NEGOTIATED AGREEMENT - Faith School District

TABLE OF CONTENTS
PREAMBLE.......................................................... 2
I. RECOGNITION .................................................... 2
II. NEGOTIATION PROCEDURE ............................ 2
III. EVALUATION ................................................ 2-10
IV. EMPLOYMENT SECURITY ......................... 10-12
V. ASSOCIATION RIGHTS .................................... 12
VI. WORKDAY ........................................................ 12
VII. EMPLOYEE COMPENSATION ................... 12-15
VIII. FRINGE BENEFITS ........................................... 15
IX. LEAVES ........................................................ 15-17
X. STAFF REDUCTION POLICY...................... 17-18
XI. EMPLOYMENT OF TEACHERS ....................... 18
XII. RECALL POLICY .............................................. 18
XIII. CONTRACT RELEASE POLICY ....................... 19
XIV. EARLY RETIREMENT/REEMPLOYMENT ..... 19
XV. GRIEVANCE PROCEDURE ......................... 19-22
XVI. EFFECT OF AGREEMENT ........................... 23-24
APPENDIX A TEACHER CONTRACT ..................................... 25
APPENDIX B NOTICE OF ELECTION………………………...26
APPENDIX C EXTRA CURRICULAR CONTRACT ................ 27
APPENDIX D SALARY SCHEDULE ........................................ 28
APPENDIX E EXTRA CURRICULAR SALARY SCHEDULE 29
APPENDIX F SECTION 125 CAFETERIA PLAN ............... 30-32
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PREAMBLE
This agreement made and entered into by and between the Board of Directors of the Faith
School District #46-2, hereinafter referred to as the “District” or “Board”, and the Faith
Education Association, hereinafter referred to as the “Association”, include all of the
following articles and provisions.
I. RECOGNITION
Pursuant to the provisions of SDCL 3-18, the Board of Directors for the Faith School
District #46-2, Faith, South Dakota, hereinafter referred to as the “Board”, recognizes the
Faith Education Association hereinafter referred to as the “Association”, as the sole and
exclusive representative for all certificated personnel employed or to be employed by the
District, whether on contract or on District approved leave, hereinafter referred to as
“employees”, excluding any person or group of people employed as certificated
administrative or supervisory personnel.
The Board will not bargain with or recognize any “employee organization” other than the
association as representing the certificated employees of the District in the unit
designated in this section.
This recognition shall be continuous unless challenged pursuant to SDCL 3-18.
II.
NEGOTIATION PROCEDURE
The Parties to this Agreement (Board & Association) have had the complete right to
make proposals and negotiate those proposals in accordance with the public sector
collective bargaining laws contained in chapter 3-18 of the South Dakota Codified Laws.
If negotiations are not completed by May 1, contracts shall be issued under the same
terms and provisions as the previous agreement. Upon completion of negotiations,
retroactive adjustments will be made to reflect the terms and conditions of the new
agreement.
III.
EVALUATION
Teacher evaluation should provide opportunities for teachers at different developmental
stages to be involved in processes and activities appropriate to their experience and
expertise. In addition, teacher evaluation should be heavily focused on the formative
aspects of evaluation, using staff-directed activities for the purpose of promoting
professional development, especially development focused on improving student
achievement as determined by district achievement goals and individual classroom needs.
(All referenced evaluation forms are located in the Teacher Handbook)
To accomplish the desired outcomes, the Faith School District will use a basic two-stage
approach to evaluation and a plan of assistance. These are:
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Stage I - Beginning or Probationary Teachers
Stage II – Continuing Contract Teachers
Plan of Assistance
The evaluation process for all stages should focus on the criteria detailed below. The
evaluation policy will be presented to the teachers at the fall in-service by the principal or
superintendent/ceo. Recommendation for Continued Employment shall be based on the
staff evaluation procedure identified herein this document. The code of Professional
Ethics (SDCL 24:08:03) is incorporated herein as criteria subject to evaluation and
comment.
TEACHING CRITERIA
The evaluation of teacher performance shall be based on the following components of
professional practice. The principals of the Faith School District shall be responsible for
the evaluation of teachers in their respective schools. Should any teacher feel that they
have been unfairly evaluated, they may request an evaluation by the superintendent/ceo
or other supervisory personnel approved by the Board.
I. Planning and Preparing for Instruction:
a. Demonstrates knowledge of content, pedagogy and students
b. Selects appropriate instructional objectives
c. Develops lesson plans to accomplish objectives
d. Plans instruction to accommodate the needs of all students
e. Plans student assessment to monitor achievement on objectives
(Special Educators Only) Plans for the educational needs of special
education students:
* accepts case management responsibility for individual students as
assigned.
* follows through with new referrals.
* schedules and/or administers appropriate evaluations.
* documents through the multidisciplinary team report student
eligibility for special education services.
* plans instruction and/or techniques to address student goals and
objectives.
* assists regular education teachers with such things as
modifications, strategies, techniques, and collaborative teaching
II.
Instruction
a. Engages students in learning
b. Uses a variety of instructional strategies
c. Communicates appropriate objectives to students at the onset of the lesson
d. Provides appropriate feedback to students
e. Demonstrates understanding of subject being taught and its relevance to
students
f. Maintains effective pacing
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g. Fosters higher level thinking
h. Integrates technology in lessons
III.
Classroom Management
a. Organizes time, space, materials, and equipment for instruction
b. Maintains an environment of respect and rapport
c. Manages classroom procedure
d. Manages student behavior
e. Establishes a culture of learning
f. Uses electronic media for student information management
g. Operates media equipment for instruction
(Special Educators Only) Submits requested documentation to the
district office in a timely fashion.
* utilizes appropriate special education forms.
* maintains special education files with all required documentation
in an orderly and prescribed fashion.
* maintains accurate Child Count information.
* arranges evaluations well in advance of testing due dates.
* demonstrates responsibility for provision of documentation to the
State Dept. of Special Education as a result of compliance review.
* submits ESY (Extended School Year) information as requested.
* submits IEPs (Individualized Education Programs) to the office
within two weeks of their date.
* submits an annual timeline of caseload responsibility completion.
IV.
Interpersonal Skills
a. Provides a positive classroom and building climate
b. Maintains positive student relationships
c. Maintains positive staff relationships
d. Maintains positive parent/community relationships
e. Communicates effectively
V. Professional Growth and Responsibilities
a. Adheres to SD Code of Professional Ethics for Teachers
b. Reinforces the vision and mission of the school district
c. Commits service to the school, district and the profession
d. Complies with district policies and procedures
e. Demonstrates a commitment to professional development
(Special Educators Only) Observes the required rules and
regulations of special education:
* demonstrates overall understanding of the district special
education comprehensive plan.
* follows the eligibility criteria as set forth by the state.
* consistently applies prior notice requirements with regard to
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evaluation, re-evaluation, IEP writing and review, and change in
placement.
* obtains written consent as necessary.
* maintains accurate records of parent/guardian contacts.
* adheres to the timelines for prior notice, evaluation, re-evaluation,
and IEP (Individualized Education Program) meetings and
review.
* uses appropriate content for prior notices and IEPs
(Individualized Education Programs).
* maintain confidentiality of personally identifiable information.
(Special Educators Only) Appropriately conducts IEP meetings:
* arranges for appropriate representation at all IEP (Individualized
Education Program) meetings.
* adequately prepares for the meeting.
* helps to create a positive, professional working relationship.
* addresses all components of the IEP (Individualized Education
Program).
* assures parent and student (when appropriate) participation in the
process.
* informs parents of their rights.
* gives parents copies of the IEP (Individualized Education
Program).
TEACHER DEFINED
1. Beginning teacher (Probationary Teacher):
A beginning teacher is defined as an individual new to the profession in his/her first,
second or third year of teaching. A teacher who has successfully completed a
probationary period in another school district and accepts a position at Faith School
District 46-2 is considered a probationary teacher. Beginning teachers will be on
“probationary status” for a period of three years.
2. Continuing Contract Teacher:
A non-probationary teacher with three or more successful years at the Faith School
District 46-2 is considered a “Continuing Contract Teacher.”
STAGE I: BEGINNING TEACHER EVALUATION
Stage I is designed for all teachers new to the school district. This would automatically
include all teachers who are just starting their teaching careers. In year one and two all
new teachers will have a summative evaluation that includes the formal observation
procedure. The summative evaluation includes both formal and informal observations.
Two formal observations, at minimum, will be conducted for each summative evaluation.
Formal observations are classroom visits that exceed 45 minutes.
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One of the formal observations will be of an extended duration. At the elementary level
this is defined as an observation of at least two to three consecutive hours. At the
secondary level it should involve observing the same class period for two or three
consecutive days. One formal observation must be conducted prior to the end of the first
semester. The second formal observation must be held prior to the required summative
evaluation conference (to be completed by April 1). Informal observations include any
and all behaviors in a variety of settings that reflect overall professionalism including but
not limited to walk-throughs and unannounced classroom observations.
For a beginning teacher in their third year, a Career Growth Plan may substitute for the
formal observations procedure at the discretion of the supervisor. The Career Growth
Plan shall be based, at minimum, on the needs of the teacher, student achievement goals
of the Faith School District, and ultimately to student learning. If the supervisor approves
a Career Growth Plan option for the third year teacher, the teacher will select one or more
areas from the List of Career Growth Areas. The third year teacher will then complete the
Career Project Identification (form A) and submit it to the principal before October 15.
The principal will approve, reject, or suggest alternate areas. If the plan is approved, the
teacher will have the responsibility of carrying out the approved plan. The Career Project
Summary (form B) will be submitted to the principal by March 15. The content of this
written summary should be the effort, power, progress, and involvement reflected in the
work and the products of that work. A conference will be scheduled prior to April 1 to
review the Career Project Summary. The Career Project Summary will be considered the
summative evaluation for that year. This would begin the first year of a 3 year summative
evaluation cycle for the teacher.
List of Career Growth Plan Areas:
Peer observations and conferences
Classroom observations and conferences
Self analysis of video lessons
Literature review
Case study analysis
Enrolling in a Masters program
Mentor
ESA Sponsored program
Visitation of model programs
Other - Teacher/Supervisor proposal
STAGE II: CONTINUING CONTRACT TEACHER EVALUATION
Stage II is designed for continuing contract teachers. This would include teachers with 3
or more successful years in the Faith School District. Stage II provides possibilities and
options for continued professional growth that should result in increased expertise and a
deeper understanding of the teaching/learning process to support the progress of teachers.
The evaluation system for continuing contract teachers includes the traditional formal
observation process or a Career Growth Plan (projects that promote self-evaluation and
professional growth) option. The teacher will have the option to participate in a Career
Growth Plan two out of three years. At least once every three years the traditional
summative evaluation will be used.
A traditional summative evaluation will include both formal observation and informal
observations. One formal observation, at minimum, will be conducted for each
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summative evaluation. A formal observation is a classroom visit that exceeds 45 minutes.
The formal observation may be of an extended duration. At the elementary level this is
defined as an observation of at least two to three consecutive hours. At the secondary
level it could involve observing the same class period for two or three consecutive days.
The formal observation and post-conference must be held prior to the required summative
evaluation conference (to be completed by April 1). Informal observations include any
and all behaviors in a variety of settings that reflect overall professionalism including but
not limited to walk-throughs and unannounced classroom observations.
The Career Growth Plan shall be based, at a minimum, on the needs of the teacher,
student achievement goals the Faith School District, and ultimately to student learning.
Teachers are responsible to develop and implement their Career Growth Plan in
collaboration with their supervisor. If the teacher chooses this option, the teacher will
select one or more areas from the List of Career Growth Areas. The teacher will then
complete the Career Project Identification (form A) and submits it to the principal before
October 15. The principal will approve, reject, or suggest alternate areas. If the plan is
approved, the teacher will have the responsibility of carrying out the approved plan. The
Career Project Summary (form B) will be submitted to the principal by March 15. The
content of this written summary should be the effort, power, progress, and involvement
reflected in the work and the products of that work. A conference will be scheduled prior
to April 1 to review the Career Project Summary. The Career Project Summary will be
considered the summative evaluation for that year.
List of Career Growth Areas:
Peer observations and conferences
Classroom observations and conferences
Self analysis of video lessons
Literature review
Case study analysis
Enrolling in a Masters program
Mentor
ESA Sponsored program
Visitation of model programs
Other - Teacher/Supervisor proposal
PLAN OF IMPROVEMENT:
The Plan of Improvement provides good faith effort to support and guide the teacher in
meeting the expectations of the Faith School District. This plan provides a more
structured and intensive mode of supervision for the staff member who is not consistently
demonstrating one or more of the established teaching criteria. The decision regarding
implementation of the plan should be collaborative, but may be directive and may be
implemented by the supervisor at any time. This plan is intended to provide the highest
likelihood for professional improvement. Because of the personal nature of this plan,
confidentiality is expected of all participants. The Plan of Improvement consists of two
phases.
Awareness Phase
In the awareness phase, the administrator/evaluator identifies a problem relating to
the established Teaching Criteria. The evaluator should contact the staff member in
writing, make him/her aware of the problem, collaboratively develop the means to
resolve the problem, and schedules a time (not to exceed three months) to discuss the
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esolution (form C). While the teacher and the evaluator attempt to resolve the
problem, the staff member continues to remain in Stage I or Stage II. At the
conclusion of the agreed upon timeframe, the evaluator will review the progress and
will make one of the following recommendations:
• The concern is resolved and the staff member is removed from the awareness
phase and continues to work within Stage I or Stage II.
• The concern is not resolved, the staff member will be recommended to be moved
to the assistance phase. Placement in the assistance phase would suggest that
activities in the Career Growth Plan would be suspended. The supervisor must
approve the decision to postpone the teacher’s responsibility for engaging in the
learning identified in the Career Growth Plan.
Assistance Phase
If the problem is not resolved in the Awareness Phase, the staff member will be
formally notified of his/her placement in the Assistance Phase (form D). A copy will be
forwarded to the Superintendent's office and is placed in the teacher’s personnel file.
The staff member should also be notified of their right to request assistance from their
local association. A conference will be held between the staff member and the evaluator
to develop an Assistance Plan that must include a specific statement of concerns related
to one or more of the Faith School District Teaching Criteria, the methods or strategies
to address the concern, a timeline for addressing the concern, indicators of progress,
and the resources and support needed (form E). It may be beneficial for the supervisor
and the teacher to identify a team of individuals who have the knowledge and skills to
assist the identified teacher in improving his/her performance. At least once during the
designated timeframe a progress report will be provided to the teacher (form F). At the
end of the designated timeframe the supervisor will complete a summary of the
Assistance Plan and both the teacher and supervisor will sign it (form G). One of three
recommendations will be made:
• The concern is resolved; the staff member is removed from the Assistance
Plan
• Progress is noted, the timeline is extended.
• The concern is not resolved, no progress noted.
RECOMMENDATION FOR CONTINUED EMPLOYMENT
a. Teachers in their first three years of employment with the district will be
provided annual recommendations for continued employment by their
supervising administrator. Those recommendations may take one of three
forms:
i. __ Recommended for Continued Employment
ii. __ Recommended for Continued Employment with Conditions
iii. __ Not Recommended for Continued Employment
b. Teachers under continuing contract status will be assumed to be recommended
for continuing employment unless notified to the contrary by April 15 th of the
current school year. If notified, recommendations take one of two forms:
i. __ Recommended for Continued Employment with Conditions
ii. __ Not Recommended for Continued Employment
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c. Teachers “Recommended for Continued Employment with Conditions” shall
be placed on a Plan of Assistance.
d. Teachers who are “Not Recommended for Continued Employment” will be
accorded rights under SDCL 13-43.
PERSONNEL AND WORKING FILES
a. Notes and paperwork regarding all informal observations shall be maintained
separately from the district personnel files, and shall be treated in a
confidential manner. Items moved from working files will require notification
and signature of the staff member at the time of placement in the personnel
file.
b. The results of all summative evaluations shall be placed in the teacher’s
personnel file. Said files shall be maintained at the district central office.
Observations do not become part of this file unless there is need for additional
documentation to support the results of the summative evaluation.
c. The contents of a teacher’s personnel file shall be available for review and
inspection by the teacher, a teacher’s designated representative, the teacher’s
supervisor, or by the superintendent at any time.
d. No teacher shall be permitted to physically remove their personnel file from
the central office or to review it without being in the direct presence of the
superintendent, or his designee.
e. Materials may be removed from a teacher’s personnel file only upon the
written approval of the superintendent of schools.
f. Information in the evaluation section shall be released to potential employers
only upon the written consent of the teacher.
OBSERVATION PROCEDURE
Formal observations should be preceded by a pre-conference. The purpose of the preobservation
conference will be to discuss the lesson to be observed. The pre-observation
conference may be waived by the teacher being observed. In either case the Pre-
Observation Form (form H) will be completed by the teacher and returned to the
supervisor one day prior to the observation. Prior to completing the form, the teacher and
supervisor will need to mutually agree upon a scheduled time for the observation. The
observation will take place at the scheduled time. A Post-Observation Conference Form
(form I) will be utilized by the teacher and supervisor during the conference. The form
will be used to facilitate dialogue during the post-conference. The post-conference will
take place within fifteen (15) working days of the formal observation. Both the teachers
and supervisors completed Post-Observation Form will be placed in the teachers working
file. Additional formal observations may be conducted at the discretion of the
administrator.
INFORMAL OBSERVATION PROCEDURE
Informal observations may be conducted at any time, and may be reduced to writing at
the discretion of the administrator. These observations may result in a written summary
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of the observation and/or a conference between the teacher and administrator on the
result of the observation.
EVALUATION PROCEDURE
Prior to April 1 st a summative evaluation conference will be held to discuss the
summative evaluation. Teachers are to complete the Self-Evaluation Form (form J) prior
to the evaluation conference. The conference should encourage professional dialogue
between the supervisor and the individual being evaluated. It should revolve around some
broadly based, open ended questions and the self-evaluation. The following list is meant
to be illustrative of the type of questions which could be discussed:
When planning for instruction, how do you organize your efforts? What
helps/hinders your planning?
How might the district better support your efforts toward professional development
and improvement?
Are there additional resources you need to improve your professional skills?
What have you done this year to grow professionally as a teacher?
What areas would you like to improve in your teaching practice?
Are there other issues regarding your teaching you would like to discuss?
At the conclusion of the conference the supervisor will complete the Summative
Evaluation Narrative (form L). The evaluation shall be acknowledged by the signatures
of the administrator and the individual being evaluated. Such signatures may not
necessarily denote agreement with the statements contained therein.
The individual being evaluated may make written comments which disagree with any
part of the evaluation.
The Summative Evaluation Narrative (form L), the teacher’s Self-Evaluation (form J)
and the supervisor’s Evaluation Conference Notes (form K) will be made in duplicate.
One copy will be provided for the teacher and the other will be placed in the teacher’s
personnel file.
IV.
EMPLOYMENT SECURITY
A. RIGHT TO DUE PROCESS
The District will follow state law regarding Due Process.
Student/patron complaints and grievances are to be resolved through orderly processes
and at the lowest possible level. Channels will be provided for an eventual hearing by the
Board in instances when this becomes necessary. Therefore:
1. Any student or his parents or guardian will be provided the opportunity to
discuss with the student's teacher a decision or situation which he
considers unjust or unfair.
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2. If the incident remains unresolved, the student or his parents or guardian
or the teacher, may bring the matter to the principal's attention for his
consideration and action. A Student/Patron Complaint and Grievances form
must be completed and submitted to the principal. A meeting will be arranged
with the complaining party, the teacher and principal.
3. The student may also bring a matter of general student concern to the
attention of class officers or the student council (in grades and schools
where such are elected) for possible presentation to the principal.
4. If the matter is still unresolved after the procedure outlined above, it
may be brought to the chief executive officer (CEO)/superintendent for his
consideration. A meeting will be arranged with the complaining party, the
teacher and (CEO)/superintendent.
5. Complaints that remain unresolved following any action of the chief executive officer
(CEO)/superintendent may be referred in writing to the Board for review. A hearing in
executive session of the Board will be arranged within ten days or at the next
regular meeting of the Board, whichever comes first. The complaining party and the
teacher will be given an opportunity to present their position. Each may have a
representative present.
The Board's decision will be final unless an appeal is made pursuant to SDCL 13-46-1.
B. PROTECTION AGAINST UNWARRANTED DISCIPLINARY ACTION
Unwarranted disciplinary action against an employee includes a variety of
problems, including sexual harassment charges, student discipline problems,
policy noncompliance, etc. Separate policies should be in place to determine due
process procedures:
1 No employee shall be disciplined without just cause.
2 Anytime an employee received disciplinary action, which may affect his/her
employment status, the employee shall be notified of such meeting in
advance and of his/her right to have an association representative present
except in the case of a verbal reprimand.
3 Discipline of employees shall be progressive through the following steps
beginning with “a” or the step appropriate based on just cause. None of the
following shall take place in public unless required by statute:
a. Oral reprimand
b. Written reprimand
c. Suspension with pay by the immediate supervisor or
superintendent
d. Suspension without pay by the Board
4 At all levels except “a,” a written explanation of the reasons for the
disciplinary action shall be provided to the employee. All investigations shall
be strictly confidential. The employee shall have the right to have a hearing
before the supervisor who is imposing the discipline. Evidence may be
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presented, including through witnesses, and cross-examination, and rebuttal
witnesses. The employee may have a representative at his/her hearing before
the Board under the same conditions as the first hearing. School Board
decisions may be appealed according the S.D. statute.
V. ASSOCIATION RIGHTS
A. The Association shall have the right to use school facilities for meetings
beyond the established school day. Such use shall not interfere with the school
program.
B. The Association shall have the right to use the inter-school mail, employee
mailboxes, and bulletin boards so long as such usage does not increase the
workload of any district employee. Reasonable use of school equipment, e.g.
computers and copy machines, will be allowed.
VI.
VII.
WORKDAY/WORKWEEK
A. The workday for teachers will be 7:50A.M. to 3:50P.M. inclusive of any noon
supervision.
B. The workweek will be four days, with the exception of those Fridays set aside
for professional development and/or teacher’s meetings.
EMPLOYEE COMPENSATION
A. PAYROLL
1. Employees will be allowed the option of receiving their paychecks in
equal installments over nine (9), ten (10), or twelve (12) month periods.
Notification shall be given to the business office no later than September
15 of the current contract year of the option chosen. Salary checks will be
issued on the 25 th of each month unless the 25 th falls on a weekend or
during a vacation period. In such case the checks will be issued on the last
working day prior to the weekend or vacation.
B. SALARIES
1. Salaries of teachers of the school district shall be determined by schedule.
The current salary schedule is Appendix C and the current extra duty
schedule is Appendix D. A new experienced teacher entering the system
shall be given credit for up to 10 years actual experience in another
system. The School Board reserves the right to negotiate salary with any
personnel, above the salary schedule, in the case of hardship due to the
lack of qualified applicants, as outlined in B.1.a. and B.1.b.
a. In a hardship case a new experienced teacher may receive
credit for an additional 5 years, regardless of actual experience,
for a period of 2 years, during which time his/her salary is
frozen. The third year he/she returns to the normal salary
schedule equal to his/her actual years of experience.
b. A first-year teacher in a hardship case may be given a
$3,000.00 signing bonus, receiving $1,000.00 each year for the
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first three years of employment, to be paid upon contract
renewal. Any balance will be forfeited upon resignation or
termination for cause. If such a teacher is non-renewed or nonrenewed
due to Reduction in Force, he/she will receive the
balance of the $3,000.00 over the remainder of the three year
period.
c. Two years of full time military service will be recognized as
equal to one year teaching experience.
d. Non-degree teachers who receive their degree will be placed on
the salary schedule in relationship to their experience.
e. For each day of unused sick leave above the cumulative of 30
days each teacher will be compensated at the rate of $25.00 per
day. For each day of unused discretionary leave each teacher
will be compensated at the rate of $50.00 per day.
f. Upon termination of employment with the district, a teacher
will be paid $25.00 for each day of accumulated sick leave. A
teacher will forfeit the pay if he/she willfully does not complete
a signed contract.
g. The B.A. + 10 Salary Schedule Level shall apply to any teacher
who has earned 10 graduate hours of credit since completing
the B.A. degree.
h. The B.A. + 20 Salary Schedule Level shall apply to any teacher
who has earned 20 graduate hours of credit since completing
the B.A. degree.
i. The B.A. + 30 Salary Schedule Level shall apply to any teacher
who has earned 30 graduate hours of credit since completing
the B.A. degree.
j. The M.A. Salary Schedule Level shall apply to any teacher
who has a Masters degree with at least a minor in the fields
being taught.
k. The M.A. + 10 shall apply to any teacher who has earned 10
graduate semester hours of credit since completing the M.A.
degree.
l. The M.A. +20 shall apply to any teacher who has earned 20
graduate semester hours of credit since completing the M.A.
degree.
m. The M.A. +30 shall apply to any teacher who has earned 30
graduate semester hours since completing the M.A. degree.
n. Official notices of advanced hours, which have been completed
prior to September 15, shall entitle the employee to advance
lane placement. Notification shall be given to the business
office no later than September 15 of the current contract year.
o. In the event the Board requests a teacher to voluntarily accept
a teaching assignment for which he/she is not certified, the
Board will reimburse the teacher for tuition expenses incurred
in becoming certified for the position in an amount not to
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exceed the in-state tuition rate. This provision may not be used
by a teacher to become fully certified in his/her current
teaching assignment.
p. An employee employed for less than full time shall be placed
on the salary schedule according to the provisions of this
article, and shall be paid a salary proportionate to the amount
of time employed will be paid.
q. When it is necessary that the school personnel use their own
vehicles for transportation to events where their attendance is
required the minimum rate set by the state of SD will be paid
for map miles.
r. Whereas meals must be purchased in state and out of state, the
school district will pay up to the maximum rates set by the
State of South Dakota. Necessary lodging will be paid for by
the school district.
s. In-service days prior to the start of school will be added as
contract days. The in-service days throughout the year will be
reduced accordingly.
t. Any teacher using his/her prep time to enhance the curriculum
within the Faith School, and creating a schedule that consists of
seven periods of classroom instruction, shall be compensated at
the rate of one-seventh of the involved teacher’s salary.
u. Free lunch will be provided to elementary staff on days that
they have lunch recess duty and free lunch will be provided to
high school staff on days that they have lunch duty.
C. EDUCATIONAL CREDITS
1. The Board will allow credit for movement on the salary schedule with
graduate credits that reflect the area of your course of study. (i.e.
Science – study in science related courses, physics, chemistry, space
science). TTL credits will count toward movement on the salary
schedule. Instructors who expand their curriculum, another Bachelors
of Science, Bachelors of Arts, Specialists or Doctorate degree will be
credited for movement on the salary schedule. Expanding and
enhancing your curriculum, what you will be able to teach, increases
your value and your value to the District. The superintendent, on
behalf of the Board, will make decisions as to the movement on the
salary schedule. A prior written approval form signed by the
superintendent must be obtained for credit and movement on the salary
schedule.
D. TEACHER CONTRACT
The individual teacher contract appears as Appendix A of this agreement.
The extra curricular contract appears as Appendix B of this agreement.
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VIII. FRINGE BENEFITS
A. The Faith School District shall provide for each employee, the following:
1. Single Health, Major Medical coverage. Maximum contribution will
be $315.00 per teacher.
2. Dental at employee cost.
3. Cafeteria Plan Arrangement (Appendix E), subject to Planholder
termination of the Cafeteria Plan, as set forth in the Cafeteria Plan
Arrangement.
4. If certified employees choose not to take advantage of the Single
Health, Major Medical coverage they will have the option of being
provided single dental coverage.
IX.
LEAVES
A. SICK LEAVE
1. Paid sick leave up to ten (10) days per year accumulative to 30 may be
used for personal illness of disability or for that of immediate family.
Immediate family shall be defined as spouse, parents, and children of
the employee. In the event of death in the immediate family, the type
of leave taken by the employee shall be left to the discretion of the
employee. No more than five days sick leave may be used by death in
the immediate family unless approved by the superintendent. Excess
sick leave pay for over 30 days or when a person retires or resigns
shall be paid at the rate of $25.00 per day. Prorate sick leave for
teachers that are less than full time.
B. DISCRETIONARY LEAVE
1. Four days discretionary leave. Any attendance at a convention or meeting,
which is required by a supervisor is not considered discretionary leave.
Anyone supervising children from the Faith School District, on a school
activity will not have to use their discretionary leave. Prior approval by the
principal is required. Teachers may choose to attend professional
development activities that are not required by the supervisor.
Discretionary leave will be used for these activities. Prorate discretionary
days for teachers that are less than full time. Unused discretionary leave
will be paid at the rate of $50.00 per day.
C. SICK LEAVE BANK
1. A sick leave bank has been established for those who wish to participate.
Sick leave bank rules are as follows:
a. Every teacher, superintendent/ceo/principal shall be eligible for
the sick leave bank upon signing over one sick leave day to the
bank before the first pay period.
Page 15

. Each participating employee contributes one day of sick leave
per year to the bank and may draw up to 30 days of sick leave
per year from the bank provided that such named employee has
exhausted his/her accumulated sick leave.
c. Administration of the program will be handled by the school
business office.
d. All requests for use of this bank must be submitted in writing
to the sick leave bank board. The sick leave bank board has the
authority to approve or disapprove any requests. The sick leave
bank board is to consist of participating members of the sick
leave bank. The members shall determine the size of the board.
e. Each employee enrolling in the bank will donate one day of
his/her sick leave to the bank prior to the first pay period until
the contribution builds the bank total to 250 or more days. No
more days will be added to this total until the bank is depleted
to 150 days, except for new participants who shall donate for
five years.
f. A person withdrawing from membership in the bank will not
be able to withdraw contributed days.
g. Persons withdrawing sick leave days from the bank will not
have to replace these days except as a regular contributing
member of the bank.
h. The sick leave bank board may, at their discretion, request a
doctor’s report before granting approval for withdrawal of days
from this bank.
i. If the teacher has exhausted all sick leave days and allowable
sick bank days, teachers may donate days from their sick leave
to that teacher.
j. This is not a bank for maternity leave.
2. Sick leave is provided so that you need not expose children to your illness
nor prolong it by being at work when you should have stayed home. In
case of illness, the principal or his/her designee should be notified by 6:30
AM so that a substitute can be contacted.
D. COURT AND JURY DUTY
Any school personnel called for jury duty during school hours, or who is
subpoenaed to testify in a hearing during school hours on a matter in
which he/she is not a named party, will be granted leave with pay for the
days or parts of days such absence is required.
Any per diem received for jury duty or designated subpoena absence,
except that granted for mileage, room and other expenses which are not
part of he daily juror wage, shall be assigned to the Faith School District
46-2. Should said per diem not be assigned to the school, the amount will
be deducted from the employees’ regular salary.
Page 16

Any school personnel selected will notify the superintendent/chief
executive officer as soon as practical to make the necessary arrangements
for a substitute, if needed, when jury duty leave must be taken.
Note: Leave will be granted with full pay and without loss of credits.
E. UNPAID LEAVE OF ABSENCE
1. A regularly employed teacher with 7 or more years of satisfactory
continuous service with the Faith School District may be granted a leave
of absence not to exceed one academic year. This leave of absence shall be
subject to school Board approval. The returning teacher shall be given the
opportunity to have his/her job back when returning to the school the
following year. The teacher shall retain all accumulated sick leave and
placement on the salary schedule. The teacher will also be given the
choice to keep on with the school’s insurance plan during the leave of
absence year, with the employee paying the premiums. The same teacher
may not request another leave of absence for another 7 years.
2. Application for a leave of absence shall be made in writing prior to April
1, preceding the year for which such leave is granted except in an
emergency situation in which case the deadline could be waived at the
discretion of the board. Notification of the Board’s decision on the leave
will be within (30) thirty calendar days after the date of application.
3. The number of leaves of absence during any one school year will be
decided in best interest of the district.
X. STAFF REDUCTION POLICY
According to SDCL 13-43-6.4 and notwithstanding SDCL 13-43-6.1, SDCL 13-
43-6.2, SDCL 13-43-6.3, inclusive, if a teacher’s contract is not renewed due to a
reduction in staff, only written notice is required, which shall be provided by the
school board to the teacher by April fifteenth.
Staff reduction occurs when the Board eliminates all or part of an existing
position held by anyone whom continuing contract rights apply. In the event the
Board determines that the staff reduction is necessary, the following guidelines
will be considered:
1 An effort will be made to effect the reduction through normal attrition.
The Education Association and affected teacher(s) will be notified and
group recommendations considered if received within 14 days of issuance
of the notice.
2. Positions held by persons with less than full certification for their current
teaching assignments will be open to a properly certified and experienced
continuing contract teacher who has been notified that his or her position
has been eliminated and has been requested to be considered.
Page 17

3. If a position of a continuing contract teacher is eliminated due to staff
reduction, the Board will determining which continuing contract teacher or
teachers are to be released, considering the following criteria, as
applicable. The criteria are not in rank order of importance:
a. Student and curriculum needs;
b. Prior evaluations;
c. Competency;
d. Qualifications;
e. Certification;
f. Experience in the area to be taught;
g. Educational background;
h. State and Federal mandates;
i. Administrative recommendation.
The continuing contract teacher who has been notified that his or her position has
been eliminated shall notify the Board of any positions for which the teacher
wishes to be considered and can establish the required qualifications.
The Board will follow the provisions of state law in making staff reductions
involving professional staff members on continuing contract status.
XI. EMPLOYMENT OF TEACHERS SDCL 13–43
All employment conditions of teachers of the Faith School District shall be governed
under the auspices of SDCL 13-43.
XII.
RECALL POLICY
For the purpose of this policy, the effective date of lay-off by reduction in force shall be
May 31 st . The teacher subject to reduction in force termination shall provide a list of
positions for which the teacher wishes to be considered and is qualified to fill. If, during
the first fiscal year subsequent to the lay-off, a vacancy occurs in the grade, subject area,
and activity for which the laid-off teacher wishes to be considered, an offer of reemployment
shall be extended to the teacher, subject to interview and an up-dated
background check. When more than one staff member has the same recall date for the
open position, the Board may consider, among other things, the matters identified in
paragraph 3 of the Reduction in Professional Staff Work Force Policy.
Recall privileges cease when a staff member resigns. Recall privileges will also cease
if, upon being recalled, the staff member fails to report within twenty (20) calendar days
after the mailing of a written notice of recall. Such notice shall be sent to the last
address furnished to the Superintendent/CEO by the staff member, and the twenty (20)
day period shall commence to run on the day the notice is mailed. Recall privileges will
not apply to teachers under contract with another school district unless that recall is for
anticipated positions in the ensuing year.
Page 18

XIII. CONTRACT RELEASE POLICY
Liquidated damage dates will be June 1 - $950.00, July 1 - $1,950.00, August 1 -
$2,950.00. A teacher will forfeit “current contract year” sick pay if s/he willfully
does not complete signed contract. Due to extenuating circumstances such as illness
or death the liquidated damages clause will be nullified.
XIV. EARLY RETIREMENT/ REEMPLOYMENT
Any employee or support staff member of the Faith School District meeting the
qualifications of the South Dakota Retirement System, SDCL Chpt. 3-12, for early
retirement shall be entitled to retire and resign their positions. Any such retirement and/or
resignation (termination of employment) must be in conformance with this Negotiated
Agreement.
Any retired employee or staff member whose employment relationship with the Faith
School District has been terminated may only be rehired in conformance with the
provisions of the South Dakota Retirement System, SDCL Chpt. 3-12, and the provisions
of this Negotiated Agreement.
XV.
STAFF GRIEVANCE PROCEDURE
Definitions:
Purpose:
A. A "grievance" is a complaint by a person or group of persons employed by the
Faith School District #46-2, made either individually or by a duly authorized
and recognized employee association through its representative, that there has
been a violation, misinterpretation or inequitable application of any existing
agreement, contract, policy, rule, or regulation of the School Board.
Negotiations for, or a disagreement over, a non-existing agreement, contract,
policy, rule, or regulation is not a "grievance."
B. An "aggrieved person" is the person or group of persons filing the grievance.
C. "Board" means the School Board of the district.
D. "Days" shall mean calendar working days.
A. The purpose of this procedure is to secure, at the lowest possible level,
equitable solutions to the problems which may from time to time arise
between employees and the district and to facilitate this purpose these
proceedings will be kept as informal and confidential as may be appropriate at
any level of the procedure.
Page 19

B. Nothing herein contained shall be construed as limiting the rights of any
employee having a grievance to discuss the matter informally with any
appropriate member of the administration, and having the grievance adjusted
without the intervention of the employee association, provided the adjustment
is not inconsistent with the terms of any settlement with the employee association
then in effect.
Procedure:
A. It is important the grievances be processed as rapidly as possible. The number
of days indicated at each level shall be the maximum and every effort should
be made to expedite the process.
B. If appropriate action is not taken by the employee within the time limit
specified, the grievance will be deemed settled on the basis of the disposition
at the preceding level. The time limits specified herein may be extended by
mutual agreement, provided the time extension is requested within the time
limits provided in the Article.
C. If an employee does not file a grievance in writing with the principal or other
supervisor within 30 calendar days after the employee knew, or should have
known, of the act or condition on which the grievance is based, the grievance
shall be considered as having been waived.
D. A supply of the grievance forms shall be on file with the building principal,
immediate supervisor, and the local association president.
Informal Procedures:
If an employee feels he has a grievance, he shall first discuss the matter with his
supervisor, principal or other administrator, to whom he is directly responsible in
an effort to resolve the problem.
Formal Procedures:
LEVEL ONE - School Principal, Immediate Supervisor or Other Administrator
A. If an aggrieved person is not satisfied with the disposition of his problem
through informal procedures, he shall submit his grievance in writing within
30 days.
B. A signed copy of the written grievance shall be delivered by the employee to
his/her immediate supervisor.
C. An employee who is not directly responsible to a building principal may
submit his/her formal written grievance to the administrator or supervisor to
whom he is directly responsible.
Page 20

D. The administrator, within 10 days of the filing of the grievance shall render
his decision in writing to the aggrieved person.
LEVEL TWO - Chief Executive Officer (CEO)/Superintendent of Schools
A. If an aggrieved person or the Board is not satisfied with the decision
concerning his grievance at Level One, or if no written decision has been
rendered within 10 days, he shall, within10 days after the decision is rendered,
or within 10 days after filing at level one, resubmit his grievance in writing to
the chief executive officer (CEO)/superintendent of schools.
B. The chief executive officer (CEO)/superintendent of schools shall within10
days from the filing of the written grievance meet with the aggrieved person
for the purpose of resolving the grievance. The chief executive officer
(CEO)/superintendent shall, within 10 days after this meeting, render his
decision in writing to the aggrieved person.
LEVEL THREE - Board of Education
A. If the aggrieved person or the Board is not satisfied with the disposition of the
grievance at Level Two, or if no written decision has been rendered within 10
days, he shall within 10 days thereafter resubmit the grievance to the business
manager or the president of the Board.
B. At its next meeting, or at a time mutually agreed upon by the parties, the
Board or its designated agent shall hold a hearing on the grievances. The
decision of the Board shall be rendered in writing within 10 days after the
hearing.
LEVEL FOUR
If the aggrieved person is not satisfied with the disposition of the grievance at
Level Three or if no written decision has been rendered within the time period
set forth in the preceding paragraph, he may, within 30 days after receipt of
the written decision is due, whichever is earlier, appeal to the Department of
Labor, pursuant to statute. The inclusion of this paragraph in this grievance
procedure shall not constitute a waiver by either party of its rights to dispute
the authority of the Department of Labor to hear the appeal and/or render any
particular decision.
Miscellaneous:
A. If, in the course of investigation of any grievance by representatives of the
complainant, such investigation requires their presence in a school building;
they shall report immediately to the principal of such building being visited
and state the purpose of the visit.
Page 21

B. Interruption of regularly assigned classes or activities shall be avoided and
students shall not be included in any phase of the grievance procedure except
with the mutual consent of both parties.
C. Any party or parties in interest shall appear and may be represented at formal
Levels One, Two and Three of the grievance procedure. Nothing in this
agreement shall deny or restrict the grievant the right to have grievance
adjusted with or without the involvement of the Association at all levels,
provided that the adjustment of the grievance is not inconsistent with this
agreement and except when the aggrieved person specifically requests the
exclusion of all but the parties in interest and their respective representatives.
D. If, in the judgment of the employee organization a grievance affects a group or
class of employees, the organization may submit such grievance in writing to
the chief executive officer (CEO)/superintendent directly and the processing
of such a grievance shall be commenced at Level Two. The employee
organization shall designate not more than two spokespersons for the organization
in processing such a grievance through the remaining levels of the
grievance procedure. Provided, however, that the employee organization shall
not be permitted to file or process a grievance with respect to an incident or
occurrence on which an employee or group has already initiated a grievance.
E. Meetings and hearings under this procedure shall not be conducted in public
and shall include such parties and only such parties in interest and their
designated or selected representatives heretofore referred to in this grievance
procedure. The vote on the Board's decision on Level Three grievances shall
be made in open session but the name of the aggrieved party shall not be disclosed.
F. When it is necessary for a party or parties in interest to attend a board meeting
or a hearing called during the working day, the chief executive officer
(CEO)/superintendent's office shall so notify the party or parties in interest,
principals or immediate supervisor, and the party or parties in interest shall be
released without loss of pay for such time as their attendance is required at
such meeting or hearing.
G. At all hearings conducted under this procedure, the aggrieved person and the
administrative representative may call witnesses and present evidence that is
relevant to the matter being considered. The Board may request that other
witnesses be called for questioning by the parties.
Page 22

XVI. EFFECT OF AGREEMENT
A. COMPLETE UNDERSTANDING
1. The terms and conditions set forth in this Agreement represent the full and
complete understanding between the parties. The terms and conditions may be
modified only through the written mutual consent of the parties through
statutorily established impasse procedures and mandatory changes in state law.
B. INDIVIDUAL CONTRACTS
1. The terms and conditions of this Agreement shall be reflected in individual
contracts or employment agreements. The individual contract shall be in the
form provided in Appendix A.
C. SAVINGS CLAUSE
1. Should any article, section or clause of this agreement be declared illegal by a
court of competent jurisdiction, then that article, section, or clause shall be
deleted from this Agreement to the extent that it violates the law. The remaining
articles, sections, and clauses shall remain in full force and effect.
D. TERM OF AGREEMENT
1. The provisions of this Agreement shall be effective as of the 15 th day of August,
2013, and shall continue and remain in full force and effect as binding on the
parties until the 15 th day of August, 2014, or until such time as a new agreement
is reached.
2. The exercise of any powers, rights, authority, duties and responsibilities by the
board, the adoption of policies, rules, regulations and practices in furtherance
thereof, and the use of judgment and discretion in connection therewith, shall be
limited only by the express terms of this agreement and then only to the extent
such limitations expressed herein are in conformance with the constitution and
the provisions of the laws of the state and the constitution and laws of the
United States.
3. No provision in this Agreement shall be construed to prevent or prohibit the
Board or the District from taking required actions under the No Child Left
Behind Act of 2002 including those actions being identified for school
improvement, school corrective actions or school restructuring.
4. The District retains its inherent right and obligation to management, including,
in the event of a pandemic disease or other natural disaster proclaimed by an
official government agency, to determine the number, location, hours and types
of operations; to determine what extent desired work shall be performed by
employees; to establish and change work schedules and work assignments; and
to lay off employees from duty for lack of work until an official notice has been
proclaimed by the same government agency that the threat is no longer
Page 23

apparent. Notwithstanding the foregoing, none of these inherent rights shall be
used to violate the provisions of this Agreement.
E. COPIES OF THE AGREEMENT
It is the responsibility of the Board to prepare and distribute copies of this
Agreement to all teachers in the system.
Thirty calendar days after both parties have ratified the Master Contract
Agreement, FEA will receive a hard copy. Both FEA and the Board will have
fifteen (15) calendar days to offer any possible corrections before the Final Copy
will be posted on the server and made available to the teachers. The FEA
President and Chief Negotiator will each receive a hard copy.
This Agreement is signed this _________ day of ______________, 20__.
In witness thereof:
For the Faith Education Association
For the School Board, Faith School
District # 46-2
________________________
PRESIDENT
_________________________
PRESIDENT
_________________________
CHIEF NEGOTIATOR
_________________________
BUSINESS MANAGER
Page 24

APPENDIX A – TEACHER CONTRACT
THIS AGREEMENT, made and entered into this ____ day of ____, 20__, by and between
___________, a duly certified and qualified teacher for the State of South Dakota, hereinafter
designated as “Teacher” and the School Board of Faith School District No. 46-2, Meade County,
South Dakota, hereinafter designated as “District”.
WITNESSETH:
The Teacher agrees to teach in the public schools of the District for a term of one school year
commencing on _____, 20__, and terminating on ____, 20___, and subject to the school calendar.
PAYMENT BASES:
ASSIGNMENT:
Degree: _______________
______________________________
Step: _________________
Basic Salary: __________
That the District agrees to pay the Teacher for such services the amount of $ _____ in ____ equal
monthly installments of $ _____ commencing and payable on the 25 th day of _____, 20 __ and
payable for ___ months thereafter on the same day. An adjusted payment, so as to make the total
of the installments equal to the annual salary will be made on the last installment. The amount of
compensation hereunder shall be increased if a higher salary schedule is negotiated between the
District and the Bargaining Representative, the Faith Education Association.
CONTRACT RELEASE POLICY: An employee who wishes to be released from their contract
on or after June 1 st of the current year shall reimburse the District $950.00. On or after July 1 st of
the current year, the employee shall reimburse the District $1,950.00. Beginning on August 1 st of
the current year, an employee wishing to be released from their contract shall reimburse the
District $2,950.00. Due to extenuating circumstances such as illness or death, the liquidated
damages clause will be nullified.
All matters not specifically set forth hereunder shall be contained in the Bargaining Agreement
between the District and the Bargaining Representative, the Faith Education Association.
IN WITNESS WHEREOF, the District, by and through it President and Business Manager and
with approval by the Board by a majority vote, has caused this contract to be executed and
offered in by binding upon the parties upon execution by the Teacher and the filing of one copy in
the Office of the Business Manager within fifteen (15) days of its offering.
Faith School District # 46-2
______________________
President
______________________
Business Manager
Accepted and executed by the undersigned, this ___ day of ____, 20 ___.
________________________________________
Teacher
Page 25

APPENDIX B – NOTICE OF ELECTION
NOTICE OF ELECTION FOR ANNUALIZED SALARY
This is to notify the Faith School District 46-2 that I have elected – beginning with the current
school year – to have the salary for the approximately 10-month period during which I actually perform
services paid out over a 12-month period. My total annual salary is $__________ [amount].
The payments should be made in [choose one]
_____ 12 equal monthly payments
_____ 10 equal monthly payments
_____ 9 equal monthly payments
In the event a separation from service occurs before the end of the 12-month payment
period I have chosen, I will be entitled to an additional payment for the amount I have
actually earned from the beginning of the 12-month pay period until the date of my
separation from service, but which has not yet been paid. This additional payment will be
included in my final paycheck. For this purpose, “separation from service” has the same
meaning as that term is defined in section 1.409A-1(h) of the Treasury Regulations.
This Notice is irrevocable for any particular school year, and may not be changed
or withdrawn after the beginning of the school year in which I am working. This Notice
will be effective for the current school year and will be reselected prior to the first pay
period each subsequent year. If I choose not to have my salary deferred in any future
school year and be paid only during the period that I actually perform services, I will so
notify the employer in writing prior to beginning work for that school year.
This notice shall have no effect if not submitted to the district prior to the time I
begin working for the current school year.
Signature: _____________________________________________ Date: ____________
Print Name: ____________________________________________
Employee ID Number: ___________________________________
Page 26

APPENDIX C – EXTRA CURRICULAR CONTRACT
EXTRA CURRICULAR CONTRACT 20 __-20__
FAITH SCHOOL DISTRICT # 46-2
It is hereby agreed by and between the Board of Education of Faith School District #46-2 of Meade County,
South Dakota, and ________________ that ___ is employed for the position of __________________ for the
20___-20___ school year in the Faith School.
It is agreed that said employee will be remunerated at the rate of $____ to be paid in one payment of $____,
minus such withholdings as is provided by law, upon completion of the extra curricular activity and inventory.
To be accepted, this contract must be in the hands of the School Board on or before _______.
Dated this ___ day of ____, 20__, for the 20__-20__ school year.
Foregoing appointment is hereby accepted upon all of the terms and conditions therein stated.
EMPLOYEE: ______________________________
CHAIRMAN, BOARD OF EDUCATION: _______________________________
BUSINESS MANAGER: _______________________________
NEGOTIATED AGREEMENT PAGE 27

APPENDIX D – SALARY SCHEDULE
FAITH SCHOOL DISTRICT #46-2
SALARY SCHEDULE
2013-2014
BA BA + 10 BA + 20 BA + 30 MA MA + 10 MA + 20 MA + 30
0 26,592 27,192 27,792 28,392 29,592 30,592 31,592 32,592
1 26,982 27,582 28,182 28,782 29,982 30,982 31,982 32,982
2 27,372 27,972 28,572 29,172 30,372 31,372 32,372 33,372
3 27,762 28,362 28,962 29,562 30,762 31,762 32,762 33,762
4 28,152 28,752 29,352 29,952 31,152 32,152 33,152 34,152
5 28,542 29,142 29,742 30,342 31,542 32,542 33,542 34,542
6 28,932 29,532 30,132 30,732 31,932 32,932 33,932 34,932
7 29,922 30,522 31,122 32,322 33,322 34,322 35,322
8 30,312 30,912 31,512 32,712 33,712 34,712 35,712
9 30,702 31,302 31,902 33,102 34,102 35,102 36,102
10 31,092 31,692 32,292 33,492 34,492 35,492 36,492
11 32,082 32,682 33,882 34,882 35,882 36,882
12 32,472 33,072 34,272 35,272 36,272 37,272
13 33,462 34,662 35,662 36,662 37,662
14 33,852 35,052 36,052 37,052 38,052
15 34,242 35,442 36,442 37,442 38,442
16 34,632 35,832 36,832 37,832 38,832
17 35,022 36,222 37,222 38,222 39,222
*No steps will be given for 2013-2014, but lanes will be allowed.
NEGOTIATED AGREEMENT PAGE 28

APPENDIX E - EXTRACURRICULAR SALARY SCHEDULE
Athletic Director 1,111.00
Cross Country 1,778.00
Football 2,454.00
Asst. Football 1,227.00
Jr. High Football 621.00
Girls Basketball 2,515.00
Asst. Girls Basketball 1,227.00
Jr. High Girls Basketball 621.00
Boys Basketball 2,515.00
Asst. Boys Basketball 1,227.00
Jr. High Boys Basketball 621.00
Cheerleading/Drill Team 492.00
Volleyball 2,333.00
Asst. Volleyball 1,172.00
Jr. High Volleyball 621.00
Student Council Advisor 657.00
Head Track 2,525.00
Asst. Track 1,010.00
Destination Imagination 492.00
Oral Interp 328.00
Annual Advisor 1,172.00
Quiz Bowl 328.00
NEGOTIATED AGREEMENT PAGE 29

APPENDIX F CAFETERIA PLAN ARRANGEMENT
(SUPPORTING PLAN DOCUMENT SECTION 125 CAFETERIA PLAN ARRANGEMENT
EMPLOYEE HEALTH AND WELFARE BENEFIT PLAN)
This Supporting Plan Document sets out the provisions of the Cafeteria Plan Arrangement for the Faith School
District #46-2 Employee Health and Welfare Benefit Plan as effective 9/1/89.
The purpose of the Cafeteria Plan Arrangement is to provide the Plan holder and eligible employee a method of
choice between compensation or additional premium payments by Plan holder for benefits under the Welfare
Plan.
The purpose of this Cafeteria Plan Arrangement is intended to qualify as a Cafeteria Plan under Internal
Revenue Code Section 125, as amended, and is to be interpreted in accordance with the requirements of the
provision.
Neither the Administrator nor the Planholder make any guarantee that amounts paid for the benefit of any
Participating Employee are excluded from the Participating Employee’s income for federal or state income tax
purposes, or from wages for FICA purposes.
Upon adoption of this supporting Plan Document for the Cafeteria Plan Arrangement, Planholder will promptly
notify all employees of its existence and eligibility requirements, and of the terms of the Cafeteria Plan
Arrangement.
The Planholder specifically reserves the right and authority to amend the provisions of this Supporting
Document for the Cafeteria Plan Arrangement to the extent and in the manner that the Planholder deems
advisable, by written amendment signed by Faith School District # 46-2. In addition, the Planholder specifically
reserves the right and authority to terminate this Cafeteria Plan Arrangement. Participating Employees must be
given 30 days advance notice in the event of such termination.
I. DEFINITION OF TERMS
A. WELFARE PLAN: The Faith District #46-2 Employee Health and Welfare Benefit Plan.
B. CAFETERIA PLAN ARRANGEMENT: The Section 125 Cafeteria Plan Arrangement established by
this Supporting Plan Document.
C. PLANHOLDER: Faith School District #46-2, the employer establishing this Section125 Cafeteria Plan
Arrangement.
D. PLANHOLDER’S BUSINESS ADDRESS: Box 619
Faith, S.D.57626
E. PLAN YEAR: The date that the Cafeteria plan arrangement begins up to the date of the next following
year.
F. PLAN ANNIVERSARY: The date that the Cafeteria plan Arrangement begins in any calendar year.
G. DESCRIPTION OF WELFARE PLAN BENEFITS AND COVERAGE PERIODS: See attached policy
(ies) Welfare Plan Document (s).
H. INSURED BENEFITS UNDERWRITTEN BY: SDSDBF
PO BOX 1059
PIERRE, SD 57501
I. ADMINISTRATOR: The Planholder or any other person or committee, which may be appointed by the
Planholder to supervise the administration of the Cafeteria Plan Arrangement.
J. PARTICIPATING EMPLOYEE ELIGIBILITY: All permanent employees regularly scheduled to work
20 hours or more per week.
NEGOTIATED AGREEMENT PAGE 30

II. EFFECTIVE DATE:
A. The effective date of this Supporting Document for those employees eligible on that date.
B. The date following Eligibility, but coinciding with satisfaction of eligibility requirements under the
Welfare Plan for those employees who become eligible subsequent to the effective date of this
Supporting Document Cafeteria Plan Arrangement.
III. TERMINATION DATE: termination of participating in the Cafeteria Plan Arrangement shall be the earlier
of:
A. The date the Participating Employee (an employee participating in the Cafeteria Plan Arrangement)
terminates employment; or
B. The date the Participating Employee no longer meets the Eligibility requirements; or
C. The date the Participating Employee is placed on lay-off or an approved leave of absence; or
D. The date the Participating Employee retires; or
E. The date this Cafeteria Plan Arrangement is terminated.
IV. ADMINISTRATION: The administrator shall supervise the administration of the Cafeteria Plan
Arrangement to see that it is carried out, in accordance with its terms, for the exclusive benefit of employees
eligible to participate, without discrimination. The Plan Administrator has the power and authority to administer
the Cafeteria Plan Arrangement, subject to its terms and to the requirements of applicable Laws. The powers of
the Administrator include, but are not limited to, the following:
A. To establish and enforce such procedures and regulations necessary for the administration of the
Cafeteria Plan Arrangement, or as may be required by;
B. To interpret and determine questions concerning the Cafeteria Plan Arrangement, including the
eligibility of any employee to participate;
C. To establish and maintain such records as are necessary to properly administer the Cafeteria Plan
Arrangement, for examination at reasonable times during normal business hours.
The Administrator shall at all times exercise and act under the power and authority granted by the Cafeteria
Plan Arrangement in a manner that is nondiscriminatory.
V. FUNDING:
A. Prior to the beginning of each Plan Year, the Planholder shall determine that portion of the monthly
Welfare Plan premium contribution to make on behalf of each employee participating in the Welfare
Plan. Such contributions shall be considered non-elective contributions. Any such contributions
made by the Planholder is fixed in amount, irrespective of what election is made by a Participation
Employee in item VI. B below.
B. The excess of monthly Welfare Plan premium over the amount contributed on behalf of each
employee by the Planholder will be made by each employee participating in the plan. Participating
employees may elect, prior to September 1 of each year to have their portion of the monthly Welfare
Plan contribution:
1. Contributed to the Welfare Plan on a pre-tax basis, through the Cafeteria Plan Arrangement,
from a corresponding reduction in salary (contributions made in this fashion are considered
employer, non-elective contributions) or
2. Contributed to the Welfare Plan by payroll deduction on an after-tax basis. If this Method of
funding is elected by participating employees, an amount equal to the excess of the monthly
Welfare Plan premium over the amount contributed by the Planholder on behalf of each
Participating Employee (as set out in A. and B.1.) will be included in the employee’s taxable
gross pay.
NEGOTIATED AGREEMENT PAGE 31

C. All contributions by the Planholder (as set out in A. and B.) will be available to Participating
Employees solely to purchase benefits under the Welfare Plan. The contribution by the Planholder
will not exceed the cost of such benefits for any Participating Employee.
D. If a Participating Employee terminates as set out in section III. Above, the employee shall forfeit all
unused contributions made up to the date of termination
VI.
BENEFIT ELECTIONS:
A. Participating Employee make benefit elections prior to the beginning of each Plan Year. These
elections remain in effect until the end of that Plan Year. Employees may change elections prior to
the beginning of each subsequent Plan Year.
B. Employees may change benefit elections during the Plan Year only as a result of a change in the
employee’s family status. Change in family status includes: birth, adoption, divorce, marriage, death
or termination of spouse’s employment.
C. Election under the Cafeteria Plan Arrangement are made on the form(s) provided, by the
Administrator for making elections, which shall be distributed within 15 days prior to the beginning
of each Plan Year to all current participants and to employees expected to be eligible to participate at
the beginning of each Plan Year.
D. Said elections are to be made in the manner described on the form(s) so provided, which must be
completed and returned to the administrator prior to the beginning of each Plan Year.
E. Elections under the Cafeteria Plan Arrangement for employees who become eligible to participate
during any Plan Year shall be made in the manner described on the form(s) provided for making said
elections by the Administrator, and shall be made prior to the start of the first payroll period for
which salary reduction elections are effective.
F. Elections made under this Cafeteria Plan Arrangement will terminate upon the date on which an
employee ceases to be a Participating Employee or eligible to participate, event through coverage or
benefits under the Welfare Plan may continue to the extent provided in the Welfare Benefit Plan
and/or by law.
Participating Employees are required to provide the Plan holder and/or the Administrator any information, and
to sign such document, as may reasonably be required for the proper administration of the Cafeteria Plan
Arrangement.
This Cafeteria Plan Arrangement will be constructed, administered and enforced according to the laws of South
Dakota.
IN WITNESS THEREOF, The Planholder has caused this Cafeteria Plan Arrangement to be executed in its
name and behalf on this 1 st day of Sept. 1989, by its duly authorized officer.
Name: _____________________________
Signature: __________________________
Title: _____________________________
NEGOTIATED AGREEMENT PAGE 32