ARTICLE 7.00 - SALARIES AND BENEFITS

SECTION 7.01: SALARIES

A. Compliance

The parties acknowledge the necessity for the District to comply with State compensation limitations. The parties intend that nothing in this Agreement shall operate to preclude the District from complying with State compensation laws nor to vest employees with compensation in excess of that provided for by law. Accordingly, the parties acknowledge that the District must retain the authority in consultation with the Association to make equitable compensation adjustments involving all certificated staff of the District in order to ensure compliance with applicable laws.

B. Salaries for Basic Education Work Year and Work Day

State authorized funds for salaries shall be applied to the salary schedules (Appendices A-1, A-2, and A-3) in the manner and to the maximum allowed and funded under State appropriations laws and implementing regulations. The parties agree that the Appendix A-1, A-2, and A-3 schedules areintended to compensate employees for their basic education work year (Section 8.01A herein) and work day (Section 8.02A herein). Employees shall receive salaries based on their contracted FTE. Revisions shall be made in accordance with the provisions below.

1. Increments will be granted effective September 1 of each year. Remaining District pass-through funds will be used to increase the salary schedule effective September 1 of each year. These adjustments will be implemented to meet the September payroll or as soon as reasonably possible. The pay resulting from individuals' extended days and other supplemental contract pay shall be reported on the State form S-275 separately from the pay resulting from the Appendix A-1, A-2, and A-3 schedules.

2. On or about March 1 of each year, the District, in consultation with the Association, will re-examine the calculations called for above in order to ensure both full use of salary increase capacity and compliance with law. The District will then make any necessary adjustments on a timely and equitable basis. Should the compliance data indicate an upward or downward adjustment is required, said adjustment will be applied in the manner agreed to by the District and Association.

3. Prior to effectuating any of the increases or adjustments pursuant to paragraphs 1 and 2 above, the District will consult with the Association. If the parties are unable to agree on the amount and mechanics for any particular increase or adjustment, the underlying dispute will be treated as a negotiable rather than a contractual matter, and the disputed rights or obligations under paragraphs 1 and/or 2 above will be deemed null and void except as may be agreed in subsequent negotiations.

C. Transition Agreement for a Restructured Salary Schedule

1. Intent

The intent of the parties is to make changes in the current local salary schedule so that over a period of time there will be an increase in the State-funded salary capacity. The intent of the parties is to use that additional capacity to improve the salary schedule to make it more competitive in attracting and retaining certificated staff.

2. New Schedule, Appendix A-1

Beginning with the 2005-06 school year, those employees on the 135 credit column shall be considered on the Appendix A-1 schedule.

Any newly hired employee for the 2005-06 school year shall be placed, in accordance with the salary placement guidelines, on the Appendix A-1 schedule.

Any State funded increase for future years shall be applied to the Appendix A-1 schedule in the same flow through manner as the parties have utilized to determine the initial annual schedule in recent years.

3. Modifications to Local Schedule for Current Employees [Schedules shown in Appendix A-2 and A-3.]

The following restrictions apply to both those employees who hold a Bachelors (schedule shown in Appendix A-2) and to those who hold a Masters (schedule shown in Appendix A-3)

(A) Restrictions on Access to 60 and 75 Credit Columns

(1) Employees shall be permitted access to the appropriate 60 and 75 credit columns up to the credit reporting deadline of October 1, 2005 (for salary placement 2005-06 school year), provided any employee who holds a Masters Degree or who can certify to the District they are enrolled in a Masters Degree program shall be permitted access to the appropriate 60 and 75 credit columns up to the credit reporting deadline of October 1, 2006 (for salary placement 2006-07 school year).

(2) Those employees entering the 60 and 75 credit columns per the paragraph above and those employees as of the 2005-06 school year who are already on the 60 and 75 credit columns shall be permitted to remain on said columns and to receive pay increases and increments up to the credit reporting deadline of October 1, 2007 (for salary placement 2007-08 school year).

(3) Employees who have not moved out of the 60 and 75 credit columns by the credit reporting deadline of October 1, 2008 (for salary placement 2008-09 school year) shall have their salary frozen until such time as the 45 credit column salary at the employee's experience level exceeds the frozen salary, or until such time as the employee moves to a higher column.

(B) Restrictions on Access to 105 and 120 Credit Columns

(1) Employees shall be permitted access to the appropriate 105 and 120 credit columns up to the credit reporting deadline of October 1, 2006 (for salary placement 2006-07 school year), provided any employee who holds a Masters Degree or who can certify to the District they are enrolled in a Masters Degree program shall be permitted access to the appropriate 105 and 120 credit columns up to the credit reporting deadline of October 1, 2007 (for salary placement 2007-08 school year).

(2) Those employees entering the 105 and 120 credit columns per the paragraph above and those employees as of the 2005-06 school year who are already on the 105 and 120 credit columns shall be permitted to remain on said columns and to receive pay increases and increments up to the credit reporting deadline of October 1, 2008 (for salary placement 2008-09 school year).

(3) Employees who have not moved out of the 105 and 120 credit columns by the credit reporting deadline of October 1, 2009 (for salary placement 2009-10 school year) shall have their salary frozen until such time as the 90 credit column salary at the employee's experience level exceeds the frozen salary, or until such time as the employee moves to a higher column.

(C) Restrictions on Access to 135 Credit Column

(1) Employees who do not have a Masters Degree and are not in a Masters program shall be permitted access to the 135 credit column up to the credit reporting deadline of October 1, 2006 (for placement 2006-07 school year), provided an employee who can certify to the District they are enrolled in a Masters Degree program shall be permitted access to the 135 credit column up to the credit reporting deadline of October 1, 2007 (for placement 2007-08 school year).

(2) Those employees placed in the 135 credit column as of the credit reporting deadline of October 1, 2005 (for placement 2005-06 school year) or who access the 135 credit column per the provisions in C (1), above, shall be grandfathered in said column so long as they remain employed in the District or until they obtain a Masters degree that would move them to a higher salary on Schedule A.

(D) Movement from Appendix A-2 and Appendix A-3 Schedules to the Appendix A-1 Schedule

All employees on the Appendix A-2 and A-3 schedules per the provisions above shall remain on those schedules until the time allowed for any accessing of additional columns or for any grandfathering has expired or until there is no advantage in remaining on those schedules in accordance with the above provisions. Employees fitting either of those two categories shall be appropriately placed on the Appendix A-1 Schedule.

4. Analysis of Salary Capacity and Accomplishment of Intent

Employee salaries shall be reported to the State via the S-275 in accordance with salaries resulting from employee placement on all schedules (Appendices A-1, A-2, and A-3). The intent of the parties is to utilize full salary capacity to accomplish the goal stated in paragraph 1, above. The parties will minimally analyze said capacity both in setting the initial salary schedule(s) for the year and in determining any adjustments to said schedules that may be possible or required as a result of the usual salary capacity analysis done around mid school year. This monitoring process and resulting adjustments to the salary schedule(s) shall be done through the SSD-SEA Salary Committee with recommendations to be submitted to the SSD-SEA Collaboration Team.

5. District Support

In addition to the support provided by the Collective Bargaining Agreement at Section 5.07 A (Professional Development Incentive), the District will provide multiple "clock hours" options during the transition period to the Appendix A-1 schedule as provided herein (i.e., to the 2009-10 school year). The District will make every effort to enter into and maintain a partnership with a University to facilitate staff obtaining a Master's Degree in conjunction with Professional Certification.

6. Salary Schedule Committee

It is recognized the provisions contained in this agreement relate to a period of several years. The parties recognize there may be a need to adjust the plan outlined by this agreement as circumstances change or unanticipated issues occur.

Therefore, the SEA-SSD Salary Schedule Committee will continue to meet and make recommendations, as appropriate to the SEA and SSD addressing salary schedule issues. The committee will especially monitor the implementation of this agreement with the view of making any recommendations as a need arises. Recommendations from the Salary Schedule Committee will go to the SSD-SEA Collaboration Team.

7. Informing Staff

The parties will develop and implement an aggressive plan to inform employees of the need for, effects of, and the benefits from the transition plan outlined by this agreement.

D. Transition Agreement for a Restructured TRI Salary Schedule

1. Intent

The intent of the parties is to have a TRI schedule structure that closely models the regular schedule with regard to the number of education columns. Such a schedule is shown by the Appendix B-1 TRI Schedule.

2. Placement on the Appendix B-1 TRI Schedule

Employees who will be placed on the 2007-08 Appendix B-1 TRI Schedule shall include:

a. All new employees hired for the 2007-08 school year, and

b. All employees whose regular schedule placement for the 2007-08 school year is on the 0, 15, 30, 45, 90, or 135 columns (both for Bachelors and Masters).

Employees who qualify for 2007-08 placement on the Appendix B-1 TRI Schedule shall continue on said schedule in future years.

3. Placement on the Appendix B-2 or B-3 TRI Schedule

Employees who will be placed on the 2007-08 Appendix B-2 or B-3 TRI Schedules shall include only those employees whose regular schedule placement for the 2007-08 school year is on the 60, 75, 105, or 120 columns (both for Bachelors and Masters).

Employees placed on a 60, 75, 105, or 120 column in 2007-08 shall be allowed to continue on such columns for the 2008-09 Appendix B-2 or B-3 TRI schedules.

4. One TRI Schedule for 2009-10

Effective with the 2009-10 school year, all employees shall be placed on the 2009-10 Appendix B-1 TRI Schedule, provided employees will be guaranteed no less than what was received for 2008-09.

5. 135 TRI Schedule Column

Effective with the 2008-09 school year, no employee will have access to the 135 column unless they hold a Masters degree, provided that those employees who had accessed the 135 column by the 2007-08 school year may remain on said column so long as they continue in the District.

E. Salaries for Additional Time and Responsibilities Beyond Basic Education Work Year and Work Day

Pursuant to RCW 28A.400.200(4), an employee shall be compensated for additional work time and responsibilities performed beyond the contracted basic education work year and work day. The following provisions shall apply:

1. Extensions of Regular Duties

The District reserves the right to offer additional days of employment on a supplemental contract for certain positions that in the District's judgment require additional time beyond the basic education work year. (Also, see Section 8.01C herein.) Prior to effectuating any changes in the current numbers of such days, the District shall afford the Association the opportunity to negotiate the changes.

2. Additional Days and Additional Responsibilities (TRI Schedule)

The District and Association agree with and affirm the following:

The success of the District is dependent upon hiring and retaining the highest quality employees.

Providing a quality education for students requires from employees a commitment to the profession beyond the base contract, normal workday hours and school year.

State law allows additional compensation for additional time, additional responsibilities or incentives (TRI).

The additional commitment required of employees cannot be accurately measured in hours or days.

The time necessary to fulfill any one employee's responsibilities will vary from that of another employee as determined by the employee's own professional judgment.

(A) Required Additional Days (TRI Schedule )

In addition to the basic education work year (182 days as defined by Section 8.01A), employees shall be required to work two (2) additional days as set forth on the calendar (see Section 8.01B and Appendices J, 1 through 3). In addition, employees shall be required to work an additional third District directed professional workday as set forth on the calendar.

(B) Additional Responsibilities (TRI Schedule)

In addition to responsibilities employees perform during the basic education work year (Section 8.01A herein) and work day (Section 8.02A herein), it is recognized that employees perform numerous responsibilities outside of that time. It is recognized these responsibilities may be performed both on and off school property. These additional responsibilities include, but are not limited to, the following:

Employees shall be issued a supplemental contract for the additional time and responsibilities allowed by paragraph E 1-2, above. The supplemental contract shall be in the form shown as Appendix C. In accordance with State law, this separate contract is not a part of the employee's continuing contract and not subject to the restrictions therein.

4. Verification

No special verification by the employee shall be required for the work performed under paragraph E 1, above.

Verification of work performed under paragraphs E 2 above, shall be required by completion of the form shown as Appendix D. Said form is to be completed by the employee and turned into his/her immediate supervisor no later than June 30 of each year.

Employees who do not work one or more of the three required TRI days shall have their regular salary schedule pay reduced by 1/182nd for each day not worked. This reduction shall not apply if the employee has an approved paid leave of absence for the day(s) not worked.

5. Compensation

Compensation for the additional time and responsibilities referenced above shall be in accordance with the following:

(A) Compensation for the extensions of regular duties referenced in paragraph E 1, above shall be in accordance with the individual's regular contracted per diem rate of pay.

(B) Compensation for the required additional days and additional responsibilities referenced in paragraph E 2, above, shall be in accordance with the individual's placement on the salary schedules shown as Appendices B, 1 through 3. Placement shall be based on the same guidelines as for placement on the regular salary schedule (Section 7.02 herein).

(C) Part time employees shall have their compensation amounts and time required or allowed pro-rated in accordance with their annualized FTE.

6. Payment

For the compensation referenced by paragraphs E 1 and E 2, above, employees shall be paid on an equal monthly basis beginning with the September pay period and continuing through August 31.

D. Contingent Reopener

Salaries, stipends, and benefits may be reopened by the Association for negotiations in any of the following events: (a) the present salary and benefit limitation laws are voided as applied to the District by a final and binding court order; or (b) the Legislature or administrative agencies remove the present salary limitations as applied to the District; or (c) the Legislature increases funding for salaries or benefits which are not automatically passed through according to other provisions of this Agreement.

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SECTION 7.02: EXPERIENCE, CREDIT GUIDELINES

Placement on the salary schedule will be determined by two (2) factors: (A) Experience, and (B) Education.

A. Experience Guidelines

1. Previous experience in a position requiring a certificate in the public or private schools of the State of Washington will be recognized for placement on the salary schedule.

2. In order to be credited with a year's experience, a person must have worked for ninety (90) days or more in a contract year, provided this provision shall be changed as follows:

(a) Effective for 2003-04 placement, new employees to the District shall be granted credit for experience for each full-time equivalent (1.0) year of experience to the nearest tenth (.1) of a year. Such credit shall accumulate from year to year. Whenever an employee's accumulated experience reaches .5 or more of a year, said employee shall be placed on the next experience step on the salary schedule, provided this will not affect the employee's actual accumulated experience.

(b) Effective for 2004-05 placement, employees of the District as of the 2002-03 school year shall be granted credit for experience for each full-time equivalent (1.0) year of experience to the nearest tenth (.1) of a year. Such credit shall accumulate from year to year. Whenever an employee's accumulated experience reaches .5 or more of a year, said employee shall be placed on the next experience step on the salary schedule, provided this will not affect the employee's actual accumulated experience. Credit for experience granted prior to the 2004-05 school year, on a basis other than provided by this paragraph, shall be retained for the purpose of calculating annual salary.

The parties intend that paragraphs A (2) ( A) and A (2) (B) hereinabove be consistent with OSPI rules in effect June 9, 2003, for calculating experience credit. In the event such OSPI rules are amended or deleted, said sub-section A (2) ( A) and A (2) B may be renegotiated at the request of either party.

3. The Superintendent or his/her designee will evaluate previous education related employment experience in public or private schools of other states. The experience will be recognized providing the person had completed a baccalaureate degree and had a teaching or other education-related certificate in that state at the time the experience was earned.

4. Experience, to a maximum of two (2) years, will be granted for military service if that service interrupted teaching service, was required by the draft, or if that service was volunteered due to a national emergency during wartime.

5. Experience will be granted for teaching during a teacher-exchange program provided the exchange was authorized by the District.

6. Non-school professional experience of ESA staff shall be recognized as follows:

(a) An employee holding the position of SLP or OT/PT will be granted up to five (5) years of clinical experience in non-school employment provided that a certificate/license was required for the non-school position.

(b) Effective for the 2007-08 school year, audiologists, nurses, social workers, counselors, and psychologists regulated under Title 18 RCW will be granted up to two (2) years experience for work in schools and other non-school positions as audiologists, nurses, social workers, counselors, or psychologists.

(c) One (1) year of service in a non-school position counts as one (1) year of service for the purposes of determining service credit per paragraph (a) and (b) above.

(d) Non-school years as provided in paragraphs (a) and (b) above shall not be applied to service credit totals for purposes of any retirement benefit under Chapter 41.32, 41.35, or 41.40 RCW, or any other state retirement system benefits.

(e) Should future action by the State recognize additional experience credit than allowed per paragraphs (a) and (b) above, and/or if future action by the State allows such service credit for purposes of any retirement benefit, this Agreement will be deemed to be amended to conform to the action taken.

B. Credit Guidelines

1. A baccalaureate degree from an accredited four (4) year college or university and reported on an official transcript by the institution shall constitute the minimum academic requirement for employment.

2. Responsibility for securing prior approval when required and submitting transcripts as evidence of course completion shall rest with the employee in accordance with the following:

Education credits shall be granted for advancement on the salary schedule when evidence demonstrating completion of course work is filed with the Human Resources Department. Such evidence shall be in the form of an official college transcript from an accredited college or university or clock hour documentation issued by a State Board of Education approved clock hour provider. Documentation must be filed no later than October 10 for credits earned on or before October 1 of the year for which salary schedule placement is in question.

If for some circumstances beyond the control of the employee, the college transcripts or clock hour documentation cannot be made available by said date, and the District has been advised in writing by the college registrar or clock hour provider of the credit, the employee will be granted the allowance for salary placement if official paperwork is received in the Human Resources Department no later than December 1 of the same year.

3. Education credits shall be granted for salary advancement in accordance with the following:

(a) Credits earned beyond the requirements for a degree prior to receipt of that degree shall not be applicable toward placement on the salary schedule (except as defined in B.3. (b) (1), below).

(b) Grandfathered Credits

(1) Employees who had not earned forty-five (45) credits after a B.A. when a Washington State Continuing Teaching Certificate was granted were placed at the BA + 45 column on the salary schedule at the time the certificate was issued. Once placed at BA + 45, the employee was only required to earn fifteen (15) additional credits in order to move to BA + 60. Those credits will remain grandfathered as long as they are employed at the Snohomish School District .

(2) Professional credits shall be defined as an allowance for formal non-college educational activities voluntarily entered into by an employee of the District for the purpose of strengthening his/her value and competence in his/her job. Professional credits include credits previously allowed for non-college in-service prior to September 30, 1980. Professional credits shall be applicable to the salary schedule only in accordance with the following:

(i) Those employees who have professional credits recognized by the District for salary placement as of September 30, 1980 will continue to be applicable to the salary schedule.

(ii) Professional credits earned after September 30, 1980 will not be applicable to the salary schedule.

(iii) Professional credits earned in another district are not transferable to the District, unless they are approved clock hour credits earned after September 1, 1987.

(c) Approved clock hour credits earned after September 1, 1987 shall be applicable to placement on the salary schedule to the same extent as recognized by the State allocation or LEAP schedules.

(d) Only courses numbered three hundred (300) and above are applicable toward advancement on the salary schedule. Exception may be made if a lower division course (100, 200 level) is a prerequisite to registering for a three hundred (300) or above course which the employee plans to take or if the lower division course is necessary for the teacher to teach a specific series of Student Learning Objectives as defined in the District's S.L.O. curriculum or is necessary as a result of a District generated reassignment. Exception shall also be made for clock hour credits as allowed by paragraph 4, above.

Prior approval is required if the course is below the three hundred (300) level. Prior approval documentation would include course description and a short statement from employee stating how class meets the criteria outline in paragraph 7, below; turned into Director of Human Resources for approval.

(e) Education credits earned after September 1, 1995 must involve course content which meets at least one (1) of the following criteria:

(1) It is consistent with a school-based plan for mastery of student learning goals as referenced in RCW 28A.655.110, the annual school performance report, for the school in which the individual is assigned.

(2) It pertains to the individual's current assignment or expected assignment for the following school year.

(3) It is necessary for obtaining endorsement as prescribed by the state board of education.

(4) It is specifically required for obtaining advanced levels of certification; or

(5) It is included in a college or university degree program that pertains to the individual's current assignment or potential future assignment as a certified instructional staff.

(6) It addresses researched-based assessment and instructional strategies for students with dyslexia, dysgraphia, and language disabilities when addressing learning goal one under RCW 28A.150.210, as applicable and appropriate for individual certificated instructional staff.

Should the State, in the future, change the above criteria, any new criteria shall be mutually added to this section for future application to credits earned for advancement on the salary schedule.

Documentation for the credit/clock hours meeting the requirements of 3. (e) above shall be submitted to the Human Resources Department and will be stamped to verify approval of said credits/clock hours.

Documentation means that an official transcript is required for any college credit; for clock hours not affiliated with a college, a signed proof of attendance or transcript is required. (See OSPI's website for approved providers; www.k12.wa.us .)

(f) Credit shall be allowed only once for a particular course.

(g) If courses are taken for a letter grade, credit will be allowed only for a grade of "C" (2.0) and above.

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SECTION 7.03: CO-CURRICULAR SCHEDULE

A. General Provisions

1. The co-curricular salary schedule is shown in Appendix H.

2. Experience shall be recognized for advising a similar activity in the K-12 school setting.

3. The District shall not hire a non-certificated person for any co-curricular activity position covered by this Agreement. The District must open the position to outside certificated applicants if there are no internal applicants who are certified. Certification for the purpose of this paragraph refers to regular certification for educational employment.

4. All new and vacant co-curricular advisor positions shall be posted prior to filling. Posting shall be done in the same manner as required by Section 8.05F.

5. One (1) co-curricular advisor position shall not be split between two (2) or more individuals without their consent.

6. The decision as to which of the positions referred to in this Section are to be filled will be left up to the administration. Such decisions will be reviewed on an annual basis and will be based on the District's determination of whether or not the activity required time and/or responsibility beyond that required by the regular teaching contract, as well as on other considerations. Discrimination because of race, color, religion, sex, age, national origin, marital status, creed, or presence of sensory, mental or physical handicap, except insofar as they may be a bona fide occupational qualification, is prohibited by law. This applies to the filling of any of the positions covered in this Section.

7. Co-curricular activities are those which are performed in addition to the basic program and require additional time of staff. Activities on the co-curricular schedule which are performed during the course of the regular workday, as defined in Article 8, Section 8.02, will not be eligible for funding unless they require additional time commensurate with co-curricular activities conducted outside the workday.

8. The District and/or the appropriate building level administrator shall publish a list of co-curricular positions to be funded for each school year. Said list shall be available no later than the first contracted workday.

9. The District will make a concerted effort to issue co-curricular contracts before the service is to be performed.

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SECTION 7.04: HOURLY RATE OF PAY FOR MISCELLANEOUS WORK

A. Hourly Rate for Traffic Safety

Traffic Safety teachers (for any time beyond the regular contract obligation for both driving and classroom) shall be paid an hourly rate of $26.01 in 2007-08, $26.53 in 2008-09, and $27.06 in 2009-2010.

B. Hourly Rate for Attendance at District In-Service Training

Attendance at District in-service/training outside the regular contract obligation will be paid an hourly rate of $26.01 in 2007-08, $26.53 in 2008-09, and $27.06 in 2009-2010.

C. Hourly Rate for Teaching/Curriculum Development

Teachers of summer school (for the number of hours specified by the Summer School Director) and District approved teaching of extended learning and alternative education shall be paid an hourly rate of $28.09 in 2007-08, $28.65 in 2008-09, and $29.22 in 2009-10. Said rate is also applicable to District authorized curriculum development. Notification of vacancy for employment to teach Summer School will be in compliance with Section 8.05 of this Agreement.

D. Hourly Rate for Employees Teaching Other Staff

Employees in the bargaining unit who provide District authorized in-service, classes, or workshops for other staff members shall be paid an hourly rate of $34.68 in 2007-08, $35.37 in 2008-09, and $36.08 in 2009-10.

E. Other Hourly Work

Other duties and responsibilities for employees covered by this Agreement outside the regular contract obligation will be paid an hourly rate of $26.01 in 2007-08, $26.53 in 2008-09, and $27.06 in 2009-10. The number of hours shall be specified by the responsible administrator. This rate does not apply to any extended contract or to supplemental contracts.

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SECTION 7.05: INSURANCE BENEFITS

A. The District shall provide insurance premium payments toward premiums of approved group insurance programs in accordance with the provisions and options outlined herein. Approved insurance programs are those agreed to by the District and Association on an annual basis. State-approved fringe benefit dollars shall be utilized only for approved insurance programs for medical, dental, group term life and group long-term disability plans. Changes to currently offered plans shall be determined by the District health benefits insurance committee. The Association shall determine which medical program is designated as the “driver” for pooling.

B. Annual open enrollment for employee group insurance programs shall be within the first thirty (30) days of the school year or as allowed by the insuring companies. New employees to the District are eligible for insurance programs on the first day of the month following the date of employment if work is begun prior to the 15th and enrollment is accomplished prior to the 15th. Eligibility for medical insurance requires enrollment within thirty (30) days of employment. Dependent upon agreement with the insurance carrier, eligible employees new to the District who would be without medical insurance coverage during the employee's first month of employment shall be eligible for an employee paid, individual insurance plan.

C. New or adopted children, to the extent allowed by the insuring companies, may be added to the employee's medical insurance provided they are added within sixty (60) days after birth or adoption.

D. An insurance benefit pool shall be created by taking the total FTE number of employees in the bargaining unit times the monthly State-support amount times twelve (12), provided that the State-support amount may be supplemented by the provisions of paragraph "K", below.

E. Each eligible employee will receive benefits from the benefit pool in accordance with the following:

1. Employees contracted at .5 and greater FTE are required to participate in a dental program, employee long-term disability (LTD) program, and an employee life insurance program approved by the District and the Association.

2. Contributions toward the premiums required to pay the designated “driver” medical program shall be paid for all enrolled employees and their enrolled dependents, including domestic partners, based on the employee's FTE status. The employee does not have to enroll in the designated “driver” medical program, and may elect another approved medical program. However, the contribution from the pool for the employee will be equal to the designated “driver” contribution based upon the employee’s FTE status. The contribution from the pool for an employee whose contract is .5 or greater shall be prorated on the basis of said employee’s FTE for dental, employee long-term disability (LTD) program, and an employee life insurance program as provided in E. 1, above.

An employee who chooses not to enroll in a medical insurance program will receive no money from the pool for medical insurance.

F. After the implementation of the provisions of paragraph E, above, it is anticipated there may remain some benefit pool dollars. Remaining pool dollars shall be distributed to all employees based upon their pro-rated FTE status for the purpose of defraying premium costs for medical premiums in excess of the amount allowed by paragraph E, above.

G. Contributions for insurance premiums shall be effective upon the first payroll date for the school year.

H. When both husband and wife or both domestic partners are certificated employees of the District, their combined insurance contributions equal to the premium for the designated “driver” may be applied to a joint insurance arrangement, rather than to separate coverage carried by each individual, to the extent agreed upon by the employees and the District, and to the extent allowed by the insurance companies. Benefit contributions shall not be allowed to provide double coverage within District medical programs for employees and dependents.

I. The parties to this Agreement agree to abide by State laws relating to school district employee benefits.

J. In the event the Legislature hereafter specifically increased funding per FTE employee per month for certificated insurance benefits, the District will pass through that amount, per D through F, above, on a prospective basis.

K. For 2007-2008, 2008-2009, and 2009-2010, the State support amount for the insurance benefits pool shall be increased by an additional $70.65 per month per FTE employee.

Separate from the above amounts and not to come from the insurance pool created by the terms of this Section, the District shall pay a specified amount per month per FTE employee for the retiree subsidy owed to the State Health Care Authority. Said specified amount shall be $61.15 for 2007-08; $67.15 for 2008-09; and $73.15 for 2009-10. If in any year the amount owed to the State Health Care Authority is less than the amounts above, the balance shall be contributed to the insurance pool.

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SECTION 7.06: PAYMENT

A. All employees will be paid in twelve (12) monthly installments. Each check will contain one-twelfth (1/12) of the contracted salary unless otherwise required by the effective date of salary increases or any salary adjustments made during the year. Payroll checks will be issued on the last business day of each month. Payroll checks for December will be issued on the last working day of December provided that sufficient general fund dollars are available.

B. In the event of an error or under or overpayment the District and the employee will work out a reasonable time for repayment, which will normally be within the work year in which the error occurred. A longer period will be considered when there is assurance the employee will continue employment with the District the following year.

C. Employees leaving the employment of the District will be paid the balance owed on their contract on the pay period which immediately follows the payroll cut-off date which occurs after the termination date.

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SECTION 7.07: PROGRAM SUPPORT STIPENDS

Salaries for the program support positions are shown in Appendix I. Experience shall be recognized for advising a similar activity in the K-12 setting.

New program support positions shall be brought to the SEA-SSD Collaboration Team for determination of appropriate bargaining unit and salary.

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SECTION 7.08: GRADE LEVEL CHAIRS, TEAM LEADERS, HOUSE OR DEPARTMENT CHAIRS

F. Any deviation from the requirements of this Section shall require a contract waiver in accordance with Section 8.07 C of this Agreement.

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