APPENDIX E TEACHERS SALARY SCHEDULE · TEACHERS SALARY SCHEDULE. For the 2018-2019 school year,...

3/22/19 Management Package Proposal BTU-EP Negotiation Session #11 All Management proposals are package proposals

APPENDIX E TEACHERS SALARY SCHEDULE

For the 2018-2019 school year, there will be a two percent (2%) aggregate increase to the cost of the current salary schedule (subject to allocation) as of January 1, 2019. Employees who are employed as of the date of ratification of this Agreement will receive the increase retroactive to January 1, 2019.

3/22/19 - Management Package Proposal BTU-EP Negotiation Session #11 All Management proposals are package proposals

APPENDIX E TEACHERS SALARY SCHEDULE

Beginning July 1, 2019, a portion of proceeds from the Referendum approved by the Broward County voters on August 26, 2018 shall be used to fund a Referendum Supplement for employees covered by this agreement. The aggregate amount of funds to be allocated shall be equal to seven percent (7%) per annum of base salary, inclusive of fringe expenses, of employees covered by this agreement. The Referendum Supplement for each employee shall be calculated based on the employee’s base pay (excluding supplements, additional position payments and any other extra payments for work which is not part of the employee’s regular work calendar, such as for summer school, in-service, attendance, etc.). The rate to be paid to each employee may vary due to allocations agreed to between the parties. Said Referendum Supplement shall be paid in equal installments per pay period of the Employee. Employees who separate from employment before the end of the fiscal year shall receive a pro rata portion of the Referendum Supplement commensurate with the portion of the year actually worked by the Employee. If the Referendum authority expires or is not renewed by the voters, the Referendum Supplement will end. If legislation is enacted which requires a portion of the Referendum proceeds be distributed to charter schools, then the aggregate amount of the funds to be allocated (and the corresponding employee Referendum Supplement) shall be reduced proportionately based on the amount of the reduction compared to the total proceeds from the Referendum before the reduction.

HEALTH INSURANCE Effective 1/1/2020

Preventive Care Covered 100% Covered 100% Covered 100%

Office Visit $25 copay $25 copay 30% coinsurance after deductible

Specialist Visit $45 copay $45 copay 30% coinsurance after deductible

Teladoc® $25 copay $25 copay 30% coinsurance after deductible

Urgent Care $45 copay $40 copay 30% coinsurance after deductible

Emergency Room $350 copay $300 copay 30% coinsurance after deductible

Deductible Individual

$500 $250 $2,500

Out-of-Pocket Maximum Individual

$2,500 Medical $4,500 Pharmacy


$6,600

*Premier and Premier Plus are very similar and offer the same exact network of physicians

For a complete 2019 SBBC Plan benefit comparison, please visit the Benefits Department’s website

Premier* FREE

Premier Plus * $160/month

Premier Choice FREE

Final Insurance ProposalSample Employee Contributions – Board Absorbs 50% of the Dollar

Increase in Employee Only Premium for Premier PlusInitial Monthly Board Contribution$600.00

Plan Tier 2019 2020 2021 2022

Premier Plus EE $0.00 $160 $166 $190

EE+1 $756 $902 $918 $1,007

Family $1,328 $1,510 $1,535 $1,672

Premier EE $0.00 $0.00 $0.00 $0.00

EE+1 $665 $831 $847 $933

Family $1,168 $1,410 $1,435 $1,567

Premier Choice EE $0.00 $0.00 $0.00 $0.00

EE+1 $450 $491 $503 $569

Family $881 $932 $951 $1,051

• The Board will contribute the difference between the cost of the Premier Plus single coverage and the employee contribution not to exceed $600 in2020• The Board will contribute 100% of the actual cost of single coverage for both the Premier and Premier Choice plans in2020• The Board will contribute $600 towards the employee only coverage for those electing dependent coverage in the Premier Plus, Premier or Premier Choice plans in 2020• Board and employee split the increase in cost of single coverage plan 50/50 in 2021 and 2022 while both Premier and Premier Choice remain at $0 cost for single coverage• There is an additional 2017 Board subsidy of approximately $1 million for dependent coverage (Premier plans and Kids Only plans) not reflected below• Cost projections reflect medical inflation, migration to lower cost plans and maintaining a surplus to meet the State's minimum 60‐day surplusrequirement• Projections based on data through September 2018• Final reconciliation to the calendar year 2018 financials not complete, any changes will affect projections Health care trend assumption of6.5%• Anti‐selection (ultimately the least healthy stay in the richest Premier Plus plan) is expected in futureyears.

3/22/19 Management Package Proposal BTU-EP Negotiation Session #11 All Management proposals are package proposals District Insurance Proposal (4th Insurance Proposal)

Art. 22-1

ARTICLE TWENTY-TWO INSURANCE

B. Premium AmountHealth and Dental Insurance:

1. The BoardDistrict shall pay the following premiums for individual employee’s health and dental insurance for the life of this contract:

a. For employees that elect dental insurance, the BoardDistrict

shall provide a maximum of $10.80 per month towards the elected dental insurance in accordance with the term and schedule of benefits currently in effect.

b. The Board agrees to pay 100% of the health insurance

premiums for the Coventry Health Care Premier Plus Plan (High Option HMO), Premier Plan (Low Option HMO), and Consumer Driven Plan coverage for the individual employee for the term of this agreement. Employees wishing to participate in the Premier Plus Plan must complete wellness initiatives and timelines as recommended by the Superintendent’s Insurance Advisory Committee. Personal Health Information (PHI) that is gathered from the wellness initiatives are protected by the Health Insurance Portability Accountability Act (HIPAA). Employees shall not be denied health insurance due to results of participating in the wellness initiatives.

The District offers three (3) health insurance plans: Premier Plus Plan, Premier Plan, and Premier Choice Plan. The District will pay 100% of the cost of the health insurance premium equivalent for employee-only coverage under any of the plans until December 31, 2019. Employees will continue to pay the cost of the health insurance premium for any coverage selected other than employee-only coverage. Beginning January 1, 2020, the District will contribute for each employee electing the employee only coverage under the Premier Choice or Premier Plan an amount equal to the cost of the premium equivalent for such employee-only coverage. The employee-only coverage in the Premier Choice or Premier Plan will be zero cost to the employee through December 31, 2022. The District will contribute for each employee electing


Art. 22-2

any other health insurance coverage up to $600.00 towards the cost of the premium equivalent for such coverage (“Maximum District Contribution”). The employee will be responsible for any cost over the amount of the District’s contribution.

The Premier Choice Plan will contain a Health Savings Account (HSA) component of $500.00 for employee-only coverage and $1000.00 for family coverage, which will be deposited in equal installments based on the number of pay checks received by the employee, and will be prorated through the end of the calendar year if joining the Plan after January1st.

For future plan years:

• The District will continue to provide the Premier Choice Plan

and the Premier Plan at a zero cost to the employee for employee-only coverage. As such, the District will contribute the monthly premium equivalent, as established by the Benefit Consultant’s actuaries, for the employee-only coverage for the Premier Choice Plan and the Premier Plan to those electing such coverage. For dependent coverage, the employee will pay any amount in excess of the Maximum District Contribution for the plan elected.

• For the Premier Plus Plan, the District will increase its

Maximum District Contribution by fifty (50%) percent of any dollar increase in the total premium equivalent amount for employee-only coverage. The employee will pay any amount in excess of the Maximum District Contribution for the plan selected.

The parties are committed to working through the Superintendent’s Insurance and Wellness Advisory Committee to implement cost effective improvements to the group health insurance program, such as:

o Teladoc o Wellness Programs o Use of extended Rx offerings o Choosing Urgent Care over Emergency Room visits

when feasible


Art. 22-3

The District shall separately account for costs of group insurance program within the General Fund in a manner that allows costs and savings to be readily identified. At the end of each fiscal year, any savings in the overall cost of the insurance programs (defined as the total premium equivalent contributions for that year compared to the projected total premium contributions for the next year) shall be placed in a reserve which may only be used to fund future employee supplements, and/or other benefits for employees. The parties agree that they shall not bargain changes to the Maximum District Contribution, the monthly premium equivalent or anything having to do with the monthly amount employees will pay for employee-only or dependent coverage for health insurance which are to be effective before January 1, 2023.

c. All new employees may elect to enroll in a BoardDistrict-offered plan of their choice subject to conditions for enrollment in such plan.

d. After the BoardDistrict has entered into a contract(s) with one

or more vendors to provide group health insurance to bargaining unit members, benefit levels and premiums, plan design, cost containment for the plan and benefit improvements will be reviewed and established annually by the Insurance Committee. The Insurance Committee will make recommendations to the Superintendent about benefit levels, plan design, cost containment for the plan and benefit improvements. The Superintendent or designee will determine which recommendations to accept or reject, and the District may proceed to implement those changes. Thereafter, eEither party may demand negotiations through the Superintendent or designee to amend benefit levels, plan design, cost containment for the plan and for the specific purpose of cost containment, (e.g., co-payments, deductibles, etc.) or benefit improvements.

e. An employee eligible for health insurance may voluntarily

decline such insurance. An employee declining medical insurance shall be required to sign an affidavit indicating other medical coverage and provide proof of other medical insurance during the open enrollment period each year. Employees shall be responsible to maintain proof of


Art. 22-4

continuing medical insurance. Employees choosing not to participate in the School BoardDistrict of Broward County’s medical health insurance program shall be reimbursed at a rate of seven hundred fifty dollars and no cents ($750) per year (opt-out dollars) only if such proof is provided. If an employee does not provide proof of other medical insurance, then employee will not be reimbursed any opt-out dollars. Said opt-out dollars shall be deposited into the employee’s cafeteria plan and those opt-out dollars may be used in a manner consistent with the provisions of said plan. The parties mutually agree to discuss the opt-out plan as it pertains to premiums for other coverage.

f. During the clearance process, new employees shall be

informed in writing of the date on which their health insurance becomes effective.

2019 SBBC Plan Options at a GlancePlan

Premier Plus (Open Access Aetna Select)

Premier (Open Access Aetna Select)

Premier Choice (Choice POS II) This

plan replaced the Consumer-Driven Plan

Kids Enhanced (Open Access Aetna Select)

Kids Basic (Open Access Aetna Select)

In-Network In-Network In-Network Out-of-Network In-Network In-Network

HSA Contribution

N/A N/A$500 Individual

N/A N/A$1,000 Family

Deductible

Individual $250 $500 $2,500 $5,000 None $300

Family $500 $1,000 $5,000 $10,000 None All plan members must meet the individual deductible

Coinsurance 10% 20% 30% 50% None 20%

Out-of-Pocket Maximum

Individual $2,000 Medical $4,500 Pharmacy


$6,600 $13,200 $1,264 Medical $5,000 Pharmacy


Family $4,000 Medical $9,000 Pharmacy


$13,200 $26,400 $2,528 Medical $10,000 Pharmacy


Preventive Care

Covered 100% Covered 100% Covered 100%; deductible waived

50% after deductible

Covered 100% Covered $100; deductible waived



$15 copay $15 copay; deductible waived





Not covered $15 copay $15 copay; deductible waived





Same as In-Network Care


Outpatient Medical Care

Diagnostic Services (e.g., MRI, CT Scan, PET Scan)

At hospital: $150 copay; At freestanding facility: $45 copay

At hospital: 20% coinsurance after deductible; At freestanding facility: 20% coinsurance after deductible

30% coinsurance after deductible


$20 copay At hospital: 20% coinsurance after deductible; At freestanding facility: $30 copay, deductible waived

Outpatient Surgery

At hospital: $250 copay; At ambulatory surgical center: $50 copay

At hospital: 20% coinsurance after deductible; At freestanding facility: 20% coinsurance after deductible



$50 copay At hospital: 20% coinsurance after deductible; At ambulatory surgical center: $100 copay, deductible waived

Outpatient PT/ST/OT (visit limits apply)

$25 copay $25 copay 30% coinsurance after deductible

50% per visit after deductible

$5 copay At hospital: 20% coinsurance after deductible; At freestanding facility: $30 copay, deductible waived4

5

2018 SBBC plan options at a glance

PlanPremier Plus (Open Access Aetna Select)


Premier Choice (Choice POS II)

This plan replaces the Consumer-Driven plan



In Network In Network In Network Out of Network In Network In Network

HSA Contribution

N/A N/A$500 Individual

N/A N/A$1,000 Family

Deductible

Individual $250 $500 $2,500 $5,000 None $300

Family $500 $1,000 $5,000 $10,000 None All plan members must meet the individualdeductible

Coinsurance 10% 20% 30% 50% None 20%

Out-of-Pocket Maximum

Individual $2,000 Medical$4,500 Pharmacy

$2,500 Medical$4,500 Pharmacy

$6,600 $13,200 $1,264 Medical$5,000 Pharmacy


Family $4,000 Medical$9,000 Pharmacy


$13,200 $26,400 $2,528 Medical$10,000 Pharmacy


Preventive Care

Covered 100% Covered 100% Covered 100%; deductible waived


Covered 100% Covered $100; deductible waived








Not covered $15 copay $15 copay; deductible waived





Same as in-networkcare


Outpatient Medical Care

Diagnostic Services (e.g., MRI, CT Scan, PET Scan)

At hospital, $150 copay, At freestandingfacility; $45 copay

At hospital, 20% coinsurance after deductible; at freestandingfacility, 20% coinsurance after deductible



$20 copay At hospital, 20% coinsurance after deductible; at freestanding facility,$30 copay, deductible waived

OutpatientSurgery

At hospital, $250 copay; at ambulatorysurgical center, $50 copay

At hospital, 20% coinsurance after deductible; at freestandingfacility, 20% coinsurance after deductible



$50 copay At hospital, 20% coinsurance after deductible;w at ambulatory surgicalcenter, $100 copay, deductible waived

Outpatient PT/ST/OT (visit limits apply)

$25 copay $25 copay 30% coinsurance after deductible

50% per visit afterdeductible

$5 copay At hospital, 20% coinsurance after deductible; at freestanding facility,$30 copay, deductible waived

2019 SBBC Plan Options at a Glance

PlanPremier Plus (Open Access Aetna Select)


Premier Choice (Choice POS II) This

plan replaced the Consumer-Driven plan



Hospital

Inpatient $250 copay per admission

20% coinsurance after deductible; maternity $200 copay (no deductible or coinsurance for maternity inpatient benefits)



$100 copay per day for the first 5 days, per confinement; thereafter,100%


Mental Health/Alcohol & Substance Abuse

Mental Health Care At hospital, $250 copay; outpatient, $25 copay

At hospital, 20% coinsurance after deductible; outpatient, $25 copay



At a hospital, $100 copay for the first 5 days, per confinement; outpatient, $15 copay

At hospital, 20% coinsurance after deductible; outpatient, $30 copay, deductible waived

Alcohol & Substance Abuse

At hospital, $250 copay; outpatient, $25 copay

At hospital, 20% coinsurance after deductible; outpatient, $25 copay



At a hospital, $100 copay for the first 5 days, per confinement; outpatient, $15 copay

At hospital, 20% coinsurance after deductible; outpatient, $30 copay, deductible waived

Durable Medical Equipment





$15 copay No copay

Insulin/Diabetic Supplies

No copay No copay Applicable Pharmacy Tier copay

50% after deductible plus $10/$45/$75 copay

No copay No copay

Infertility (Comprehensive Infertility & ART)

40% coinsurance (maximum of 3 cycles per member, per lifetime)

20% coinsurance, after deductible (maximum of $6,000 per member, per lifetime)

Not covered Not covered Not covered Not covered

Pharmacy (Value Open Formulary)

Retail $6/10/50/75 copay

$10/50/75 copay $10/45/75, after deductible

50% after deductible plus $10/45/75 copay

$10/50/75 copay $10/50/75 copay

Mail $6/10/100/150 copay


Not covered $10/50/75 copay $10/50/75 copay

CVS Maintenance Choice (90-day supply at retail)

$6/10/100/150 copay


N/A $10/50/75 copay $10/50/75 copay

Note: These are benefits at a glance and provided for information only; it does not contain complete details of the Plan which are availableonly in the Summary Plan Description and it does not constitute an Agreement.


ARTICLE EIGHTEEN

DUE PROCESS/PERSONNEL FILES/EMPLOYEE EVALUATION

* * * D. PERSONNEL FILE - ACCESS AND SECURITY

1. Number of Files: There shall be no more than two (2) personnel files (the official file and the site file) maintained for each employee. The official file will be maintained at the District Employment CenterHuman Resources Support Services Department. In the event two (2) such files are maintained, one (1), the site file, shall be kept in the principal's or director's office at the school or other location site where the employee is then employed. Each document placed into the employee'seither file maintained in the principal's or director's office shall be duplicated and the original transmitted to the District Employment Center for inclusion within the employee's file maintained at the District Employment Centershall be in accordance with Florida Statutes, Section 1012.31. When the employee transfers to another school or site within the District, the site file will be transferred with the employee. When the employee leaves the District, the file maintained in the principal's or director's office may remain there for up to three (3) years or be destroyed if the principal leaves the school within the three (3) year period.

2. Entries Log: Each personnel file shall contain a form titled "Log of

Entries" to include all of the following information regarding certificates, commendations, assessment documents, disciplinary matterscorrective actions and complaints placed in the files: (1) a brief description of the time; (2) the date shown on the item; (3) the date the item was first placed in the file; and (4) the identification of the source of the item.

3. Anonymous Items: No item from any anonymous source may be

placed in the personnel file. Any item(s) detrimental to an employee's employment status and which are without substance, no longer pertinent, or otherwise inappropriate may be removed from the employee's personnel file upon request by the employee to the Superintendent, provided that the Superintendent's refusal to do so may be subject to the grievance procedure.


4. Investigative File: The file established by the District as a result of any investigation of an employee is not one (1) of the two (2) personnel files listed above. Access to a file dealing with an investigation shall be in accordance with the provisions of Florida Statutes, Section 1012.31. If the preliminary investigation is concluded with the finding that there is not probable cause to proceed further and with no disciplinary action taken or charges filed, then the District will ask the Department of State, Division of Library and Information Services, for permission to destroy the investigation file.

5. Notification To Employee: Items may not be placed in an

employee's official personnel file unless the item has been made known to the employee, pursuant to the methodology described in Florida Statutes, Section 1012.31(2)(c). In addition, items challenged under the provisions of the grievance procedure may not be placed in the employee's file until the grievance has been resolved pursuant to the provisions of Article Thirty-Four of this contract. The employee shall have the right to respond to any item(s) to be placed in his/her personnel file and to have the response attached to such item. The employee's signature shall indicate only that he/she has read the item and shall not necessarily indicate agreement with its contents.

6. Review and Copying of File: Each employee shall have the right,

upon request, to review and reproduce any contents of his/her personnel file. A representative of BTU may, at the request of the employee, accompany the employee in such reviews and may, upon written authorization by the employee, review and reproduce any contents of the employee's personnel file. The review or reproduction of the contents of an employee's personnel file shall be made in the presence of the administrator responsible for the safekeeping of such file. An employee's personnel file shall be open to inspection pursuant to the criteria and requirements in Florida Statutes, Section 1012.31.


ARTICLE THIRTY-FOUR GRIEVANCE PROCEDURE

* * * H. Reprisal to Employees: All employees will be entitled to fair, reasonable

and equitable treatment in the processing of grievances. No reprisals of any kind will be made by the Board or its representative or any member of the administration against any bargaining unit member(s) in the grievance procedure by reason of such participation. All documents, grievance forms, appendix, communications, and records dealing with the processing of a grievance, shall be filed separately from the personnel files of any party in interest, including final disposition.

03/22/19 Management Package Proposal BTU-EP – Negotiation Session #11 District Counter proposal All Management proposals are package proposals

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ARTICLE EIGHTEEN DUE PROCESS/PERSONNEL FILES/EMPLOYEE EVALUATION

* * * E. Broward Instructional Development and Growth Evaluation System

(BrIDGES) 3.b.2.c. Final Evaluations - Once overall evaluation data is completed, in a good faith effort to agree, the parties will work to determine overall evaluation ratings. If no decision is reached prior to the reporting requirement, it will move for a decision to be made by the Superintendent and Broward Teachers UnionBTU President.The District will have at least 60% of its teachers rated Highly Effective for the 18-19 school year.

03/22/19 -Management Package Proposal BTU-EP – Negotiation Session #11 District Counter proposal All Management proposals are package proposals

30-1

ARTICLE THIRTY MISCELLANEOUS

G. NEW LANGUAGE:

The Union and Management agree to work together through the Labor–Management process to reduce teacher work load and paperwork regarding the number and usage of test preparation programs, and use of Professional Learning Communities (PLCs).

03/22/19 -Management Package Proposal BTU-EP – Negotiation Session #11 District Counter proposal All Management proposals are package proposals

18-1

ARTICLE THREE DEFINITIONS

J. PROBATIONARY PERIOD: The District agrees to comply with the Florida Statutes’ definition of probationary contract as described in FS 1012.335 (1) (c). A probationary teacher who completes the full probationary period and works until the last teacher workday of the school year, who is not renewed, but is subsequently rehired and starts working by the first teacher workday of the following school year, shall not be deemed to have a break in service and shall be awarded an annual contract for the year following the probationary contract.


3637-1

ARTICLE THIRTY-SEVEN TERM OF AGREEMENT

A. Effective Date: This Agreement shall be effective as of August 16,

20162019, and shall remain in effect through August 15June 30, 20192022.

B. Reopeners:

For the 2018-2019 school year, either party is entitled to open the contract for the purpose of negotiating salary and economic increases, and up to two additional articles.

For the 2019-2020 school year, there will be a mid-year reopener on the

issue of wages and two (2) other articles to be selected by each party. Notwithstanding the foregoing sentence, the parties agree that the two (2) additional articles shall not include Article 22 (Insurance), Section B.1.b., which addresses the monthly Maximum Board Contribution and the monthly premium equivalent that employees will pay for employee-only or dependent coverage for health insurance. The parties agree that Article 22, Section B.1.b. will not be bargained for any changes to be effective prior to January 1, 2023. The parties may include other sections of Article 22 (Insurance) as part of a re-opener.

For the 2020-2021 and 2021-2022 school years, either party is entitled to open the contract for the purpose of negotiating wages and up to two (2) other articles to be selected by each party. Notwithstanding the foregoing sentence, the parties agree that the two (2) additional articles shall not include Article 22 (Insurance), Section B.1.b., which addresses the monthly Maximum Board Contribution and the monthly premium equivalent that employees will pay for employee-only or dependent coverage for health insurance. The parties agree that Article 22, Section B.1.b. will not be bargained for any changes to be effective prior to January 1, 2023. The parties may include other sections of Article 22 (Insurance) as part of a re-opener. The parties agree that Article 22 (Insurance), Section B.1.b. shall not be bargained until after July 1, 2022.

CB. Commencement of Negotiations: Either party may commence any re-

opener negotiations by written notice No no later than May 1st of each year. either party may require, by written notice to the other, to commence negotiations. The parties may require negotiations for a successor


3637-1

agreement by providing written notice to the other party no later than May 1, 2022.

THE SCHOOL BOARD OF BROWARD BROWARD TEACHERS UNION COUNTY, FLORIDA School Board Chair President and Chief Negotiator, Anna Fusco Superintendent, Robert W. Runcie Co-Chief Negotiator, Kathleen Phillips Chief Negotiator, Linda Gonzalez Chief Negotiator, Dorothy Davis

APPENDIX E TEACHERS SALARY SCHEDULE · TEACHERS SALARY SCHEDULE. For the 2018-2019 school year,...

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Transcript of APPENDIX E TEACHERS SALARY SCHEDULE · TEACHERS SALARY SCHEDULE. For the 2018-2019 school year,...