Green Dot Management Contract Re-openers for the 2005-2006 School Year

 

 

Article XVIII – Discipline

 

18.1

No unit member shall be disciplined, non-renewed, dismissed, reduced in rank or compensation without just cause.  Just cause includes but is not limited to:

 

  • Causing harm to students, parents and/or staff members
  • Engaging in behavior that may pose a safety risk to students, parents and/or staff members
  • Engaging in unprofessional behavior with students, parents and /or  staff members (i.e. sexual harassment and discrimination)
  • Teaching performance by a unit member that is below expectations and does not improve materially in spite of the fact that an action plan and a development plan has been put in place by the respective Principal for that unit member
  • Poor student academic performance within a unit member’s subject area.  Poor academic performance is defined as student performance on multiple student outcome measures for that subject area that is substantially below that of comparable schools
  • Representing the school or the entire Green Dot organization in an unprofessional manner to people outside of the school or organization
  • Consistent violations of Green Dot / school policies and procedures where progressive discipline has already occurred

 

 

Article XXI – Assignments and Transfers

 

21.2.1

Change satisfactory evaluations to good evaluations in the second paragraph of 21.2.1.

  • “Absent such a statement, the assumption is that the bargaining unit member desires to continue in their assignment, and, if they have satisfactory evaluations, shall be so assigned. (Change satisfactory to good).

 

21.2.4

Change Satisfactory evaluation to Good evaluation.

  • “…the Board shall make the final determination on assignments using the following criteria:

n      Legal requirements and qualifications

n      Satisfactory evaluation (change to good evaluation)  

 

21.3 – Reassignments

Change satisfactory performance to good performance.

  • “Preference shall be given to incumbent unit members with satisfactory (change to good) performance and…”

 

21.4 Voluntary Transfers

Change satisfactory performance to good performance and define preference.

  • “Preference, defined as a guaranteed interview, shall be given to incumbent unit members with satisfactory (change to good) performance and appropriate credentialing by the Hiring Committee.”

 

 

Article XXVIII – Leave Provisions

 

28.2 - Personal Necessity Leave

 

28.2.1

A unit member may use, up to seven (7) days of unused sick leave for the purpose of personal necessity leave.  (change is to strike at her/his election)

 

28.2.2

Strike the existing 28.2.2 and add the below provisions:

 

All personal necessity leave, excluding family illness or special family occasions such as a birth in the family or a wedding, must be approved by the school Principal. 

 

Personal necessity leave does not include vacations as unit members are expected to take vacations during holidays, winter and spring break or summer.  Unit members and their respective Principal can mutually agree to allow a unit member to use personal necessity leave days for vacation if circumstance requires that a unit member takes a vacation at a time when students are in session. 

 

Personal necessity leave does not include running personal errands. 

 

If a unit member has a doctor’s appointment, dentist appointment or some other personal appointment or emergency that does not require that unit member to take the entire day off of work, that unit member is expected to return to work after the appointment or emergency unless they have been given permission otherwise by the Principal.

 

Personal necessity leave days do not accumulate annually.

 

 

Article XXIX – Compensation

 

29.1

The salary scale from the 2004 – 2005 school year shall be increased 2%.

 

Green Dot management wants to clarify that the semester units for salary schedule advancement must be semester units in the subject area that the unit member is teaching.

 

 

Article XXX - Benefits

 

30.1

Effective October 1, 2005, Green Dot Board agrees to pay all HMO benefits for health, dental and vision for all employees for each of the twelve (12) months. 

 

If after October 1st, 2005 the average benefits costs for all Green Dot employees is less than $525 per employee, Green Dot will allocate the sum of the difference in benefit costs between the actual average benefit cost per employee and $525 per employee (“unexpended funds”) to fund the additional benefits costs incurred by employees who started at Green Dot before 12/31/04, were on a PPO plan during the 2004-2005 school year, and choose to remain on a PPO plan during the 2005-2006 school year.  If any unexpended funds exist, they will be spread equally amongst all Green Dot employees who are on PPOs and started before 12/31/04 in an effort to minimize the amount of funds that those employees have to pay out of their own pockets for PPO insurance.

 

Employees that were not on PPO plans in the 2004-2005 school year or started at Green Dot after 12/31/04 will receive full coverage of HMO benefits only and will not be eligible for support from unexpended funds. 

 

(Note to AMU: the intent above is that the organization will pay for all HMO insurance costs for medical, dental and vision for all employees and will try to “grandfather” in employees on PPOs to minimize their out of pocket expenses and pay all of their costs if funds are available)

 

 

Corrections

 

Article IX, 9.1 – Professional Responsibilities

 

Currently reads: “The AMU recognizes that for Animo Leadership Charter High School to succeed AMU and the Board must maintain fluid communication and a willingness to work out issues and concerns with students’ interests at the basis of each decision.”

 

Should read:  “The AMU recognizes that for all Green Dot schools to succeed the AMU and the Board must maintain fluid communication and a willingness to work out issues and concerns with students’ interests at the basis of each decision.”