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SAAAAC/AACPS Agreement
 

SAAAAC/AACPS Agreement

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The negotiatede agreement between the Secretaries & Assistants Association of Anne Arundel County and the Anne Arundel County Public School System

The negotiatede agreement between the Secretaries & Assistants Association of Anne Arundel County and the Anne Arundel County Public School System

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    SAAAAC/AACPS Agreement SAAAAC/AACPS Agreement Document Transcript

    • Negotiated Agreement between the Secretaries and Assistants Association of Anne Arundel County and the Board of Education of Anne Arundel County July 1, 2007- June 30, 2011
    • TABLE OF CONTENTS Article 1 General Provisions------------------------------------------------------------------------------- 3 Article 2 Grievance Procedure ---------------------------------------------------------------------------- 4 Article 3 Organizational Security ------------------------------------------------------------------------- 7 Article 4 Working Hours and Working Conditions----------------------------------------------------- 8 Article 5 Employee Rights and Privileges -------------------------------------------------------------- 10 Article 6 Assignment and Transfer ---------------------------------------------------------------------- 12 Article 7 Promotions--------------------------------------------------------------------------------------- 13 Article 8 Evaluation---------------------------------------------------------------------------------------- 14 Article 9 Sick Leave --------------------------------------------------------------------------------------- 14 Article 10 Vacation and Annual Leave ------------------------------------------------------------------ 16 Article 11 Other Leave ------------------------------------------------------------------------------------ 17 Article 12 Benefits While On Leave --------------------------------------------------------------------- 21 Article 13 Holidays ----------------------------------------------------------------------------------------- 21 Article 14 Employee Benefits ----------------------------------------------------------------------------- 21 Article 15 Salaries and Wages ---------------------------------------------------------------------------- 23 APPENDIX A Unit IV Employees Hourly Wages APPENDIX B Medical Comparison Chart APPENDIX C Dental and Vision Charts APPENDIX D New Unit IV (SAAAAC) Promotion and Transfer Process
    • ARTICLE 1 GENERAL PROVISIONS 1.1 Definition of Terms The Board of Education of Anne Arundel County is hereinafter referred to as "the Board." The Secretaries and Assistants Association of Anne Arundel County is hereinafter referred to as "SAAAAC." Unit IV refers to a negotiating unit composed of permanent substitutes, teacher assistants, computer lab technicians and secretarial/clerical and technical employees in pay grades 2-13, who work 15 or more hours per week; except that secretaries in the Superintendent's Office, whose responsibilities require knowledge of the Board's position in the negotiating process, shall be excluded from the Unit. Temporary employees shall also be excluded. A "temporary employee" is one hired for a period of up to six months to fill a temporary job or to replace an employee whose job is being held for her/him to return from a leave. An employee employed on such a basis shall be so notified at the time of hire. 1.2 Recognition In accordance with the provisions of Education Article 6-505 through 6-507 of the Annotated Code of Maryland, the Board recognizes SAAAAC as the exclusive representative to serve as the negotiating agent for Unit IV. 1.3 Management Rights The parties recognize that the following management functions, rights, powers, authority, duties and responsibilities are vested exclusively in the Board: a. Direct and schedule the work of its employees and evaluate their performance. b. Hire, promote, transfer, assign and retain employees in positions. c. Suspend, demote and discharge employees and take disciplinary action against them for just cause. d. Determine the methods, means and equipment and the number of personnel by which operations are to be conducted. e. Reduce the work force and work hours because of lack of funds or lack of work. f. Establish a pay plan, determine the duties to be included in job classifications and classify and reclassify positions within that plan. g. Assign overtime and determine the amount of overtime required. h. Establish and maintain quality and production standards. It is recognized that the above cited management rights, and all others not so enumerated, shall be retained by the Board unless they have been specifically abridged or modified by this agreement. 1.4 Successor Negotiations The negotiation procedures between the Association and the Board shall be referenced in a joint memorandum attached to this Agreement. Negotiations on successor Agreements between the Association and the Board shall begin no later than October 31st. 1.5 Reopening Negotiations The Board and SAAAAC agree that the terms and provisions herein contained constitute the entire Agreement between the parties and supersede all previous communications, representations or Agreements, either oral or written, between the parties hereto with respect to the subject matter herein. The Board and SAAAAC agree that all negotiable items have been discussed during the negotiations leading to this Agreement and therefore agree that negotiations shall not be reopened on any item, whether contained herein or not, during the Life of this Agreement except by mutual consent. The Board and SAAAAC agree the following will be re-openers for negotiations: • In FY2009: 1 designated item per party; and, 1 non-economic wild card per party. If either party chooses not to negotiate the selected non-economic wild card of the other party, then an alternate (new) item shall be identified. -3-
    • • In FY2010 and FY1011: 1 non-economic wild card per party. If either party chooses not to negotiate the selected non-economic wild card, then an alternate (new) item shall be identified. 1.6 Renegotiations The items of this agreement not requiring fiscal support shall become effective on July 1, 2007, following ratification by both SAAAAC and the Board. The items that require fiscal support shall become effective July 1, 2007, unless otherwise indicated if following budget enactment by the County Council the Board raises no question concerning the adequacy of funds for their implementation. If categories that contain requests for funds to support items in this Agreement are reduced by the County Council, and the Board feels that it cannot implement the provisions of the items as negotiated, further negotiations on these items shall be instituted within five workdays after enactment of the budget by the Council. Items on which agreement is reached on or about June 22 shall be submitted promptly to the parties for ratification on or about June 25 after which the Board shall render the final determination on all remaining fiscal items which have been the subject of negotiations. The terms and conditions of this Agreement shall remain in effect through June 30, 2011. If any provisions of this Agreement or any application thereof to Unit IV employees is held to be contrary to law such provision or application shall not affect any other provisions or applications of this Agreement that can be given effect without the invalid provisions or application; to this end, the provisions of this Agreement are severable. Upon the request of either party within 10 workdays after such holding by the court, the negotiating teams shall meet to consider proposals for renegotiating the provisions that are invalid or inapplicable. 1.7 Printing Agreement The Board agrees to print and distribute this Agreement to all Unit IV employees and newly hired Unit IV employees after it has been ratified by the parties, provided the fiscal items have been funded by the County Council, the parties have reached agreement in renegotiations following budget cuts or the Board has taken final action following failure of the parties to reach agreement in renegotiations. The printed Agreement shall not contain any item that has not been agreed to and ratified by both parties. The Agreement shall be printed and distributed to all Unit IV employees within the first week of the school year or within thirty (30) days of ratification by the parties if the ratification is concluded after July 30. 1.8 Superintendent-SAAAAC Discussion Upon request of either party the Superintendent or designated representative(s), shall meet not less than quarterly with the President of SAAAAC, or designated representative(s), to review and discuss recommendations and/or other matters of mutual concern to the parties to this Agreement. ARTICLE 2 GRIEVANCE PROCEDURE 2.1 Definitions 1. A “grievance” is a dispute concerning the meaning, interpretation or application of provisions of this negotiated Agreement concerning the salaries, hours, or working conditions of Unit IV members. 2. “Grievant” shall be the Unit IV member or members making the claim. 3. A “party in interest” is the person or persons making the claim and any person or persons who may be required to take action or against whom action may be taken in order to resolve the grievance 4. A “time limit” is the requirement that action be taken within a specific number of school days. -4-
    • 2.2 Purpose The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems which may from time to time arise regarding this Agreement. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure. Nothing contained herein will be construed as limiting the right of any Unit IV member having a grievance to discuss the matter informally with any appropriate member of the administration, and having the grievance adjusted without the assistance of SAAAAC. 2.3 Informal Discussion The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems which may from time to time arise regarding this Agreement. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure. Nothing contained herein will be construed as limiting the right of any Unit IV member having a grievance to discuss the matter informally with any appropriate member of the administration, and having the grievance adjusted without the assistance of SAAAAC. 2.4 Grievance Procedure The following procedures shall be used in processing grievances: Level One A Unit IV member with a grievance shall file the grievance in writing, using the Board of Education approved grievance form, with the administrator who made the decision or interpretation which is alleged to be in error. Such forms may be obtained at the work location or from the SAAAAC office. The administrator shall render a written decision within five (5) school days. If the decision which is alleged to be in error was made by a member of the Superintendent’s Council, Level Two shall be omitted and the grievance shall be filed with SAAAAC for processing at Level Three. If the decision which is alleged to be in error was made by the Superintendent, Levels Two and Three shall be omitted and the grievance shall be filed with SAAAAC for processing at Level Four. Level Two If the grievant is not satisfied with the decision rendered at Level One, or if no decision has been rendered within the allotted time, the grievant may within five (5) school days file the grievance with SAAAAC. If SAAAAC believes that the grievance is valid, SAAAAC shall within five (5) additional school days request a hearing before the Assistant Superintendent for Instruction or designee, except as provided below. If the Level One decision rendered on a non-instructional issue(s) was provided by staff from within the Division of Human Resources, the request for a Level Two hearing shall be filed with the Director of Human Resources rather than the Assistant Superintendent for Instruction. Within ten school days the hearing shall be held and a decision rendered. Level Three If SAAAAC is not satisfied with the decision at Level Two, it shall refer the grievance to the Superintendent within five (5) school days. The Superintendent shall meet with the grievant and the grievant’s representative(s) and render a decision within ten (10) school days after the referral. Level Four If SAAAAC finds the Superintendent’s decision not acceptable, it shall within ten (10) school days notify the Board whether or not the grievance is to be submitted to arbitration. If the representatives of the parties cannot agree upon and acquire the services of an Impartial Hearing Officer, both parties shall promptly request the American Arbitration Association to submit to each party a list of persons skilled in arbitration of educational matters. Within seven (7) days each party shall cross off any names to which it objects, number the remaining names in order of preference and return the list to the American Arbitration -5-
    • Association. If a party does not return the list within the time specified, all persons named therein shall be deemed acceptable. From among the persons who have been approved on both lists, and in accordance with the designated order of mutual preference, the American Arbitration Association shall invite the acceptance of an arbitrator. If either of the parties fails to accept any of the persons named, or if those named decline or are unable to act, or if for any other reason an appointment cannot be made from such a list of names, a second list of seven (7) names shall be requested. The parties shall strike names alternately until only one name remains. That person shall be designated the arbitrator. The arbitrator shall meet with the Superintendent or designee and the grievant and the grievant’s representative(s) either separately or together. The format, dates and times of such meetings will be arranged by the arbitrator and will be conducted in closed sessions. The jurisdiction and authority of the arbitrator shall be confined to the express provision or provisions of this Agreement at issue between the Secretaries and Assistants Association of Anne Arundel County and the Board of Education of Anne Arundel County. The arbitrator shall have no authority to add to, alter, detract from, amend or modify any provisions of this Agreement or to make any award which will in any way deprive the Board or the Superintendent of any of the powers delegated to them by law or State Board Bylaw, and not encompassed in this Agreement. The provisions of the Agreement are arbitrable, while the powers of the Superintendent and the Board beyond this Agreement are not. The arbitrator shall not have the authority to consolidate separate grievances for a single hearing without mutual consent of the Board and SAAAAC. The findings and recommendations of the arbitrator shall be transmitted to the Board of Education within 30 calendar days after the conclusion of the hearing. On the date of its next regular meeting, the Board shall render a final decision in this matter. The costs for the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel expenses, shall be shared equally by the Board and SAAAAC. Witnesses necessary to the full and proper presentation of a case at their level shall be provided release time without pay by the Board. 2.5 Time limit for initiating grievance No grievance shall be recognized by the Board or SAAAAC unless it shall have been presented at the appropriate level within fifteen working days after the aggrieved person knew or should have known, of the act or condition on which the grievance is based, and if not so presented, the grievance will be considered as waived. 2.6 Time limit for initiating grievance The time limit for either party’s responding in writing shall have been met if the reply was hand-delivered or post-marked by the last day of the period indicated. The timelines for this process may be extended by the mutual agreement of the parties. 2.7 Representation Any grievant may be represented at any level by a person or persons of their choosing except that they may not be represented by an officer or representative designated by any organization other than SAAAAC. The grievant must, however, be present at all hearings. 2.8 No reprisals No reprisals shall be invoked against any employees for processing a grievance or participating in any way in the grievance procedure. In case the grievant is prevented from attending a hearing because of an emergency, the hearing shall be rescheduled. -6-
    • ARTICLE 3 ORGANIZATIONAL SECURITY 3.1 Bulletin Boards The Board agrees to furnish at least one bulletin board in each school or other work location to be used exclusively by SAAAAC for posting official communications to Unit IV employees. SAAAAC materials shall not be posted elsewhere on the premises. These Boards shall be placed in a visible and appropriate location. 3.2 SAAAAC Communications SAAAAC shall be permitted to utilize the Board delivery system for the distribution of official SAAAAC notices, provided such distribution does not interfere with the distribution of the materials of the school system. However, SAAAAC agrees not to use the Board delivery system for the following: a. Opinions of SAAAAC officials concerning matters on which the Board and SAAAAC have taken opposing positions. b. Advocacy of action on the part of employees that is contrary to policies, regulations and directives of the Board or its staff. c. Political materials. d. Materials advertising brand name products or business establishments. 3.3 SAAAAC Meetings SAAAAC shall have the right to use school facilities for meetings, without cost, at reasonable times, provided additional janitorial services are not required or the additional cost is paid for by SAAAAC. The Association shall have the right to use audiovisual equipment, at reasonable times, when such equipment is not otherwise in use and provided the user is qualified to operate the equipment and has obtained the approval of the principal or his/her designee. The Association shall be liable for any damage resulting from such use. 3.4 Access to Schools Duly authorized representatives of SAAAAC, after showing the proper credentials to the principal or to the person in charge at other work locations, shall be permitted to meet with Unit IV employees at work sites, provided these visits are before or after required working hours or during the duty-free lunch period. SAAAAC shall provide the Board with the names of these authorized representatives prior to the effective date of this Agreement and shall advise the Board in writing of any changes in these names after that date. 3.5 Information to SAAAAC Upon request, the Board shall provide SAAAAC with information necessary to permit SAAAAC to prepare proposals for negotiations within thirty (30) days of such request, where administratively possible. 3.6 Board Meetings The Board shall provide SAAAAC with a copy of Board meeting agendas prior to meetings. A copy of Board minutes shall be sent to SAAAAC promptly following such meetings. 3.7 Communication from Staff SAAAAC shall receive at least two copies of all communications concerning salaries, wages, hours and working conditions of Unit IV employees that are given general distribution throughout the county. Those communications shall be sent to the President and UniServ Director. 3.8 Employee Lists No later than October 31 of any school year, the Board shall provide SAAAAC with a list of all Unit IV employees which shall include their names, building assignments and social security numbers. -7-
    • 3.9 New Employees The Board shall provide the SAAAAC President with the names, job locations and job titles of newly hired employees as well as departing employees in Unit IV as soon as possible after the action has been taken on a monthly basis. SAAAAC shall have access to all new Unit IV employee processing sessions to provide information about SAAAAC and the opportunity to sign up new members. 3.10 Check-off The Board agrees to deduct SAAAAC membership dues from the paychecks of Unit IV employees who individually request in writing that such deductions be made. This authorization shall remain in effect unless terminated by the employee upon thirty (30) days written notice in advance of September 15 of any year to SAAAAC and the Office of Compensation of the Board. The aggregate deductions of all employees shall be remitted, together with an itemized statement, to the Treasurer of SAAAAC each month after such deductions are made. The Board and SAAAAC agree that any employee who request dues deduction shall be responsible for full payment of the dues authorized for the current school year. 3.11 Association Leave Upon written notification to the Director of Human Resources, the SAAAAC president or her/his designee shall receive up to 15 days of leave without loss of pay per year to conduct SAAAAC business. 3.12 Exclusivity The rights and/or privileges granted to SAAAAC in items 3.1, 3.2, 3.4, 3.5, 3.8, 3.9, 3.10 and 3.11 shall not be granted to any rival organization seeking to represent Unit IV employees under the provisions of Education Article 6-505 through 6-507 of the Annotated Code of Maryland. ARTICLE 4 WORKING HOURS AND WORKING CONDITIONS 4.1 Duty Days Full-time clerical, technical and secretarial employees assigned to the Central Offices shall be on duty on all weekdays when central offices are open. Full-time clerical, technical and secretarial employees assigned to schools shall be on duty on all days when the central offices are open except the days when schools are closed for pupils during the winter and spring holidays. Teacher Assistants and permanent substitutes shall have a duty year not to exceed 191 duty days. 4.2 Hours The work hours for Central Office clerical, technical and secretarial employees, to be established by the supervisor, shall be seven (7) hours exclusive of a one-half hour or one hour non-paid, non-duty lunch period. During the school year the work hours for full-time clerical, technical and secretarial school employees, to be established by the supervisor, shall be seven (7) hours exclusive of a one-half hour or one hour non- paid, non-duty lunch period. During the summer (between the last duty day for teachers and the first duty day for teachers) the work hours shall be five and one-half (5.5) hours exclusive of a one-half hour or one hour non-paid, non-duty lunch period. Summer is defined as beginning on the first day after the last duty day for teachers as set forth in the approved school calendar before modifications (such as unused inclement weather days) are made to the calendar. Therefore, for school year 2007-2008, the first summer duty day will be June 17, 2008. Teacher Assistants and Permanent Substitutes shall work six and one-half hours (6.5) exclusive of a one- half hour non-paid, non-duty lunch period. -8-
    • 4.3 Non-Duty, Non-Paid Lunch Periods Unit IV employees may leave the building during their non-paid, non-duty lunch period provided that if they are late in returning, the principal's/supervisor's permission shall be required for leaving the building in the future. 4.4 Substitutes Unit IV employees shall not be responsible for obtaining their own substitutes. 4.5 MSTA Convention Attendance Unit IV members may attend the annual Maryland State Teachers Association Convention without loss of pay or annual leave if they are elected delegates or MSTA committee members required to be in attendance. Unit IV members may attend the professional workshops sponsored by MSTA affiliated departments and scheduled on the MSTA Convention day without loss of pay or annual leave if they are presenters or registered participants. The MSTA Convention day shall be considered a regular duty day for all other Unit IV members. 4.6 Emergency Closings When schools are closed early for national/state emergency and/or inclement weather all school-based Unit IV employees shall leave their worksites in line with their regular dismissal as affected by the early closing. When schools are closed early for national/state emergency and/or inclement weather all non-school based Unit IV employees will be dismissed at the direction of the Superintendent or the Superintendent's designee. When schools are closed for national/state emergency and/or inclement weather for students [Code Blue Day], 12-month Unit IV school-based employees and 12-month Unit IV central office employees shall report to work within two (2) hours of the usual reporting time. For FY2008 through FY2011, 12-month Unit IV school-based employees shall be allotted up to a maximum of two (2) Code Blue Days for which they shall not be required to report to work. The first two declared Code Blue Days of the school year shall be used as the two-day allotment for 12-month Unit IV school-based employees referenced above. After the two-day allotment is exhausted, 12-month Unit IV school-based employees shall report to work within two (2) hours of the usual reporting time. When weather conditions are such that the central office is closed [Code Red Day], announcement shall be made on the radio, and 12 month clerical, technical and secretarial employees need not report for work. When school is delayed in opening for inclement weather, Unit IV employees shall report to their job assignment sites in line with regular reporting time as affected by the time delay. 4.7 Transporting Students Unit IV employees shall not be required to transport students. 4.8 Travel Reimbursement Effective July 1, 2007, Unit IV employees' use of a private automobile for authorized transportation while on duty shall be reimbursed at the IRS rate as of July 1 of each contract year. 4.9 Substitute Teacher Pay Except for emergencies or extenuating circumstances, no teacher assistant or technology support technician shall be required to substitute for a teacher. In the event a teacher assistant or technology support technician provides substitute teaching services for a classroom teacher at the request of the building administrator or his/her designee in excess of one (1) hour, the teacher assistant or technology support technician shall receive compensation, in addition to his/her teacher assistant or technology support technician pay, at the rate of $30 pay for a half-day or $60 pay for a whole day as a substitute teacher during the period the teacher assistant or technology support technician performs this additional service. 4.10 Work Over 40 Hours and Compensatory Time The Board reserves the right to require employees to work: -9-
    • a. When the Board requires Unit IV employees to work in excess of their regularly assigned workweek, the employee shall be compensated with compensatory time. b. Compensatory time earned for work up to 40 hours in any workweek shall be earned at the employee’s regular rate. c. Compensatory time earned for work in excess of 40 hours in any week shall be earned at one and one- half times the employee’s regular rate. d. All hours worked in excess of the employee’s regularly scheduled workweek must be approved in advance by the employee's supervisor. e. Subject to the approval of the Unit IV employee’s supervisor, a Unit IV employee who has accrued compensatory time off shall be permitted to use such time within a reasonable period after making the request if the use of the compensatory time does not unduly disrupt the operations of the central office of the school at which the employee is employed. f. Both parties shall use their best efforts to agree to an employee’s request for accrued compensatory time off within 120 days. If the time off is not permitted to be taken within 120 days, the employee shall receive within the next pay period following this period, compensation at the rate described above. Compensatory time, earned as indicated above, shall be compensated at the employee’s current rate of pay. 4.11 Employment Decision Unit IV employees shall not make employment decisions regarding vacant positions. 4.12 Personal Property Damage Subject to a recommendation of the principal and approval by the Superintendent's Council, the Board shall pay an amount not to exceed $500.00 for damage to a Unit IV employee's personal property which may be incurred by the employee as a result of personal assault while h(she) is on duty. Payment by the Board shall not be construed as an admission of responsibility or liability by the Board, its agents, servants or employees. Where possible with present facilities, the Board shall provide a secure area for storage of Unit IV employees' personal property. 4.13 Discipline Disciplinary action, as provided in Section 1.3, shall consist of: oral reprimand, written reprimand, suspension and discharge. If the employer has reason to reprimand an employee, it shall be done in a manner that will not embarrass the employee before other employees, students or the public. 4.14 Health and Safety The Board and each Unit IV employee shall cooperate to provide a well maintained safe healthful school environment for students, staff and the public. Unit IV employees shall not be required to handle any object suspected of being a bomb or similar device. ARTICLE 5 EMPLOYEE RIGHTS AND PRIVILEGES 5.1 Notification of Reason No employee shall be discharged, disciplined, reprimanded, reduced in rank or compensation or deprived of any employment advantage without being notified of the reason. 5.2 Personal Life The personal life of the Unit IV employee during her/his non-duty hours shall not be the subject of action by the Board or its administrative officials, provided these activities do not impair the employee's effectiveness in her/his work assignment. Employees may exercise their individual professional rights, privileges, and responsibilities. The political activities of any Unit IV employee seeking or holding office or campaigning for a candidate shall be conducted outside the work site and outside working hours. - 10 -
    • 5.3 Suspension Should the allegation pertaining to a Unit IV employee's suspension prove to be unfounded, the employee shall be reinstated with back pay for all time lost. Should the charges result in termination, the termination date shall be consistent with the last day worked. 5.4 Reduction in Force It is the hope that normal attrition will prevent the need for reduction in force. SAAAAC shall encourage Unit IV employees to notify the Division of Human Resources of plans for the following year as soon as possible and to submit a written, formal resignation as soon as a decision not to return has been reached. In the event it becomes necessary for termination of employment of one or more permanent Unit IV employees in a particular job classification/category, the Superintendent, with approval of the Board will, determine the job function(s) which can be reduced with the least disruption of school operation. The layoffs shall begin with the employee having the least seniority with the job classification affected, e.g., School Secretary I, School Finance Clerk, Senior Administrative Secretary, Computer Operator I or category, e.g., teacher assistant, special education teacher assistant, media teacher assistant, computer lab technician, or permanent substitute within the county as outlined below. All temporary and probationary employees in the affected classification/category shall be terminated before any permanent employees are reduced. The reduction of permanent employees shall be on the basis of length of continuous service as a teacher assistant or secretary/clerical/technical employee, then length of total service with the Anne Arundel County Public Schools. Where length of service in category/grade is equal, skill, ability and efficiency may be taken into consideration by the Superintendent, with approval of the Board, in determining reduction in force. Permanent employees shall be recalled from lay off in the reverse order in which they have been laid off. No new employees shall be hired until all employees laid off have been placed or decline the offer to fill an existing vacancy. An individual will retain rights for a period of up to two years. If at any time during the recall period an offer of recall is declined, the employee shall forfeit all recall rights. An individual who is offered recall must indicate within 48 hours whether or not the position offered is accepted and must then return to work within 15 school days. Upon recall, all sick leave and annual leave shall be restored in the amount credited at the time of termination. Unit IV employees on lay-off shall be eligible to continue their hospital/medical insurance and other voluntary insurances by making full payment of the premiums to the Board by the 25th of the month. This provision shall continue for up to one (1) year beginning with the day that coverage would normally terminate or until the employee accepts other employment, whichever occurs first. This time period shall be counted toward the Unit IV employee’s total allowable coverage under COBRA. The Board shall notify the Unit IV employees on lay-off, in writing, of this provision. When a Unit IV employee is displaced from her/his regular position because of program cuts, all Unit IV employees, based on a seniority listing, will be offered an available position before a new hire, provided they are capable and qualified of performing the work. 5.5 Personnel Files a. Unfavorable Entry No unfavorable entry shall be placed in the file of a Unit IV employee unless it is signed by the person submitting the information. The employee shall be given the opportunity to acknowledge that he/she has read such materials by affixing her/his signature on the original or an actual copy with the understanding that such signature merely signifies that h(she) has read the material to be filed and does not necessarily indicate agreement with its contents. The employee shall have the right to answer any material filed and her/his answer shall be attached to the file copy. An employee's refusal to sign shall be noted by an administrator and a witness. - 11 -
    • b. Permission to Examine Materials A Unit IV employee shall be permitted to examine at all reasonable times by appointment, all materials entered in her/his personnel file after July 1, 1970, except confidential references pertaining to original employment or promotion. c. Personnel Having Access A Unit IV employees' personnel file shall be open to inspection only by administrative and supervisory personnel. The administrator's or supervisor's secretary may have access for the purpose of filing and must maintain the confidentiality of the material. 5.6 Breaks A Unit IV employee shall be permitted to take a break of 15 minutes each morning and 15 minutes each afternoon while classes are in session. These breaks shall not be scheduled first thing in the morning or just before leaving at the end of the day. No reporting times or leaving times shall be adjusted because of the failure of an employee to take a break. 5.7 U.S. Savings Bonds The Board shall make payroll deductions for U.S. Savings Bonds for those Unit IV employees who file a written request for the deduction in September of any year or within 30 days after an employee is reinstated following an approved leave, layoff, or is newly hired. 5.8 Credit Union The Board shall make payroll deductions for payments to the Anne Arundel County Employees Federal Credit Union. 5.9 Payroll Deduction for Tax-Deferred Annuities Tax-deferred annuities shall be made available to Unit IV employees from the companies mutually agreed upon by both parties. The Board shall make the payroll deduction for deposit with the annuity company on the day the deduction is made. 5.10 Secretary Training Secretaries will be provided with appropriate job-related training. Such training shall be developed and/or presented in conjunction with the Staff Development Office after receiving input from the Association Advisory Committee for Staff Development. Announcements for training shall be distributed by the Division of Human Resources. ARTICLE 6 ASSIGNMENT AND TRANSFER 6.1 Probation a. Duration All new employees shall serve a probationary period of twelve consecutive work months. The employee shall have no right of appeal if h(she) is discharged within this period. A probationary employee who is transferred to a job of an identical classification level as the one in which he/she received her/his initial appointment shall continue the probationary period already in existence and shall not be subject to starting a new probationary period. b. Reemployment An employee who is reemployed within two years to a position in a job classification in which he/she had previously completed a satisfactory probationary period shall not be subject to a new probationary period if the two positions have similar responsibilities. 6.2 Voluntary Transfer See revised procedures: New Unit IV (SAAAAC) Promotion and Transfer Process APPENDIX D. - 12 -
    • 6.3 Involuntary Transfer or Reassignment Involuntary transfers, when necessary because of cuts in a position at a work site, shall be made in accordance with the following procedures applied in sequential order: a. Volunteers shall first be sought from the employees at that work site, in the job classification (as in Article 5.4) losing a position(s). b. If there are no volunteers, or an insufficient number, the employee at that work site, in the job classification losing a position, with the least amount of accumulated service in the county shall be involuntarily transferred. This employee shall be given the opportunity to select from all positions available in that job classification at that time. c. Unit IV employees who are being involuntarily transferred shall have preference over those seeking voluntary transfers, Unit IV employees returning from leaves of absence without pay, or new hires. Except in emergencies, Unit IV employees involuntarily transferred shall be notified in writing by the Director of Human Resources. Such notice shall be given sufficiently in advance of the intended transfer to afford the Unit IV employee the opportunity to discuss such transfer with the Director of Human Resources. 6.4 Notification of Teacher Assistant and Permanent Substitute Assignment Teacher assistants and permanent substitutes shall be notified of assignment for the following year by August 1. ARTICLE 7 PROMOTIONS 7.1 Posting of Vacancies All Unit IV vacancies will be entered by the Division of Human Resources and posted on www.aacps.org website. All Unit IV vacancies shall be advertised in writing and posted on Unit IV bulletin boards throughout the school system. These positions may not be filled on a permanent basis before 10 working days from the date of the written advertisement or before all qualified candidates applying within those 10 days have been considered. See revised procedures: New Unit IV (SAAAAC) Promotion and Transfer Process APPENDIX D. 7.2 Qualifications In the selection of a Unit IV employee for a promotion, due consideration shall be given to the qualifications of the employee related to the requirements of the job, including such factors as seniority, skill, ability, leadership, initiative, cooperation and employment record. A Unit IV employee who is promoted to a position of a higher grade shall be considered probationary in the new position for six (6) months. If the promoted employee is unable to perform the duties adequately during this probationary period, he/she will be returned to her/his former job and pay or to a comparable job and pay. The judgment of the Board in determining the best qualified applicant for a promotion shall not be subject to the grievance procedure. Unit IV employees wishing a transfer to a vacancy that would not be subject to posting may submit a request in writing for consideration when such a vacancy occurs. All unsuccessful applicants shall be notified in writing of the name of the successful applicant within 10 days of the selection of the successful applicant. 7.3 Temporary Assignment SAAAAC recognizes that when a vacancy or extended leave of absence occurs it may be difficult or unwise to fill the position immediately from within the system without undue disruption to existing programs. If the department head with a rank of director or above so determines, such a position may be filled on a temporary basis for a maximum period of six months. A Unit IV employee assigned in writing to such a position of higher pay grade on a temporary basis shall be paid the salary h(she) would have received if h(she) had been promoted to the position, effective on the 11th workday. - 13 -
    • 7.4 Placement on Salary Scale When a Unit IV employee is promoted to a position in a school one salary grade higher than the old position, the salary shall be at the new grade and step nearest to but greater than the salary prior to promotion plus one step. If the promotion is two grades higher, the new salary shall be at the new grade and step nearest to but greater than the salary prior to promotion plus two steps. When an employee receives a grade promotion from the school schedule to the central office schedule, the salary is determined by first arriving at the step in the new grade on the school schedule and then converting to that same step on the central office schedule. The same procedure is followed when an employee receives a grade promotion from a position in the central office to a position in the schools. ARTICLE 8 EVALUATION 8.1 Procedures All evaluations of Unit IV employees are the responsibility of the principal or administrator and shall be comprehensive. No Unit IV employee shall evaluate other Unit IV employees. A workable program of evaluation shall be mutually arranged so that each employee shall be observed in a variety of job related activities. A formal evaluation including a private conference must be made once each year before May 15. During the conference, the employee shall review, sign and receive a copy of the written evaluation. The employee's signature will not necessarily indicate agreement with the evaluation. The employee may attach written comments and reactions to the permanent evaluation report. In the case of an unsatisfactory performance, the supervisor is responsible to determine the areas of difficulty and make definite recommendations for improvement. ARTICLE 9 SICK LEAVE 9.1 Annual Allowance Unit IV employees shall receive 11 days of sick leave for 10-month employees and 13 days for 12-month employees. Unit IV employees who have been employed 10 years or more shall earn sick leave at the rate of 1 and 1/4 days per month of active duty. The annual total shall be available at the beginning of the school year. Unused sick leave shall accumulate from year to year without limitation. Sick leave may be taken in quarter day increments. 9.2 Pregnancy Unit IV employees shall, at their request, be allowed to use sick leave for absence due to physical disability connected with or resulting from pregnancy. Upon the termination of such disability, the employee must return to work unless she resigns or requests FMLA Leave or a Leave of Absence pursuant to Article 11. 9.3 Monthly Notification Unit IV employees' biweekly pay statements shall accurately show the number of unused accumulated earned sick leave days. 9.4 Illness in Immediate Family During the year in which it is earned sick leave may be used for illness of employees of the immediate family, which is interpreted as parent, child, brother, sister, husband, or wife; provided that an additional 15 days of available sick leave may be used in the case of the illness of a parent who has regularly lived in the employee's household. - 14 -
    • 9.5 Limit for Returning Employees A Unit IV employee who is reemployed within five years of her/his separation date shall be credited with unused sick leave he/she had accumulated during her/his previous employment with Anne Arundel County Public Schools. 9.6 Sick Leave Bank All Unit IV employees on active duty in Anne Arundel County are eligible to contribute to a sick leave bank. Contributors shall be permitted to apply for use of the bank for salary payment to cover periods of catastrophic personal illness of the employee during the regularly scheduled duty days, after regular sick leave has been exhausted. The contribution on the appropriate form shall be authorized by the employee and continued from year to year until canceled in writing by the employee. Cancellation, on the proper form, may be elected at any time and the employee shall not be eligible to use the bank as of the effective cancellation date. Sick leave properly authorized for contribution to the bank shall not be returned if the employee effects cancellation. Contributions shall be made between July 1 and September 30. Employees returning from extended leave of absence, reassigned employees and new employees may contribute within 60 school days upon reassignment or employment. The annual rate of contribution may be a maximum of one day per year and must be in whole day increments. Members shall be permitted to apply for leave from the sick leave bank. In no case shall the granting of leave from the bank cause a member to receive more than her/his annual salary. Members must use all accumulated sick leave before applying for leave from the bank. Application for use of the bank shall be made on the required form and submitted to the approval committee. A three-member approval committee, appointed by the president of SAAAAC, shall have the responsibility of receiving requests, verifying the validity of requests, recommending approval or denial of the requests, and communicating its decision to the employee and the Director of Human Resources. The committee shall develop its rules of procedure and shall give wide distribution to said rules upon approval of the Executive Officers of SAAAAC and the Superintendent's Council. The Director of Human Resources shall approve these bank grants as being for catastrophic illness and that sick leave is exhausted and forward payment authorization to the Payroll Department. Bank grants shall not be automatically carried over from one fiscal year to another. All bank grants shall end as of June 30 or the last duty day of the school year and must be renewed through the approval committee and the Director of Human Resources each fiscal year. If a member does not use all of the days granted from the bank, the unused sick leave bank days shall be returned to the bank. Any unused sick leave days remaining in the bank on June 30 shall be carried into the next fiscal year. The Board will sponsor the cost of the sick leave bank but not beyond a maximum dollar amount of $125,000 per fiscal year beginning on July 1, 2000, except that if a lesser amount is expended the unused portion shall be added to the following year. Money expended shall be calculated as days used times average daily salary for Unit IV employees. SAAAAC shall indemnify and hold harmless the Board regarding any legal claims, actions, or suits relating to SAAAAC's administration, function and operation of the Sick Leave Bank. 9.7 Assault Leave A Unit IV employee who is absent due to physical disability/injury that results from an assault while in the scope of Board employment shall be kept on full pay status and shall not be required to use sick leave during the period of absence. In this section and in section 4.11, assault is defined as an attempt by a person to cause or purposely, knowingly or recklessly cause bodily injury to a Unit IV employee; or cause bodily injury to a Unit IV employee with a deadly weapon. - 15 -
    • ARTICLE 10 VACATION AND ANNUAL LEAVE 10.1 Rate of Earning a. Twelve-Month Employees Twelve-month Unit IV employees shall earn annual leave on their employment anniversary date as follows: Work Experience with No. Days Leave Maximum No. Days A.A.Co. Public Schools Earned per Pay Per Year First 5 years .5* 12 6-14 years inclusive .75* 18 15th year and each 1 26 year thereafter *Leave is earned only on the first two (2) pays of three (3) pay period months. Twelve-month employees whose effective date of employment is between the first and 15th day of the month and employees whose effective date of separation is between the 16th and last day of the month shall earn leave for the entire month. Twelve-month employees whose effective date of employment is between the 16th and the last day of the month or whose effective date of separation is between the first and the 15th of the month shall earn no annual leave for that month. A twelve-month employee who is separated and is then rehired within five years shall be credited with former experience during which h(she) earned annual leave. Exception: permanent twelve month clerical, technical and secretarial employees with less than fifteen years of service who were employed by the Board on June 30, 1972 and had qualified for 22 days of leave per year as long as they remain in the continuous employment of the Board. If the employee is separated and rehired, however, her/his leave entitlement shall be in accordance with the provisions of the current policy. 10.2 Normal Use a. Twelve-Month Employees Permanent twelve-month clerical, technical, and secretarial employees in Unit IV shall have their wishes honored as to when they want to take annual leave provided that the taking of such leave does not conflict with the needs of the school system as determined by the immediate supervisor. Annual leave shall not be taken at the beginning of the school year when teachers return and for the first five school days the students are in session, or at the end of the school year for the last five days the students are in session and until after the teacher's last day without permission of the immediate supervisor. b. Probationary Employees Probationary Unit IV employees may not use annual leave until they have completed three months of employment. 10.3 Accumulation and Carry-Over Twelve-month clerical, technical and secretarial employees may carry over from the previous year a maximum of 12 days. These carry-over days plus the number of days that h(she) may earn in the current fiscal year determine the maximum number of days of annual leave that an employee may have to her/his credit at the beginning of the next fiscal year. This is also the maximum number of consecutive days that he/she may use during the fiscal year. Unused annual leave which would be lost because of the limitation on carry-over shall be converted to accumulated sick leave provided that there not be more than fifteen sick leave days credit per year. - 16 -
    • 10.4 Compensation All permanent Unit IV employees who are terminated shall be reimbursed for accumulated annual leave in accordance with their salary at the time of their termination. The maximum number of days of annual leave for which any Unit IV employee may be paid upon separation is the same as the maximum number of consecutive days that h(she) may use during a fiscal year. Exception: In her/his last year of employment prior to retirement a Unit IV employee may carry over 18 days of unused annual leave to give her/him a maximum of 44 days at the end of her/his last full fiscal year of employment, provided they have worked 15 years or more. ARTICLE 11 OTHER LEAVES 11.1 Bereavement Leave Each Unit IV employee shall be granted four (4) workdays of absence without loss of salary on the death of a spouse, child, stepchild, parent, step-parent, sibling, stepbrother, stepsister, parent-in-law, daughter/son-in-law, grandchild, and grandparent or anyone who has lived regularly in the employee's household. Each Unit IV employee shall be granted three (3) workdays of absence without loss of salary on the death of an aunt, uncle, niece, nephew, sister-in-law, brother-in-law, and spouse's grandparent. One of the days must be the day of the funeral or interment. The remaining days may be taken immediately before, immediately after or surrounding the day of the funeral or interment, to meet the needs the circumstances dictate for the Unit IV employee. Upon written request from the employee, stating the circumstances which made additional time necessary, the Superintendent may authorize an additional workday. 11.2 Worker's Compensation When a Unit IV employee sustains an accidental injury arising out of and during the course of her/his employment with the school system, and such injury is compensable under the Worker's Compensation Law of the State of Maryland, the employee shall, during the period h(she) is being paid Worker's Compensation, receive full salary less the amount paid by Worker's Compensation up to but not exceeding 60 workdays from the date of injury. This leave shall not be charged against the employee's sick leave. If the employee is continued on temporary total disability payment from Worker's Compensation beyond the 60-day period, the following options shall be available to her/him: a. (She) He may elect to use her/his earned annual leave (vacation), during which period (she) he shall receive her/his regular salary plus any amount awarded as temporary total disability payments under Worker's Compensation Law. b. (S) He may elect to use her/his earned sick leave credits, during which period (s) he shall receive her/his regular salary, provided any amount awarded as temporary total disability payments under Worker's Compensation Law is endorsed by the employee over to the Board. c. (S) He may request a leave of absence. The Board reserves the right to assign the physician in any case in which the Board supplements the payments of Worker's Compensation to an employee. 11.3 Religious Observance Upon request, Unit IV employees shall be granted up to three days per school year with pay for day(s) of religious observance where work on such days would make observance of their religion difficult or impossible, as verified by the proper religious authorities. 11.4 Civil Leave While on Maryland jury duty, a Unit IV employee shall be permitted to be absent from assigned duties without loss of pay or charge against leave credits. A Unit IV employee serving jury duty shall not be required to endorse her/his jury duty check to the Board in order to have her/his full salary continue. - 17 -
    • 11.5 Court Appearance A Unit IV employee may be absent without loss of salary when subpoenaed to appear in a state or federal court, provided the subpoena or summons is not issued (1) in connection with an offense for which the employee is found guilty or (2) in connection with a civil case in which the employee is a party to the action. If the employee is found guilty of an offense and on appeal is found not guilty, the salary will be restored. If the Superintendent or her/his designee authorizes an employee to appear as a witness for the Anne Arundel County Public Schools, with or without a subpoena, no deduction shall be made from her/his salary. 11.6 Leave of Absence Without Pay a. Obligation of Board and Employees The Board shall normally grant leaves of absences to permanent Unit IV employees requesting such leave in writing. When the leave is granted the supervisor is obligated for a period of three months to restore the employee to the position (s) he left. During this time the supervisor may either leave the position vacant or fill it with a substitute or temporary employee. When an employee is granted a leave of absence, for up to three months, her/his immediate supervisor shall be obligated to restore the employee to the position (s) he held prior to leave. When the leave granted is for more than three months, the Board obligates itself to offer the Unit IV employee reassignment to the same position or the first available position the employee is qualified to assume. Employees will not accrue annual leave or sick leave or experience credit while on leave of absence. b. Types Consideration shall be given to an employee's written request for leave of absence for personal illness, severe illness of a member of the household or the immediate family, maternity, child care, adoption of a child, or military service. Teacher Assistants who are completing their college degrees at an accredited institution of her/his level may request a leave of absence for study. Except in the case of military service, an employee's request shall state the beginning date of the leave and the approximate length of time (s) he expects to be on leave. In the case of personal illness or illness in the household, a physician's recommendation must accompany the request. A leave request should be given to the supervisor for forwarding with her/his recommendation, to the Director of Human Resources, who shall take action on the request and notify the employee in writing. Reasonable requests shall be granted. c. Adoption Leave Upon request to the Director of Human Resources, Unit IV employees may take a temporary leave of absence without pay for up to twelve (12) weeks for the adoption of a child by requesting FMLA Leave under the provisions of Article 11, the Family Medical Leave Act and related Board policies and procedures. As soon as it has been determined that a Unit IV employee wishes to use adoption leave, the Unit IV employee must request this leave in writing, to the Director of Human Resources normally within 30 days in advance and provide appropriate documentation. Unit IV employees may elect to have continued participation in health benefits by assuming full cost of the premium. If, however, the employee uses FMLA leave, the Board will continue making its contribution to the appropriate health benefits for the duration of the FMLA leave. d. Period of Leave A leave of absence for a Unit IV employee shall be granted for a specific period of time, with the understanding that the employee shall return to work at the end of that time unless (s) he has requested and received an extension of the leave by the Director of Human Resources. Failure of an employee to return to duty on the expiration of leave shall be considered as a resignation. An employee who has been on leave for personal illness must provide a certificate from the physician who attended her/him during the leave stating that (s) he is able to return to work and must be able to perform the duties assigned to her/him. If the employee has achieved maximum recovery - 18 -
    • relating to the Leave of Absence but is not physically able to return to work in the same position or first available position as defined under section “a” above, the employee shall receive first consideration for vacant positions for which they qualify and are interested. The employee’s leave of absence status may not accumulatively exceed the two (2) year maximum for an approved leave of absence in accordance with the Maryland State Retirement Agency. 11.7 Family Medical Leave Act (FMLA) (A) FMLA benefits are available to 10-month employees, employed by September 15, during any school year and who complete the school year, beginning with the next school year. Ten-month employees, employed after September 15, and all 12-month employees are eligible for FMLA one year after the effective date of employment. (B) The 12-month period for FMLA will be the fiscal year. (C) The Unit IV employee must use available sick leave prior to going on unpaid FMLA leave. The Unit IV employee may elect whether or not to use other available paid leave while on FMLA leave. (D) FMLA Leave may be used for serious health conditions of those persons covered by "illness in immediate family" as long as the current year's available sick leave, (15) days, has been used. (E) If a Unit IV employee is on paid leave because of his or her own serious health condition, and such leave is pursuant to a sick leave bank grant or is covered by workers' compensation, such leave would be exempt from the Unit IV employee's FMLA entitlement. (F) All benefits will continue as provided in the negotiated agreements of the respective units. (G) At the Unit IV employee's option, the Board will pay the Unit IV employee's share of the insurance premium during the leave. The Unit IV employee, on return, will repay the Board for those premiums under a mutually convenient pay plan. (H) Leave taken intermittently or on a reduced leave schedule is not permitted for childcare. (I) Except in unusual circumstances when FMLA Leave is taken near the end of an academic term, the Board will not mandate FMLA extensions. (J) Except in unusual circumstances upon return from FMLA Leave, a Unit IV employee will return to her/his position. (K) An oversight committee comprised of the President and Chief Negotiator of each unit and the Board's representatives shall be formed and will meet at least annually. 11.8 Institutes, Conferences and Conventions Unit IV employees sent to special institutes or conferences outside of the county by the Board shall have expenses paid in accordance with the established rate and shall suffer no loss of pay for time missed. Unit IV employees, as designated by SAAAAC, and with a written request to the Director of Human Resources, shall be granted up to a maximum of twenty (20) days released time per year without loss of pay as required to attend a state, regional or national conference designed to improve knowledge or skills for the job. With the approval of the supervisor, clerical employees may attend the annual Maryland State Teachers Association convention without loss of pay, provided no office is left without staff to maintain services. Clerical employees not attending the convention shall report to work as usual. The written request for leave shall be submitted at least ten working days in advance to the Director of Human Resources/designee. 11.9 Severance Pay on Retirement A Unit IV employee who retires from service with the public schools of Anne Arundel County in accordance with the provisions of the Maryland State Teachers/Employees Retirement System shall be paid forty dollars ($40) per day for all unused accumulated sick leave earned in Anne Arundel County. This provision shall also apply to any Unit IV employee who elects the vested retirement plan after having 15 or more years of membership in the appropriate retirement system. If a Unit IV employee dies while in service the beneficiary designated with the retirement system shall receive the severance pay of $40 per day for all unused accumulated sick leave earned in Anne Arundel County. - 19 -
    • 11.10 Separation Pay Distribution Option When a Unit IV member’s notice of retirement is received by the Division of Human Resources, the member’s separation pay shall be issued in one of two forms: 1. If the total dollar amount of the separation pay is less than $1,000, separation pay will be received in a lump sum as taxable income through the office of compensation. 2. If the total dollar amount of the separation pay is $1,000 or more, the full amount of separation pay will be forwarded as an employer contribution to a qualified retirement plan (401 (A)). The employer contribution will become taxable income only upon the Unit IV member withdrawing it from the 401(A) plan. 3. The Unit IV member will then have the following options concerning their separation pay detailed in number 2 above. They may: a. Invest amongst the choices within the 401(A) plan. b. Directly roll over the investment to an individual retirement account (IRA) c. Directly roll over the investment to an eligible qualified retirement plan. d. Request a partial or full distribution in cash. The distribution is taxable in the year that it is paid with a 20% mandatory federal tax withholding. The distribution is not subject to FICA taxes. The Unit IV member is liable to remit the state taxes on the distribution. e. Request a loan against the 401(A) account. The loan is not currently taxable and up to fifty percent of the account balance is available for up to 5 years. Monthly repayments of the loan are required. Your account will be charged a $100 fee for a loan. If a Unit IV member resigns with a vested retirement of fifteen or more years of creditable service with the public schools of Anne Arundel County they may request a counseling session with one of the retirement coordinators in the office of compensation. The above options will be described in more detail during retirement counseling sessions. 11.11 Personal Business Each 10-month Unit IV employee shall be entitled to two days of personal business leave per year with pay. The request for leave shall be submitted to the principal at least 24 hours in advance and the employee shall not be required to state a reason for the leave. If, however, an unforeseen emergency requires absence without 24 hours advance notice, the reason for the absence shall be stated and the granting of leave shall be at the principal's discretion. Personal business leave shall not be taken immediately before or immediately after a holiday or weekday when school is closed, nor on an in-service day for teachers or teacher assistants, nor at the beginning or the end of the school year, without the permission of the principal. The beginning of the school year shall mean the first five duty days for 10-month Unit IV employees; the end of the school year shall mean the last 5 duty days for 10-month Unit IV employees. A holiday period may not be extended by taking personal business leave at the beginning of the following week when a holiday falls on Friday or at the end of the preceding week when the holiday falls on Monday. Occasionally a personal business day may have to be taken without 24 hours prior notice. Such a day will be subtracted from the personal business days and will be called Emergency Personal Business Days. On Emergency Personal Business days, employees may be required to furnish evidence of necessity. Unused personal business leave shall be cumulative up to four (4) days; unused days thereafter shall be converted to cumulative sick leave at the end of the fiscal year. Unit IV employees biweekly pay statements shall accurately show the number of unused personal business days. - 20 -
    • ARTICLE 12 BENEFITS WHILE ON LEAVE 12.1 Continued Benefits The employee on leave shall be afforded the opportunity to continue membership in the Board's hospital-medical insurance plan and other voluntary insurance programs by making full payment of the premiums to the Board by the 25th of each month. ARTICLE 13 HOLIDAYS The following are paid holidays for 12-month Unit IV employees: Good Friday Christmas Eve Easter Monday Christmas Day Memorial Day New Year's Eve Independence Day New Year's Day Labor Day Primary and General Election Days Thanksgiving Day Dr. Martin Luther King, Jr., Day Friday after Thanksgiving Other days as determined by the Board of Education. Holidays, not counted as annual leave, must be observed on the dates on which the holidays fall with the following exceptions: Whenever any of the holidays listed above fall on a Saturday, the preceding Friday shall be observed as the holiday. Whenever any of these holidays fall on a Sunday, the following Monday shall be observed as the holiday. When the Christmas Eve/Christmas Day and New Year’s Eve and New Year’s Day holidays fall on a weekend, an alternate day will be designated by the Board of Education as the holiday. School clerical, technical, secretarial and teacher assistant employees in the unit shall not work when schools are closed for holidays and teachers are not on duty. ARTICLE 14 EMPLOYEE BENEFITS 14.1 Hospital-Medical Insurance Effective July 1, 2007, through June 30, 2011, Article 14, Employee Benefits will be as follows: (A) The Board will pay 88% of the Preferred Provider Network (PPN/PPO) premium toward the cost of a Board-sponsored Traditional or Preferred Provider Network (PPN/PPO), health care plan. The Board will pay 98% of the premium toward the cost of a Board-sponsored Health Maintenance Organization (HMO) health care plan. The Board will pay 90% of the premium of the Preferred Provider Organization (PPO) Dental Plan toward the Traditional Dental, Preferred Provider Organization Dental (PPO), or Dental Health Maintenance Organization (DHMO). The Board will pay 90% of the premium of Option I of the BC/BS Vision Plan toward Option I or Option II of the BC/BS Vision Care Plan. In FY2008, the employee’s contribution toward the health care premium shall remain the same. In FY2009, the employee’s contribution toward the health care premium shall be increased by 1%. In FY2010, the employee’s contribution toward the health care premium shall be increased by 1%. - 21 -
    • In FY2011, the employee’s contribution toward the health care premium shall be increased by 1%. However, no increase shall occur if a requisite number of Unit IV employees sign-up for the Triple Option Health Care Program option that provides sufficient projected savings to off-set the agreed upon 1% increase. Enrollment, experience claims, plus trend data shall be utilized to make such a determination. Increase in employee contribution is contingent upon the funding of the compensation package in each respective year. Coverage is available on an individual, husband, wife, parent & child or family basis for Unit IV members who elect to enroll during the annual open enrollment period or within 30 days after the effective date of their employment. The health care plan will be designed in accordance with the tax provisions of Section 125 of the Internal Revenue Code, which in part allows Unit IV members to pay health care premiums with pretax dollars. The Board will accept enrollment during the year for a Unit IV member (outside of the annual open enrollment period) in accordance with the provisions set forth in Section 125. The Board will provide group health care plans and group medical plans as described in Appendices B and C. For the PPN the in-network lifetime maximum will be unlimited, the in-network mental and nervous payment schedule is $15, $25, and $35, and the out-of-network mental and nervous payment schedule will be in accordance with State mandates. The Traditional, Preferred Provider Network, Point of Service, and HMO plans will include Prescription Card component within the benefit coverage. Prescription benefits are described in the attached Appendix B. PLAN BENEFITS ARE AS DESCRIBED IN THE ATTTACHED MEDICAL COMPARISON CHART [APPENDIX B] AND DENTAL AND VISION CHARTS [APPENDIX C] The Board reserves the right to bid the Board-sponsored health plan. The Association will be a party to the selection process regarding all respondents to the R.F.P. The Board will continue to pay the % stated above towards the premium cost for a period of three (3) months for an individual who, after using his own sick leave allowance, is placed on a qualified approved leave of absence for personal illness. Part-time Unit IV employees shall have the option to purchase insurance benefits which are on payroll deduction, with a contribution by the Board prorated to their amount of service, provided the carrier will issue policies on this basis. 14.2 Insurance Coverage for Authorized Travel The Board shall provide insurance coverage for accidental death or dismemberment of Unit IV members while on authorized trips in the performance of their duties as Board employees. Payments shall be made in accordance with the following schedule: Life $100,000 Both hands or both feet or sight of both eyes $100,000 One hand and one foot $100,000 Either hand or foot and sight of one eye $100,000 Either hand or foot or sight of one eye $ 50,000 14.3 Term Life Insurance Policy A term Life insurance policy for $50,000 with full cost paid by the Board, shall be provided for each Unit IV employee beginning July 1, 2002. An optional term Life insurance policy in $5,000 units, with full premium paid by the Unit IV employee, for the Unit IV employee shall also be provided through payroll deduction if participation by the Board's employee meets the minimum requirements of the carrier. - 22 -
    • 14.4 Insurance Information The Board shall provide all Unit IV employees with written information on all hospital-medical, major medical, and term Life insurance coverage provided and information concerning procedures they should follow in enrolling, making claims, changing coverage and terminating membership. 14.5 In-Service Workshop To the extent possible, all Unit IV employees shall have the opportunity to participate in in-service workshops that the Board provides. In-service workshops designed to improve existing skills and develop new skills necessary to improve the quality of work shall be developed by the school system and offered on a yearly basis. 14.6 Fees/Tuition Reimbursement The Board recognizes the need for the professional development of Unit IV employees. Unit IV employees may apply for tuition reimbursement grants to help defray the cost for course work taken to improve his/her skills or to achieve a college degree. Effective with the 2007-2008 school year, $50,000 will be set aside for tuition reimbursement for Unit IV employees. The following conditions shall apply for reimbursement until the cap is reached: 1. Courses for reimbursement must be job-related and have the approval of the Supervisor of Labor Relations and Classified Personnel prior to enrollment. 2. Each Unit IV employee shall be reimbursed $100 per semester hour up to a maximum of $500 for college coursework per semester (September through August). Courses must be completed while the Unit IV employee is an employee on active service with the Board of Education of Anne Arundel County. 3. In graded courses, the employee must earn a grade of "C" or better before reimbursement will be approved. ARTICLE 15 SALARIES AND WAGES 15.1 Annual Salaries The wages for calculating annual salaries for Unit IV employees covered by this agreement for July 1, 2007 – June 30, 2011, are set forth in Appendix A1, A2, A3, and A4 which includes a 3% increase over the previous yer. Namely, • 3% COLA for FY2008 – Appendix A1 • 3% COLA for FY2009 – Appendix A2 • 3% COLA for FY2010 – Appendix A3 • 3% COLA for FY2011 – Appendix A4 Effective July 1, 2007, a restructured salary scale shall be implemented that reflects an equal percentage increase between each step, beginning with Step 1 through Step 25, inclusive. The annual step advancement for eligible employees on the new scale shall be a two-step increment between Step 1 to Step 16. The annual step advancement for eligible employees on the new scale shall be a one-step increment between Step 17 to Step 25. An employee’s annual step advancement shall occur based upon the employee achieving a satisfactory performance evaluation. Scales in the appendices are computed as follows for FY2008: Central Office Secretarial/Clerical Technical 1820 hours/1040 hours Repair Technicians 2080 hours School 12-month Secretarial/Clerical/Technical 1738.5 hours/1028 hours Teacher Assistants & Permanent Substitutes 1241.5 hours/620.75 hours Technology Support Technicians I and II 1337 hours Technology Support Technicians III 1820 hours - 23 -
    • Calculation of number of duty hours for school 12-month secretarial/clerical/technical employees shall be determined using the same methodology as was used for SY2006-2007 in order to match the school calendar for SY2007-2008. For FY2009-FY2011, the same methodology will be used to match the final approved school calendar for SY2009-2011. Credits earned by teacher assistants and permanent substitutes in Board approved workshops may be utilized toward completion of the requirement for the Teacher Assistant Salary Scale for 30 semester hours. 15.2 Shift Differential Beginning July 1, 2007, a wage differential $.6190 per hour shall be paid to: • Full-time Unit IV employees who start their regular shift at or after 3:30 p.m. • Unit IV employees while regularly assigned on Saturdays, Sundays, and/or holidays. Shift differential will be increased by the same percentage increases (COLA) as applied in future year(s) to the Unit IV Salary Scale for the affected fiscal year. 15.3 Payment Plan Clerical, technical, secretarial, permanent substitute and teacher assistant employees shall be paid every two weeks. There shall be 22 pay periods per year for ten-month Unit IV employees and 26 pay periods per year for twelve-month employees. Ten-month Unit IV members may opt to have one twenty-sixth of their salary paid to the lead bank every two weeks for twelve months each year. Unit IV employees who choose the 26 pay option must submit their request to the compensation office between June 1 and July 31. The Unit IV employee may not change that election again for a full year. The selected option will continue from year to year unless changed during a subsequent June 1 to July 31 time period. The biweekly salary for 12-month Unit IV employees shall be 1/26 of the computed annual salary and the biweekly salary of 10-month Unit IV employees shall be 1/22 of the annual salary with the following exceptions: Ten-month clerical, technical and secretarial employees who are authorized to begin work prior to the first duty day for teachers or to work after the last duty day for teachers in June shall be paid on a per diem basis for these days. The per diem rate shall be the hourly rate times the number of hours worked. For ten-month Unit IV employees, one twenty-second of each employee's salary shall be paid to a lead bank every two weeks for the ten months of employment. For twelve-month Unit IV employees, one twenty-sixth of each employee's salary shall be paid to the lead bank every two weeks for the twelve months of employment. The lead bank shall be chosen by the Board. Salary payments shall be calculated two weeks subsequent to the period of earnings. The first payment will be made either the second or third week in September. The Board shall, at the bi-weekly pay periods, provide to each Unit IV employee a statement of all monies earned, deductions and reductions made and the net amount deposited in the employee's name with the lead bank. The lead bank will deposit or transfer the Unit IV employee's pay as directed by that individual. The lead bank may deposit the employee's pay in a charge-free checking account at the lead bank, forward the pay to savings or investment accounts in the lead bank as directed, or transfer the pay to a selected home bank. The employee may stipulate the placement or transfer of funds by written direction. Unit IV employees hired on or after July 1, 2001 will be offered the 10-month or 12-month pay plan option. Initially, 10-month Unit IV employees shall be placed on the 10-month pay plan unless they choose to be placed on the 12-month pay plan. 15.4 Flexible Spending Accounts The Board will make available flexible spending accounts, as provided under Internal Revenue Service regulations, that can be used by Unit IV employees for dependent care and health care costs. - 24 -
    • 15.5 College Credits towards higher salary All Unit IV employees, except those where college credits are used for initial grade placement at the time of hire, who earn 30 hours of college credit will be advanced two steps on the SAAAAC Scale or 5% if they are at the top of the scale. Teacher Assistants hired at Grade 5 who earn 30 hours of college edit will be advanced to Grade 6. This will apply to credits earned after July 1, 1993. Permanent Substitutes with 60 hours of college credit will be placed on Grade 7 on the SAAAAC Scale. 15.6 Challenged Schools A stipend of $750 for teacher assistants and $350 for secretaries shall be paid to those Unit IV employees who are working in designated "challenged" schools and receive a satisfactory performance appraisal. An additional like amount shall be paid to these employees if the school achieves Annual Yearly Progress. These amounts may be pro-rated for those employees who are part-time, part-year, itinerant or who incur lost time during the school year. - 25 -
    • INDEX Access to Schools ............................................................................................................................................................................. 7 Annual Leave, Accumulation and Carry-Over ............................................................................................................................... 16 Annual Leave, Compensation......................................................................................................................................................... 16 Annual Leave, Normal Use ............................................................................................................................................................ 16 Annual Leave, Rate of Earning....................................................................................................................................................... 16 Annual Salaries............................................................................................................................................................................... 23 Assault Leave ................................................................................................................................................................................. 15 Association Leave............................................................................................................................................................................. 8 Benefits........................................................................................................................................................................................... 21 Bereavement Leave ........................................................................................................................................................................ 17 Board Meetings................................................................................................................................................................................. 7 Breaks ............................................................................................................................................................................................. 12 Bulletin Boards ................................................................................................................................................................................. 7 Check-off .......................................................................................................................................................................................... 8 Civil Leave ..................................................................................................................................................................................... 17 Communication from Staff ............................................................................................................................................................... 7 Communications ............................................................................................................................................................................... 7 Compensatory Time.......................................................................................................................................................................... 9 Course Reimbursement................................................................................................................................................................... 23 Court Appearance ........................................................................................................................................................................... 18 Credit Union ................................................................................................................................................................................... 12 Definition of Terms .......................................................................................................................................................................... 3 Discipline........................................................................................................................................................................................ 10 Duty Days......................................................................................................................................................................................... 8 Emergency Closings ......................................................................................................................................................................... 9 Employee Lists ................................................................................................................................................................................. 7 Employment Decision .................................................................................................................................................................... 10 Evaluation, Procedures ................................................................................................................................................................... 14 Exclusivity ........................................................................................................................................................................................ 8 Family Medical Leave Act (FMLA)............................................................................................................................................... 19 Flexible Spending Accounts ........................................................................................................................................................... 24 Grievance, Definition ....................................................................................................................................................................... 4 Grievance, Procedural Steps ............................................................................................................................................................. 5 Health and Safety............................................................................................................................................................................ 10 Holidays.......................................................................................................................................................................................... 21 Hospital-Medical Insurance............................................................................................................................................................ 21 Hours ................................................................................................................................................................................................ 8 Illness in Immediate Family ........................................................................................................................................................... 14 In-Service Workshop ...................................................................................................................................................................... 23 Institutes, Conferences and Conventions ........................................................................................................................................ 19 Insurance Information..................................................................................................................................................................... 22 Leave of Absence Without Pay ...................................................................................................................................................... 18 Level Four ........................................................................................................................................................................................ 5 Level Three....................................................................................................................................................................................... 5 Level Two......................................................................................................................................................................................... 5 Management Rights .......................................................................................................................................................................... 3 Meetings ........................................................................................................................................................................................... 7 New Employees................................................................................................................................................................................ 8 Non-Duty, Non-Paid Lunch Periods................................................................................................................................................. 9 Notification of Reason.................................................................................................................................................................... 10 Notification of Teacher Assistant and Permanent Substitute Assignment ...................................................................................... 13 Overtime ........................................................................................................................................................................................... 9 Payment Plan .................................................................................................................................................................................. 24 Personal Business ........................................................................................................................................................................... 20 Personal Life................................................................................................................................................................................... 10 Personal Property Damage.............................................................................................................................................................. 10 Personnel Files................................................................................................................................................................................ 11 Placement on Salary Scale.............................................................................................................................................................. 13
    • Posting of Vacancies....................................................................................................................................................................... 13 Pregnancy ....................................................................................................................................................................................... 14 Printing Agreement........................................................................................................................................................................... 4 Probation......................................................................................................................................................................................... 12 Qualifications, Promotion............................................................................................................................................................... 13 Reduction in Force.......................................................................................................................................................................... 11 Religious Observance ..................................................................................................................................................................... 17 Renegotiations .................................................................................................................................................................................. 4 Reopening Negotiations.................................................................................................................................................................... 3 Separation Pay Distribution Option ................................................................................................................................................ 20 Severance Pay on Retirement ......................................................................................................................................................... 19 Shift Differential............................................................................................................................................................................. 24 Sick Leave Bank............................................................................................................................................................................. 15 Sick Leave, Annual Allowance ...................................................................................................................................................... 14 Sick Leave, Limit for Returning Employees .................................................................................................................................. 14 Sick Leave, Monthly Notification .................................................................................................................................................. 14 Substitutes......................................................................................................................................................................................... 9 Substituting....................................................................................................................................................................................... 9 Successor Negotiations ..................................................................................................................................................................... 3 Suspension ...................................................................................................................................................................................... 11 Tax-Deferred Annuities .................................................................................................................................................................. 12 Temporary Assignment .................................................................................................................................................................. 13 Term Life Insurance Policy ............................................................................................................................................................ 22 Training .......................................................................................................................................................................................... 12 Transfer, Involuntary or Reassignment........................................................................................................................................... 13 Transfer, Voluntary ........................................................................................................................................................................ 12 Transporting Students....................................................................................................................................................................... 9 Travel Reimbursement...................................................................................................................................................................... 9 U.S. Savings Bonds ........................................................................................................................................................................ 12 Union Recognition............................................................................................................................................................................ 3 Worker's Compensation.................................................................................................................................................................. 17
    • APPENDIX A ANNE ARUNDEL COUNTY PUBLIC SCHOOLS Unit IV Salary Scale July 1, 2007 - June 30, 2008 Step Grade 3 Grade 4 Grade 5 Grade 6 Grade 7 Grade 8 Grade 9 Grade 10 Grade 11 Grade 12 Grade 13 1 11.61 12.19 12.82 13.46 14.15 14.86 15.62 16.40 17.23 18.11 19.02 2 11.91 12.51 13.15 13.81 14.52 15.25 16.02 16.83 17.68 18.58 19.51 3 12.22 12.83 13.49 14.17 14.89 15.64 16.44 17.26 18.13 19.06 20.02 4 12.53 13.16 13.84 14.54 15.28 16.05 16.86 17.71 18.60 19.55 20.54 5 12.86 13.50 14.20 14.91 15.68 16.46 17.30 18.17 19.08 20.06 21.07 6 13.19 13.85 14.56 15.30 16.08 16.89 17.75 18.64 19.58 20.58 21.62 7 13.53 14.21 14.94 15.70 16.50 17.33 18.21 19.12 20.09 21.11 22.18 8 13.88 14.58 15.33 16.10 16.93 17.78 18.68 19.62 20.61 21.66 22.75 9 14.24 14.96 15.72 16.52 17.36 18.24 19.16 20.12 21.14 22.22 23.34 10 14.61 15.34 16.13 16.95 17.81 18.71 19.66 20.65 21.69 22.80 23.94 11 14.99 15.74 16.55 17.39 18.28 19.19 20.17 21.18 22.25 23.39 24.56 12 15.38 16.15 16.98 17.84 18.75 19.69 20.69 21.73 22.83 23.99 25.20 13 15.77 16.57 17.42 18.30 19.23 20.20 21.22 22.29 23.42 24.61 25.85 14 16.18 17.00 17.87 18.77 19.73 20.72 21.77 22.87 24.02 25.25 26.52 15 16.60 17.44 18.33 19.26 20.24 21.26 22.34 23.46 24.65 25.90 27.21 16 17.03 17.89 18.81 19.76 20.77 21.81 22.92 24.07 25.28 26.58 27.91 17 17.47 18.35 19.29 20.27 21.31 22.38 23.51 24.69 25.94 27.26 28.64 18 17.93 18.83 19.79 20.79 21.86 22.96 24.12 25.33 26.61 27.97 29.38 19 18.39 19.31 20.31 21.33 22.42 23.55 24.74 25.99 27.30 28.69 30.14 20 18.87 19.81 20.83 21.88 23.01 24.16 25.39 26.66 28.01 29.44 30.92 21 19.35 20.33 21.37 22.45 23.60 24.79 26.04 27.35 28.73 30.20 31.72 22 19.86 20.85 21.93 23.03 24.21 25.43 26.72 28.06 29.48 30.98 32.54 23 20.37 21.39 22.49 23.63 24.84 26.09 27.41 28.79 30.24 31.78 33.39 24 20.90 21.95 23.08 24.24 25.48 26.76 28.12 29.53 31.02 32.61 34.25 25 21.44 22.52 23.67 24.87 26.14 27.46 28.85 30.30 31.83 33.45 35.14 Appendix A-1
    • ANNE ARUNDEL COUNTY PUBLIC SCHOOLS Unit IV Salary Scale July 1, 2008 - June 30, 2009 Step Grade 3 Grade 4 Grade 5 Grade 6 Grade 7 Grade 8 Grade 9 Grade 10 Grade 11 Grade 12 Grade 13 1 11.95 12.56 13.20 13.87 14.58 15.31 16.08 16.89 17.75 18.65 19.59 2 12.26 12.88 13.54 14.23 14.95 15.71 16.50 17.33 18.21 19.14 20.10 3 12.58 13.21 13.89 14.59 15.34 16.11 16.93 17.78 18.68 19.63 20.62 Appendix A-2 4 12.91 13.56 14.25 14.97 15.74 16.53 17.37 18.24 19.16 20.14 21.15 5 13.24 13.91 14.62 15.36 16.15 16.96 17.82 18.71 19.66 20.66 21.70 6 13.58 14.27 15.00 15.76 16.57 17.40 18.28 19.20 20.17 21.20 22.26 7 13.94 14.64 15.39 16.17 16.99 17.85 18.75 19.69 20.69 21.75 22.84 8 14.30 15.02 15.79 16.58 17.43 18.31 19.24 20.20 21.22 22.31 23.43 9 14.67 15.41 16.20 17.01 17.89 18.78 19.74 20.73 21.77 22.89 24.04 10 15.05 15.80 16.62 17.45 18.35 19.27 20.25 21.27 22.34 23.48 24.66 11 15.44 16.21 17.05 17.91 18.82 19.77 20.77 21.82 22.92 24.09 25.30 12 15.84 16.63 17.49 18.37 19.31 20.28 21.31 22.38 23.51 24.71 25.96 13 16.25 17.06 17.94 18.85 19.81 20.81 21.86 22.96 24.12 25.35 26.63 14 16.67 17.51 18.41 19.33 20.33 21.35 22.43 23.56 24.74 26.01 27.32 15 17.10 17.96 18.88 19.84 20.85 21.90 23.01 24.17 25.38 26.68 28.03 16 17.54 18.42 19.37 20.35 21.39 22.47 23.60 24.79 26.04 27.37 28.75 17 18.00 18.90 19.87 20.88 21.95 23.05 24.22 25.43 26.72 28.08 29.50 18 18.46 19.39 20.39 21.42 22.51 23.64 24.84 26.09 27.41 28.81 30.26 19 18.94 19.89 20.92 21.97 23.10 24.26 25.49 26.77 28.12 29.56 31.04 20 19.43 20.41 21.46 22.54 23.70 24.89 26.15 27.46 28.85 30.32 31.85 21 19.94 20.94 22.01 23.12 24.31 25.53 26.82 28.17 29.59 31.11 32.67 22 20.45 21.48 22.58 23.72 24.94 26.19 27.52 28.90 30.36 31.91 33.52 23 20.98 22.04 23.17 24.34 25.58 26.87 28.23 29.65 31.15 32.74 34.39 24 21.53 22.61 23.77 24.97 26.25 27.57 28.96 30.42 31.95 33.59 35.28 25 22.08 23.19 24.38 25.61 26.93 28.28 29.71 31.21 32.78 34.46 36.19
    • ANNE ARUNDEL COUNTY PUBLIC SCHOOLS Unit IV Salary Scale July 1, 2009 - June 30, 2010 Step Grade 3 Grade 4 Grade 5 Grade 6 Grade 7 Grade 8 Grade 9 Grade 10 Grade 11 Grade 12 Grade 13 1 12.31 12.93 13.60 14.28 15.01 15.77 16.57 17.40 18.28 19.21 20.18 2 12.63 13.27 13.95 14.65 15.40 16.18 17.00 17.85 18.75 19.71 20.70 3 12.96 13.61 14.31 15.03 15.80 16.60 17.44 18.31 19.24 20.22 21.24 4 13.29 13.96 14.68 15.42 16.21 17.03 17.89 18.79 19.74 20.74 21.79 5 13.64 14.32 15.06 15.82 16.63 17.47 18.35 19.27 20.25 21.28 22.35 6 13.99 14.70 15.45 16.23 17.06 17.92 18.83 19.77 20.77 21.83 22.93 7 14.35 15.08 15.85 16.65 17.50 18.38 19.31 20.29 21.31 22.40 23.53 8 14.73 15.47 16.26 17.08 17.96 18.86 19.81 20.81 21.86 22.98 24.14 9 15.11 15.87 16.68 17.52 18.42 19.35 20.33 21.35 22.43 23.57 24.76 10 15.50 16.28 17.11 17.98 18.90 19.85 20.85 21.90 23.01 24.18 25.40 11 15.90 16.70 17.56 18.44 19.39 20.36 21.39 22.47 23.60 24.81 26.06 12 16.31 17.13 18.01 18.92 19.89 20.89 21.95 23.05 24.22 25.45 26.74 13 16.74 17.58 18.48 19.41 20.41 21.43 22.52 23.65 24.84 26.11 27.43 14 17.17 18.03 18.96 19.91 20.93 21.99 23.10 24.26 25.49 26.79 28.14 15 17.61 18.50 19.45 20.43 21.48 22.56 23.70 24.89 26.15 27.48 28.87 16 18.07 18.98 19.95 20.96 22.03 23.14 24.31 25.53 26.82 28.19 29.61 17 18.54 19.47 20.47 21.50 22.60 23.74 24.94 26.20 27.52 28.92 30.38 18 19.02 19.97 21.00 22.06 23.19 24.35 25.59 26.87 28.23 29.67 31.17 19 19.51 20.49 21.54 22.63 23.79 24.98 26.25 27.57 28.96 30.44 31.98 20 20.02 21.02 22.10 23.22 24.41 25.63 26.93 28.28 29.71 31.23 32.80 21 20.53 21.57 22.67 23.82 25.04 26.30 27.63 29.02 30.48 32.04 33.65 22 21.07 22.12 23.26 24.44 25.69 26.98 28.34 29.77 31.27 32.87 34.53 23 21.61 22.70 23.86 25.07 26.35 27.68 29.08 30.54 32.08 33.72 35.42 24 22.17 23.29 24.48 25.72 27.03 28.39 29.83 31.33 32.91 34.59 36.34 Appendix A-3 25 22.75 23.89 25.12 26.38 27.73 29.13 30.60 32.14 33.76 35.49 37.28
    • ANNE ARUNDEL COUNTY PUBLIC SCHOOLS Unit IV Salary Scale July 1, 2010 - June 30, 2011 Step Grade 3 Grade 4 Grade 5 Grade 6 Grade 7 Grade 8 Grade 9 Grade 10 Grade 11 Grade 12 Grade 13 1 12.68 13.32 14.00 14.71 15.46 16.24 17.06 17.92 18.83 19.79 20.79 2 13.01 13.67 14.37 15.09 15.87 16.66 17.51 18.39 19.31 20.30 21.32 3 13.35 14.02 14.74 15.48 16.28 17.09 17.96 18.86 19.81 20.83 21.88 Appendix A-4 4 13.69 14.38 15.12 15.88 16.70 17.54 18.43 19.35 20.33 21.37 22.44 5 14.05 14.75 15.51 16.30 17.13 17.99 18.90 19.85 20.85 21.92 23.02 6 14.41 15.14 15.91 16.72 17.57 18.46 19.39 20.37 21.39 22.49 23.62 7 14.79 15.53 16.33 17.15 18.03 18.93 19.89 20.89 21.95 23.07 24.23 8 15.17 15.93 16.75 17.59 18.50 19.42 20.41 21.44 22.52 23.67 24.86 9 15.56 16.34 17.18 18.05 18.98 19.93 20.94 21.99 23.10 24.28 25.50 10 15.96 16.77 17.63 18.52 19.47 20.44 21.48 22.56 23.70 24.91 26.16 11 16.38 17.20 18.08 19.00 19.97 20.97 22.04 23.14 24.31 25.55 26.84 12 16.80 17.65 18.55 19.49 20.49 21.52 22.61 23.74 24.94 26.22 27.54 13 17.24 18.10 19.03 19.99 21.02 22.07 23.19 24.36 25.59 26.90 28.25 14 17.68 18.57 19.53 20.51 21.56 22.65 23.79 24.99 26.25 27.59 28.98 15 18.14 19.05 20.03 21.04 22.12 23.23 24.41 25.64 26.93 28.31 29.73 16 18.61 19.55 20.55 21.59 22.69 23.83 25.04 26.30 27.63 29.04 30.50 17 19.09 20.05 21.08 22.15 23.28 24.45 25.69 26.98 28.34 29.79 31.29 18 19.59 20.57 21.63 22.72 23.89 25.08 26.36 27.68 29.08 30.56 32.10 19 20.10 21.11 22.19 23.31 24.50 25.73 27.04 28.40 29.83 31.36 32.93 20 20.62 21.65 22.76 23.91 25.14 26.40 27.74 29.13 30.60 32.17 33.79 21 21.15 22.21 23.35 24.53 25.79 27.08 28.46 29.89 31.40 33.00 34.66 22 21.70 22.79 23.96 25.17 26.46 27.79 29.19 30.66 32.21 33.86 35.56 23 22.26 23.38 24.58 25.82 27.14 28.51 29.95 31.46 33.04 34.73 36.48 24 22.84 23.98 25.22 26.49 27.85 29.24 30.73 32.27 33.90 35.63 37.43 25 23.43 24.61 25.87 27.17 28.57 30.00 31.52 33.11 34.78 36.55 38.40
    • ANNE ARUNDEL COUNTY PUBLIC SCHOOLS Unit IV Salary Scale - 10 Month July 1, 2007 - June 30, 2008 Step Grade 5 Grade 6 Grade 7 Grade 8 Grade 9 Grade 10 Grade 11 Grade 12 1 15,910 16,713 17,570 18,452 19,386 20,358 23,039 24,210 2 16,321 17,148 18,030 18,927 19,884 20,895 23,631 24,843 3 16,752 17,596 18,491 19,423 20,409 21,432 24,237 25,477 4 17,177 18,046 18,975 19,923 20,933 21,982 24,871 26,138 5 17,624 18,516 19,462 20,434 21,472 22,557 25,517 26,826 6 18,081 18,989 19,961 20,971 22,033 23,145 26,179 27,515 7 18,553 19,488 20,485 21,510 22,608 23,734 26,854 28,229 8 19,028 19,987 21,014 22,071 23,185 24,360 27,556 28,961 9 19,521 20,511 21,558 22,647 23,785 24,984 28,258 29,704 10 20,025 21,038 22,116 23,223 24,402 25,631 29,002 30,477 11 20,549 21,585 22,689 23,823 25,038 26,291 29,746 31,266 12 21,075 22,148 23,273 24,450 25,690 26,982 30,517 32,073 13 21,624 22,714 23,874 25,076 26,350 27,672 31,306 32,909 14 22,186 23,299 24,501 25,728 27,033 28,388 32,114 33,765 15 22,762 23,913 25,127 26,393 27,736 29,130 32,954 34,634 16 23,350 24,526 25,781 27,083 28,452 29,884 33,805 35,531 17 23,951 25,166 26,457 27,779 29,194 30,652 34,676 36,452 18 24,575 25,817 27,135 28,503 29,948 31,444 35,583 37,402 19 25,209 26,483 27,838 29,232 30,715 32,263 36,493 38,365 20 25,867 27,170 28,567 29,999 31,521 33,094 37,444 39,358 21 26,534 27,877 29,296 30,772 32,327 33,961 38,408 40,377 22 27,224 28,593 30,062 31,572 33,171 34,833 39,413 41,423 23 27,927 29,334 30,843 32,391 34,027 35,741 40,432 42,496 24 28,648 30,099 31,636 33,222 34,910 36,662 41,479 43,599 25 29,386 30,870 32,455 34,091 35,818 37,611 42,553 44,729
    • ANNE ARUNDEL COUNTY PUBLIC SCHOOLS Unit IV Salary Scale - 10 Month July 1, 2008 - June 30, 2009 Step Grade 5 Grade 6 Grade 7 Grade 8 Grade 9 Grade 10 Grade 11 Grade 12 1 16,388 17,216 18,097 19,006 19,969 20,973 23,726 24,939 2 16,812 17,661 18,566 19,499 20,487 21,517 24,341 25,585 3 17,248 18,119 19,047 20,004 21,017 22,074 24,971 26,247 4 17,695 18,588 19,540 20,522 21,562 22,646 25,618 26,927 5 18,153 19,070 20,046 21,053 22,120 23,232 26,281 27,625 6 18,623 19,563 20,566 21,598 22,693 23,834 26,962 28,340 7 19,105 20,070 21,098 22,158 23,281 24,451 27,660 29,074 8 19,600 20,590 21,645 22,732 23,884 25,084 28,377 29,827 9 20,108 21,123 22,205 23,320 24,502 25,734 29,112 30,600 10 20,629 21,670 22,780 23,924 25,137 26,401 29,866 31,392 11 21,163 22,232 23,370 24,544 25,788 27,084 30,639 32,205 12 21,711 22,807 23,976 25,180 26,456 27,786 31,433 33,039 13 22,273 23,398 24,597 25,832 27,141 28,505 32,247 33,895 14 22,850 24,004 25,234 26,501 27,844 29,244 33,082 34,773 15 23,442 24,626 25,887 27,187 28,565 30,001 33,939 35,674 16 24,049 25,264 26,558 27,892 29,305 30,778 34,818 36,598 17 24,672 25,918 27,245 28,614 30,064 31,575 35,720 37,545 18 25,311 26,589 27,951 29,355 30,843 32,393 36,645 38,518 19 25,967 27,278 28,675 30,115 31,641 33,232 37,594 39,515 20 26,639 27,984 29,418 30,895 32,461 34,093 38,568 40,539 21 27,329 28,709 30,180 31,695 33,302 34,976 39,567 41,589 22 28,037 29,453 30,961 32,516 34,164 35,882 40,591 42,666 23 28,763 30,216 31,763 33,359 35,049 36,811 41,643 43,771 24 29,508 30,998 32,586 34,223 35,957 37,764 42,721 44,905 25 30,272 31,801 33,430 35,109 36,888 38,743 43,828 46,068
    • ANNE ARUNDEL COUNTY PUBLIC SCHOOLS Unit IV Salary Scale - 10 Month July 1, 2009 - June 30, 2010 Step Grade 5 Grade 6 Grade 7 Grade 8 Grade 9 Grade 10 Grade 11 Grade 12 1 16,880 17,732 18,640 19,576 20,569 21,603 24,438 25,687 2 17,317 18,191 19,123 20,083 21,101 22,162 25,071 26,352 3 17,765 18,662 19,618 20,604 21,648 22,736 25,720 27,035 4 18,225 19,146 20,126 21,137 22,208 23,325 26,386 27,735 5 18,697 19,642 20,648 21,685 22,784 23,929 27,070 28,453 6 19,182 20,150 21,182 22,246 23,374 24,549 27,771 29,190 7 19,679 20,672 21,731 22,823 23,979 25,185 28,490 29,946 8 20,188 21,208 22,294 23,414 24,600 25,837 29,228 30,722 9 20,711 21,757 22,871 24,020 25,237 26,506 29,985 31,518 10 21,247 22,320 23,464 24,642 25,891 27,193 30,762 32,334 11 21,798 22,899 24,071 25,280 26,562 27,897 31,559 33,171 12 22,362 23,492 24,695 25,935 27,250 28,619 32,376 34,031 13 22,942 24,100 25,334 26,607 27,955 29,361 33,214 34,912 14 23,536 24,724 25,991 27,296 28,679 30,121 34,075 35,816 15 24,145 25,365 26,664 28,003 29,422 30,901 34,957 36,744 16 24,771 26,022 27,354 28,728 30,184 31,702 35,863 37,695 17 25,412 26,695 28,063 29,472 30,966 32,523 36,791 38,672 18 26,070 27,387 28,790 30,236 31,768 33,365 37,744 39,673 19 26,746 28,096 29,535 31,019 32,591 34,229 38,722 40,701 20 27,438 28,824 30,300 31,822 33,435 35,116 39,725 41,755 21 28,149 29,570 31,085 32,646 34,301 36,025 40,754 42,837 22 28,878 30,336 31,890 33,492 35,189 36,958 41,809 43,946 23 29,626 31,122 32,716 34,359 36,101 37,915 42,892 45,084 24 30,393 31,928 33,563 35,249 37,036 38,897 44,003 46,252 25 31,181 32,755 34,433 36,162 37,995 39,905 45,143 47,450
    • ANNE ARUNDEL COUNTY PUBLIC SCHOOLS Unit IV Salary Scale - 10 Month July 1, 2010 - June 30, 2011 Step Grade 5 Grade 6 Grade 7 Grade 8 Grade 9 Grade 10 Grade 11 Grade 12 1 17,386 18,264 19,199 20,164 21,186 22,251 25,171 26,458 2 17,836 18,737 19,697 20,686 21,734 22,827 25,823 27,143 3 18,298 19,222 20,207 21,222 22,297 23,418 26,492 27,846 4 18,772 19,720 20,730 21,771 22,875 24,025 27,178 28,567 5 19,258 20,231 21,267 22,335 23,467 24,647 27,882 29,307 6 19,757 20,755 21,818 22,914 24,075 25,285 28,604 30,066 7 20,269 21,292 22,383 23,507 24,699 25,940 29,345 30,845 8 20,794 21,844 22,963 24,116 25,338 26,612 30,105 31,644 9 21,332 22,410 23,557 24,741 25,994 27,301 30,885 32,463 10 21,885 22,990 24,168 25,381 26,668 28,008 31,685 33,304 11 22,452 23,585 24,794 26,039 27,358 28,734 32,505 34,167 12 23,033 24,196 25,436 26,713 28,067 29,478 33,347 35,051 13 23,630 24,823 26,095 27,405 28,794 30,241 34,211 35,959 14 24,242 25,466 26,770 28,115 29,540 31,025 35,097 36,891 15 24,870 26,126 27,464 28,843 30,305 31,828 36,006 37,846 16 25,514 26,802 28,175 29,590 31,090 32,653 36,938 38,826 17 26,175 27,496 28,905 30,356 31,895 33,498 37,895 39,832 18 26,853 28,208 29,653 31,143 32,721 34,366 38,877 40,864 19 27,548 28,939 30,421 31,949 33,568 35,256 39,884 41,922 20 28,262 29,689 31,209 32,777 34,438 36,169 40,917 43,008 21 28,993 30,458 32,018 33,626 35,330 37,106 41,976 44,122 22 29,744 31,246 32,847 34,497 36,245 38,067 43,063 45,264 23 30,515 32,056 33,698 35,390 37,184 39,053 44,179 46,437 24 31,305 32,886 34,570 36,307 38,147 40,064 45,323 47,639 25 32,116 33,738 35,466 37,247 39,135 41,102 46,497 48,873
    • Appendix B Anne Arundel County Public Schools 2008 Medical Plans Comparison Chart Active Employees Our goal...to educate all employees and retirees so they can make an informed healthcare decision.
    • 2008 Medical CareFirst/ CareFirst/BCBS Preferred Benefit BCBS Traditional In-Network Acupuncture Services Only covered with certain diagnosis. Contact BCBS Only covered with certain diagnosis. Contact BCBS to to verify. Benefits subject to deductible, then 80% verify. $15 co-pay for participating provider. Allowed Benefit. Chiropractic Services Benefit paid at 80% of Allowed Benefit after $15 co-pay in-network. See BCBS Summary. deductible. See BCBS Summary. Dental Services Restorative services for accidental injury to natural Restorative services for accidental injury to natural as a result of an accidental injury teeth–100% of Allowed Benefit teeth–100% of Allowed Benefit Diagnostic, Lab Services, X-ray 100% of Allowed Benefit 100% of Allowed Benefit Durable Medical Equipment 80% of Allowed Benefit after deductible 100% of Allowed Benefit Emergency Room Visits Accidental Injury – covered within Accidental Injury – covered within 72 hrs. of onset. 72 hrs. of onset. Medical emergency 100% of Allowed Medical emergency – covered at 100% of Allowed Benefit. Benefit if admitted. Family Planning/Fertility Plan of treatment required – Subject to State Man- Plan of treatment required – Subject to State Man- date; Artificial Insemination – 100% of Allowed Ben- date; Artificial Insemination – 100% of allowed man- efit; IVF – 100% of Allowed Benefit (limited to 3 attempts date, some services may require co-pay; IVF – 100% per live birth, lifetime maximum benefit $100,000) of Allowed Benefit, some services may require co-pay (limited to 3 attempts per live birth, lifetime maximum benefit $100,000) Hearing Exams/Hearing Aids 1 audiometric exam, hearing test, hearing aid per 36 1 audiometric exam, hearing test, hearing aid per 36 months–100% of Allowed Benefit per ear months–100% of Allowed Benefit Hospitalization (In–patient)/ Surgery 100% up to 365 days 100% up to 365 days In/Out-patient Nervous and Mental; Contact Magellan Behavioral Health for Contact Magellan Behavioral Health for Alcohol/Substance Abuse pre-authorization at 1-800-245-7013 pre-authorization at 1-800-245-7013 Maternity Care 100% of Allowed Benefit 100% of Allowed Benefit Outpatient Surgery 100% of Allowed Benefit 100% of Allowed Benefit Physical Therapy 100 visits per calendar year paid at 100% of Allowed 100 visits per year with $15 co-pay per office visit. Benefit. Visits in excess of 100 subject to deductible and See BCBS Summary. then 80% of Allowed Benefit. See BCBS Summary. Prescription Drug Card CAREMARK CAREMARK (CAREMARK) $8 generic/$13 brand at retail. $8 generic/$13 brand at retail. $15 generic/brand co-pay for 100-day supply at mail. $15 generic/brand co-pay for 100-day supply at mail. Routine Physicals 100% of Allowed Benefit up to $200, 100% of Allowed Benefit up to $250, after co–pay deductible waived Vision Care Not included in medical benefit Not included in medical benefit See CareFirst BCBS Summary Dental See CareFirst BCBS Summary Dental and Vision Plans. and Vision Plans. Well Child Care 100% of Allowed Benefit, deductible waived 100% of Allowed Benefit after $15 co–pay Additional Program Benefits Case Management/Disease Management Case Management/Disease Management Magellan Behavioral Health Magellan Behavioral Health Primary Care Office Visit Co-pays/ 80/20 after deductible 100% of Allowed Benefit after $15 Specialist Office Visits Co-pays Calendar Year Deductible $100/$300 family maximum N/A Co-insurance 80/20 major medical 100% Out-of-Pocket Maximum $2,500 stop loss $1,200 individual/$2,400 family Calendar Year Maximum Unlimited Unlimited Lifetime Maximum Unlimited, except for fertility services Unlimited, except for fertility services • Dependents must be added within 31 days of becoming eligible or wait until the next open enrollment period. • Unmarried dependents are covered until calendar year end when age 19 (or 25 for full-time student). Graduates are removed at the end of month of graduation.
    • Comparison Chart Provider Network (PPN) BlueChoice Aetna Out-of-Network (HMO) (HMO) Only covered with certain diagnosis. Contact BCBS to Discount program available through CareFirst Discount program available through Natural verify. 80% of Allowed Benefit, after deductible. Options Program. Alternatives Program. Deductible, 80% of Allowed Benefit. $10 co-pay, 20 visits per calendar year $10 co-pay, 20 visits per calendar year. See BCBS Summary. PCP referral required. Restorative services for accidental injury to natural $10 co-pay – Covered for accidental bodily injury or Covered in full for restorative services to repair, teeth–80% of Allowed Benefit to correct congenital anomalies not replace, natural teeth 80% of Allowed Benefit after deductible Covered in full for x-rays and lab services. $10 co–pay Diagnostic – $10 co-pay 80% of Allowed Benefit after deductible Covered in full Covered in full if prescribed by an Aetna HMO physician and approved by Aetna Accidental Injury – covered within 72 hrs. of onset. Medical Emergency – $50 co-pay, waived if admitted Medical Emergency–$50 co–pay, waived if admitted Medical emergency – covered at 100% of Allowed Ben- Urgent Care Centers – $10 co-pay Urgent Care Centers – $25 co-pay efit if admitted; 80% after deductible if not admitted Plan of treatment required – Subject to State Man- Infertility Counseling & Testing – $10 co-pay Artificial Infertility Counseling & Testing – $10 co-pay Artificial date; Artificial Insemination – 80% of allowed benefit Insemination – covered at 50% of the plan allowance; Insemination – covered at 50% of the plan allowance; after deductible; IVF – 80% of Allowed Benefit after IVF – covered at 50% of the plan allowance (limited to 3 IVF – covered at 50% of the plan allowance (limited to 3 deductible (limited to 3 attempts per live birth, lifetime maximum attempts per live birth, lifetime maximum benefit $100,000) attempts per live birth, lifetime maximum benefit $100,000) benefit $100,000) 1 audiometric exam, hearing test, hearing aid per 36 Exams – $10 co-pay per visit. One hearing aid per ear $10 co-pay for hearing screen with a PCP referral. One hear- months–80% of Allowed Benefit. every 36 months, $500 per aid. ing aid per ear every 36 months, $500 benefit maximum. 80% after deductible/365 days Covered in full Covered in full when approved Contact Magellan Behavioral Health for Contact Magellan Behavioral Health for Contact Aetna Behavioral Health for pre-authorization at 1-800-245-7013 pre-authorization at 1-800-245-7013 pre-authorization at 1-800-424-5732 80% of Allowed Benefit after deductible $10 co-pay per visit, not to exceed $100 per pregnancy $10 co-pay for first OB visit only 80% after deductible $5 co-pay PCP No co-pay outpatient facility $10 co-pay specialist $10 co-pay specialist Deductible, then 80% of Allowed Benefit for 100 $10 co-pay; 30 visits/per condition/per calendar year. $10 co–pay; 30 visits/per condition/per calendar year. visits per calendar year. See BCBS Summary. PCP referral required. PCP referral required. CAREMARK CAREMARK CAREMARK $8 generic/$13 brand at retail. $6 generic/$11 brand at retail. $6 generic/$11 brand at retail. $15 generic/brand co-pay for 100-day supply at mail. $15 generic/brand co-pay for 100-day supply at mail. $15 generic/brand co-pay for 100-day supply at mail. 80% of Allowed Benefit after deductible up to $250 $5 co-pay PCP; $10 co-pay specialist $5 co–pay PCP; $10 co-pay specialist Not included in medical benefit $10 co-pay through Davis Vision Providers – Discounted savings through “Vision One.” See CareFirst BCBS Summary Dental Optometrists or Opthamologists. Limited to one Call Vision One for more information at and Vision Plans. examination per calendar year. 1-888-287-4296. Discounts on glasses and contact lenses from participat- ing Davis Vision Providers. 80% of Allowed Benefit, no deductible $5 co-pay PCP; $10 co-pay specialist $5 co–pay PCP; $10 co-pay specialist Case Management/Disease Management Discount program for alternative therapies Discount program for alternative therapies Magellan Behavioral Health Magellan Behavioral Health Aetna Behavioral Health. 80/20 after deductible $5 co-pay $5 co–pay $10 co-pay $10 co–pay $200 individual/$400 family N/A N/A 80/20 100% 100% $1,200 individual/$2,400 family N/A $1,500 individual/$3,000 family Unlimited Unlimited Unlimited Unlimited, except for fertility services Unlimited, except for fertility services Unlimited, except for fertility services • This chart is for comparison purposes only. Please consult each plan benefit booklet for full details.
    • Available to Unit II, III, IV, V, and VI Employees BlueChoice Triple Option Plan Benefit Level 1 Level 2 Level 3 Acupuncture Services Not covered $15 co-pay 80% Allowed Benefit after deductible Chiropractic Services $10 co-pay (limited to 20 visits per $15 co-pay (unlimited visits) 80% Allowed Benefit after year) deductible (unlimited visits) Dental Services $10 co-pay covered for accidental bodily $15 co-pay covered for accidental bodily 80% Allowed Benefit after as a result of an accidental injury injury or to correct congenital anomalies injury or to correct congenital anomalies deductible Diagnostic, Lab Services, X-ray Diagnostic $10 co-pay, Lab no co-pay $15 co-pay per service 80% Allowed Benefit after deductible Durable Medical Equipment No co-pay 90% Allowed Benefit after deductible 80% Allowed Benefit after deductible Emergency Room Visits $50 co-pay (waived if admitted) Considered under Level 1. If Benefits are not available under Level 1, benefits may be payable under the appropriate level. Family Planning/Fertility 50% Allowed Benefit 90% Allowed Benefit after deductible 80% Allowed Benefit after (subject to state mandate) (subject to state mandate) deductible (subject to state mandate) Hearing Exams/Hearing Aids For ages 0-18 limited to once per 36 months $1,400 per aid. For ages 19+ For ages 0-18 Limited to once per 36 months, $1,400 per aid. limited to once per 36 months $500 For ages 19+ limited to once per 36 months up to Allowed Benefit. for one aid and $1,000 for two aids Hospitalization (In–patient)/ No co-pay 90% Allowed Benefit after deductible 80% Allowed Benefit after Surgery deductible In/Out patient Nervous Contact Magellan Behavioral Health Contact Magellan Behavioral Health Contact Magellan Behavioral Health and Mental; for pre-authorization at 1-800-245- for pre-authorization at 1-800-245- for pre-authorization at 1-800-245- Alcohol/Substance Abuse 7013. Benefits payable subject to 7013; Benefits payable subject to 7013. Benefits payable subject to state state mandate. state mandate. mandate. Maternity Care $10 co-pay not to exceed $100 per 90% Allowed Benefit after deductible 80% Allowed Benefit after pregnancy deductible Outpatient Surgery $10 co-pay $15 co-pay 80% Allowed Benefit after deductible Physical Therapy $10 co-pay (limited to 30 visits/per $15 co-pay (limited to 100 visits 80% Allowed Benefit after deductible condition/per year) per year) (limited to 100 visits per year) Prescription Drug Card CAREMARK CAREMARK CAREMARK (CAREMARK) $6 generic/$11 brand at retail $6 generic/$11 brand at retail $6 generic/$11 brand at retail $15 generic/brand co-pay for 100 day $15 generic/brand co-pay for 100 day $15 generic/brand co-pay for 100 day supply at mail. supply at mail. supply at mail. Routine Physicals $10 co-pay $15 co-pay 80% Allowed Benefit, after deductible Vision Care $10 co-pay at Plan-designated Vision (Eye exam – limited to one per Care Centers (Davis Vision Provid- Not Covered- refer to Level 1 benefits or Vision Option 1 and 2 plans. calendar year) ers). Discounts on glasses & contact lenses from Davis Vision Providers. Well Child Care $10 co-pay $15 co-pay 80% Allowed Benefit, no deductible Additional Program Benefits Disease Management/ Disease Management/ Disease Management/ Case Management Case Management Case Management Primary Care Office Visit Co-pays/ $10 co-pay $15 co-pay 80% Allowed Benefit, after Specialist Office Visits Co-pays $10 co-pay deductible Calendar Year Deductible Individual/family – $0 Individual = $200; family = $400 Individual = $300; family = $600 Co-insurance 100% 90% 80% Out-of-Pocket Maximum Individual/family-none $500/$1,000 $1,000/$2,000 Calendar Year Maximum Unlimited Unlimited Unlimited Lifetime Maximum Unlimited, except for fertility services Unlimited, except for fertility services Unlimited, except for fertility services Division of Human Resources Office of Benefits © 1999 • AACPS • Division of Human Resources • Office of Payroll/Benefits • DPS/JH 2095/2a (Rev. 9/07)
    • Appendix C
    • Appendix D New Unit IV (SAAAAC) Promotion and Transfer Process The SAAAAC Negotiated Agreement requires that all vacancies or permanent positions be posted on the school system website except for vacancies that shall be filled through the procedures defined under Sections 5.4 (Reduction in Force) and/or 6.3 (Involuntary Transfer or Reassignment). This includes all promotional announcements as well as transfer (School Secretary I and Teacher Assistant) opportunities. These changes became effective November 15, 2004. Promotional Announcements will be provided by Human Resources and continue to be posted on bulletin boards in your school. Promotional Announcements will also be available on the Human Resources page of the school system website at www.aacps.org for ten workdays. To view internal vacancies, go to the Human Resources page, under “For Current Staff”, click on Internal Vacancies. You will then be on the Internal Vacancies page. Click here to view vacancies. When you are asked to enter a network password, enter your Outlook e-mail User ID and password. Transfer Announcements for School Secretary I and Teacher Assistant will also be posted for five workdays on the Internal Vacancies website and can be accessed through the school system website according to the same process described above. Any eligible Unit IV employee must check the website for transfer opportunities and submit your transfer request online. Principals with a vacancy for a permanent Unit IV position should contact Marc Wirig at 410-222-5069 or by email at mwirig@aacps.org. • School Secretary I and Teacher Assistant vacancies will be posted by Human Resources on the Internal Vacancies page for five workdays. Candidates for those two types of positions will submit an application online to the positions for which they are interested. Names will then be sent to the principal who will then schedule interviews with all qualified transfer candidates and make a selection. Once a selection is made, the principal will submit a selection sheet in a manner similar to that done currently for Unit I positions. • All other positions in Unit IV will be posted by Human Resources on the Internal Vacancies page for ten workdays. Candidates will continue to apply online and Human Resources will screen applications and send the names of qualified candidates to the school/office. • Instructions for applying are found on the Internal Vacancies page. Selection forms for Principal submission are located on Minerva under “Forms” and then “Human Resources.” (continued)
    • Appendix D TEMPORARY/SUBSTITUTE EMPLOYEES Do not use this process to fill temporary/substitute needs. Temporary Teacher Assistants and Temporary Secretary Substitutes are handled by Marc Wirig at 410-222-5069. Substitute Teacher Assistants are handled by the Substitute Office at 410-222-5068. CONTACT IN HUMAN RESOURCES The Human Resources Specialist for Unit IV is Marc Wirig at 410-222-5069. Transfer Interests for ten-month Unit IV Employees during SUMMER MONTHS: Employees are responsible for locating opportunities on the Internal Vacancy page throughout the year. Ten-month Unit IV employees may determine their transfer interests during SUMMER MONTHS by accessing the website from home or a public library; or visiting schools for information on opportunities of interest, and apply online for posted vacancies. If you experience problems accessing Promotional or Transfer Announcements from the AACPS home page, please contact the Help Desk at 410-222-5135.
    • Division of Employee Relations The Anne Arundel County Public School System does not discriminate on the basis of race, sex, age, national origin, religion, disability, sexual orientation, or familial status in matters affecting employment or in providing access to programs. Questions regarding nondiscrimination should be directed to Mr. Leslie N. Stanton, Specialist in Human Relations, Anne Arundel County Public Schools, 2644 Riva Road, Annapolis, Maryland 21401; (410) 222-5318; TDD (410) 222-5500. AACPS • Division of Human Resources • DPS/JH 1391/1 (Rev. 11/07)NS