Columbia Teacher Contract

COLUMBIA BOROUGH SCHOOL DISTRICT
COLUMBIA, PENNSYLVANIA
PROFESSIONAL EMPLOYEE
NEGOTIATED AGREEMENT
2018-2019 through 2022-2023
PROFESSIONAL EMPLOYEE NEGOTIATED AGREEMENT 2018-2019 THROUGH 2022-2023
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PREAMBLE
THIS AGREEMENT entered into this ______day of November, 2018 by and between the
COLUMBIA BOROUGH SCHOOL DISTRICT, Columbia, Pennsylvania, hereinafter called the
Board, and the COLUMBIA EDUCATION ASSOCIATION, hereinafter called the Association.
WITNESSETH:
WHEREAS, the parties have reached certain understandings which they desire to confirm in
this Agreement. In consideration of the following mutual covenants, it is hereby agreed as
follows:
I. RECOGNITION
The Columbia Education Association, hereinafter called the Bargaining Agent or
Association, is hereby recognized by the Columbia Borough School District, hereinafter
called the Employer or Board, as the sole and exclusive representative for collective
bargaining for all employees included in the bargaining unit as certified and determined
by the Pennsylvania Labor Relations Board composed of all full-time and part-time
professional employees including teachers, nurses, guidance counselors, head teachers,
but excluding Superintendent, Assistant Superintendent, Principals, Assistant Principals,
Public Relations Directors, and other employees of the Employer performing non-
professional work, and any other supervisors, first level supervisors and confidential
employees as defined in Act 195.
The Columbia Borough School District Board of School Directors is recognized as the
employer and is the exclusive party to administer the rights as defined in Act 195,
Section 702 or as amended by Act 88 of 1992.
Both parties aver that this Agreement sets forth the terms and conditions to which each
party agrees to be bound, and that such agreement has been reached voluntarily without
undue or unlawful coercion or force by either party.
II. TERM OF AGREEMENT
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The term of this Agreement shall be effective as of July 1, 2018 and shall continue in full
force and effect until June 30, 2023, or until such later date as the two parties may
hereinafter agree is to be the extended ending date. Any such Agreement as described
above, to which amendment both parties shall signify their approval by affixing their
signatures thereto, shall remain in full force and effect on both parties to the agreed upon
extended ending date.
III. NO STRIKE-NO LOCK-OUT PROVISION

Both parties agree to faithfully abide by the provisions of Pennsylvania Public Employees
Relations Act, Act 195. As a condition of the various provisions of this Agreement to
which the parties have agreed, the bargaining agent agrees that members of the
bargaining unit will not engage in a strike (as that term is defined to Act 195) during the
term of this agreement, and that Employer pledges that it will not conduct, or cause to be
conducted, a lock-out during the term of this Agreement.
IV. WAGES AND SALARY PROVISIONS

The parties agree that wages, salaries and extra-curricular activities compensation to be
affected by this Agreement are accurately reflected in Appendix A, made a part of this
Agreement, and that the schedule of wages and salaries set forth in Appendix A shall be
the schedule which shall remain in force for the period of this Agreement and for the
respective years as indicated in Appendix A. Wage increases as set forth in the 2018-
2019 salary schedule in Appendix A shall be retroactive to July 1, 2018.
In the event that the term of this Agreement shall be extended, then a revised Appendix
A shall be executed by the parties and attached hereto and made a part of this
Agreement.
V. OTHER EMPLOYEE BENEFITS

The parties agree that other employee benefits to be provided under this Agreement are
accurately reflected in Appendix B, attached hereto and made a part of this Agreement.
Any changes in other employee benefits to which the parties may agree, conditioned
upon a change in the term of this Agreement, shall be evidenced by a revised Appendix
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B, which shall be executed by the parties and attached hereto and made a part of this
Agreement.
VI. HOURS OF WORK AND OTHER CONDITIONS OF EMPLOYMENT

The parties agree that hours of work and other conditions of employment to be affected
by this Agreement are accurately reflected in Appendix C attached hereto and made a
part of this Agreement.
Changes in hours of work and other conditions of employment to which the parties may
agree, conditioned upon a change in the term of this Agreement shall be evidenced by a
revised Appendix C, which shall be executed by the parties and attached hereto and
made a part of this Agreement.
VII. GRIEVANCE PROCEDURE

It is in the interest of the public, and in the interest of the schoolchildren, that both
employer and employees serve that grievances be reconciled and disposed of as
expeditiously as is possible.
The parties agree that grievances, which arise out of the interpretation of this Agreement,
shall be resolved in accordance with the grievance procedure described in Appendix D.
attached hereto and made a part of this Agreement.
VIII. JOB SECURITY AND JOB PROGRESSION

The Pennsylvania School Code includes certain job security provisions, certification and
other regulatory provisions associated with various classes of employees. The parties
hereby aver that such provisions of the School Code represent the manner in which the
job security, job progression, and reduction in force practices shall be affected with
respect to members of the bargaining unit.
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IX. MEET AND DISCUSS PROCEDURES

The parties of this Agreement agree to conduct Meet and Discuss Meetings for the
purpose of meeting and discussing policy matters affecting wages, hours and other
terms and conditions of employment, as well as the impact thereon, as provided in
Section 702 of Act 195. Such Meet and Discuss meetings shall be held no more
frequently than bi-monthly and scheduled by the Administration within fifteen (15) school
days following receipt of the written request for such meeting. The aforementioned
written request shall be accompanied by a written agenda setting forth the subject matter
to be discussed. There shall be no discussion of any subject matter not included in the
written agenda submitted as required; however, additional items for discussion that may
arise between the date of the agenda as submitted and the date of the meeting may be
added to the agenda if mutually agreed between the parties.
The Association and the Board will each appoint three (3) members to its committee and
each party shall designate its chairperson. The Association will appoint members from
the district organizational level relating to the topic(s) for Meet and Discuss sessions.
The employer agrees to three (3) members comprised of administrators and Board
Members. Substitutions shall be permitted by either party at any time, but a Board
Member shall be present at each formal Meet and Discuss Meeting. Additions may be
made with the consent of the designated chairpersons of both parties.
All matters discussed in Meet and Discuss meetings shall not be subject to the grievance
procedure and consequently not subject to the arbitration procedure. The only grievable
item shall be the failure to meet within the above time schedule.
X. PROFESSIONAL RIGHTS AND RESPONSIBILITIES FOR EMPLOYEES

A. Professional employees shall have all the rights, privileges and immunities required
for them under the applicable laws and regulations of the Commonwealth of
Pennsylvania as currently enacted or as hereafter amended. Furthermore, all duties,
obligations, or other requirements of professional employees shall not be in conflict with
the laws and regulations of the Commonwealth of Pennsylvania.
The Columbia Education Association recognizes that the employer has the right to
reprimand and discipline an employee. The reprimand and/or disciplinary action shall
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be for proper and sufficient reasons and shall not be used to intimidate or coerce any
employee. Reprimand and disciplinary action shall be subject to the grievance
procedure set forth in Appendix D. However, Level IV of the grievance procedure
(Arbitration) shall be modified to provide that the arbitrator in nonbinding arbitration shall
recommend a decision to the School Board and/or corrective action to be taken.
Supervisors and administrators shall not direct criticism at teachers in the presence of
students, peers, parents, or at public gatherings, except in situations where failure to
take immediate action might result in injury to persons, damage to property or significant
harm to the educational program or at formal school board meetings when statements
and announcements are made in the normal course of business. Criticisms of
supervisors and administrators by teachers shall be subject to the same guidelines with
respect to decisions and policymaking.
B. Professional educators shall be responsible to maintain their competencies and

instructional skills necessary for satisfactory performance and certification requirements.
XI. PRINTING AGREEMENT

Copies of this Agreement shall be immediately posted to the District’s employee intranet
after the Agreement is signed. The Agreement shall be presented to all teachers now
employed, or hereafter employed.
XII. WAIVERS
The parties agree that all negotiable items have been discussed during negotiations
leading to this Agreement, and that no additional negotiations of this Agreement will be
conducted on any item, whether contained herein or not, during the life of this
Agreement.
XIII. SEPARABILITY
If any provisions of this or any application of this Agreement to any employee or group of
employees is held to be in violation of the Public School Code of 1949, as amended, or
the Public Employee Relations Act (Act 195), then such provision or application shall not
be deemed valid and subsisting, but all other provisions or applications shall continue in
full force and effect.
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XIV. NEGOTIATION OF A SUCCESSOR AGREEMENT

The parties agree to enter into collective bargaining over a successor agreement no later
than January 10, 2023. Any agreement so negotiated shall be reduced to writing, ratified
by both parties and then properly executed by both parties.
XV. EFFECTIVE DATE AND SIGNATURE

IN WITNESS WHEREOF, the parties have hereunto set their hands and seals the day
and year first above written, intending to be legally bound hereby, each have done so
after approval by their respective organizations.
Attest:
COLUMBIA BOROUGH SCHOOL DISTRICT
Secretary Board President
Attest:
COLUMBIA EDUCATION ASSOCIATION
Secretary President
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APPENDIX A
WAGES AND SALARY PROVISIONS
1. SALARY SCHEDULE STEP PLACEMENT

This procedure is used only for the placement of experienced teachers hired during the
existence of this contract. New teachers’ experience will be equaled to that of current
staff. A list of all teachers currently employed will be created and shared with the
association for the implementation of this procedure.
2. SALARY SCHEDULES
See attached schedules at the back of this Agreement.
3. CREDIT FOR TEACHING EXPERIENCE

Any newly hired employee in the District shall be given proper service credit for prior
experience with the Columbia Borough School District provided they were employed as a
"long-term" substitute teacher for a minimum of ninety-one (91) days. Any past service
may be granted to a new hire with mutual consent of the parties.
This credited service shall not apply to an employee who accumulates the minimum days
stated above if earned in the employment status of "casual" or "day-to-day" substitute
teacher.
4. HALF YEAR EXPERIENCE

When a professional employee has a cumulative teaching experience that ends in a
fraction of a teaching year, the professional employee will be given credit for the full year
if the fraction of the year is ninety (90) teaching days or more.
5. SCHOOL COUNSELORS and SCHOOL PSYCHOLOGISTS

See Appendix B. "Hours of Work and Other Conditions of Employment", Item1. for
information regarding School Counselors and School Psychologists additional
compensation.
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6. METHOD OF PAYMENT OF SALARY

Each employee covered by the provisions of this Agreement shall receive his or her
annual salary in either twenty-six (26) equal payments.
The pay periods shall be periodically adjusted to account for the odd day(s) encountered
each year so that the periods will align with the school year beginning dates. On a year
where the first pay of the school year occurs on or before September 7, the contract year
will be considered an 'adjustment year'. The parties shall meet regarding the impact
upon bargaining unit members of any such adjustments. The contract pay shall be
divided and paid in twenty-seven (27) equal payments, paid bi-weekly, as noted in the
paragraph above. This adjustment should not occur again within six years of any
'adjustment year'.
Throughout the years of this Agreement, pay periods shall be bi-weekly with
consideration for special holidays (e.g., winter holiday break, spring break, etc.).
Bargaining unit members who wish their accrued salaries paid in lump sum payment by
the last pay day of the fiscal year must select this option on an annual basis by sending
an email message to hr@columbiabsd.org with the subject line: Lump Sum, by the close
of business on or before June 1.
A schedule of paydays shall be issued to each employee by email and posted on the
District’s employee intranet for the next school year by the end of June.
All employees shall be required to be paid via direct deposit.
7. HOURLY WAGE COMPENSATION

The Board agrees to reimburse any teacher who voluntarily accepts an hourly wage
position, such as summer school, homebound instruction, extended learning instruction,
curriculum writing and/or development, or night school, at the rate of $29.00 per hour for
the duration of this Agreement.
8. PLANNING PERIOD AND "PREP TIME COVERAGE" PAYMENT
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See Appendix C. "Hours of Work and Other Conditions of Employment", Item 3. for
information regarding "Prep Time Coverage" additional compensation.
9. EXTRA-CURRICULAR ACTIVITIES
A. Recognition:
The Board and the Association agree that the following extra-curricular activities are
educationally worthwhile and any teacher participation in extra-curricular activities
which extends beyond the regularly scheduled school day shall be voluntary and
shall be compensated according to the rate of pay as shown on the attached
schedule.
B. Increments:
An increment system based on years of experience shall be employed.
C. Unit Value:
Each unit shall have a value of $100.00 each for the duration of this
Agreement. See schedules on Pages ___and___.
D. Review Committee
The Board and Association agree to form a committee to review all of the
positions on the extra-curricular schedules and discuss modifications if
necessary. If the parties cannot reach a mutual agreement, the current
positions and point values shall remain status quo.
APPENDIX A - EXTRA - CURRICULAR POSITION POINT VALUES
ACTIVITY 1 2 3 4 5 6 7 8 9 10
Band
Elementary 5.5 6.0 6.5 7.0 7.5 8.0 8.5 9.0 9.5 10.0
Secondary 12.0 12.5 13.0 13.5 14.0 14.5 15.0 15.5 16.0 16.5
Class Advisor (2 each)

Senior 5.0 5.0 5.0 6.0 6.0 6.0 7.0 7.0 7.0 7.0
Junior 5.0 5.0 5.0 6.0 6.0 6.0 7.0 7.0 7.0 7.0
Sophomore 3.0 3.0 3.0 4.0 4.0 4.0 5.0 5.0 5.0 5.0
ACTIVITY 1 2 3 4 5 6 7 8 9 10
Freshman 3.0 3.0 3.0 4.0 4.0 4.0 5.0 5.0 5.0 5.0
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Commencement Advisor 3.5 4.0 4.5 5.0 5.5 6.0 6.5 7.0 7.5 8.0
Conflict Management
Park 5.0 5.0 5.0 5.5 5.5 6.0 6.0 6.5 6.5 7.0
Taylor 5.0 5.0 5.5 5.5 5.5 6/0 6.0 6.5 6.5 7.0
Dramatics
Dramatics Director 11.0 11.5 12.0 12.5 13.0 13.5 14.0 14.5 15.0 15.5
Music Director (Per Play) 4.5 5.0 5.5 6.0 6.5 7.0 7.5 8.0 8.5 9.0
Scenery Director (Per Play) 3.5 4.0 4.5 5.0 5.5 6.0 6.5 7.0 7.5 8.0
Pit Orchestra Director 6.0 6.5 7.0 7.5 8.0 8.5 9.0 9.5 10 10.5
FBLA 4.0 4.5 5.0 5.5 6.0 6.5 7.0 7.5 8.0 8.5
History Fair 8.0 8.0 8.0 8.0 8.0 8.0 8.0 8.0 8.0 8.0
Honor Society Advisor 3.0 3.0 3.0 4.0 4.0 4.0 5.0 5.0 5.0 5.0
Literary Magazine 3.0 3.0 3.0 3.5 3.5 3.5 4.0 4.0 4.0 4.0
Newspaper Advisor
High School 6.0 6.0 6.0 7.0 7.0 7.0 8.0 8.0 8.0 8.0
Park 3.0 3.0 3.0 3.5 3.5 3.5 4.0 4.0 4.0 4.0
Taylor 3.0 3.0 3.0 3.5 3.5 3.5 4.0 4.0 4.0 4.0
Orchestra 6.0 6.5 7.0 7.5 8.0 8.5 9.0 9.5 10.0 10.5
Odyssey of the Mind 10.0 10.0 10.0 12.0 12.0 12.0 14.0 14.0 14.0 14.0
Peer Helpers 4.0 4.5 5.0 5.5 6.0 6.5 7.0 7.5 8.0 8.5
Printing 4.5 5.0 5.5 6.0 6.5 7.0 7.5 8.0 8.0 8.0
Project Fair
Elementary 3.0 3.0 4.0 4.0 4.0 4.5 4.5 4.5 4.5 5.0
Quiz Bowl Coordinator 6.0 6.0 6.0 6.0 6.0 6.0 6.0 6.0 6.0 6.0
Safety Patrol
Park 3.0 3.0 3.5 3.5 4.0 4.0 4.5 4.5 5.0 5.0
Taylor 2.0 2.0 2.5 2.5 3.0 3.0 3.5 3.5 4.0 4.0
Science Fair 6.0 6.0 6.0 6.0 6.0 6.0 6.0 6.0 6.0 6.0
Stage Crew 5.0 5.0 5.0 5.5 5.5 5.5 6.0 6.0 6.0 6.0
ACTIVITY 1 2 3 4 5 6 7 8 9 10
Student Council
Secondary 11.0 11.0 11.0 12.0 12.0 12.0 13.0 13.0 13.0 13.0
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Elementary (1 for each

Elementary) 5.0 5.0 5.0 6.0 6.0 6.0 7.0 7.0 7.0 7.0
Vocal Music
Secondary 8.0 8.0 8.0 8.5 8.5 8.5 9.0 9.0 9.0 9.0
Elementary 7.0 7.0 7.0 7.5 7.5 7.5 8.0 8.0 8.0 8.0
Yearbook
Advisor 10.0 10.0 10.0 12.0 12.0 12.0 14.0 14.0 14.0 14.0
Business Manager 5.0 5.0 5.0 6.0 6.0 6.0 7.0 7.0 7.0 7.0
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APPENDIX B
OTHER EMPLOYEE BENEFITS
1. SCHOOL COUNSELORS and SCHOOL PSYCHOLOGISTS

School Counselors’ and School Psychologists’ salaries are computed by using the
teachers’ salary schedule. Counselors and Psychologists are responsible for up to ten
(10) additional days before the first teacher day of the school year and/or after the last
teacher day of the school year as determined by the Superintendent. They shall be
compensated on a per diem basis of 1/188 of their base salary for the duration of this
agreement. Base salary is determined by their position on the salary schedule.
2. RETIREMENT PROVISIONS:
A. Employees retiring shall receive separation benefits based upon the total days of
unused sick leave accumulated while in the employ of Columbia Borough School
District and/or its reorganized district. Considerations include:
1) Coverage by the Public School Employees' Retirement System and the

district's sick leave policy.
2) Amount stipulated per day times accumulated unused sick leave days. The
stipulated amount shall be defined as $55.00 per day to a maximum of 250
days and $65.00 per day for days 251-300. Current employees as of July 1,
2009 who retire with days in excess of 300 shall be grandfathered at $60.00
per day for all days over 300.
3) Normal retirement as provided by Section 8307 of the Pennsylvania Public
School Employees' Retirement Code (Act 96, as amended) or provided by
legislation.
4) Retirement with twenty (20) years, but is not a normal retirement as defined in
paragraph 3) above, shall receive $36.00 per day times their accumulated
unused sick leave.
B. An employee with a minimum of 20 years of credited service, at least ten (10) of

those years shall be in the Columbia Borough School District, who indicates in writing
to retire at least 120 days prior to the date of retirement shall be eligible for one of the
following at their choice:
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1) Two (2) years of employee only health insurance paid by the employer, or
2) One (1) year of family health insurance paid by the employer. The health
insurance plan shall include the dependent(s) that were enrolled in their
coverage at least one (1) year prior to their retirement.
Retirees eligible for PSERS Health Insurance Premium Assistance (HIPA) shall submit to
the district, on a monthly basis, the amount of the HIPA reimbursement received from the
PSERS in either choice 1) or 2) above. Failure to submit the HIPA reimbursement on a
monthly basis will result in the termination of the retiree's medical benefits as granted in
Appendix B - B. 1) & 2).
For employees who retired prior to July 1, 2015, who are currently receiving health
benefits through the Point of Service Plan pursuant to this language, such healthcare
insurance will remain unchanged. Employees retiring on or after July 1, 2015, will be
eligible for the Qualified High Deductible Healthcare Plan. The retiree will be responsible
for payment of the deductible. The District will be responsible for premium payments.
C. Any employee retiring and not eligible for the PSERS Health Insurance Premium
Assistance (HIPA) shall be required to submit 15% of premium for dependent
coverage as per the Agreement at Appendix B, section 7, if Option 2) is chosen.
D. Any payments received under this section of the Agreement shall not be considered
as part of the employee's annual salary for purposes of calculating their retirement
benefits unless determined legal to do so by the highest court of Pennsylvania having
jurisdiction.
E. If the retiree chooses Option 2), and should die during the year of stipulated
coverage, the coverage shall continue as per the Agreement.
F. Any professional employee qualifying for either Option 1) or 2) above, may continue
group insurance coverage to age 65, by remitting the monthly premium to the School
District. This coverage shall begin upon the expiration of either option. To be eligible
to continue group insurance coverage an employee must have been employed ten
(10) or more years with participation in the PSERS and at least five (5) years service
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in the Columbia Borough School District. The employee shall be permitted to

continue coverage for all dependents that were included in their coverage one (1)
year prior to employee's retirement.
G. All group insurance coverage shall terminate upon any of the following:
1) Eligibility of the retiring professional employee for Medicare.

2) Non-receipt of premium within 30 days of due date.
3) Insurance coverage by another employer. However, if the Retiree loses coverage
under another employer’s health plan, upon notification by the Retiree to the
Employer he/she will be eligible to be reinstated under this Plan immediately
without evidence of insurability and without Pre-existing limitations until age 65.
This provision will apply only to those Retirees who have taken superannuation
retirement, have retired with 30 or more years of credited service, or have taken
disability retirement.
3. CREDIT REIMBURSEMENT
The Board agrees to reimburse all professional employees 12 credits per year up to the
Master’s degree, 9 credits after the Master’s degree through Master’s + 36, and 6 credits
after Master’s + 36, plus activity fees* (July 1 – June 30) not to exceed the average of the
Pennsylvania State University, Millersville University and Temple University rate per
credit for the contract years July 1, 2018 to June 30,2023.
* Activity fees shall be only those directly related to the courses taken and include fees
that must be paid to the Institution as a condition of enrollment in a specific course.
These fees shall include activity, lab and technology fees. General one-time fees such
as registration fees, books, supplies, equipment, parking, student activity, room and
board are not included. All fees must be approved by the Superintendent or his/her
certificated administrative designee prior to enrollment.
A. Undergraduate courses will not be reimbursed except if the courses are required by
an accredited degree granting institution in order for the employee to obtain additional
certification(s) at the request of the District.
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B. Credits may be graduate credits obtained pursuant to a master’s degree or master's

equivalency program established by an accredited degree granting institution.
C. Credits for those professional employees who have obtained their master's degree
need not be pursuant to a degree program.
D. Reimbursement for such credits must be made promptly upon receipt of a transcript
or official grade report showing completion of the course with a letter grade of "B" or
better and proof of tuition payment by employee. In the case of Pass/Fail courses, if
the institution’s Registrar’s Office/Dean of the Graduate School has confirmed, in
writing, that a “Pass” is considered to be the equivalent of a grade “B” or better, the
employee will be reimbursed for the course. The written confirmation must be
submitted prior to the request for reimbursement.
E. Employees shall receive a letter for approved courses from the District authorizing the
college or university to bill the district for the name of the course and fees. The
employee will present this authorization letter to the Bursar’s office upon enrolling and
the Bursar’s Office shall bill the district. The authorization letter once accepted by the
Bursar’s Office will mark the course as paid. For universities or colleges that cannot
provide this service, the employee will need to select option “D” or option “F."
F. Employees opting for district prepayment of tuition must have sufficient funds
available in their tuition reimbursement account for the contract year to use this option.
The district will reimburse employees who do not have sufficient funds available for the
balance of funds available upon having the course approved and proof of paid tuition.
G. Employees opting for district prepayment of tuition are responsible to reimburse the
district for any amount paid by the district and not refunded by the college or
institution if the course is cancelled, if the employee withdraws from the course, if the
employee does not provide a transcript or official grade report showing completion of
the course with a letter grade of “B” or better.
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H. Transcripts or official grade reports must be submitted no later than forty-five (45)
calendar days after completion of the course for the employee to be eligible for
reimbursement. If the employee received pre-payment for a course and fails to
submit his/her transcripts within forty-five (45) calendar days of completion of the
course, the District reserves the right to recoup the prepaid amount via payroll
deductions. All courses must be completed within the college semester the employee
requested approval for the employee to take the course.
I. The Superintendent of Schools or his/her certificated administrative designee must

approve all courses prior to enrolling in the course. Employees shall submit a
reimbursement request no later than two (2) weeks prior to the start of class.
However, if the course is cancelled, the employee will be permitted to enroll in
another approved course before the course begins.
J. All credits for on-line, video, distance learning, mail order, correspondence or similar
off-campus courses shall be reimbursed by the district, if listed by the PDE in the
Approved Certification Programs document. The universities on the PDE document
shall be used for the purpose of Level II Certification in the programs specified on the
list. The universities listed on the PDE document will be approved for members
seeking graduate degrees and credits regardless of the program they choose. The
Superintendent or his/her certificated administrative designee may approve other
courses upon request. Newly hired members and members who are actively enrolled
in a program within the last 12 months of the signing of this Agreement at an
institution of higher education not on the list will be permitted to continue in that
institution until completion of the program. The member will provide a written
acceptance letter from the institution and forward it to the Human Resources
representative. The Superintendent or a certificated administrative designee may
approve other courses and/or programs not on the list.
K. If a teacher leaves the service of Columbia Borough School District within one year of
receiving tuition reimbursement said teacher must refund one half (1/2) of all costs
that were reimbursed.
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L. Professional Employees with a Master’s Equivalency hired after July 1, 2009 or

Professional Employees who earn a Master’s Equivalency after July 1, 2009 will not
be able to advance further than the Master’s Column on the salary schedule.
M. Courses requested for reimbursement must be completed in the semester that the
reimbursement request has been made by the employee, except in regard to degree
cohorts, summer courses, and any other courses which fall outside of the traditional
semester model.
N. Lateral movement across the salary schedule shall be limited to one (1) column per
school year (September – August). Credits earned beyond those required for
purposes of column movement in a school year shall be banked toward the next
column movement.
4. ALLOWANCE FOR USE OF AUTOMOBILE:

Professional employees required in the course of their work to drive automobiles from
one school building to another or to use their car for any other purpose when authorized
by the Superintendent or his delegate, shall receive a car allowance at the rate per mile
published by the IRS and in effect at the time of travel. There shall be no retroactive
payments for mileage if the IRS rate is subsequently and retroactively revised during the
school year. Reimbursement forms must be submitted quarterly if under $ 25.00.
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5. LIFE INSURANCE BENEFIT

Employee Coverage 2018-2023
Life Insurance ............................................. $50,000
Accidental Death &
Dismemberment ......................................... $50,000
6. DENTAL BENEFITS:
The Board shall provide for each professional employee and dependent(s) dental care
benefits equal to or equivalent to the following benefits:
Paid by Board or
Insurance Carrier Employee
A. Diagnostic 100% UCR 0%
Includes visits, exams, two
times per year, full mouth
X-rays every three (3) years
B. Preventive 100% UCR 0%
Includes prophylaxis
(cleaning two times a year
and fluoride treatments)
C. Minor Restorative 80% UCR 20%
Includes amalgam, synthetic
and compositive fillings
D. Oral Surgery 80% UCR 20%
Simple extractions and
complex surgical procedures
including removal of impaction
E. Endodontics 80% UCR 20%
Pulp therapy and root
canal fillings
F. Periodontics 80% UCR 20%
Surgical and non-surgical
treatment of gums and
supporting tissues of the teeth
G. Major Restorative 80% UCR 20%
Deductible - $ 25.00 per calendar year - applies to all except A. and B. above
Maximum - $ 1,400.00 per calendar year per person
Each employee choosing dependent coverage shall submit a $3.00 per month premium
per dependent to the District.
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7. MAINTENANCE OF HOSPITALIZATION / MAJOR MEDICAL INSURANCE

A. All eligible professional employees, spouses, and their dependents electing employer
sponsored health insurance benefits shall be enrolled in the employer’s Qualified
High Deductible Healthcare Plan (QHDHP) as described in the Summary Plan
Description as attached below.
Deductibles shall be set as follows: Employee $1,500

Family $3,000
B. Under the QHDHP, the employer shall fund a separate Health Savings Account
(HSA) for each participating employee by depositing the following amounts each year
as follows:
2019 (80% of the deductible)

Employee $1,200
Family $2,400

Employee $1,125
Family $2,250

Employee $1,125
Family $2,250

Employee $1,050
Family $2,100

Employee $1,050
Family $2,100
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The annual employer contribution shall occur on January 1, 2019, 2020, 2021, 2022, and
2023. In the event the deductible is increased by the IRS, HSA funding by the District
shall increase based on percentage of the deductible.
C. HSA funds may be used for the deductible and any qualified and/or eligible medical,
dental, or vision expense in compliance with the applicable law. See IRS Publication 969
for complete details on annual contribution limits and qualifications necessary for an
HSA. Any unused funds on December 31 of each year will be carried over to the next
year.
D. In the event any current eligible employee does not meet the criteria to qualify for an
HSA, and for so long as the HSA remains in place in the district, said employee shall
receive his/her employer contribution in the same amount set forth above deposited into
his/her rollover Health Reimbursement Arrangement (HRA) account. Specifically, an
employee is eligible for the rollover HRA (and can rollover 100% of the unused balance
at year-end) option if and only if s/he is not eligible to contribute to an HSA under any
one of the following conditions:
• An employee is enrolled in Medicare, or

• An employee is also covered by a non-qualified health plan, or
• An employee’s spouse is covered by an employer- sponsored FSA or HRA, or
• An employee is participating in Tri-Care, or
• An employee is considered a tax dependent of another.
HRA funds, like HSA funds, may be used for the deductible and any qualified and/or
eligible medical, dental, or vision expenses. However, unlike an HSA, employee
contributions into an HRA account are not permitted by law; only employer contributions
are permitted to be deposited into an HRA.
E. Cadillac Tax – if at any time during the term of this contract or before a successor
contract is ratified, it becomes known to the Board that any of the healthcare plans
provided will incur an excise tax imposed on the employer by the Affordable Care Act,
then the Board and Association agree to the following:
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• To meet six (6) months prior to the end of the calendar year wherein the excise
tax will be calculated, so as to modify premium shares, district HSA contributions,
and deductibles until the value of the premium for the plan will not be subject to
the excise tax.
• If the Board and Association cannot mutually agree upon a new plan within 30
days, the district may impose a plan with the lowest possible increased deductible
and highest possible HSA contribution to avoid said excise tax. The HSA
contribution will not exceed the dollar amount paid in the previous calendar year
for both individual and/or family plans.
F. If the current QHDHP Plan Administrator ceases to be offered, the Board may seek a
replacement plan (for example: Highmark QHDHP) as a substitute plan. The new
substituted plan must be equal to or better than the current plan. The terms of the
coverage and schedule of benefits are found in the Plan Document and Summary Plan
Description for the Columbia Borough School District Employee Healthcare Plan.
A Schedule of Benefits is attached below. This is a summary of benefits for reference

and not considered to be an all-inclusive list.
The Board will provide hospitalization/major medical insurance coverage subject to the
following monthly employee contributions, office visits and prescriptions per category of
coverage effective for the term of this Agreement.
Employees will not pay a monthly employee contribution.
G. Employee office visit co-pays shall remain at the following rates for the duration of this
Agreement:
Category
PCP $15; after annual deductible

Specialist $30; after annual deductible
ER/Hospital $75; after annual deductible
Urgent Care $35; after annual deductible
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Outpatient Mental $15; after annual deductible

TelaDoc/E-Appointment $15; after annual deductible
Note: The ER/Hospital visit co-pay will be waived if the employee is admitted to
the hospital or is referred by the Primary Care Physician (PCP).
H. Employee prescription drug co-pays shall remain at the following rates for the duration
of this Agreement:
Retail
Category
Generic $10 copay; after annual deductible
Formulary 30% to maximum $30 copay; after annual deductible
Non-Formulary 50% to maximum $45 copay; after annual deductible
Specialty/Injectables $90 copay; after annual deductible
Any one retail prescription will be limited to a 30-day supply.
Mail Order
Category
Generic $20 copay; after annual deductible
Formulary 30% to maximum $60 copay; after annual deductible
Non-Formulary 50% to maximum $90 copay; after annual deductible
Specialty/Injectables $180 copay; after annual deductible
Any one retail prescription will be limited to a 90-day supply.
8. OPT OUT PROVISION

Employees who elect to “Opt-Out” of all the District health insurance coverage will
receive a stipend equal to the following monthly rate, which are not considered part of
the employee’s base salary for any purposes.
July 1, 2018 – June 30, 2023 $108.33 ($1,300 per calendar year)
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This benefit shall only be permissible for employees electing this option annually in
writing no later than December 1 or within 31 days of a qualifying life event for the
following Agreement year with written proof attached to show they are covered through
some other insurance program. This taxable payment will be paid on the second pay of
each month during the year of election. This monthly payment benefit shall cease
immediately if any special enrollment causes the employee to opt back into the District
plans.
An employee and dependents may opt back into the District health insurance coverage
on a date other than January 1 of each year if the employee and dependents were
covered under a group health plan that was discontinued or cancelled. If the employee
or dependent lost the other coverage as a result of the individual’s failure to pay
premiums or for cause (such as making a fraudulent claim), that individual does not have
a special enrollment right.
9. SPOUSAL RULE
In order for the spouses of District employees to be covered by the District health
insurance benefits, the spouse’s contribution (premium share) must exceed the following
cost of such other insurance:
• 2019 – 30%
• 2020 – 30%
• 2021 – 35%
• 2022 – 40%
• 2023 – 50%
The percentages above will be based on the non-district employer plan that is the same
or similar actuarial value (closest in actuarial value) of the District plan. The District will
provide the Association with the actuarial value of the District-provided plan no later than
one month before open enrollment.
Proof of such actuarial value(s) must be provided annually in writing no later than
December 1 for the following Agreement coverage year.
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An employee and spouse may opt back into the District health insurance coverage on a
date other than January 1 of each year if the employee and spouse were covered under
a group health plan that was discontinued or cancelled. If the employee or spouse lost
the other coverage as a result of the individual’s failure to pay premiums or for cause
(such as making a fraudulent claim), that individual does not have a special enrollment
right.
10. SUPPLEMENTAL INSURANCE

The supplemental insurance amount of $175.00 shall be available for covered vision and
dental expenses that are not paid under the district’s healthcare plan.
In addition, reimbursement shall include professional eye examinations and the cost of
frames and lenses that are necessary to correct a vision problem.
Eligible expenses are those incurred by either an employee or his/her dependents. The
employee shall submit receipts for actual expenses annually or no more than twice per
year.
The plan shall require submission of receipted invoices for eligible services performed
from July 1 to June 30 each year. All invoices must be submitted to the District Business
Office or the designated benefit administrator by September 30 each year. This benefit
is not cumulative.
11. SECTION 125 PLAN

The Board shall provide a voluntary Section 125 Plan to include a Dependent Care
Flexible Spending Account in accordance with all IRS Codes, limits, and regulations to its
employees. Voluntary contributions may be made by employees to cover the costs of
qualifying dependent care expenses. The dependent care Section 125 Plan shall run on
a calendar year basis.
The Section 125 plan shall be managed and administered by the district or outside
consulting firms at the Board’s discretion. The Board will cover the cost of the plan
administration but will make no contribution to employee accounts.
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12. INCOME PROTECTION PLAN

The employer shall provide for the Professional Employees a self-insured income
protection plan as follows:
A. After all sick leave days have been utilized, there shall be a ten (10) day waiting
period before the self-insured plan begins.
B. The maximum days of coverage, after the ten (10) day waiting period has expired, for
the term of the agreement shall be $50.00 per day for 90 days.
C. In order to qualify, the illness must be continuous throughout the waiting period and,
in the event the employee returns to work after using any or all possible days of the
coverage, he or she cannot qualify for the income protection for any other illness in that
particular school year.
D. The days of compensation provided for by the income protection coverage is not
cumulative from year to year.
E. For those qualifying for the income protection coverage a doctor's certificate must be
submitted to the Human Resources Representative every thirty (30) days to verify the
employee's inability to return to work. The employee’s failure to provide such certification
shall cause this benefit to expire for the employee.
13. PERSONAL DAYS
A. Three (3) days of personal absence are granted to all professional employees.
Employees are required to use their personal days before requesting unpaid leave.
B. Personal leave may not be taken during the first ten (10) days of school and the last
ten (10) days of school without the specific approval of the Superintendent.
C. Requests for such leave shall be submitted one (1) week in advance electronically
using the absence management system (e.g., AESOP, Frontline, etc.) used by the
District, except in cases of immediate emergency when one (1) week notice is not
possible.
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D. No more than ten percent (10% or the nearest whole) of the number employed in any
one (1) building shall be allowed a personal leave day on any one (1) school day.
Personal leave shall be granted on a priority basis by date of request.
E. The unused personal leave days shall be cumulative from year to year to a maximum
of five (5) days. The first unused personal leave day in excess of five shall be
converted to sick leave.
F. Employees may use all personal days in a given year, but no more than five (5)
consecutively.
G. Part-time professional employees shall be granted the equivalents of one (1) regular
full day of Personal leave per year with accumulation and/or payment for unused day
(i.e., half-time position = two one-half days of Personal leave = pro-rated
reimbursement for unused days).
H. Any unused personal leave day(s) in excess of six (6) days shall be compensated at
the rate of $ 75.00 per day. Each professional employee shall notify the Business
Office by June 1 of each year if he/she chooses to be compensated for unused
personal days. Any employee who does not use his/her personal days by the last
school day and the day(s) cannot be accumulated shall be reimbursed for the day(s)
in the District’s last regularly scheduled pay period in June, but no later than June 30.
14. SICK LEAVE
A. Teachers in the Columbia Borough School District shall be entitled to ten (10) days of
leave each year because of illness without any loss of salary. Such leave days shall
be cumulative from year to year. Part-time professional employees shall be granted
sick leave and other absence benefits on a pro-rated basis.
B. To be eligible, teachers serving their first year in the Columbia Borough School
District must have served the District at least two (2) weeks immediately prior to the
benefit.
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C. All personnel absent from duty in the Columbia Borough School District due to illness
for a period of more than (3) days for any one absence, shall provide the School
Board through the Superintendent's office, with a doctor's certificate for such
absence. This certificate must be presented within a period of five (5) days after
returning to work or the deduction will be made from the ensuing pay.
D. All employees shall be allowed five (5) days per year to attend to a member of the
family who is seriously ill (all such cases to be approved by the Superintendent). The
deduction of the full District cost of the actual substitute’s fees or the cost of coverage
herein for family sick leave day’s substitute's pay shall be made for all days beyond
the third day.
15. ADDITIONAL SICK LEAVE FOR SERIOUS HEALTH CONDITIONS
A. This leave is intended to be used by teachers who are confronting a critical illness,
injury, that qualifies as an FMLA event, as certified by a physician and may not be
used for non-critical illnesses or injuries. Additional sick days as set forth below are
available for a serious health condition if sufficient confidential HIPAA documentation
is provided by the physician to the Human Resource Representative. Proper FMLA
paperwork must be completed to support the following additional sick days. The
absence must be related to the serious health condition for which the teacher is
treating or from which the teacher is recuperating.
B. Each teacher in the Columbia Borough School District with ten (10) years or less
service shall be entitled to an additional twenty (20) days sick leave absence from
school each school year with the full District costs of actual substitute fees.
C. Each teacher beginning the eleventh (11th) consecutive year of teaching in the
Columbia Borough School District shall be entitled to an additional day of sick leave
for each year of service. These additional days of leave are not cumulative. In
addition to this entitlement, each teacher shall be eligible for twenty (20) days of sick
leave each school year with the deduction of the full District costs of actual substitute
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fees, plus one day for each year of service in the Columbia Borough School District
with the deduction of the full District costs of actual substitute fees.
D. An employee who voluntarily chooses to leave the employment of the District within
one year of receiving benefits shall be required to reimburse the District ½ of any
benefits paid related to sections B and/or C. of this section. An exception shall be
made for permanent disability, which determination shall be subject to the District’s
discretion for a medical evaluation at the District’s expense.
16. ABSENCE DUE TO QUARANTINE
Employees absent from school because of quarantine by the Board of Health, and such
quarantine directly traceable to school contact (defined by a medical inspector), shall
receive full benefit of salary regardless of sick leave. Any personal quarantine other than
this shall be governed in accordance with sick leave. Any quarantine other than personal
shall be governed by sickness-in-immediate family clause.
17. BEREAVEMENT LEAVE
A. In cases of death of a member of the immediate family, employees are allowed five
(5) consecutive days with full pay. The term "immediate family" shall be understood
to include the following: wife, husband, father, mother, father-in-law, mother-in-law,
brother, sister, grandmother, grandfather, son or daughter, stepson or stepdaughter,
stepmother, stepfather, grandchild, and any relative who resides in the same
household, including but not limited to aunt, uncle, niece/nephew, or any person
with whom the employee has made his/her home.
B. In all cases of death of other near relatives of an employee no deduction from salary
shall be made for absence on the day of the funeral, provided such absence has
been approved by the Superintendent prior to its occurrence. The term “near
relative” shall be understood to include the following: aunt, uncle, niece/nephew,
son-in-law, daughter-in-law, brother-in-law, and sister-in-law. The Superintendent
may approve the absence of an employee to attend the funeral in cases not
covered in sectionsA and B.
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18. COURT LEAVE
An employee who shall have been required to attend a court of law by reason of having
been served with a subpoena shall be excused from school without loss of pay on
account of attendance at court, provided the teacher is not a part of the suit.
19. WORKER’S COMPENSATION PAYMENTS

When a district employee becomes eligible for Worker’s Compensation due to a work
related injury, there will be a five (5) day waiting period during which the employee will be
required to use sick days, after which the District shall pay to the employee the difference
between the weekly Worker’s Compensation payments received and the employee’s
regular daily rate at the time of the work related injury. Such payments by the District
shall be limited in duration to the lesser of:
A. The period during which the employee remains eligible for Worker’s Compensation
benefits; or
B. One hundred four (104) weeks from the date of injury.
During the period a District employee receives compensation from the District as set forth
in the above provision, the employee will only receive credit for years of service in
PSERS to the extent permitted or allowed under PSERS policy, rules or regulations.
If PSERS policy, rules or regulations do not permit credit for years of service under this
provision, the District employee may, at employee’s sole option, use available sick leave
in lieu of Worker’s Compensation Benefits in order to receive years of service credit from
PSERS; however, under no circumstances may the employee simultaneously receive
sick leave benefits and Worker’s Compensation.
20. JURY DUTY PAYMENTS

When a district employee receives compensation for jury duty, the District shall pay to
the employee the difference between the jury duty compensation and the employee’s
daily rate. Verification of receipt of jury duty compensation shall include submission of
documentation to the District by the employee from the Court of Common Pleas,
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including verification card. Such payment by the District shall be limited in duration to the
period during which the employee receives jury duty compensation.
21. TAX SHELTERED ANNUITY

Any professional employee who wishes to participate in the District’s 403(b) Plan shall
have the right to do so. The employee shall pay all costs of the annuity plan.
22. DEDUCTION OF DUES

Employer agrees to deduct local, state, and national association dues for professional
employees in ten (10) equal installments beginning with the first pay period in October of
each year. The employer shall only be required to issue two checks in December and
February which will cover dues for three associations: local, state and national, and
which shall be issued to the local association.
23. LEAVE FOR ASSOCIATION PRESIDENT

The Board shall grant four (4) days per year with pay, to the President of the Association
(or his/her representatives) during the President's term of office according to a schedule
submitted by the President, one (1) month in advance of the days requested. The
Association shall reimburse the School District for the costs of a substitute teacher for
the days of leave of the President or her/his designated representative.
24. VACANCIES AND TRANSFERS
A. The Board agrees to post all vacancies on one faculty bulletin board in each school
building. The Board shall notify all bargaining unit members of vacancies through
District email. The faculty shall have five (5) days from the date of the posting within
which to make written application for the position.
B. Professional employees may request transfers to vacant positions for which they are
certified. When being involuntarily transferred, an employee shall have the right to a
conference with the Superintendent prior to the transfer. The Board, however, retains
its right to select and direct personnel.
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25. CHILD RELATED LEAVES OF ABSENCE
A. Definitions
Child related leaves are defined as follows:
1. Childbearing leave: Leave taken for the purpose of giving birth to a child and
recovery, during which an employee is physically unable to work.
2. Childrearing leave: Leave taken for the purpose of caring for and bonding with a
newly born child following the end of the childbearing leave.
3. Adoption leave: Leave taken for the purpose of caring for an adopted child.
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The following chart provides a quick view of employees’ rights and obligations regarding child
related leaves (see provisions below for specific conditions):
Type of Leave Notice to Request for Commencement of Request to return

District Leave Leave (start date) to work
Child-Bearing 120 calendar 60 calendar The earlier of the At least 45

days prior to days prior to following: calendar days, or
due date* due date* at least 120
1. the date
calendar days
requested by the
prior written
member, as
notice if the
certified by a
summer
physician; or
intervenes
2. the date of the
child’s birth
Child-Rearing 120 calendar 60 calendar The date the At least 45

days prior to days prior to member is calendar days, or
return to work return to work physically able to at least 120
return to work, as calendar days
certified by a prior written
physician notice if the
summer
intervenes
Adoption Upon formal Immediately Upon de facto At least 45

application for upon notice of custody of adopted calendar days, or
adoption impending child, or earlier at least 120
adoption based on adoption calendar days
requirements prior written
notice if the
summer
intervenes
* 2 Step Process:
1- Notify the district of pregnancy 120 days before your due date.
2 - 60 days before your due date, finalize/confirm the leave you plan to take (6 or 8 weeks, 12
weeks, or 1 or 2 semesters).
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B. Childbearing Leave
Childbearing Leave shall be granted subject to the following conditions:
1. An employee who plans to take childbearing leave shall give the district notice one
hundred and twenty (120) calendar days prior to the due date.
2. The employee shall submit a formal request for childbearing leave at least sixty
(60) days prior to the expected delivery by completing a form which can be
obtained from the Human Resources Office. When submitting the form for
approval, the employee shall include a statement from her physician concerning
the expected date of the child’s birth;
3. All or any portion of leave taken by an employee because of a medical disability

connected with or resulting from her pregnancy, may, at the employee’s option, be
charged to her available paid sick leave.
4. Childbearing leave shall commence upon the earlier of the following:

a. the date requested by the employee, as certified by a physician; or
b. the date of the child’s birth.
5. Childbearing leave shall be continued for six (6) weeks after the date of the birth
of the child (eight (8) weeks for caesarian birth) unless the Human Resources
Administrator receives another written doctor’s notification that the employee
remains unable to return to work beyond that time, due to continuing physical
disability. Where possible, the written doctor’s opinion will include an opinion as
to the specific date the employee will be able to resume her duties.
6. Upon return from childbearing leave, the employee shall be placed in the
same or an equivalent position. If the employee is out beyond twelve (12)
weeks, she shall be placed in a position within her certification area(s).
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C. Childrearing Leave
Unpaid childrearing leave shall be granted subject to the following conditions:
1. An employee who plans to take childrearing leave shall give the district notice one
hundred and twenty (120) calendar days prior to the end of the childbearing leave.
2. An employee shall submit a formal request for childrearing leave at least sixty (60)
days prior to the end of the childbearing leave by completing a form which can be
obtained from the Human Resources Office.
3. Childrearing leave shall be available to both female and male employees.
4. Upon return from childrearing leave, the employee shall be placed in the
same or an equivalent position. If the employee is out beyond twelve (12)
weeks, he/she shall be placed in a position within her certification area(s).
D. Adoption Leave
1. An employee who is planning to take adoption leave shall give the district notice
upon making the formal application for adoption.
2. An employee shall make a formal request for adoption leave when he/she is
notified of the impending adoption.
3. Adoption leave shall begin upon de facto custody of the adopted child, or earlier
based on adoption requirements.
4. Adoption leave shall be available to both female and male employees.
5. Upon return from adoption leave, the employee shall be placed in the same
or an equivalent position. If the employee is out beyond twelve (12) weeks,
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he/she shall be placed in a position within her certification area(s).
E. Alteration of a Child Related Leave
An employee may alter the intended conclusion of a child related leave of absence,
provided she/he requests this alteration, in writing, to the district at least 45 calendar
days, or at least 120 calendar days, if the summer intervenes, in advance. Where a
medical occurrence necessitates the member’s alteration of the intended conclusion of
child-related leave, the 45-day notice will be waived by the District.
F. Length of Leave
A child-related leave of absence shall terminate on the second July 1 following the birth
of the child unless sooner terminated upon written application by the employee as
provided in subsection E above. Written documentation (e.g., letter, email) must be
submitted at least forty-five (45) days prior to return of said employee, or at least 120
calendar days, if the summer intervenes, in advance.
G. Contractual Benefits during Leave
An employee will be entitled to contractual benefits during the period(s) of child-related

leave(s) of absence(s) which are covered by the Family Medical Leave Act (FMLA).
H. FMLA
In addition to the foregoing provisions, the District will grant leave as is required
under the Family and Medical Leave Act.
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26. NO LAY - OFF CLAUSE

During the term of this agreement, the employer agrees that no employee hired on or
before September 1, 2005, shall be furloughed. The employer reserves the right to fill or
not fill any vacancy created as a result of attrition (resignation / retirement).
Effective with the 2000-2001 school year, the employer may establish an employee
status designated as "grant employee" for employees hired through a limited federal or
state grant and these employees will be exempted from this lay-off provision. This
employee status is limited to those employees that are hired under grants that are of
limited duration and are funded at a minimum of fifty-one (51) percent and are intended
to be "start-up" and/or "enhancement" programs. Programs designated for other
reasons and funded by grant money may be exempted from the no lay off provision with
mutual written agreement of the Board and the Association. The exemption to this lay-off
provision shall be valid for grant programs with specified limited duration but in no case
shall exceed five (5) years in any one program.
The employer may end the program at any time the grant finances expire or at the end of
any school year. The employer may change the status of any employee hired in these
programs to that of regular employee at any time. If the status of the employee is
changed to that of regular employee, this employee is now subject to the no lay-off
provision.
The employees hired under any grant program shall have other limited rights under the
bargaining agreement as designated by the employer. The employee shall NOT earn
seniority for the purpose of this lay-off provision; however, the employee may consider
this service for future hiring for salary purposes.
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APPENDIX C
HOURS OF WORK
AND
OTHER CONDITIONS OF EMPLOYMENT
1. DAYS AND HOURS OF WORK

A. The parties agree that professional employees who are subject to this Agreement
shall work seven (7) hours and thirty-five (35) minutes to include a one-half (1/2) hour
duty-free lunch period.
B. In addition, the professional employees are required to attend one (1) meeting
(faculty meetings, grade level meetings and departmental meetings) per calendar
month which may be scheduled to start beyond the teacher work day and/or may
extend beyond the teacher work day, but not more than forty-five (45) minutes
beyond the seven (7) hours and thirty-five (35) minutes teacher work day.
C. The Association will grant up to a maximum of four (4) meetings per year after the
scheduled working day. These meetings shall be in use for the Superintendent to
meet with part of or the entire faculty. The meetings shall be scheduled as far ahead
as possible but not less than two (2) weeks in advance plus whenever possible, the
agenda should be made available to the staff.
D. The professional employees are also required to attend two (2) evenings (Guidance
Nights, Graduation, non-sporting events, etc.) per year, including Open House which
is mandatory Evening parent conferences are not included in this two (2) evening
requirement. If the administration requires additional evening meetings they shall be
scheduled on the basis of one (1) evening meeting equals one-half (1/2) In-Service
Day. No evening meetings shall exceed three (3) hours in length.
E. It is understood that other additional faculty, grade level, and departmental meetings,
without limitation as to the number and length of the aforementioned meetings may
be scheduled by the administration during the teacher workday. The professional
employees are also required to supervise students arriving early to school as
assigned by the administration during the teacher workday.
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F. Professional employees shall be permitted to leave school ten (10) minutes after the
dismissal of the students on Fridays, days of early dismissal, and the day before
school holidays and vacations. Act 80 days shall not be considered as a day of early
dismissal.
G. The teacher work year shall be contained within the confines of the school calendar
as set by the School Board on a yearly basis. Teacher workdays shall be: 188 days.
H. The District and the Association will jointly plan two (2) professional development
days in each contract year.
I. The district shall schedule a one-half (1/2) clerical day (two hours, plus or minus 15
minutes) each marking period one (1) day during the work week before grades are
due, for finalizing and inputting grades.
J. The district shall schedule one (1) day at the beginning of the school year for room
preparation.
2. SPECIAL EDUCATION
All special education teachers shall be released from their regular teaching duties for a
total of three (3) days to be used for the purpose of writing IEPs/conferencing IEPs. The
three (3) days will be divided up into 6 (six) half days throughout the school year at the
teacher’s discretion. No more than two teachers may take days on the same date.
Every effort will be made to use a single date for two teachers.
3. PLANNING PERIOD AND "PREP TIME COVERAGE" PAYMENT

There is a concern about the time teachers are required to cover other duties during their
planning periods.
The Administration will make every effort to maintain the unassigned preparation time for
teachers K-12 as per past-practice. The Association agrees to equalize the preparation
periods for secondary professional staff to five (5) periods per week, and the Board
agrees to provide a 40-minute planning period per day for elementary professional staff.
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In the normal operation of school programs, a need may arise that could require
assignment of teachers during their scheduled unassigned time, therefore, the
Administration shall secure and maintain a list of volunteers who are willing to assume
this assignment. However, in the event there are no volunteers available for covering the
assignment, the Administration shall then have the right to assign personnel to this
responsibility. Every effort shall be made to rotate assigned personnel to this
responsibility and to limit the coverage required by any one individual on a weekly basis.
A schedule will be maintained by the district that identifies each employee’s assigned
preparation time. If an employee covers a class during his/her scheduled preparation
time, the employee shall complete a “Prep Time Coverage Form” and have it signed by
the building administrator and forward it to the Business Office. A record of coverage
periods shall be kept for each employee and payment at the rate of $17 per approved
period shall be made upon submission by the employee.
Duty periods, unassigned periods, additional planning periods do not qualify for
reimbursement. Only one scheduled planning period per day per employee will be
available for reimbursement. In an effort to determine the degree of impact on any one
professional and all professionals collectively, the Administration will keep records of
these duties during the course of this contract.
The Administration will record the date, day, time and/or period, the reason for the
assignment and the name of the teacher assigned to cover duties of this nature. The
Administration will compile an annual summary of these assigned duties and will hold a
"Meet and Discuss" session to review these results. If there appears to be an excessive
number of these assignments, the annual summary will help the Administration to
determine the cause, which may serve to find alternative solutions to this problem. If
certain individuals are called upon much more frequently than others this study will
determine whom these individuals are and will help in finding alternative solutions to this
problem.
This database will provide the Administration with valuable information from which the
Administration can develop a plan that may improve the total situation.
41
4. SURVEILLANCE CAMERAS
A. As part of the district’s overall upgrade for safety and security, digital environmental
monitoring is positioned throughout public areas of the district’s campus. There is no
audio capability associated with this equipment. The equipment is intended for the
use of administration for safety, security, and to identify students engaged in
disruptive behaviors.
B. This program recognizes the sensitivity of the need to balance security requirements
without infringing upon the teaching and learning environment. To this end, it is
agreed that the district will not use this program for informal nor formal classroom
observations or evaluations of a teacher.
C. The district will make every effort to make employees aware of the security cameras
and the monitoring being done at the building level.
D. The district shall have the responsibility to inform employees of the electronic
monitoring process being incorporated in the building.
E. Employees will have access to all personal data collected and reserve the right to
dispute any of the data.
F. Should a question arise regarding the performance of any professional employee as

a result of being recorded by this equipment, notice shall be given to that employee.
The employee and the Association shall be given the opportunity to review all tapes
that are being used in an investigatory meeting prior to the meeting.
42
APPENDIX D
GRIEVANCE PROCEDURE
1. If a grievance, as hereinafter defined should arise between the parties, it shall be resolved in
the following manner:
A. DEFINITIONS:
1) The word "grievance", as used in this Agreement, shall mean a complaint by
the bargaining unit on behalf of a member or members, alleging that there has
been a violation or misrepresentation of the terms of this Agreement.
2) A “member," as used in this Agreement, shall mean a bargaining unit member
making the complaint through the bargaining unit representative.
3) The term "days" as used in this Agreement, shall mean weekdays, excluding
weekends and legal holidays.
4) The term "representative" as used in this Agreement, shall mean a duly
authorized member of the Association.
B. GENERAL PROCEDURES
1) The Association shall select, and certify to the District Superintendent, a
grievance representative for the Elementary Schools and a grievance
representative for the Secondary Schools.
2) A member may withdraw from the grievance procedure at any time and the
Representative may withdraw representation of an aggrieved person at any
time.
3) Any member may be represented at all stages of the grievance procedure by
himself or by the certified representation of the C.E.A.
4) Failure at any step of the grievance procedure to communicate the decision in
writing to the representative within the specified time limit shall permit the
grievance to proceed to the next step. Failure at any step of the grievance
procedure to appeal a grievance to the next step within the specified time
limits shall be deemed to be acceptance of the decision rendered at that step.
If it is mutually agreeable, the time limits may be extended.
43
5) Forms for processing grievances shall be jointly prepared by the

Superintendent and the Association, subject to approval by the School Board.
6) Conferences and hearings under the grievance procedure shall not be
conducted in public and shall be attended only by parties in interest, their
designated representatives and necessary witnesses.
7) Nothing contained in this Agreement shall be interpreted so as to prevent a
member of the bargaining unit from discussing, informally, with any member
of the Administration, any matter, including an alleged violation or
misinterpretation of the terms of this Agreement.
C. INITIATION AND PROCESSING:

1) LEVEL I
a. The member shall first discuss the grievance with his/her immediate
supervisor with the objective of resolving the matter informally.
b. In the event that informal discussions with the immediate supervisor are
not successful, the representative shall within five (5) days following the
termination of informal discussion, or within ten (10) days from the date on
which the member originally discovered the alleged grievance, whichever
is first to occur, file a written notice of the grievance, on the form specified,
with his immediate supervising principal and with such other persons as
may be specified on the grievance form.
c. If requested by the representative or the immediate supervising principal of

the member, the member’s immediate supervising principal shall schedule
a conference to be held within five (5) days of the receipt of grievance
notice. If a conference is held, the member’s immediate supervising
principal shall send his decision to the representative, in writing, within five
(5) days following the conference, and shall send copies of such decision
to all persons officially present at the conference. If a conference is not
held, the member’s immediate supervising principal shall render a
decision, in writing, within five (5) days from receipt of the grievance
notice.
44
2) LEVEL II
a. Within ten (10) days of receipt of the decision of the member’s immediate
supervising principal, said decision may be appealed by the Association to
the Superintendent. Such appeal shall be filed in writing, on the form
provided for such purpose and shall include a copy of the decision of the
member’s immediate supervising principal and a short statement of the
grounds for regarding the decision as incorrect. Such appeal shall also
state the names of all persons officially present at any conference held by
member’s immediate supervising principal and copies of the appeal shall
be served on all such persons.
b. Within five (5) days of receipt of any appeal, the Superintendent, or his/her
delegate (except a person who previously rendered a decision) shall hold
a conference.
c. Within five (5) days following the conference on the appeal, the
Superintendent, or his/her delegate (except a person who previously
rendered a decision), shall communicate to the representative and all
other parties officially present at the conference, his/her written decision,
which shall include supporting reasons therefore.
3) LEVEL III
a. Within ten (10) days of receipt of the decision rendered by the
Superintendent, or his/her delegate (except a person who previously
rendered a decision), said decision may be appealed by the Association to
the Committee of the Board of School Directors. The appeal shall be filed
on the form provided and shall be addressed to the Chairperson of the
Personnel Committee, who shall schedule a hearing on said appeal to be
held within fifteen (15) days from the receipt of the appeal.
b. Within ten (10) days following the hearing on the appeal, the Chairperson of
the Committee, or his/her delegate (except a person who previously
rendered a decision), shall communicate, in writing, the decision of the
45
Committee of the Board to the Association and all other parties officially
present at the conference with the Superintendent.
4) LEVEL IV
a. In the event the decision of the Committee of the Board is not acceptable to
the Association and the member, the dispute may be submitted for
arbitration as provided in Section 903 of Act 195. Notice of a demand for
arbitration shall be filed within ten (10) days after receipt of the decision of
the Committee of the Board and shall include a statement setting forth the
issue or issues to be decided by an arbitrator.
b. Nothing contained in the immediately preceding paragraph shall be

interpreted to increase the scope of arbitration in Section 903 of Act 195.
c. Within ten (10) days after receipt of written notice of demand for arbitration,
the Superintendent and the representative shall agree upon a mutually
acceptable arbitrator.
d. One-half (1/2) of the cost of the services of the arbitrator shall be borne by
the Board and the remaining one-half (1/2) by the member and/or the
Association.
46
APPENDIX E
FAIR SHARE
A. Each nonmember in the bargaining unit represented by the Association shall be

required to pay a fair share fee as provided for by Act 84 of the 1988. The School
District and the Association agree to comply with all provisions of said law.
B. The Association agrees to extend to all nonmembers the opportunity to join the
Association.
C. If any legal action is brought against the School District as a result of any actions it is
requested to perform by the Association pursuant to this Article, the Association
agrees to provide for the defense of the School District at the Association's expense
and through counsel selected by the Association.
D. The School District agrees to give the Association immediate notice of any such legal
action brought against it and agrees to cooperate fully with the Association in the
defense of the case. If the School District does not fully cooperate with the
Association, an obligation of the Association to provide a defense under this Article
shall cease.
E. The Association agrees in any action so defended, to indemnify and hold the School
District harmless for any monetary damages the School District might be liable for as
a consequence of its compliance with this Article; including but not limited to the
District's payroll deduction of the fair share except that it is expressly understood that
this same hold-harmless provision will not apply to any legal action which may arise
as a result of any willful misconduct by the School District or as a result of the School
District's failure to properly perform its obligations under this Article.
F. The fair share fee shall not be greater than the amount of dues uniformly required of
members. The fair share will not include any amount expended by the Association for
partisan, political or ideological activities that is excluded by a body that has
jurisdiction to exclude certain activities. This fair share fee shall be collected
47
according to the rules and regulations including the amount as decided by the
statewide arbitration decision. That decision shall not be challenged by the
Association.
48
COLUMBIA EA
2018-2019
Steps
17-18 18-19 Bachelors B+12 B+24 Masters M+12 M+24 M+36 M+48 M+60
1-4 1 44,712 45,912 49,821 52,607 54,452 55,962 58,169 61,466 65,544
5 2 44,875 46,075 49,984 52,770 54,615 56,125 58,332 61,629 65,707
6 3 45,189 46,879 51,474 54,312 56,215 57,779 59,989 63,286 66,773
7 4 45,197 46,887 52,449 55,280 57,207 58,793 61,078 64,373 67,964
8 5 45,206 46,896 53,543 56,369 58,325 59,943 62,252 65,548 69,137
9 6 45,215 46,905 54,671 57,494 59,480 61,127 63,463 66,758 70,346
10 7 45,215 46,905 55,918 58,731 60,742 62,420 64,781 68,074 71,775
11 8 45,215 46,905 57,298 60,099 62,144 63,850 66,248 69,539 73,243
12 9 45,215 46,905 58,674 61,460 63,488 65,271 67,696 70,987 74,742
13 10 45,215 46,905 59,802 62,565 64,666 66,424 68,926 72,207 76,340
14 11 45,215 46,905 61,398 64,157 66,282 68,078 70,567 73,852 77,869
15 12 45,215 46,905 62,922 65,652 67,826 69,656 72,177 75,462 79,488
16 13 45,215 46,905 64,525 67,285 69,443 71,308 73,868 77,154 81,152
17 14 45,215 46,905 66,366 69,125 71,283 73,148 75,708 78,995 82,856
18 15 45,215 46,905 67,927 70,661 72,852 74,755 77,349 80,633 84,607
Salary adjustment for employees who earn credits that allow for horizontal movement on the salary scale shall be
advanced according to the following:
Date of submission of official transcript Indicating successful course(s) completed:
• October 31—Full adjustment

• March 31—One-half adjustment
Salary adjustments will be made by the second pay period after the District receives the official transcript.
Submission of transcripts after March 31, which would entitle an employee to horizontal movement on the salary
scale, will have his/her adjustment made in the following school year.
49
COLUMBIA EA
2019-2020
Steps
1 1 47,059 48,675 52,372 55,207 57,318 59,173 61,562 64,789 68,616
2 2 47,196 48,812 52,509 55,344 57,455 59,309 61,699 64,926 68,753
3 3 47,449 49,441 53,666 56,540 58,696 60,592 62,984 66,211 69,584
4 4 47,467 49,459 54,426 57,295 59,470 61,382 63,832 67,057 70,510
5 5 47,485 49,478 55,278 58,143 60,340 62,278 64,746 67,971 71,423
6 6 47,503 49,496 56,156 59,019 61,239 63,198 65,687 68,912 72,363
7 7 47,503 49,496 57,369 60,224 62,463 64,446 66,954 70,178 73,715
8 8 47,503 49,496 58,683 61,530 63,795 65,800 68,336 71,559 75,098
9 9 47,503 49,496 59,995 62,830 65,082 67,146 69,703 72,925 76,504
10 10 47,503 49,496 61,117 63,933 66,242 68,287 70,903 74,118 77,986
11 11 47,503 49,496 62,597 65,411 67,738 69,812 72,418 75,636 79,416
12 12 47,503 49,496 64,023 66,814 69,179 71,279 73,910 77,127 80,914
13 13 47,503 49,496 65,509 68,324 70,676 72,802 75,463 78,682 82,448
14 14 47,503 49,496 67,178 69,992 72,344 74,471 77,132 80,351 84,011
15 15 47,503 49,496 68,632 71,426 73,804 75,960 78,647 81,864 85,611
Salary adjustment for employees who earn credits that allow for horizontal movement on the salary scale
shall be advanced according to the following:

Submission of transcripts after March 31, which would entitle an employee to horizontal movement on the
salary scale, will have his/her adjustment made in the following school year.
50
COLUMBIA EA
2020 – 2021
Steps
1 1 49,518 51,570 55,045 57,930 60,321 62,536 65,117 68,271 71,835
2 2 49,628 51,680 55,155 58,040 60,431 62,646 65,227 68,380 71,944
3 3 49,816 52,125 55,961 58,874 61,295 63,538 66,121 69,275 72,528
4 4 49,844 52,154 56,497 59,406 61,840 64,095 66,717 69,869 73,177
5 5 49,873 52,182 57,096 60,002 62,451 64,723 67,357 70,510 73,817
6 6 49,901 52,210 57,712 60,616 63,081 65,368 68,017 71,170 74,476
7 7 49,901 52,210 58,888 61,788 64,266 66,569 69,231 72,383 75,748
8 8 49,901 52,210 60,135 63,028 65,524 67,842 70,523 73,674 77,041
9 9 49,901 52,210 61,380 64,265 66,752 69,110 71,806 74,956 78,351
10 10 49,901 52,210 62,494 65,367 67,892 70,238 72,974 76,119 79,711
11 11 49,901 52,210 63,854 66,725 69,263 71,628 74,357 77,505 81,036
12 12 49,901 52,210 65,176 68,032 70,596 72,979 75,725 78,872 82,409
13 13 49,901 52,210 66,540 69,412 71,967 74,368 77,135 80,283 83,805
14 14 49,901 52,210 68,029 70,900 73,455 75,857 78,623 81,771 85,221
15 15 49,901 52,210 69,370 72,228 74,801 77,222 80,007 83,153 86,663

51
COLUMBIA EA
2021-2022
Steps
1 1 52,095 54,604 57,846 60,785 63,468 66,061 68,842 71,919 75,208
2 2 52,175 54,684 57,927 60,865 63,549 66,142 68,923 72,000 75,288
3 3 52,297 54,938 58,367 61,319 64,018 66,626 69,408 72,485 75,613
4 4 52,336 54,977 58,667 61,618 64,324 66,937 69,740 72,816 75,972
5 5 52,374 55,016 59,000 61,949 64,663 67,285 70,094 73,171 76,327
6 6 52,413 55,055 59,342 62,290 65,012 67,642 70,459 73,535 76,691
7 7 52,413 55,055 60,481 63,427 66,155 68,794 71,617 74,693 77,879
8 8 52,413 55,055 61,656 64,599 67,336 69,982 72,816 75,891 79,078
9 9 52,413 55,055 62,830 65,769 68,502 71,168 74,009 77,084 80,285
10 10 52,413 55,055 63,937 66,869 69,622 72,282 75,144 78,216 81,519
11 11 52,413 55,055 65,171 68,102 70,861 73,531 76,389 79,463 82,735
12 12 52,413 55,055 66,385 69,308 72,081 74,760 77,627 80,700 83,974
13 13 52,413 55,055 67,620 70,552 73,320 76,009 78,886 81,960 85,227
14 14 52,413 55,055 68,920 71,851 74,620 77,309 80,186 83,260 86,489
15 15 52,413 55,055 70,144 73,069 75,846 78,545 81,432 84,505 87,765

52
COLUMBIA EA
2022-2023
Steps
1 1 54,837 57,832 60,827 63,822 66,817 69,812 72,807 75,802 78,797
2 2 54,887 57,882 60,877 63,872 66,867 69,862 72,857 75,852 78,847
3 3 54,937 57,932 60,927 63,922 66,917 69,912 72,907 75,902 78,897
4 4 54,987 57,982 60,977 63,972 66,967 69,962 72,957 75,952 78,947
5 5 55,037 58,032 61,027 64,022 67,017 70,012 73,007 76,002 78,997
6 6 55,087 58,082 61,077 64,072 67,067 70,062 73,057 76,052 79,047
7 7 55,087 58,082 62,176 65,171 68,166 71,161 74,156 77,151 80,146
8 8 55,087 58,082 63,275 66,270 69,265 72,260 75,255 78,250 81,245
9 9 55,087 58,082 64,374 67,369 70,364 73,359 76,354 79,349 82,344
10 10 55,087 58,082 65,473 68,468 71,463 74,458 77,453 80,448 83,443
11 11 55,087 58,082 66,572 69,567 72,562 75,557 78,552 81,547 84,542
12 12 55,087 58,082 67,671 70,666 73,661 76,656 79,651 82,646 85,641
13 13 55,087 58,082 68,770 71,765 74,760 77,755 80,750 83,745 86,740
14 14 55,087 58,082 69,869 72,864 75,859 78,854 81,849 84,844 87,839
15 15 55,087 58,082 70,968 73,963 76,958 79,953 82,948 85,943 88,938

53
SCHEDULE OF BENEFITS
QUALIFIED HDHP
ELIGIBLE EXPENSES IN REFERRAL SYSTEM OUT OF REFERRAL SYSTEM
Copayment, Per Calendar
Year
Hospital Services 100%; after deductible Subject to deductible & coinsurance
Primary Care Physician Visit $15.00; after deductible Subject to deductible & coinsurance
Specialist Visit $30.00; after deductible
Outpatient Mental Health $15.00; after deductible Subject to deductible & coinsurance
TelaDoc/E-Appointment $15.00; after deductible Subject to deductible & coinsurance
Urgent Care $35.00; after deductible Subject to deductible & coinsurance
Emergency Room Visit $75.00; after deductible. Waived if admitted to the Hospital or referred
by Primary Care Physician
Deductible Per Calendar Year

Covered Person $1,500 $5,000
Family Unit $3,000 $10,000
Maximum Out of Pocket, Per Includes deductibles, copays and Includes deductible
Calendar year coinsurance for both medical
and pharmacy
Covered Person $6,350 $6,350
Family Unit $12,700* $12,700
*The maximum out-of-pocket for an individual in a family plan cannot
exceed $6,850
Maximum Lifetime Benefit Unlimited
Inpatient Services
Pre-Admission Testing 100%; after deductible 80% of UCR after deductible
Room and Board 100%; after deductible, of 80% of UCR after deductible; of
semiprivate room rate semiprivate room rate
Intensive Care Unit 100%; after deductible, of 80% of UCR after deductible; of
Hospital ICU charge Hospital ICU charge
Surgical Services 100%; after deductible 80% of UCR after deductible
Emergency Room 100%; after deductible, then $75 copay, waived if admitted to the
hospital or referred by primary care physician
Skilled Nursing Facility 100%; after deductible, of 80% of UCR after deductible; of
semiprivate room rate semiprivate room rate; up to 120 days
per calendar year
Physician Services 100%; after deductible 80% of UCR after deductible
Diagnostic Radiology, Lab and 100%; after deductible 80% of UCR after deductible
Pathology Services
Routine Nursery Care 100%; after deductible 80% of UCR after deductible
Maternity Benefit 100%; after deductible 80% of UCR after deductible
Organ Transplant Coverage 100%; after deductible 80% of UCR after deductible
Outpatient Services
Physician Services 100%; after deductible, then $15 80% of UCR after deductible
copay
Specialty Care 100%; after deductible, then $30 80% of UCR after deductible
copay
Diagnostic X-ray and Lab tests 100%; after deductible 80% of UCR after deductible
Ambulance 100%; after deductible 80% of UCR after deductible
54
QUALIFIED HDHP
Chiropractic Care 100%; after deductible 80% of UCR after deductible
Home Health Care 100%; after deductible, 80% of UCR after deductible up to 120
managed on a case by case visits per calendar year
basis
Therapy Services limited to: 100%; after deductible 80% of UCR after deductible
60 days or 60 visits per
Sickness or Injury, or condition
• Physical Therapy
• Speech Therapy
• Occupational Therapy
Hospice Care 100%; after deductible 80% of UCR after deductible

Durable Medical Equipment 100%; after deductible 80% of UCR after deductible
Orthotics 100%; after deductible 80% of UCR after deductible
Prosthetics 100%; after deductible 80% of UCR after deductible
TMJ 80%, after deducible
Up to $1000 per lifetime
Mental Disorders Services are coordinated through CoreSource
Inpatient 100%; after deductible. 30 days 80% of UCR after deductible; 30 days
per calendar year; combined in per calendar year; combined in and out
and out of referral system of referral system
Outpatient 100%; after deductible, then $15 50% of UCR after deductible; 20 visits
copay; 20 visits per calendar per calendar year; combined in and out
year; combined in and out of of referral system
referral system
Substance Abuse Services are coordinated through CoreSource
Detoxification 100%; after deductible, limited to 80% of UCR after deductible; limited to
7 days of treatment per 7 days of treatment per admission/ 4
admission/ 4 admissions per admissions per lifetime; combined in &
lifetime; combined in & out of out of referral system
referral system
Inpatient 100%; after deductible, 30 days 80% of UCR after deductible for the 1st
per calendar year; 90 days 30 days; 50% thereafter; 30 days per
lifetime maximum; combined in calendar year; 90 days lifetime
and out of referral system maximum; combined in and out of
referral system
Outpatient 100%; after deductible. 30 days 50% of UCR after deductible; 30 days
Residential per calendar year; 90 days per per calendar year; 90 days per lifetime;
lifetime; combined in & out of combined in & out of referral system
referral system
Outpatient 100%; after deductible. 30 visits 50% of UCR after deductible; 30 visits
per calendar year; 120 visits per calendar year; 120 visits lifetime
lifetime maximum; combined in maximum; combined in and out of
and out of referral system referral system
55
QUALIFIED HDHP
Substance Abuse Lifetime
Unlimited
Maximum
Preventive Care
Well Adult Care 100% 80% of UCR after deductible
Pediatric Preventive Care 100% 80% of UCR after deductible
Well Child Care 100% 80% of UCR after deductible
Childhood Immunizations 100% 80% of UCR No Deductible
Prescription Drug Plan
Pharmacy Option Any one prescription is limited to a 30-day supply

Copayment per prescription
• Generic $10; after deductible
• Brand Name 30% to maximum $30; after deductible
• Non-Formulary 50% to maximum $45; after deductible
• Specialty/Injectables $90; after deductible
Mail Order Option Any one prescription is limited to a 90-day supply
Copayment per prescription
• Generic $20; after deductible
• Brand Name 30% to maximum $60.00; after deductible
• Non-Formulary $90; after deductible
56

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Columbia Teacher Contract

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COLUMBIA BOROUGH SCHOOL DISTRICT

II. TERM OF AGREEMENT

III. NO STRIKE-NO LOCK-OUT PROVISION

IV. WAGES AND SALARY PROVISIONS

V. OTHER EMPLOYEE BENEFITS

VI. HOURS OF WORK AND OTHER CONDITIONS OF EMPLOYMENT

VII. GRIEVANCE PROCEDURE

VIII. JOB SECURITY AND JOB PROGRESSION

IX. MEET AND DISCUSS PROCEDURES

X. PROFESSIONAL RIGHTS AND RESPONSIBILITIES FOR EMPLOYEES

B. Professional educators shall be responsible to maintain their competencies and

XI. PRINTING AGREEMENT

XIV. NEGOTIATION OF A SUCCESSOR AGREEMENT

XV. EFFECTIVE DATE AND SIGNATURE

Secretary Board President

1. SALARY SCHEDULE STEP PLACEMENT

3. CREDIT FOR TEACHING EXPERIENCE

4. HALF YEAR EXPERIENCE

5. SCHOOL COUNSELORS and SCHOOL PSYCHOLOGISTS

6. METHOD OF PAYMENT OF SALARY

All employees shall be required to be paid via direct deposit.

7. HOURLY WAGE COMPENSATION

8. PLANNING PERIOD AND "PREP TIME COVERAGE" PAYMENT

APPENDIX A - EXTRA - CURRICULAR POSITION POINT VALUES

Class Advisor (2 each)

Elementary (1 for each

1. SCHOOL COUNSELORS and SCHOOL PSYCHOLOGISTS

1) Coverage by the Public School Employees' Retirement System and the

B. An employee with a minimum of 20 years of credited service, at least ten (10) of

in the Columbia Borough School District. The employee shall be permitted to

1) Eligibility of the retiring professional employee for Medicare.

B. Credits may be graduate credits obtained pursuant to a master’s degree or master's

I. The Superintendent of Schools or his/her certificated administrative designee must

L. Professional Employees with a Master’s Equivalency hired after July 1, 2009 or

4. ALLOWANCE FOR USE OF AUTOMOBILE:

5. LIFE INSURANCE BENEFIT

7. MAINTENANCE OF HOSPITALIZATION / MAJOR MEDICAL INSURANCE

Deductibles shall be set as follows: Employee $1,500

2019 (80% of the deductible)

2020 (75% of the deductible)

2021 (75% of the deductible)

2022 (70% of the deductible)

2023 (70% of the deductible)

• An employee is enrolled in Medicare, or

A Schedule of Benefits is attached below. This is a summary of benefits for reference

Employees will not pay a monthly employee contribution.

PCP $15; after annual deductible

Outpatient Mental $15; after annual deductible

Any one retail prescription will be limited to a 30-day supply.

Any one retail prescription will be limited to a 90-day supply.

8. OPT OUT PROVISION

10. SUPPLEMENTAL INSURANCE

11. SECTION 125 PLAN

12. INCOME PROTECTION PLAN

13. PERSONAL DAYS

14. SICK LEAVE

15. ADDITIONAL SICK LEAVE FOR SERIOUS HEALTH CONDITIONS

16. ABSENCE DUE TO QUARANTINE

17. BEREAVEMENT LEAVE

18. COURT LEAVE

19. WORKER’S COMPENSATION PAYMENTS

B. One hundred four (104) weeks from the date of injury.

20. JURY DUTY PAYMENTS

21. TAX SHELTERED ANNUITY