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AGREEMENT

BETWEEN

TRUMBULL BOARD OF EDUCATION

AND

TRUMBULL ADMINISTRATORS’

ASSOCIATION

2021-2024

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AGREEMENT

BETWEEN

TRUMBULL BOARD OF EDUCATION

AND

TRUMBULL ADMINISTRATORS’

ASSOCIATION

PREAMBLE

THIS AGREEMENT is made and entered into as of this ___ day

of October 2020, by and between the TRUMBULL BOARD OF

EDUCATION (hereinafter referred to as the “Board”) and the

TRUMBULL ADMINISTRATORS’ ASSOCIATION (hereinafter

referred to as the “Association” or the “TAA”).

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TABLE OF CONTENTS

ARTICLE I ............................................................................................................... 1

PURPOSE ............................................................................................................... 1

ARTICLE II ............................................................................................................. 1

RECOGNITION ..................................................................................................... 1

ARTICLE III ............................................................................................................ 2

SECTION 1 Negotiation of a Successor Agreement.............................................. 2

ARTICLE IV ............................................................................................................ 2

GRIEVANCE PROCEDURE ................................................................................ 2

SECTION 1 Definition of Grievance ..................................................................... 2

SECTION 2 Purpose ............................................................................................... 3

SECTION 3 Procedure ........................................................................................... 3

SECTION 4 ............................................................................................................. 5

SECTION 5 ............................................................................................................. 5

ARTICLE V .............................................................................................................. 5

SALARIES ............................................................................................................. 5

ARTICLE VI ............................................................................................................ 6

PAYROLL DEDUCTIONS ................................................................................... 6

ARTICLE VII .......................................................................................................... 7

WELFARE PROVISIONS ..................................................................................... 7

SECTION 1 Group Insurance ................................................................................. 7

SECTION 2 Internal Revenue Code Section 125 .................................................. 8

SECTION 3 Sick Leave .......................................................................................... 9

SECTION 4 Illness or Death in the Family ............................................................ 9

SECTION 5 Personal Days..................................................................................... 9

SECTION 6 Disability Leaves .............................................................................10

SECTION 7 Leave Without Pay ...........................................................................12

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SECTION 8 Jury Duty ..........................................................................................12

SECTION 9 Automobile Damage ........................................................................13

SECTION 10 Tuition Reimbursement .................................................................13

ARTICLE VIII .......................................................................................................13

CONDITIONS OF EMPLOYMENT ...................................................................13

SECTION 1 Work Year ........................................................................................13

SECTION 2 Vacation ...........................................................................................14

SECTION 3 Paid Holidays ...................................................................................14

SECTION 4 Travel Reimbursement .....................................................................14

SECTION 5 Administrative Placement ................................................................15

SECTION 6 Discipline .........................................................................................15

SECTION 7 Vacancies .........................................................................................15

ARTICLE IX ..........................................................................................................15

NON-DISCRIMINATION ...................................................................................15

ARTICLE X ............................................................................................................16

RETIREMENT SUPPLEMENT ..........................................................................16

ARTICLE XI ..........................................................................................................17

ADMINISTRATOR REDUCTION IN FORCE ..................................................17

ARTICLE XII ........................................................................................................20

DURATION OF AGREEMENT ..........................................................................20

ARTICLE XIII .......................................................................................................20

CONTENTS OF THIS AGREEMENT ................................................................20

APPENDIX A .........................................................................................................21

APPENDIX B .........................................................................................................22

APPENDIX C .........................................................................................................23

APPENDIX D - LONG TERM DISABILITY ....................................................24

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ARTICLE I

PURPOSE

SECTION 1 The Agreement is negotiated under Section 10-153c, d, e, f and

g of the Connecticut General Statutes, as amended, in order:

a) To fix for its term the salaries and other conditions of employment

provided herein, and

b) To encourage and promote effective and harmonious working

relationships between the Board and the Association and the professional

staff in order that the cause of public education may be best served

Trumbull.

SECTION 2 The Board and the Association accept the provisions of this

Agreement as commitments which they will support cooperatively.

SECTION 3 Except as expressly provided otherwise by the terms of this

Agreement, the determination and administration of educational policy, the

operation of the schools and the direction of the professional staff are vested

exclusively in the Board acting by itself or through the Superintendent of Schools

or his/her designee.

SECTION 4 The Board agrees that it will not unilaterally change the Board's

Policies relating to administrators without prior discussion with the appropriate

committee of the Association and without due consideration of its views. Nothing

herein shall be construed as a waiver of the Board’s or Association’s rights or

obligations as set forth in §10-153f(e) of the Connecticut General Statutes.

ARTICLE II

RECOGNITION

SECTION 1 In accordance with applicable provisions of the Connecticut

General Statutes, the Board recognizes the Association as the exclusive bargaining

representative of all certified professional employees of the board who are not

excluded by statute from the purview of bargaining, who are employed by the

Board in positions requiring an administrative or supervisory certification, or the

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equivalent thereof, and whose administrative or supervisory duties, for the

purposes of determining membership in this unit, equal at least fifty percent (50%)

of the assigned time of such employee.

SECTION 2 The term "administrator" or "administrators" as used hereafter

in this Agreement shall be defined as referring only to those certified professional

employees of the Board who are included in the unit represented by the

Association as described in Section 1.

ARTICLE III

NEGOTIATIONS

SECTION 1 Negotiation of a Successor Agreement

Negotiations for a successor agreement shall be in accordance with

Section 10-153d(b) of the General Statutes of Connecticut (as amended) and shall

use this Agreement as a point from which to proceed.

SECTION 2 Negotiations of Matters Not Covered by Terms of the

Agreement

This Agreement shall remain in effect during its term and shall not be

modified, except as the result of negotiations over proposed modifications, which

negotiations are consented to by both the Board and the Association. Additionally,

any modification of this Agreement must be reduced to writing in the form of a

contract addendum and signed by the authorized representatives of the parties.

Either party shall acknowledge receipt of a request to open negotiations in writing

within five (5) working days thereafter. The Board and the Association shall

arrange for a mutually satisfactory time and place to discuss such proposal within

fifteen (15) days after the receipt of the proposal unless an extension of time is

mutually agreed upon.

ARTICLE IV

GRIEVANCE PROCEDURE

SECTION 1 Definition of Grievance

a) A grievance is hereby defined as any written complaint by an

administrator, a group of administrators or the Association alleging that a provision

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of this Agreement has been misapplied or violated or that an administrator or group

of administrators has been treated unfairly or inequitably thereunder.

b) A "grievant" is an administrator or group of administrators, as

herein defined, or the Association who files a grievance.

c) "Day(s)" shall be defined as calendar days, excluding Saturdays,

Sundays and holidays recognized by Board.

SECTION 2 Purpose

To secure at the lowest possible level, solutions to problems which

may arise. The proceedings shall be confidential and as informal as possible.

SECTION 3 Procedure

Step 1 A grievance filed by an administrator shall be

considered in the first instance by conference between the administrator (grievant)

and his immediate supervisor. During this conference, the grievant shall have the

right to be accompanied by a representative of the Association.

Step 2 If the grievance is not settled within ten (10) days after

Step 1 conference, the grievant may request a conference with the Superintendent.

Such request for conference shall be made in writing and shall state the nature of

the grievance, including the Article and Section of this Agreement alleged to have

been violated, if applicable. The request must be delivered to the Superintendent

within ten (10) days after the Step 1 conference, and the Superintendent or his

designee shall meet with the grievant within ten (10) days following receipt of the

request. At this Step 2 conference, the grievant shall have the right to be

accompanied by a representative of the Association and to present oral and written

statements or arguments or the grievant shall have the right to be accompanied by

legal counsel in the case of purported violations of criminal statutes or claims

involving moral turpitude. The Superintendent or his designee shall answer the

grievance in writing within fifteen (15) days following receipt of the request.

Step 3 If the grievance is not settled in Step 2, the grievant

may request a hearing before the Board of Education, but such request must be

received by the Superintendent within five (5) days after receipt of the

Superintendent's answer. Such request must be made in writing and must state the

grievance in the same manner as the Step 2 request. The Board of Education, or a

delegation of Board members, shall meet with the grievant within fifteen (15) days

following receipt of this Step 3 request. At said meeting, the grievant shall have

the right to be represented by legal counsel of his choice, as well as by a

representative of the Association as set forth in Section 5(a), and to present oral

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and written statements or arguments and to call witnesses. The Superintendent

shall also have the right to be represented by legal counsel and to present oral and

written statements or arguments and to call witnesses. The Board of Education

shall answer the grievance within ten (10) days after the conclusion of the Step 3

meeting.

Step 4 If the grievant is not satisfied with the Board's answer

and if the Association feels that the grievance is meritorious, it may request that the

grievance be submitted to the American Arbitration Association or other mutually

agreed upon impartial arbitrator for arbitration, but if it elects to do so it must

comply fully with the terms and conditions set forth below:

1. It shall have no more than five (5) days following the expiration of the

period for the Step 3 Board response within which to submit the

Grievance to arbitration.

2. The submission must be in writing and mailed, by certified mail, return

receipt requested, to the American Arbitration Association in Hartford

within the five (5) day submission period set forth herein. A copy of the

submission must be provided simultaneously to the Superintendent.

3. The Arbitrator shall be selected in accordance with the Voluntary Labor

Association Rules of the American Arbitration Association, which shall

also govern the conduct of the hearing.

4. The grievance, to be arbitrable, must be the same grievance submitted to

the Superintendent at Step 2 and must arise out of and involve the

interpretation or application of a specific provision expressed in this

agreement, and it will not be arbitrable if it claims a right, benefit or

obligation not expressly set forth in this agreement.

5. The arbitrator's authority will be limited to determining whether, by the

allegations contained in the grievance, either the Board or an

administrator acting within the scope of his or her authority, or both,

violated a specific provision expressed in this agreement. The arbitrator

will not have the authority or power to add to, delete from, expand or

modify in any way any provision expressed in this agreement.

6. The arbitrator's fee shall be borne equally by both parties.

7. The arbitrator's award shall be final and binding, provided nothing herein

shall prevent the Board or the Association from attempting to modify,

vacate, or enforce the award in court.

8. The arbitration hearing shall be held in private.

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SECTION 4

a) Grievances involving an individual administrator must be filed

within ten (10) days after the event giving rise to the grievance, and must be

processed by the administrator filing the grievance. Grievances involving more

than one (1) administrator or the Association as an entity shall only be filed and

processed by the Association.

b) Grievances filed by the Association shall be filed directly with the

Superintendent at Step 2 and shall be submitted to him in writing, setting forth the

Article and Section of this Agreement allegedly violated, if applicable, within ten

(10) days after the event giving rise to the grievance. Thereafter, the grievance

shall be processed in accordance with the remaining provisions of Steps 2-4 in

Section 3 of the article.

SECTION 5

a) The grievant may be represented before the Board and in arbitration

proceedings either by the Association or by legal counsel or both. However, if the

grievant is represented by legal counsel only, the Association shall have the right

to be present and to state its views relative to the grievance.

b) All documents, communications and records germane to the

processing of a grievance shall be filed separately from the permanent files of the

grievant, unless, of course, they are already a part of an administrator's personnel

file.

ARTICLE V

SALARIES

a) Salary rates payable to administrators for 2021-22 are set forth in

Appendix A, attached hereto. Administrators not already at the top step shall

advance a step.

b) Salary rates payable to administrators for 2022-23 are set forth in

Appendix B, attached hereto. Administrators not already at the top step shall

advance a step.

c) Salary rates payable to administrators for 2023-24 are set forth in

Appendix C, attached hereto. Administrators not already at the top step shall

advance a step.

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ARTICLE VI

PAYROLL DEDUCTIONS

SECTION 1 The Board agrees to deduct from the salary of each

administrator, who voluntarily submits to the Board written authorization to do so,

monies for one or any number of the following:

a) Dues or service fee for Trumbull Education Association,

Connecticut Education Association, National Education Association, Trumbull

Administrators' Association, Connecticut Association of Schools, New England

League of Middle Schools, and National Association of Secondary School

Principals

b) Franklin Life Insurance

c) Washington National Insurance

d) Tax Sheltered Annuity Plan

e) United Fund

f) Waterbury Teachers' Credit Union and/or Trumbull Municipal

Employees Credit Union

g) U.S. Savings Bonds

SECTION 2

a) Membership Dues

All administrators who elect to join the Association or pay a

service fee shall pay in cash or sign and deliver to the Board and the Association, if

they have not already done so, an authorization for the payroll deduction of

membership dues or service fees of the TAA. The Board agrees to deduct such

dues or service fees from the salaries of each of its administrators who have

submitted to the Board written authorization. Said authorization shall continue in

effect from year to year unless such administrator shall notify the Association in

writing in the month of August of any year that such authorization has been

revoked. If said notice is timely delivered, it shall mean that in the following

school year said administrators shall neither pay the service fee or dues.

b) Service Fee

The amount of said service fee shall be certified by the Association

to the Board and said amount shall be presented to the Personnel Office by August

1 of each school year.

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c) Indemnification

The Association agrees to defend, indemnify and hold harmless the

Board against any and all expenses, liability suits or claims which arise under this

Article and/or from the Board's action in compliance with the provisions of this

Article.

SECTION 3 Each administrator shall have the right to revise his/her

authorization as circumstances dictate.

ARTICLE VII

WELFARE PROVISIONS

SECTION 1 Group Insurance

a.1) The Board shall provide health insurance in accordance with the

State of Connecticut Partnership 2.0 Plan, a summary of which may be found at

www.osc.ct.gov/ctpartner

. In the event of: (1) a material change in the co-

payment and/or deductible in the Partnership 2.0 Plan; (2) the State assesses any

material surcharge or similar fee on top of the premiums charge for the Partnership

Plan; or (3) the Partnership 2.0 Plan shall be terminated, the Parties agree to enter

into mid-term bargaining regarding health insurance

a.2) Effective July 1, 2021, administrators shall make a 20%

employee co-pay contribution based on the cost of the Partnership Plan. Effective

July 1, 2022, a 20.5% co-pay contribution based on the cost of the plan. Effective

July 1, 2023, a 21% co-pay contribution based on the cost of the plan.

a.3) The dental insurance coverage shall be provided under the State

Partnership 2.0 Dental Plan, unlimited maximum plan option.

a.4) The Board shall provide life insurance in the amount equal to

two times the administrator’s salary rounded to the nearest $1,000 (individual

membership only).

b) The Board agrees to provide the long term disability policy

(individual membership only) as currently provided for the life of this Agreement.

(See Appendix D attached hereto)

c) The Board may substitute for said insurances any plan by that or

any other carrier or through a self-funded arrangement which offers benefits equal

to or better than those offered by said insurance carrier on an overall basis.

d) The Board shall bear the premium cost required to provide the

administrator with the group insurance benefits he/she elects, less the contribution

required of employees as set forth in this Section.

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e) Participation in the group insurance plans shall be voluntary.

Administrators who do not signify their desire to participate in said plan on forms

provided by the Board shall not be eligible for benefits under said plan.

e.1) Employees who opt out, i.e. waive insurance coverage, shall be

entitled to the following payment for the contract covering the period July 1, 2021

– June 30, 2024:

Single $600

Two Person $875

Family $1,250

Employees whose spouses are covered under any Board of Education

or Town health plan shall not be eligible for the above payment.

e.2) If an administrator decides to participate in this program, he/she

cannot change his/her coverage during that particular school year and re-enter the

Board adopted insurance program. (The only exceptions to this rule are: if an

individual's spouse were to pass away leaving the employee without coverage; if a

divorce/separation were to occur; or if a spouse were to lose a job.)

f) Eligibility for and the amount of benefits to be paid pursuant to any

of the policies purchased in accordance with the provisions of this Section 1 shall

be determined by the terms of the particular policies. Disputes concerning

eligibility for or the amount of benefits payable pursuant to said policies shall not

be subject to the Grievance and Arbitration Procedure contained in this Agreement.

g) The Board shall notify an administrator of any change in said

administrator's insurance coverage or status when the Board receives such notice

from the insurance carrier. Administrators shall notify the Board promptly of any

change in their personal status which has an effect upon their status or coverage

under the insurance plans provided by the Board in accordance with paragraph a)

hereof.

SECTION 2 Internal Revenue Code Section 125

The Board shall adopt an Internal Revenue Code Section 125 pre-tax

medical expense account for the limited purpose of allowing employees to pay for

any incurred medical expense, including, but not limited to, employee health and

dental insurance premium contributions. Such election shall be optional for the

employee.

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SECTION 3 Sick Leave

a) Sick leave shall be granted at the rate of eighteen (18) days per year

for twelve-month administrators, and at the rate of sixteen and one-half (16½) days

for eleven month administrators. Sick leave may be accumulated as follows: 222

days for administrators earning 25 vacation days; and 205 days for eleven-month

administrators.

b) Notwithstanding the provisions contained in Section 3a) of this

Article VII, if any administrator should be injured by an attack or assault during

the course of and arising out of said administrator's employment and such injury

causes absence from his/her employment and renders him/her eligible for Workers'

Compensation, the Board shall pay said administrator his/her full salary less

Workers' Compensation during said absence and said period of absence shall not

be charged against sick days set forth in paragraph a) above.

SECTION 4 Illness or Death in the Family

For each death in the immediate family (mother, father, spouse,

mother-in-law, father-in-law, sister, brother, brother-in-law, sister-in-law, child,

and grandchild) an administrator may be absent for a period of five (5) work days

per year without salary deduction. In cases of death of an administrator’s relative

not in the administrator’s immediate family or the serious illness of a member of

the administrator’s immediate family for whom the administrator does not have

custodial responsibility, up to two (2) days’ absence may be granted at the

discretion of the Superintendent.

For serious illness of a member of the administrator’s immediate

family for whom the administrator has custodial responsibility, an administrator

may be absent up to ten (10) normal work days without loss of regular pay, after

which said absences shall be charged to accumulated sick leave. This does not

apply to minor illness of a family member.

SECTION 5 Personal Days

Personal leave days, including religious observances, shall be allowed

up to a maximum of five (5) workdays per year (non-cumulative). Additional days

may be allowed at the discretion of the Superintendent.

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SECTION 6 Disability Leaves

a) Compensable Illness or Injury Any administrator who is disabled

as a result of a physical condition, illness or injury for which he/she is eligible to

receive Workers' Compensation Benefits shall be eligible for the sick leave

benefits set forth in Section 3 hereof on a pro rata basis for the period of such

disability or until his/her accrued sick leave has been exhausted, whichever occurs

sooner. The amount of sick leave to be charged against the administrator's

accumulated sick leave and the amount of sick leave pay to be paid to the

administrator on a per diem basis will be determined by the ratio of the difference

between the regular per diem salary rate (calculated as of his/her last day of work

prior to his/her absence) and the amount he/she receives in per diem compensation

benefits to his/her total regular per diem salary rate, so that the per diem Workers'

Compensation benefit and the pro-rated per diem sick leave benefit, when added

together, give the administrator a total daily compensation equal to his/her regular

per diem salary rate calculated as of his/her last day worked.

b) Non-Compensable Illness or Injury

1. Application of Sick Leave Benefits Any administrator who is

disabled as a result of a physical condition, illness or injury for which he/she is not

eligible for compensation under Workers' Compensation laws of the State of

Connecticut, shall be eligible for the sick leave benefits set forth in Section 3

hereof for the period of such disability or until his/her accumulated sick leave has

been exhausted, whichever occurs sooner.

2. Verification of Disability

i) In any case of absence where an administrator applies for sick

leave benefits because of a physical condition, illness or injury causing disability,

the administrator shall supply the Board with his/her physician's statement attesting

to the nature of the disability and the expected length of the period of disability.

Such statements shall be in addition to the notice required pursuant to paragraph b)

3 below and shall be submitted to the Board as close as possible in time to the

beginning of the period of disability and shall be based upon a physical

examination of the administrator by his/her physician at a time not remote from the

beginning of the period of disability.

ii) The Board shall have the right to verify the nature and length

of the disability, including but not limited to, the appointment of a physician of its

own choosing to investigate the matter. The administrator applying for such

benefits shall cooperate with the Board in making such determination, including,

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but not limited to, allowing the physician appointed by the Board and competent in

the medical area, to consult with the administrator's own physician and to review

whatever records, documents, charts, notes, data or other material relating to the

condition, illness or injury giving rise to the disability, but under no circumstances

shall the administrator be required to submit to a physical examination by a doctor

other than one of his/her own choice.

3. Notification Any administrator who is disabled or who

anticipates being disabled shall notify the board of his/her disability or anticipated

disability and the expected duration of his/her absence from school resulting

therefrom as soon as possible after he/she learns of the disability or that the

disability is anticipated and shall keep the Board apprised of any changes in his/her

status in accordance with the following:

i) If the disability is one that could not have been anticipated,

the administrator, as soon as possible after the event giving rise to the disability

occurs, shall notify the Superintendent as to the nature and expected duration of the

disability.

ii) If the disability is one that can be anticipated (i.e., due to

pregnancy or medical treatment, such as an operation which is scheduled in

advance), the administrator shall notify the Superintendent of the nature of the

disability and the anticipated duration of the disability as soon as possible after the

administrator has learned of the event which will give rise to the disability.

Thereafter, the administrator will keep the Superintendent apprised promptly as to

changes in status or anticipated duration of the disability.

iii) In any case where an administrator is absent as a result of a

disability, the administrator shall notify the Board as promptly as possible as to the

date upon which his/her disability is expected to end and the date upon which

he/she desires to return to work. Failure to notify the Superintendent of his/her

intentions relating to his/her return to work in writing prior to the termination of

his/her disability or failure to return to work within a reasonable period after the

termination of his/her disability, shall relieve the Board of any obligation of

returning the administrator to active employment except for good cause by the

administrator. In such cases, the administrator's failure to act, except for good

cause shown by the administrator, shall be deemed to be a resignation.

iv) Any notification referred to above shall be in writing.

4. Return to Work After Period of Disability Has Ended

All administrators absent as a result of a disability shall return

to work within a reasonable period after the end of their disability provided that:

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i) If the administrator desires to extend his/her absence beyond

the period of disability in order to have time to put his/her personal affairs in order,

the Board may grant the administrator's request to do so for a reasonable period of

time, and the Board shall not unreasonably withhold a request by an administrator

for such additional leave, provided further, however, that any additional leave

beyond the period of disability shall be without pay and without the application of

accumulated sick leave benefits.

ii) In all cases of absence due to disability, the administrator

shall, prior to returning to work, submit to the Superintendent a written statement

of the administrator's physician attesting to the fact that the administrator is fit to

return to work. The Board shall have the right to verify such statement in the same

manner as provided in subsection b, paragraph 2 (ii) above.

5. Nothing herein shall require the Board to pay "sick leave"

benefits to any administrator beyond his/her period of disability, regardless of the

length of his/her period of absence; nor shall these provisions be construed so as to

permit a disabled administrator to return to work prior to satisfying the Board that

he/she is physically able to resume his/her duties.

6. In the event the law with respect to any employer's obligation to

apply disability insurance or sick leave benefits, or both, to employees who are

absent for pregnancy-related reasons is changed during the life of this Agreement

so as to remove or change the employer's obligation to extend such benefits to such

employees, then the Board's obligation to apply sick leave benefits to such

employees pursuant to paragraph (b) above shall terminate and the Board and the

Association shall meet to discuss the manner in which the Board shall handle

maternity cases thereafter.

SECTION 7 Leave Without Pay

The Board may in its discretion grant leave without pay to any

administrator for a period not to exceed one (1) academic year so that he/she may

avail himself/herself of opportunities for study, other professional growth or for

personal reasons provided, however, that no increments or other benefits shall

accrue during the leave period.

SECTION 8 Jury Duty

An administrator who is required to serve on a jury before a state or

federal court shall be granted leave for this purpose, and such leave shall not be

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deducted from sick leave or personal days. In lieu of his/her regular pay for the

day, such administrator shall receive a rate of pay for each day of jury service

equal to the difference between his/her then current applicable salary calculated on

a per diem basis and the pay he/she receives from the court as jury pay. In order to

qualify for this pay, the administrator shall notify the Superintendent immediately

and in writing when he/she is notified that he/she is required to report for jury duty.

The provision shall not be applicable where administrators volunteer for jury duty.

SECTION 9 Automobile Damage

The Board will reimburse each administrator up to a maximum of

$500 (or whatever lesser amount is provided as a deductible on the Administrator's

personal automobile insurance policy) for damage to their automobile caused by

vandalism while the automobile was parked on school property, or was in use for

assigned school business away from the school, if the administrator can establish

by clear and convincing evidence to the satisfaction of the Board that the act of

vandalism either occurred on school property or while the automobile was in use

for assigned school business away from the school.

SECTION 10 Tuition Reimbursement

The Board shall provide a total sum of $5,000 per school year from

which Administrators may be reimbursed for tuition costs up to fifteen (15)

semester hours (3 credit) courses. Course approval and eligibility for

reimbursement for these courses shall be determined by the Superintendent and/or

his/her designee.

ARTICLE VIII

CONDITIONS OF EMPLOYMENT

SECTION 1 Work Year

“Twelve Month Administrators” will work 222 days, the actual

number of work days varying as a result of their vacation entitlement.

“Eleven Month Administrators” will work the following:

Dean of Students – 218 (teacher work year plus 32 days).

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SECTION 2 Vacation

a) Twelve month administrators will receive twenty-five (25) days of

vacation annually without loss of pay.

b) Vacations may not be accumulated from year to year, except as set

forth in paragraph (c) below. Administrators who begin employment after July 1

shall have their vacation time prorated based on their vacation entitlement.

Thereafter, vacations must be taken during the fiscal year (July 1-June 30) at times

acceptable to the Superintendent who shall make said determination in accordance

with reasonable needs of the district. Vacations shall be taken when school is not in

session, provided however, up to five (5) days (10 days for Central Office

Administrators) may be taken during the school year with the Superintendent’s

prior approval.

c) When an administrator at the request of the Superintendent is

required to relinquish all or part of his/her vacation for reasons of promotion,

absence of an assistant, move to another building or similar reasons, then that

portion of the vacation so relinquished shall be allowed to accrue to the next fiscal

year. All vacation time shall be taken only after the approval of the Superintendent

of Schools. In the event that all vacation time allowed to be accrued to the

following year cannot be used, a maximum of one (1) week of pay at the

administrator's then current rate shall be granted in lieu thereof after the approval

of the Superintendent.

SECTION 3 Paid Holidays

Twelve-month administrators shall have fourteen (14) paid holidays

which shall be consistent with the school calendar.

SECTION 4 Travel Reimbursement

Administrators shall be reimbursed for all reasonable expenses

incurred through attendance at in-town and out-of-town professional and work-

related activities as set forth in the Board's administrative regulations. The

administrators shall be reimbursed for the use of their automobiles at the rate set by

the Internal Revenue Service for business mileage deductions.

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SECTION 5 Administrative Placement

The placement of administrators within the school system is at the

sole discretion of the Superintendent of Schools and the Board of Education. The

setting of an administrator's salary and/or specific category placement shall be

jointly discussed by the Superintendent and his/her designee and the President of

the Association prior to the opening of any administrative position; however, the

final decision as to salary and placement shall be with the Superintendent or his/her

designee, except that any administrator placed in a new administrative position

shall not make more than the highest person in that category.

SECTION 6 Discipline

No administrator shall be reprimanded, disciplined, suspended,

demoted or reduced in status without just cause.

SECTION 7 Vacancies

All vacancies for new or vacant administrative positions contained on

the administrative salary schedule shall be published in all schools for at least ten

days and ordinarily thirty days in advance, except in emergency or acting

appointments. Temporary or acting appointments of administrators to such

positions shall not exceed ninety days except by mutual consent of the Board and

the Association. Requirements, such as statement of qualifications and job

description, shall be part of this posting. When, if qualifications and attainments of

two or more applicants are considered equal as determined by the Superintendent,

preference will be given to members of the administrative staff.

ARTICLE IX

NON-DISCRIMINATION

Neither party to this Agreement shall discriminate against any administrator

in accordance with applicable state and federal laws.

{01409130.DOCX Ver. 1} 16

ARTICLE X

RETIREMENT SUPPLEMENT

The Board shall provide to eligible administrators a retirement supplement

plan in accordance with the following criteria:

1. Eligibility

a) An administrator must be eligible for retirement, other than disability

retirement, under the Connecticut Teachers' Retirement System according to

Chapter 167a of the General Statutes of Connecticut as amended.

b) Except for administrators employed prior to July 1, 2008, an

administrator must have a minimum of fifteen years of service in the Trumbull

Public Schools and must be at least fifty-five (55) years of age.

c) An administrator must retire from public education in Connecticut

exclusive of substitute teaching as limited by the Connecticut Teachers' Retirement

System and re-employment pursuant to §10-183v of the Connecticut General

Statutes.

2. Notification of Intent

Notice of an administrator's intention to retire under this plan shall be

filed on the prescribed Application for Administrator's Retirement Supplement

Program form, normally at least two months prior to one's last day of employment.

3. Retirement Payment

Any administrator who meets the eligibility requirement of ten (10) years

of service and fifty (50) years of age and is employed on or before June 30, 2008

will receive a maximum payment of $40,000 upon retirement as described below.

Any administrator or administrator covered by the terms of this Agreement,

employed on or after July 1, 2008, who meets the eligibility requirements

described in paragraph 1 above, Eligibility, shall receive a payout of accumulated

unused sick days, up to a maximum payment of $20,000 upon retirement.

4. Method of Payment

a) Four to ten annual payments at the option of the retiree as designated

by him/her on the prescribed Application for Administrator's Retirement

{01409130.DOCX Ver. 1} 17

Supplement Program and Agreement for Administrator's Retirement Supplement

Program form.

b) First annual payment commences in July following retirement or the

ensuing January of the school year after retirement, at the option of the retiree.

5. Survivorship Payment

The remaining payments go to designated beneficiary in case of death.

Such beneficiary shall be noted on the prescribed Survivorship Designation form at

the time an individual files for retirement. Should the beneficiary desire to adjust

method and/or receipt of payment to alternatives listed in the prescribed

Application for Administrators' Retirement Program form, he/she shall be granted

such option.

6. Group Insurance

a) An administrator who retires early pursuant to this Article shall be

eligible to continue participation in the district group medical hospitalization

insurance plan until age 65 as permitted by the terms of the policy with the

insurance carrier. It is the responsibility of the administrator to make arrangements

with the school business office to pay to the school district the quarterly premium

amounts due in advance and on such date as determined by the school district.

There will be no contribution by the Board toward any administrators annual

premium cost.

b) An administrator who retires pursuant to this Article shall be eligible

to continue participating in the life insurance provided pursuant to Article VII,

Section a.4) at his/her expense, subject to the insurance carrier's approval.

7. Duration of Program

The program described herein shall be limited to employees hired

between July 1, 2008 and including June 30, 2018. Employees hired on or after

July 1, 2018 shall not be eligible for the benefit provided for in this Article X.

ARTICLE XI

ADMINISTRATOR REDUCTION IN FORCE

It is understood that it is within the discretion of the Board of Education to

reduce the educational program, curriculum and the number of administrative

{01409130.DOCX Ver. 1} 18

employees. If, in the Board's judgment, it is necessary to reduce the administrative

staff in areas covered by this collective bargaining agreement, identification of the

administrator(s) to be reduced shall be made in accordance with the procedures set

forth below.

First, the Board shall determine the number of positions to be eliminated and

identify the administrative category in which the eliminations will take place.

Within any administrative category, performance and certification, as determined

by the Superintendent of Schools, shall prevail in identifying administrators for

reduction. In the event there is not a significant difference in the performance and

certification between one administrator and another, then seniority shall prevail.

In order to promote an orderly reduction in administrative personnel, the

following more specific procedures will be used to identify the administrators to be

affected by the staff reduction:

1. Any administrator relieved of his/her duties because of a reduction

in staff shall be offered a vacant administrative opening in his/her particular

administrative category for which he/she is both qualified and certified as

reasonably determined by the Superintendent of Schools.

2. If an administrator is relieved of his/her duties because of reduction

in staff and there is no vacant administrative opening in his/her particular

administrative category for which he/she is both qualified and certified, he/she will

be offered the positions of an administrator who has the least seniority in the same

category, provided the more senior administrator is determined by the

Superintendent of Schools to have similar qualifications and certification to

displace the least senior administrator in the same category. In the event there is

no administrator with less seniority in said category, the relieved administrator

may replace an administrator with less seniority in the next lower category

(presuming there is no vacancy in such category; if there is a vacancy, the relieved

administrator will be offered such position) according to the above procedure.

This procedure will continue until either the relieved administrator is placed in

some lower administrative category or teaching position. Notwithstanding the

above provisions, no administrator who is first hired or employed by the Board

subsequent to the inception date of this contract shall be eligible to displace any

administrator in the lower category who was first hired or employed by the Board

prior to the inception date of this contract.

{01409130.DOCX Ver. 1} 19

3.a. Administrators who, as a result of reduction in force, will be

placed on the administrator's recall list for a period of one (1) year, commencing

with the effective date of their layoff. It is agreed that qualifications and

certification, as determined by the Superintendent of Schools, shall govern recall

rights.

3.b. The Superintendent will notify the displaced administrator of a

vacancy by electronic mail to the last address in central office records with a copy

to the president of the Association. The administrator shall lose his/her recall

rights if (1) the administrator voluntarily resigns, (2) if the administrator does not

report within 15 days of receipt of notice, (3) the administrator does not return to

an available full-time position within the period of twelve (12) months or (4) the

administrator refused a position for which the Superintendent deems the

administrator to be certified and qualified. An administrator not recalled prior to

expiration of recall shall have no remaining rights under this contract.

In the event there is no significant difference in qualifications and certifications

between one administrator and another, then seniority shall determine recall rights.

4. Classifications as mentioned in this article shall be defined

according to the hierarchy as set forth in Appendix A.

5.Seniority shall commence on the appointment date contained in an

administrator's letter of appointment or contract. An administrator's seniority shall

continue to accrue while on the recall list.

6. The administrator while on the recall list shall not forfeit his/her

sick leave; however, no compensation or other benefits shall be available to an

administrator on the recall list.

7. Administrative Impact – All Central Office certified administrators

employed by the Trumbull Board of Education, who are covered by the provisions

of the Teacher Fair Dismissal (Tenure) Law and who are relieved of their duties as

a result of a reduction in force, shall have rights to displace administrators covered

by this Agreement in positions where said Central Office Administrators are

qualified, certified, have experience in a specific category and hold seniority (as

defined by the Appendices) in a manner provided by applicable law. No

administrator shall be discriminated against with respect to such displacement

rights by virtue of his/her service outside the administrative bargaining unit. This

{01409130.DOCX Ver. 1} 20

provision is intended to be consistent with the decision in Connecticut Education

Association vs. State Board of Labor Relations, 5 CONN. APP. 253 (1985).

ARTICL

E XII

DURATION OF AGREEMENT

The term of this Agreement shall be July 1, 2021 to June 30, 2024. If no

successor agreement is signed by July 1, 2021, this Agreement shall continue in

effect until such successor agreement is signed.

ARTICL

E XIII

CONTENTS OF THIS AGREEMENT

The Appendices attached hereto setting forth categories and wage rates shall

constitute a part of this Agreement.

IN WI

TNESS WHEREOF, the parties hereunto have caused these presents

to be executed by their proper officers, hereunto duly authorized and their seals

affixed hereto as of the date and year first above written.

TRUMB

ULL BOARD OF EDUCATION TRUMBULL ADMINISTRATORS

ASSOCIATION

By___________Lucinda Timpanelli_______________ Peter Sullivan___________________

October 19 , 2020 October 19 , 2020

{01409130.DOCX Ver. 1} 21

APPENDIX A

YEAR: 2021-2022

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