volunteers, teacher seniority will be used
2.
If only one
volunteer; the transfer will be approved
3.
If more
than one volunteer, experience in the subject area/grade level shall be used
If the involuntary transfer requires the
employee to move classrooms or offices outside of the regular contract day, they
will be paid a flat rate of $300.00.
NOTE: When an involuntary transfer/reassignment occurs, the principal and the
employee will cooperatively work together to allow sufficient preparation time
for the new assignment.
.5
SENIORITY
10-5-1
No later than October 15th of each year
the School District shall provide to the Association President a seniority list
of all members of the licensed bargaining unit.
The District determines the current seniority of the
teachers by the number of years they have taught in the District.
The procedure for determining seniority shall be as follows:
a.
Seniority will be computed
from a teacher’s most recent date of hire in the District.
b.
Seniority will not be broken
by unpaid leaves of absence.
c.
Initial employment by the
District in a position outside the licensed bargaining unit will not be counted
in computing seniority. Employees
returning to employment within the licensed bargaining unit shall retain the
years seniority earned during licensed administrative time worked.
d.
In the event two (2) or more
teachers have the same seniority as indicated by date of hire and all else being
equal, a lottery shall be held in which teachers having the same seniority shall
draw lots in accordance with a predetermined procedure to establish the most
senior teacher.
e.
For any licensed employee
hired after July 1, 2011, years of teaching experience in the District will be
the only factor used in calculating seniority.
.6
TEAM TEACHING
10-6-1 The District
and the Association recognize that team teaching may be necessary and/or
desirable due to space limitations or other educational considerations. The
Parties also recognize that the teachers who will make up the teams must work
closely and in concert with one another.
Therefore, when selecting teachers to team together, the following
considerations will be given in order to provide the best possible educations
for students.
1.
Request for Volunteers;
2.
Compatibility of Teachers;
3.
Individual teacher strengths,
licenses and endorsement;
4.
Flexibility and needs of
schools.
REDUCTION IN FORCE
11-1-1
If practicable, attrition by
resignation and retirement shall be utilized as the first means of staff
reduction.
11-1-2
The District reserves the
right to retain a teacher, if, in the opinion of the Superintendent and
supported by substantial documentation, the teacher is needed to maintain a
program, course of study or perform a needed function within the
11-1-3
In the event that further
staff reductions are required, which reductions may include post probationary
teachers, the following criteria shall be used in selecting teachers for layoff
and in the priority order as follows:
a)
Educational and/or
instructional requirements with particular attention to a teacher’s licensure.
b)
Effective/Highly Effective performance evaluations averaged from the past three consecutive school years.
c)
Seniority as specified in
10-5-1
11-1-4
When an opening occurs for
which they are licensed, teachers laid off because of a reduction in force, will
be rehired in the reverse order they were laid off.
A teacher shall remain on the rehire list for two (2) years unless the
teacher refuses the offer of a rehire position for which he/she is licensed.
If the recalled teacher is unable to return due to a bona fide illness or
emergency, their place on the rehire list shall be
extended for a period not to exceed one (1) year.
It is the responsibility of the teacher to inform the District of all
changes of address by Certified Mail.
LONG TERM LEAVE
.1
CHILD REARING LEAVE
12-1-1
Upon written petition to the
principal and approval from the Superintendent, Child Rearing Leave may be
granted to any teacher in the District to care for his or her newborn or newly
adopted child provided that all other subsections of 12-1 are met.
12-1-2
Requests for such leave shall
be made forty-five (45) days prior to its commencement.
12-1-3
Child Rearing Leave may be
granted for a maximum of four (4) quarters.
Child Rearing Leave will commence at the start of a quarter and end at
the conclusion of a quarter unless the teacher and the principal with the
approval of the Superintendent mutually agree to an adjusted timetable.
12-1-4
Teachers having taken a Child
Rearing Leave must notify the Superintendent of their intended return forty-five
(45) days prior to the beginning of the second semester, or by April 1, prior to
the following school year.
12-1-5
Certified
employees shall receive no salary or fringe benefits
while on leave. Since
those on Child
Rearing Leave have not resigned, they shall, at their option, be considered as
members of the staff for insurance purposes with the employee paying the full
amount of such premium.
12-1-6
A teacher granted Child
rearing Leave shall return to the District with every effort made to place the
teacher in the same attendance area providing the teacher is not affected by
reduction in force.
12-1-7
Teachers returning to the
District will have the same status on the salary schedule unless the teacher has
qualified for advancement. He/she
shall also be credited with the unused short-term leave accumulated up to the
time the leave of absence was granted.
.2
MILITARY LEAVE
12-2-1 The School
Board and the Association will comply with the guidelines under the Uniform Service Employee Rights Reinstatement Act (USERRA) and any applicable NRS.
.3
SABBATICAL LEAVE
12-3-1
Upon proper application and
approval by the Superintendent (or designee) and Lyon County Board of School Trustees, a Sabbatical Leave of one
(1) school year duration may be granted for professional study in the teacher’s
area of specialization or a closely allied field only.
Such leave is not granted as a reward for work already performed but
rather as an opportunity to prepare for improved service in the schools of
12-3-2
Teachers must have completed
seven (7) consecutive years with the
12-3-3
No more than three (3) full
time members of the teaching staff (one per level, preferably) may be on
Sabbatical leave during any one (1) school year.
Application forms provided for this purpose will be completed and
submitted to the Superintendent (or designee) and School Board by December 1st of the preceding year in which
the leave is desired. If approved by the Superintendent (or designee), the Board will act on the applications and rank the requests so that if
the leave is not used by the highest-ranking applicant, it may be used by
another applicant.
Note: All applicable leave will run concurrently with the Family and Medical Leave Act (FMLA) guidelines.
12-3-4
Salary is to be one-fourth
(1/4) of the teacher’s annual rate in effect during the Sabbatical Leave
exclusive of any extra-duty pay, etc.
The teacher will provide the Board with a surety bond in the amount of
one-fourth (1/4) of the current salary.
12-3-5
The teacher on leave shall by
March 1st of the year of leave, notify the respective principal of his or her
intentions to return, and (if returning) shall by September 15th provide the
County Administration Office with a complete transcript of work completed while
on leave.
12-3-6
The employee, upon returning
from Sabbatical Leave, shall be assigned to his former position with the
12-3-7
A teacher must agree to
complete the professional study as described in the application for leave and
return to
Reimbursement will be waived if the teacher is dismissed by
the school during those two (2) years.
.4 EXTENDED
LEAVE OF ABSENCE
12-4-1
Upon written petition to the
Superintendent and approval by the School Board, any teacher who has been
employed in the
12-4-2
Requests for such leave shall
be presented prior to March 1st preceding the academic year for which
leave is requested.
12-4-3
The applicant will receive
written notification by the Superintendent of the leave by April 1st
preceding the academic year for which that leave applies.
12-4-4
Written notice must be filed
with the School Board by March 1st of the year in which that leave is
effective stating whether or not the teacher plans to return.
Failure to give such notice will automatically forfeit the right of the
teacher to return.
12-4-5
Any teacher that has been
granted an extended leave of absence shall return to duty at the same status on
the salary schedule unless he or she has qualified for advancement.
He or she shall be credited with the unused short term leave and benefits
of seniority accrued up to the time the extended leave of absence was begun.
12-4-6
Since teachers on leave of
absence have not resigned, they shall, at their option, be considered as members
of the teaching staff for insurance purposes with the employee paying the full
amount of such premium subject to the approval of the insurance carrier.
12-4-7
A teacher granted an extended leave of absence shall return to the
district employment in the same attendance area providing the teacher is not
affected by reduction in force.
SHORT TERM LEAVE
.1
GENERAL
13-1-1
At the beginning of each
school year, licensed employees shall be credited with fifteen (15) days of
Short Term Leave that may be used for sick leave, maternity, paternity, bereavement and
adoption. Accrued leave and leave
used are posted monthly on the employee’s paycheck stub.
The employee shall be responsible for verification of any and all leave,
paid and unpaid, with the District’s Payroll Department.
13-1-2
The District shall respond
within seven (7) days of a receipt of a request for leave.
.2
SICK LEAVE
13-2-1
Short term sick leave is a
designated amount of compensated leave that is granted to an employee who is
unavoidable absent because of a) personal illness, accident, doctor’s
appointment, b) serious illness, accident or death in his/her immediate family
(as defined Article 1-1-14).
13-2-2
Should a teacher be absent
from his/her assignment more than five (5) consecutive days or should there be a
pattern of chronic or repeated absences or the district has cause to suspect an
abuse of an approved leave, the teacher may be required to provide verification
of illness/debilitating condition from a physician in order to establish that
the absence meets the criteria stipulated in 13-2-1 for sick leave.
13-2-3 Short
term leave shall be accumulated to a maximum of two hundred fifty (250) days in
accordance with the provisions of NRS 391.180. Days accumulated beyond two
hundred fifty (250) days shall be kept in the employee’s file as inactive
accumulated short term leave which could be used provided the School Board
chooses to activate them.
.3
MATERNITY LEAVE
13-3-1
Pregnancy and/or medical issues associated with pregnancy shall be treated as any other temporary Short Term Leave
13-3-2
Upon receipt of written
notification of an employee’s pregnancy and request for leave information, the
.4 BEREAVEMENT LEAVE
13-4-1
Licensed personnel may be
granted five (5) days each school year for bereavement leave.
Bereavement leave shall be deducted from short-term leave.
Additional time may be granted by the school trustees or designee.
.5
ADOPTION LEAVE
13-5-1
An employee should inform the
District of an application for adoption.
Upon reasonable notification to the Principal and documentation of an
impending adoption, an employee who is adopting a child shall be granted up to
ten (10) days of Short Term Leave.
Additional leave may be granted without pay.
This leave is for the purpose of attending to necessary meetings,
paperwork and travel relative to adoption.
.6 SICK LEAVE BANK
13-6-1
Employees covered by this
agreement may become members of the Sick leave Bank by voluntarily contributing
one (1) sick leave day for the establishment and operation of the Bank.
This Bank is to assist employees and their immediate
family, who have long term debilitating illnesses or
disabilities with recovery time of more than fifteen (15)
days which cause them to be unable to fulfill their
job responsibilities with the District and who have exhausted their accumulated
sick leave and all personal leave.
Sick Leave Bank days shall not be used for elective surgery,
personal business, extended family illness or maternity leave.
Any employee who has been diagnosed with a debilitating or catastrophic
injury or illness pre-existent to employment shall not draw from the Bank within
the first year of employment.
a. Only
individuals who have contributed to the Bank are eligible for benefits.
b.
Application for benefits from the Sick leave Bank shall be made to the Sick
Leave Bank Committee. The committee
shall be made of two members appointed by the Association President and one
member appointed by the Superintendent.
The decision of the committee shall be forwarded to the Board for
approval, except when the days needed will occur before the next Board meeting.
In such cases, the Superintendent may grant up to thirty (30) days
upon the committee’s recommendation.
Note: All applicable leave will run concurrently with the Family and Medical Leave Act (FMLA) guidelines.
c. At the
beginning of each school year there will be an open enrollment period during
August 1st to September 30th and again January 1st to January 31st.
Eligible staff must notify the District in writing of their desire to
participate in the Bank.
d. Membership
in the Bank shall continue automatically from year to year unless notice of
withdrawal is given in writing to the District during the enrollment period.
Withdrawal will not result in reinstatement of the time contributed to
the Bank.
e. When the
number of days in the Bank falls below forty (40), the committee will inform the
Bank membership that a special assessment of one (1) sick leave day per member
will be made to replenish the days available.
f.
The maximum number of days which may be granted from the Bank at any one
time shall be
thirty (30) days. Additional days may be granted only after
additional application and review. The maximum number of days which any one
person can be granted from the Bank during the period of employment with the
Lyon County School District is one hundred twenty days (120) days.
g. One sick
leave day may be transferred from any certified employee to the sick leave
account of any other certified employee who has been deemed eligible for
assistance by the Sick Leave Bank Committee. The maximum cumulative number of
days, which any one person can be granted by other employees is sixty (60) days.
This can occur only after the person has exhausted the one hundred twenty (120)
day maximum benefit outlined in 13-6-1-f.
h. A
statement of participation in the Sick Leave Bank will be included in the yearly
sick leave accounting update given by the District to each participating
employee.
i. An
employee who has used the Sick Leave Bank shall reimburse the Bank when his/her
accumulated sick leave exceeds one hundred (100) days.
Upon leaving the District, an employee shall reimburse the Bank the
remaining balance of days granted from the Bank.
.7
DONATED SICK LEAVE DAYS TO SPOUSE
13-7-1 If both
spouses are employed by the District, one spouse may donate sick leave days to
the other spouse up to a maximum of twelve (12) weeks per the FMLA guidelines.
.8
PAYMENT FOR UNUSED SHORT TERM LEAVE
13-8-1
Certified employees leaving the employment of the Lyon County School
District shall be eligible for payment of unused Short Term Leave as provided
below:
a)
The certified employee has
ten (10) years of contracted employment with the District of which the last five
(5) were consecutive.
b)
The certified employee has
not been dismissed pursuant to NRS 391.
c)
A certified employee
meeting the above criteria will receive payment for unused short term leave
based on the following scale:
|
Number of Days |
Rate Per Day |
Maximum Benefit of 250 Days
|
|
181 – 250 |
$50.00
|
$12,500
|
|
162 – 180 |
$45.00
|
$
8,100
|
|
144 – 161
|
$40.00
|
$
6,440
|
|
126 – 143 |
$35.00
|
$
5,005
|
|
100 – 125 |
$30.00
|
$
3,750
|
d)
The maximum aggregate payment
for unused Short-Term Leave for all certified employees shall not exceed
$100,000. If the aggregate total
exceeds that amount per year, payments shall be prorated to all recipients.
All payments shall be made during August for those employees
separating during the prior school year.
e)
A deceased certified
employee’s beneficiary (as noted on the employee’s life insurance policy) will
be awarded any payment if the above conditions are met.
PERSONAL LEAVE
14-1-1
All teachers shall be granted
two (2) days of paid Personal Leave each year.
14-1-2
With no less than two (2) days prior notice, except in cases of
verifiable emergencies, the principal may grant Personal Leave
paid or unpaid. However, teachers are encouraged to request
Personal Leave, whether to be paid or unpaid, as soon as it is known to be
needed. Personal Leave, paid or unpaid, may be denied if there is no
substitute available or classes cannot be covered by licensed staff. Paid
Personal Leave may be used at any time except the first or the last week of
school, during the final examination times, during the school’s
parent/teacher conference days, teacher in-service day(s) unless there is a
verifiable emergency, or extenuating family circumstances. If multiple requests
are received for the same date, Personal Leave shall be granted according to the
date it is submitted.
Any request for paid or
unpaid leave that is denied by the principal may be appealed to the
Superintendent or designee.
14-1-3
Additional Personal leave may
be granted, without pay or with substitute rate deduction from the teacher’s
salary as determined by the Superintendent.
The request to the Superintendent for additional Personal Leave must be
submitted in writing and include an explanation.
14-1-4
Up to five (5) teachers may
be granted unpaid or paid Personal Leave during the first or last weeks of
school for purposes of advanced degree studies.
Paid leave will be based on whether the teacher has any paid personal
leave to use.
14-1-5
Unused paid personal leave days may be accumulated from year to
year. Only 5 paid Personal Leave days may be used consecutively during one
school year.
OTHER LEAVES OF ABSENCE
.1
ASSOCIATION LEAVE
15-1-1
The School Board agrees to
grant leave at the discretion of the Superintendent for Association
representatives to attend workshops, conferences, conventions and other
Association activities.
15-1-2
The District shall allow
full-time release for any member of the local Association elected to serve as an
officer of the LCEA, NSEA, or the NEA for the duration of the term(s) of office.
At the end of his/her terms of office, the teacher will return to the
District in a position comparable to the one formerly held before the leave.
A high school teacher would return to a high school position; a
middle/intermediate school teacher would return to a middle/intermediate school
position; an elementary school teacher would return to an elementary school
position. This position will be in
an area in which he/she is qualified to teach and at the same column and step
he/she held at the time of leave.
Failure of the employee to return at the end of his/her term(s) of office will
be considered as a resignation from the District.
The LCEA, NSEA or NEA will reimburse the District for the
total amount of salary and fringe benefits, which include the total PERS
contribution, worker’s compensation, and health insurance package.
The employee will not accumulate sick leave or personal leave during
his/her absence, but upon return, all leave held at the time of release will be
credited to the employee.
A teacher seeking any office under the above mentioned terms
and conditions, must notify the Superintendent in writing six (6) months in
advance to receive the leave of absence.
Should a teacher be appointed to a LCEA, NSEA or NEA position with less
than six months notice, the Superintendent and the teacher shall mutually agree
on the terms and conditions of the leave and the employee’s return to the
District.
.2 COURT LEAVE
15-2-1
Upon notification to the
Superintendent, an employee who is subpoenaed as a witness in a civil or
criminal case or is called and serves on jury duty shall be granted leave for
that period of time committed to jury duty service.
Application for such leave must be made upon notification and submitted
with a copy of the subpoena.
Employee compensation shall be an amount equal to daily rate
less the daily allowance for jury duty service.
Nevada State Retirement contributions by the employee and employer shall
be at the regular retirement rate for each day or a fraction of a day served.
.3 INJURY OR ILLNESS
IN IMMEDIATE FAMILY
15-3-1 A leave of
absence without pay or increment may be granted at the discretion of the School
Trustees.
15-3-2 All
benefits to which a teacher was entitled at the time the leave of absence
commenced, including unused accumulated short-term leave, will be restored to
upon return to the District and the teacher will be assigned to the same or
equivalent position held at the time said leave commenced if available.
.4
PROFESSIONAL LEAVE
15-4-1
Professional Leave without
the loss of pay or other benefits shall be granted to an employee of the
District if such leave:
1.
Is requested five (5) days in
advance, with twenty (20) days needed for out of state travel.
2.
Is deemed appropriate for
professional growth.
3.
Is deemed beneficial to the
employee and the District by the Superintendent (or Designee) or the Board.
At the discretion of the Superintendent per diem and/or
travel reimbursement may be provided by the School District.
15-4-2
Two (2) professional days per
year will be granted to those who are pursuing and are officially registered for
the National Board Certified Teacher (NBCT) program to fulfill the requirements
for the NBCT program. Proof of registration will be provided to the Director of
Human Resources prior to leave approval.
BENEFITS
.1 HEALTH INSURANCE
16-1-1
Dependent coverage for the LCSD Health Care Plan shall be
elected during the open enrollment period.
NOTE: Those who
elect not to take dependent coverage will need to prove insurability the
following year if they wish to return to the LCSD Health Care Plan.
16-1-2
LCSD shall provide health, dental, vision, and life insurance for employees working twenty-five (25) or more hours per week. The School District
shall contribute up to $625 and not less than $475 per month per regularly employed participant In the event of an increase in the LCSD
Health Care Plan, the trustees shall give full consideration to payment of some
portion of said increase. Dependent coverage will be made available at full
cost to the employee at the current rate. Life insurance limits will be set at
a minimum of $20,000 with Accidental Death and Dismemberment set at a minimum of
$20,000. Death by accident would then total a minimum of $40,000.
16-1-3
Provisions for all insurance
programs affecting licensed staff shall be agreed upon by said parties and the
School Board. All insurance coverage
with the exception of teachers on Sabbatical Leave will be continued for
teachers on leave at their own expense.
16-1-4
If the District elects not to
cover a change in the employee insurance premium that may require the employee
to pay a portion of the basic insurance plan then negotiations for Article XVI
only shall be opened.
.2
OCCUPATIONAL INJURIES
16-2-1
“On-the-job” accidents and
occupational sickness are compensated to the extent of required and necessary
medical expenses and to limited weekly benefits as prescribed by the State Labor
Commission and set forth in the Nevada Workman’s Compensation Act.
.3 FLEX BENEFIT
PLAN
16-3-1
The
FACULTY ADVISORY COMMITTEE
17-1-1
The purpose of the Faculty
Advisory Committee (FAC) shall be to advise the Principal of school issue and
concerns. FAC members shall consist of certified staff and be elected by certified staff in each school before the first student day of the school
year. FAC members shall be representative of grade levels, departments and/or specialty areas as
appropriate to the school. The newly
elected FAC members shall meet as soon as possible after the election to select
a chairperson and secretary.
17-1-2
The school’s principal and
the FAC Chairperson shall mutually agree to a date for the first meeting, which
shall be on or before September 30th of the school year.
The principal and the FAC shall meet no less than once a month during the
school year, unless both parties agree not to meet.
17-1-3
To improve education, the
Faculty Advisory Committee shall seek objectives such as the following:
1.
Improve the morale of the
certified staff;
2.
Apprise the principal of
actual and potential problems involving the certified staff of the school;
3.
Secure the maximum productive
and constructive involvement of all members of the certified staff in the
prime goals of the school, namely, the education of the students enrolled there;
4.
Improve communications
between the principal and members of the certified staff.
FACILITIES
TEACHING FACILITIES
18-1-1
The parties recognize that
the availability of functional school facilities for both students and teachers
is necessary to insure the high quality of education.
All these facilities are designed to meet the needs of the educational
program. The School Board will seek
the recommendations of the teachers before teaching facilities are constructed
or remodeled. In the case of
team-teaching, whenever possible, those classes shall be assigned the most
appropriate facilities for their size and function.
18-1-2
For all future building
plans, those teachers that will occupy those newly planned facilities may act as
consultants to the administration and architect.
18-1-3
Each new school should have
the following facilities:
1.
Space in each classroom in
which teachers may safely store instructional materials, supplies and personal
belongings.
2.
A faculty work room or
lunchroom with access to a phone.
3.
At least two (2) well
lighted, clean and accessibly located teacher’s rest rooms, separate from the
student’s rest rooms.
4.
A phone in each school
library.
FACILITY COMMITTEE
18-1-4
At the request of the School
Board or Association, a Facility Committee shall be established to evaluate and
review existing facilities. The
committee shall consist of two (2) administration members and two (2) members
selected by the Association. This
committee shall meet a minimum of one (1) time during the contracted year.
The committee may serve in an advisory capacity to the Superintendent and
the School Board.
18-1-5
The use of public address or audio systems and similar surveillance
device may be used if requested by the teachers.
SCHOOL
POLICY GUIDE
19-1-1 Representatives
of the Association shall meet with the School Board and Administration at least
once each school year during the second semester to assist in constructing,
amending, or revising the school policy guide that affect the teaching staff for
the
19-1-2
The complete up-to-date Lyon County School District
Policy Guide will be maintained on-line and accessible on the
SAFETY
20-1-1
The student’s immediate
safety shall always be of primary importance to the licensed staff.
20-1-2
If deemed necessary by the
administrator, a law enforcement officer may be requested to be present at
school sponsored public gatherings.
20-1-3 The staff’s immediate safety shall always be of primary importance to the Lyon County School District. In accordance with NRS 392, a student shall be removed without delay from a classroom if the staff member feels a threat to their person, or individuals within the classroom environment, unless the removal violates the federal mandates of the Individuals with Disabilities Education Improvement Act. After removal, the site administrator and teacher will meet to debrief prior to the student returning to the classroom.
Staff assigned instructional and/or supervisory responsibilities for a student already known to be a safety concern from past situations within or outside of Lyon County School District will be notified of safety concerns relating to the student upon initial placement of the student to the staff member’s assigned duties. Affected staff will receive training within 30 days of the identified need.
20-1-4
20-1-5
The administration will have an emergency operations plan of action
that is updated in compliance with LCSD policy and NRS.
This plan shall be presented to all staff members annually by the site
administrator. The administration
will be responsible for training the staff of the school on emergency
procedures outlined in the emergency operations plan by September 15th.
20-1-6
The district’s master test security plan and each site
test security protocol shall include provisions for employee emergencies during
testing. The Association will work with the District to include these provisions
in the protocols. New employees to the district or to each site shall be
thoroughly trained in all testing procedures.
20-1-7 Teacher-controlled cameras plus audio recording capabilities will serve primarily for safety purposes. The classroom instructor has the authority to initiate camera and audio recordings.
SALARY
SCHEDULE
.1 INITIAL PLACEMENT
21-1-1
The basis of the professional
salary schedule is the Bachelor’s degree.
Credits beyond the Bachelor’s degree including those for licensure shall
be accepted for placement on the Bachelor’s Plus column or the Master’s Plus
column.
Credits will be granted for Bachelors Plus or Masters Plus
columns when credit meets the following:
1.
Is accepted by the State
Department of Education for licensing or relicensing and is;
2.
Directly related to the
teacher’s certification or;
3.
Directly related to the
teacher’s current assignment and course curriculum/standards or;
4.
Directly related to an
advanced degree or licensing sought by the teacher, or;
5.
Offered by the District
and/or officially endorsed by the District.
6.
And is in accordance with
21-1-2 through 21-2-6.
21-1-2
When hired, a licensed
employee of the Lyon County School District shall be placed on the salary
schedule by the District Personnel Office upon receipt of official sealed
transcripts from the granting accredited institution(s) and verification of
previous experience in accordance with 21-1-3.
21-1-3
For salary placement
purposes, the school district may accept up to five (5) years of licensed
teaching experience in a private accredited school in Nevada whose educational
programs are aligned with State and District standards.
All other placements will follow LCSD board policy
GDH: Policy of Teaching Experience Credit.
.2
EDUCATIONAL ADVANCEMENTS
21-2-1
Salary adjustments for
additional credits are made semi-annually.
Official sealed transcripts from accredited institutions and official
notices of completion of District approved workshop/inservice classes can be
submitted as soon as they are earned.
Credits must be submitted by January 15 for adjustment on the salary
schedule beginning the first day of the second semester.
Credits must be submitted by September 15 for adjustment on the salary
schedule beginning during the September pay period. Inservice and post-secondary
credits not part of an advanced degree or program must be received within
three (3) years
of the date of completion. Inservice
credits sponsored by the District
will not be applied to salary advancement if earned during the regular employee
work day or if paid for by the District (recertification only).
21-2-2
Credit will be granted for
Bachelors Plus or Masters Plus columns when credit meets the following:
1.
Is accepted by the State
Department of Education for relicensing and is;
2.
Directly related to the
teacher’s certification or;
3.
Directly related to the
teacher’s current assignment and course curriculum/standards or;
4.
Directly related to an
advanced degree or licensing sought by the teacher.
5.
Offered by the District
and/or officially endorsed by the District.
21-2-3
For the 16 credits needed to
move from BA+32 to BA+48, 8 of those credits must be graduate level courses,
which would be accepted as either regular or elective credits in a graduate
program. For the 32 credits needed
to move from BA +32 to BA+64, 16 of those credits must be graduate level
courses, which would be accepted as either regular or elective credits in a
graduate program.
21-2-4
The District will accept no
more than 16 credits a year for salary placement unless the teacher is enrolled
in an accredited graduate degree program in an accredited graduate degree
institution or the teacher earns credits in specific courses necessary for a
particular license endorsement which would be of benefit to the District.
Such credits must have prior approval of the Superintendent.
After earning a master’s degree, employees will be placed at
MA+16 column on the salary scale if they were in the BA+48 column prior to
earning the master’s degree. The employee will then only be required to submit
16 credits to get to MA+32 column on the salary scale, eight (8) of which must
be graduate level courses.
21-2-5
Any denial of credit for coursework or placement on the salary schedule may be appealed by the employee no later than six months after the annual contract of employment is issued by the district.
21-2-6
National Board Certified
Teachers (NBCT) will receive the state funded pay and benefits plus one percent
(1%) addition to their salary from the District for the duration of the
certification.
.3 SCHEDULES
21-3-1
See attached salary schedules for 2019-2020 and 2020-2021. A two
percent (2.0%) raise for the 2019-2020 school year and a two percent (2.0%) raise
for the 2020-2021 school year will be given, absent any unforeseen, significant changes in
state funding.
2020-2021 Certified Salary Schedule
*Note: the Lyon County School District
salary schedule begins with a zero (0) year as the first year.
EXTRA DUTY CONTRACTS
22-1-1
When an extra duty position
becomes open, the position opening will be posted for a minimum of seven (7)
days in all community schools.
Should no qualified licensed staff be selected, the position will be opened to
the community at large.
22-1-2
Employees whose Extra Duty
Contracts are more than one (1) semester in length shall be paid half the
contract amount in December and the remainder in May. A sports season will end
with the State Tournament/Meet. A
coach or activity director/sponsor will not be paid until all conditions of the
contract have been met including a full accounting of all equipment, uniforms
and materials as well as monies collected and spent for the particular activity
or sport. The last day of April
shall be the accounting and inventory due date for activities which extend
beyond May 20th.
22-1-3
In regard to extra duty
assignments, teachers on any long term leave shall be given consideration for an
assignment after all licensed staff members are considered, thus placing them in
a pool of applicants from the community.
22-1-4
Extra Duty Salary Schedule:
Percent of base salary as reflected on Basic Salary Schedule listed below:
22-1-5 No coach or advisor will receive less for a position than they were previously paid in LCSD when promoted within the same category.
22-1-6 All extra duty contracts and staffing levels are offered at the discretion of the District and will adhere to the established District Administrative Guidelines. Coaches and activity directors may consult site administrators during the activity season regarding student participation and staffing levels.
|
High School Athletics |
Step A
(0 -2 YE)
Percent Paid
|
Step B
(3 -5 YE)
Percent Paid
|
Step C
(6+ YE)
Percent Paid |
|
Athletic Director |
13 |
15 |
16 |
|
Athletic Director, small school |
9 |
11 |
12 |
|
Band Director/Marching/Pep |
5 |
6 |
7 |
|
|
|
|
|
|
Baseball, Assistant |
5 |
6 |
7 |
|
Baseball, Head |
7 |
8 |
9 |
|
Basketball, Head
|
8 |
9 |
10 |
|
Basketball, Assistant
|
6 |
7 |
8 |
|
Cheerleader, Fall |
5 |
6 |
7 |
|
Cheerleader, Winter |
6 |
7 |
8 |
|
Cross Country |
5 |
6 |
7 |
|
Cross Country, Assistant
|
3
|
4
|
5
|
|
Dance/Drill (Each Season)
|
6 |
7 |
8 |
|
Football, Head |
8 |
9 |
10 |
|
Football, Assistant |
6 |
7 |
8 |
|
Golf
|
5 |
6 |
7 |
|
Soccer, Head
|
7 |
8 |
9 |
|
Soccer, Assistant
|
5 |
6 |
7 |
|
Softball, Head |
7 |
8 |
9 |
|
Softball, Assistant |
5 |
6 |
7 |
|
Swim, Head |
7 |
8 |
9 |
|
Swim, Assistant |
5
|
6
|
7
|
|
Track, Head
|
7 |
8 |
9 |
|
Track, Assistant
|
5 |
6 |
7 |
|
Volleyball, Head |
7 |
8 |
9 |
|
Volleyball, Assistant |
5 |
6 |
7 |
|
Wrestling, Head |
7 |
8 |
9 |
|
Wrestling, Assistant |
5
|
6
|
7
|
|
High School Co-Curricular
|
Step A
(0 -2 YE)
Percent Paid
|
Step B
(3 -5 YE)
Percent Paid
|
Step C
(6+ YE)
Percent Paid |
|
Academic Team Advisor
|
3 |
4 |
5 |
|
Activity Director
|
13 |
15 |
16 |
|
Band Director
|
5 |
6 |
7 |
|
Choir Director
|
3 |
4 |
5 |
|
Class Advisor 10, 11,
12
|
3 |
4 |
5 |
|
Class Advisor 9
|
2 |
3 |
4 |
|
Creative Writing Publication
|
4 |
5 |
6 |
|
Department Heads
|
1 |
2 |
3 |
|
Future Business Leaders of America (FBLA) Advisor
|
2 |
3 |
4 |
|
Future Farmers of America (FFA) Advisor
|
6 |
7 |
8 |
|
FFA Assistant
|
4
|
5
|
6
|
|
Forensics |
2 |
3 |
4 |
|
Future Teachers of America (FTA)
|
2 |
3 |
4 |
|
Health Occupations Students of America (HOSA) or Future Health Professionals of America (FHPA)
|
2 |
3 |
4 |
|
National Honor Society Advisor
|
2 |
3 |
4 |
|
Newspaper Publication Advisor
|
3 |
4 |
5 |
|
Play Director
|
2 |
3 |
4 |
|
Shop Maintenance
|
5 |
6 |
7 |
|
Vocational Industrial Clubs of America (VICA)
|
2 |
3 |
4 |
|
Yearbook |
5 |
6 |
7 |
|
Middle School Athletics/
Co-Curricular |
Step A
(0 -2 YE)
Percent Paid
|
Step B
(3 -5 YE)
Percent Paid
|
Step C
(6+ YE)
Percent Paid |
|
Academic Olympic Advisor
|
1 |
2 |
3 |
|
Academic Fair, School Only
|
1 |
2 |
3 |
|
Academic Fair, School, Region
|
2 |
3 |
4 |
|
Activity Director
|
5 |
6 |
7 |
|
Athletic Director
|
6 |
7 |
8 |
|
Athletic Director,
Small School
|
4 |
5 |
6 |
|
Band Director
|
3 |
5 |
6 |
|
Basketball
|
3 |
4 |
5 |
|
Choir Director
|
2 |
3 |
4 |
| Cross Country, Head | 3 | 4 | 5 |
|
Cross Country, Assistant
|
2
|
3
|
4
|
|
Intramurals |
3 |
4
|
5
|
|
Newspaper, Class
|
1 |
2 |
3 |
|
Newspaper, Non-class
|
2 |
3 |
4 |
| National Junior Honor Society (NJHS) | 1 | 2 | 3 |
|
Play Director, Class*
|
2 |
3 |
4 |
|
Play Director,
Non-class*
|
3 |
4 |
5 |
|
Shop Maintenance
|
2 |
3 |
4 |
|
Track, Head
|
3 |
4 |
5 |
| Track, Assistant | 2 | 3 | 4 |
|
Volleyball
|
3 |
4 |
5 |
|
Wrestling,
Head
|
3 |
4 |
5 |
|
Wrestling,
Assistant
|
2
|
3
|
4
|
|
Yearbook |
3 |
4 |
5 |
|
Elementary Schools
Co-Curricular |
Step A
(0 -2 YE)
Percent Paid
|
Step B
(3 -5 YE)
Percent Paid
|
Step C
(6+ YE)
Percent Paid |
|
Christmas Music Programs** |
1 |
2 |
3 |
|
Academic Fair |
1 |
2 |
3 |
|
Yearbook |
2 |
3 |
4 |
|
Co-Curricular (All Levels) |
Step A
(0 -2 YE)
Percent Paid
|
Step B
(3 -5 YE)
Percent Paid
|
Step C
(6+ YE)
Percent Paid |
|
Multi-Tiered System of Supports (MTSS) Program Facilitator |
5
|
6
|
7
|
|
School Technology Assistant (STA)
|
4 |
5 |
6 |
|
Site Webmaster |
4 |
5 |
6 |
*
Per performance
**
Requires two school performances
Step A:
Percent paid during first three years
(salary scale 0-2) of experience in the extra duty position.
Step B:
Percent paid four through six years
(salary scale 3-5) of experience in the extra duty position.
Step C:
Seven+ years (salary scale 6+) of experience in the extra duty
position.
TERMS OF AGREEMENT
23-1-1 This agreement shall become effective July 1, 2019, and the terms and conditions herein shall remain in full force and effect until June 30, 2021, or until such time that a successor agreement is negotiated and ratified by both the Lyon County School District Board of School Trustees and the Lyon County Education Association.
23-1-2
The parties acknowledge that
during the negotiations which resulted in this Agreement, each has had unlimited
rights and opportunity to make demands and proposals with respect to any subject
or matter not removed by law from the areas of mandatory bargaining and that the
understanding and agreements arrived at by the parties after the exercise of
that right and opportunity are set forth in this Agreement.
No additional negotiations on this Agreement will be conducted on any
item, whether contained herein or not, except by mutual consent.
23-1-3
This contract is not binding
on either party until ratified by both parties.
23-1-4
This Agreement is the result
of collective negotiations between the District and the Association, which have
been conducted under the requirements of and directive Statute law.
For the
2017-2019 contract years, the Association and School
District shall only address the District’s contribution per month for qualified
participants in LCSD Health Care Plan and mutually agreed upon article(s).
23-1-5
Dated articles, miscellaneous corrections or
renumbering will not count as table topics.
Dated articles are those in which only the dates need to be changed or in
which language is no longer relevant.
Any change in the intent of the article other than dates disqualifies it
as a dated article.
SCHOOL PERFORMANCE PLANNING
24-1
-1
The district has engaged a process to improve the level of student
learning based on the state’s
accountability system and best practice defined in
educational research. To that end,
each school shall establish a School Improvement Process (SIP) Core Team
according to its own local governance procedures.
Members may be elected or appointed, but should represent a wide cross
section of opinions and perspectives.
Members will serve at the discretion of the principal.
The purpose of the team is to facilitate the development of
the school’s improvement plan in accordance with the process and function
defined by the LCSD’s School Improvement Process.
Each school must adopt its plan through a method for
determining consensus that has been proven to be effective by research. The plan
must represent the well-informed will of the entire local school community of
stakeholders.
24-1-2
The
Lyon County School District in cooperation with the Association, shall apply for
grants for the maximum dollar amount allowed including but not limited to
educational pilot programs, innovative educational ideas, school-wide incentive
programs, individual incentive programs, as well as others based on legislation.
If funding from any grant does not fully support the number of licensed staff
members eligible to receive grant money, the District shall pay each eligible
licensed staff member at a prorated amount. The District and the Association
shall mutually agree on the criteria for the implementation of the grant
programs.