1. Negotiated Agreement
    2. 2007-2008
      1. ARTICLE I: DEFINITIONS
      2. ARTICLE II: BOARD MANAGEMENT RIGHTS CLAUSE
        1. Section A: RIGHTS CLAUSE
        2. Section B: SAVINGS CLAUSE
      3. ARTICLE III: PROFESSIONAL YEAR
        1. Section A: PROFESSIONAL YEAR FOR TEACHERS
      4. ARTICLE IV: PROFESSIONAL DAY
        1. Section A: TIME SCHEDULE
        2. Section B: PLANNING TIME
        3. Section C. ADDITIONS TO THE DAY
        4. Section D: TEACHER MEETINGS
      5. ARTICLE V: TEACHER COMPENSATION
        1. Section A: ORIGINAL PLACEMENT
        2. Section B: VERTICAL MOVEMENT
        3. Section C: HORIZONTAL MOVEMENT
        4. Section D: VERIFICATION
        5. Section E: NATIONAL BOARD CERTIFICATION
        6. Section F: SALARY SCHEDULE
        7. Section G: METHOD OF PAYMENT
        8. Section H: EXTRA HOUR TEACHING ASSIGNMENT
        9. Section I: HOMEBOUND INSTRUCTION/SUMMER SCHOOL INSTRUCTION/DISTRICT APPROVED INSTRUCTIONAL PROGRAMS
        10. Section J: SCHOOL ATHLETIC EVENTS
        11. Section K: SUBSTITUTING FOR OTHER TEACHERS
        12. Section L: SUPPLEMENTAL DUTIES AND EXTENDED CONTRACTS.
        13. Section M: SUPPLEMENTAL SALARIES. This supplemental salary schedule will be in effect for the current contract year.
        14. Section N: SUPPLEMENTAL SALARIES (CONT.)
      6. Section O: ADDITIONAL DAYS TO CONTRACT
      7. ARTICLE VI: NONINSTRUCTIONAL RESPONSIBILITIES
        1. Section A: STATEMENT OF RESPONSIBILITY
        2. Section B: NONTEACHING SERVICES
      8. ARTICLE VII: ACADEMIC FREEDOM
        1. Section A: CONTROVERSIAL ISSUES
      9. ARTICLE VIII: LEAVES
        1. Section A: SICK/PERSONAL LEAVE
        2. Section B: TEMPORARY LEAVE
        3. Section C: MISCELLANEOUS CONDITIONS
        4. Section D: EXTENDED LEAVES
      10. ARTICLE IX: PROFESSIONAL RIGHTS AND RESPONSIBILITIES
        1. Section A: RIGHTS AND RESPONSIBILITIES
      11. ARTICLE X: TEACHER PROTECTION
        1. Section A: ACTION AGAINST TEACHER
        2. Section B: MEETING OR HEARING
        3. Section C: SOLICITATIONS
      12. ARTICLE XI: TEACHER BENEFITS
        1. Section A: TAX-DEFERRED ANNUITY CONTRACTS
        2. Section B: INJURY BY BATTERY
        3. Section C: FRINGE BENEFIT POOL
        4. Section D: HEALTH & WELLNESS
        5. Paragraph 1: The Board of Education provides up to $100 per school year for health club memberships with cooperating businesses.
        6. Section E: USD 261 LONGEVITY PAY
        7. Section F: EARLY RETIREMENT PROGRAM
          1. (a) Employee must have completed 10 years of employment in USD 261.
        8. Section G: TERMINATION PAY
      13. ARTICLE XII: DISCIPLINE AND PUPIL CONTROL
        1. Section A: CLASSROOM
        2. Section B: PHYSICAL FORCE
      14. ARTICLE XIII: FILES
        1. Section A: TEACHER FILES
      15. ARTICLE XIV: ASSOCIATION RIGHTS AND PRIVILEGES
        1. Section A: GENERAL
        2. Section B: HEA, KNEA AND NEA MEETINGS
      16. ARTICLE XV: GRIEVANCES
        1. Section A: PURPOSE
        2. Section B: DEFINITIONS
        3. Section C: GENERAL PROCEDURES
        4. Section D: SUPPLEMENTAL CONDITIONS
        5. Section E: LEVELS
      17. ARTICLE XVI: TEACHER REPRIMAND
        1. Section A: GENERAL
        2. Section B: CONFERENCE REPORTS
        3. Section C: COMPLAINTS
      18. ARTICLE XVII: INDIVIDUAL CONTRACT FORM
        1. HAYSVILLE UNIFIED SCHOOL DISTRICT #261
        2. SEDGWICK COUNTY, KANSAS
      19. ARTICLE XVIII: TEACHER EVALUATION
        1. Section A: GENERAL
        2. Section B: PURPOSE
        3. Section C: GENERAL PROCEDURES
        4. Section D: PROCEDURE FOR TEACHER EVALUATION REPORT (CHECK LIST)
        5. Section E: PROCEDURE FOR M.B.O.
        6. Section F: PLAN OF ASSISTANCE
      20. ARTICLE XIX: DISMISSAL, NONRENEWAL, AND REDUCTION IN FORCE
        1. Section A: DISMISSAL AND NONRENEWAL
        2. Section B: REDUCTION IN FORCE
      21. ARTICLE XX: ASSIGNMENT AND TRANSFER
        1. Section A: ASSIGNMENT
        2. Section B: TRANSFER
      22. ARTICLE XXI: RECOGNITION
      23. ARTICLE XXII: REPRODUCTION OF AGREEMENT
        1. Section A: REPRODUCTION OF AGREEMENT
      24. ARTICLE XXIII: DURATION CLAUSE
        1. Section A: DURATION OF AGREEMENT
      25. ARTICLE XXIV RATIFICATION
      26. ADDENDUMS TO CONTRACT
        1. Salary Schedule Committee

 
HAYSVILLE UNIFIED SCHOOL DISTRICT 261
and
HAYSVILLE EDUCATION ASSOCIATION
Negotiated Agreement
2007-2008

 
TABLE OF CONTENTS
ARTICLE I: DEFINITIONS....................................................................................................................................1
ARTICLE II: BOARD MANAGEMENT RIGHTS CLAUSE.................................................................................2
ARTICLE III: PROFESSIONAL YEAR ..................................................................................................................3
ARTICLE IV: PROFESSIONAL DAY ...................................................................................................................4
ARTICLE V: TEACHER COMPENSATION..........................................................................................................6
ARTICLE VI: NONINSTRUCTIONAL RESPONSIBILITIES ............................................................................13
ARTICLE VII: ACADEMIC FREEDOM ..............................................................................................................14
ARTICLE VIII: LEAVES.......................................................................................................................................15
ARTICLE IX: PROFESSIONAL RIGHTS AND RESPONSIBILITIES...............................................................19
ARTICLE X: TEACHER PROTECTION ..............................................................................................................20
ARTICLE XI: TEACHER BENEFITS...................................................................................................................21
ARTICLE XII: DISCIPLINE AND PUPIL CONTROL ........................................................................................25
ARTICLE XIII: FILES............................................................................................................................................26
ARTICLE XIV: ASSOCIATION RIGHTS AND PRIVILEGES...........................................................................27
ARTICLE XV: GRIEVANCES ..............................................................................................................................28
ARTICLE XVI: TEACHER REPRIMAND ...........................................................................................................30
ARTICLE XVII: INDIVIDUAL CONTRACT FORM ..........................................................................................32
ARTICLE XVIII: TEACHER EVALUATION ......................................................................................................34
ARTICLE XIX: DISMISSAL, NONRENEWAL, AND REDUCTION IN FORCE .............................................38
ARTICLE XX: ASSIGNMENT AND TRANSFER...............................................................................................39
ARTICLE XXI: RECOGNITION...........................................................................................................................40
ARTICLE XXII: REPRODUCTION OF AGREEMENT ......................................................................................41
ARTICLE XXIII: DURATION CLAUSE ..............................................................................................................42
ARTICLE XXIV RATIFICATION ........................................................................................................................43
ADDENDUMS TO CONTRACT...........................................................................................................................44

 
ARTICLE I: DEFINITIONS
1) The School District or School System: Unified School District 261, Sedgwick County.
2) The Board:
The Board of Education of Unified School District 261, Sedgwick County, Kansas.
3) Superintendent:
The Superintendent of Schools of Unified School District 261, Sedgwick County,
Kansas. Whenever the word "superintendent" appears in the negotiated agreement, the words "or
designated representative" shall be assumed to follow.
4) The Association:
The Haysville Education Association, affiliated with the Kansas-National Education
Association and the National Education Association. It is understood that HEA when used in this
agreement refers to the Haysville Education Association.
5) Teacher:
All certified personnel employed by the Board on the teachers' salary schedule. This
definition includes classroom teachers, counselors, librarians, special education staff, department
coordinators and nurses.
6) Classroom Teacher:
All certified personnel employed on the teachers' salary schedule who are
regularly assigned in a classroom.
7) Immediate Family:
Teacher's spouse, children, sibling, spouse's sibling, grandchildren, parents,
spouse's parents, grandparents; or other person whose residence has been or is the home of the
employee.
8) Immediate Supervisor:
The immediate supervisor of all teachers is the next higher person in the
administrative line. The administrative line is defined in the Organizational Chart as approved by the
Board of Education.
9) Professional Year:
The number of contract days annually for which a teacher is paid.
10) Daily Rate:
One, divided by the number of days in the teacher's annual base contract, times base
salary.
11) Nonworking Days:
Those days, Monday through Friday, interspersed between the first and last
contract days of the contract year on which the teacher is not required to be on duty.
12)
Workday: A day or part of a day set aside for teachers to work on educational concerns, determined
by the individual teacher, within the building with no students present.
13)
Collaboration Day: A day or part of a day set aside for staff members to address curriculum and
instruction as directed by administration.
14)
In-service: An in-service day is a day set aside for teachers' participation in activities cooperatively
planned by staff and administratively approved with the purpose of the activities being the
improvement of the educational program.
15) Contract Day:
Any day in which the teacher is contracted to be on duty for the district.
16) Sick/Personal Leave:
Leave granted to the teacher for sick, personal or bereavement reasons.
17)
Longevity Pay: Pay granted for years of teaching for Unified School District #261, Haysville, KS
18) Reduced and Reduction:
These terms are defined as loss of employment.
1

 
ARTICLE II: BOARD MANAGEMENT RIGHTS CLAUSE
Section A: RIGHTS CLAUSE
Paragraph 1: It is understood and agreed that the Board retains these powers expressly granted to
it by statute, including those necessarily implied, and that the statutes are to be strictly construed,
including the right to make unilateral changes except as specifically limited by any provision
contained within this agreement.
Paragraph 2:
Meetings to exchange ideas, offer suggestions, discuss policies and other subjects of
mutual interest between the Board and/or its representatives and the Association and/or its
representatives may be held at mutually agreeable times and places as agreed to by the above
named parties.
Section B: SAVINGS CLAUSE
Paragraph 1: Any paragraph of this agreement or any action pursuant thereof which is contrary to
law shall be null and void, but the remainder of the agreement or contract shall remain in full
force and effect for the duration of this agreement.
2

 
ARTICLE III: PROFESSIONAL YEAR
Section A: PROFESSIONAL YEAR FOR TEACHERS
Paragraph 1: Contract Days: The basic contract days for teachers for each contract year, exclusive
of those in addendum or extended time contract shall be 189. Contract days consist of teaching
days, workdays and in-service days as determined by the school calendar. Such contract days
shall be scheduled on weekdays, between the first and last workday of each contract year.
Paragraph 2:
New Teacher Contract Days: Teachers new to the district will work two additional
contract days and will be compensated at the rate set forth in the salary schedule for the standard
contract year.
Paragraph 3:
Mentoring: Teachers new to the district would be required to participate in the
Mentoring Program. Mentors will receive $500 and compensation for one day at a rate of 1/189
th
of the mentor’s salary.
Paragraph 4: Non-Working Days: The teacher contract year shall provide for the following non-
working days: Labor Day, Thanksgiving and the day after; a block of days including Christmas
Eve Day and New Year's Day; President's Day. A minimum two day spring break attached to a
weekend will be scheduled between mid-March and mid-April.
Paragraph 5:
Non-Teaching Work and In-service Days: The teacher contract year shall include
the following:
1) At least two work days:
a) One day preceding the first day of school.
b) One day immediately following the last day of school.
2) In-service Days:
a) In-service times as feasible within the standard teacher contract year.
Paragraph 6:
Interruption of Contract Day: When an emergency arises at an attendance center and
students are released, the agenda for the completion of the contract day will be established by the
superintendent.
3

 
ARTICLE IV: PROFESSIONAL DAY
Section A: TIME SCHEDULE
Paragraph 1: To facilitate the supervision of students and the instructional program of the district,
professional personnel must be at their places of assignment preceding, during, and following
each day of school.
Paragraph 2:
Teachers shall work in accordance with established time schedules as determined by
the principal and approved by the superintendent. Under normal circumstances, changes should
be proposed no later than February 1 for the following school year. If the proposed time schedule
is rejected by 2/3 of the teachers at that building the proposed schedule will not be implemented.
The teachers must reject the proposed time schedule within twenty calendar days. Such schedule
shall include the lunch time(s), passing time(s) if utilized, plan time and the numbers of and time
for teaching periods.
Paragraph 3:
Report time will be 225 minutes per week. The 225 minutes may be established by
each principal. If the proposed time schedule is rejected by 2/3 of the teachers at that building the
proposed schedule will not be implemented. The teachers must reject the proposed time schedule
within five school days.
Paragraph 4:
No exceptions with respect to the hours that teachers are to be on duty may be made
without the prior consent of the building principal.
Paragraph 5:
It is the philosophy of the district that teachers are to remain at school during the
contract day. During a teacher's non-teaching times when the teacher finds it necessary to leave
the building, the teacher will notify the office of the building principal and fill out the given form
stating when and why he/she is leaving, and his/her expected return time. In such instances, as the
building principal determines that an individual teacher's absence conflicts with scheduled
responsibilities, the building principal may establish prior consent as a requisite for leaving the
building during the contract day.
Paragraph 6:
No individual teacher will be assigned professional responsibilities or duties during
his/her 25-minute lunch break with the understanding that the length of the lunch break may vary
occasionally due to scheduling difficulties, availability of staff, availability of facilities, and those
circumstances beyond the control of the building principal. No elementary teacher will be
assigned professional responsibilities during his/her 25-minute lunch break.
Section B: PLANNING TIME
Paragraph 1: Each elementary teacher will have a 30 minute block of time each day for planning
purposes during which time they will have no assigned responsibilities with students. The
additional 15 minutes of the 40 minutes lunch block will be used for planning purposes. The
district will provide additional elementary plan time by employing 4 additional specialty area
teachers. The release time created by these teachers will be distributed on a reasonably equitable
basis.
Paragraph 2:
Each secondary teacher will have two school periods of time every two days, during
which time the teacher will have no assigned responsibilities with students. In the event that the
schedule dictates, a teacher may have two plans every other day, in lieu of one plan every day,
upon agreement between teacher and administrator.
4

 
Paragraph 3: Conferences with students, parents, and administrators may be scheduled with
teachers during planning time.
Section C. ADDITIONS TO THE DAY
Paragraph 1: Teachers may be required to attend evening meetings for the purpose of student
hearings, parent conferences or where teacher involvement is necessary. Student hearings and
conferences will be scheduled at mutually agreed times when possible. Every possible effort will
be made to secure the mutual consent of all parties involved and as close to the contract day as
possible. The Board recognizes that teachers have personal obligations during evening hours, and
required attendance will be kept to a minimum.
Paragraph 2:
Many school related activities, by necessity, are carried on outside regular school
hours and require staff help in addition to administrators. The supervision and work assignment
necessary above supplemental contracts will be worked out cooperatively by administrative staff
and the teaching staff. The building administrator will prepare and publish the duty schedule
necessary to cover activities. The administrator shall make a good faith effort to fill the
supervisory assignments* with competent volunteers from within the building. The administrators
shall make a good faith effort to fill the non-supervisory assignments with competent volunteers
from the employees of the district and residents of the district. Ticket takers and crowd
supervision are positions that are supervisory. When a teacher is scheduled for a duty schedule
but cannot fulfill it, then a teacher may ask the administrator for permission to seek a volunteer
who will constitute a replacement. The teacher should give the administrator in charge the name
of the substitute six hours in advance of the activity scheduled. If such volunteers are not secured,
teachers may be assigned to the schedule.
*Supervisory assignments are those assignments, which require special skills or supervision of
students.
Paragraph 3:
When possible, teachers shall be given notice of meetings at least two days prior to
the meeting unless an emergency occurs. Teachers shall have an opportunity to suggest items for
the agenda.
Section D: TEACHER MEETINGS
Paragraph 1: Teacher and departmental meetings may be held for the purpose of solving the
problems involved in building-level operations and for the implementation of district-wide
policies and solutions of district-wide problems.
Paragraph 2:
A committee of teachers representing all buildings and curriculum areas and
working in cooperation with the district leadership team shall be formed prior to the end of the
school each year to plan the in-service activities for the next school year.
5

 
ARTICLE V: TEACHER COMPENSATION
Section A: ORIGINAL PLACEMENT
Paragraph 1: The amount of salary for each new teacher employed by the Board shall be
determined by his/her placement on the teacher salary schedule.
Paragraph 2: The teacher shall be placed on Step 1 if he/she has no teaching experience. He/She
will be placed one step higher for each year of teaching experience. A full semester's experience
shall count as one year of experience. Full semesters taught in two different years shall be
combined. In no event shall a teacher be given more than one semester credit over the actual total
of years and semesters taught.
Section B: VERTICAL MOVEMENT
Paragraph 1: The teacher may move one step each year of experience with Unified School
District 261 until the teacher reaches the highest numbered step in his/her specific column.
Paragraph 2: Any teacher on a Plan of Assistance will be ineligible to move on the salary
schedule or receive any salary increase. If the Plan of Assistance has been met as of September 1,
to the satisfaction of the teacher, building principal, and a principal of the teacher's choice at the
appropriate instructional level (elementary school, middle school, and high school), the teacher
will be eligible for salary increase and movement on the salary schedule.
Section C: HORIZONTAL MOVEMENT
Paragraph 1: All graduate hours not counting toward a master’s degree will be counted toward
horizontal movement beyond the MS degree. All graduate hours must be from an accredited
university after the B.S. degree.
Paragraph 2:
All hours must be recognized by an accredited institution of higher learning and
approved by the superintendent. Such approval shall not be unreasonably withheld. All hours
previously credited will be accepted.
Paragraph 3:
All hours must be at the graduate level, except where the teacher has received the
prior written approval of the superintendent for undergraduate hours.
Paragraph 4:
If the teacher becomes eligible for a new column based on college hours, the teacher
may be placed in the higher column equal to the hours earned and one step in the new column, if
the teacher has the necessary years of experience
.
Paragraph 5:
Any teacher on a Plan of Assistance will be ineligible to move on the salary
schedule or receive any salary increase. If the Plan of Assistance has been met as of September 1,
to the satisfaction of the teacher, building principal, and a principal of the teacher's choice at the
appropriate instructional level (elementary school, middle school, and high school), the teacher
will be eligible for salary increase and movement on the salary schedule.
Section D: VERIFICATION
Paragraph 1: An official transcript confirming credit hours must be filed in the superintendent’s
office on or before September 15, in order to qualify for a higher salary classification to be paid
during the current school year.
6

 
Section E: NATIONAL BOARD CERTIFICATION
Paragraph 1: A National Board Certified teacher will be awarded $1000. Column movement will
be retroactive to the beginning of the contract year upon receipt of the transcript from the
accredited university.
Section F: SALARY SCHEDULE
Paragraph 1: This salary schedule will be in effect for the current contract year.
Step
BS
BS+12
BS+24
BS+36
MS
MS+12
MS+24
MS+36
MS+48/Sp
EdD/PhD
Step
1
$33,550
$34,200
$34,850
$35,500
$37,125
$37,775
$38,425
$39,075
$39,725
$40,725
1
2
$34,395
$35,045
$35,695
$36,345
$37,970
$38,620
$39,270
$39,920
$40,570
$41,570
2
3
$35,240
$35,890
$36,540
$37,190
$38,815
$39,465
$40,115
$40,765
$41,415
$42,415
3
4
$36,085
$36,735
$37,385
$38,035
$39,660
$40,310
$40,960
$41,610
$42,260
$43,260
4
5
$36,930
$37,580
$38,230
$38,880
$40,505
$41,155
$41,805
$42,455
$43,105
$44,105
5
6
$37,775
$38,425
$39,075
$39,725
$41,350
$42,000
$42,650
$43,300
$43,950
$44,950
6
7
$38,620
$39,270
$39,920
$40,570
$42,195
$42,845
$43,495
$44,145
$44,795
$45,795
7
8
$39,465
$40,115
$40,765
$41,415
$43,040
$43,690
$44,340
$44,990
$45,640
$46,640
8
9
$40,960
$41,610
$42,260
$43,885
$44,535
$45,185
$45,835
$46,485
$47,485
9
10
$41,805
$42,455
$43,105
$44,730
$45,380
$46,030
$46,680
$47,330
$48,330
10
11
$43,300
$43,950
$45,575
$46,225
$46,875
$47,525
$48,175
$49,175
11
12
$44,145
$44,795
$46,420
$47,070
$47,720
$48,370
$49,020
$50,020
12
13
$44,990
$45,640
$47,265
$47,915
$48,565
$49,215
$49,865
$50,865
13
14
$45,835
$46,485
$48,110
$48,760
$49,410
$50,060
$50,710
$51,710
14
15
$46,680
$47,330
$48,955
$49,605
$50,255
$50,905
$51,555
$52,555
15
16
$47,525
$48,175
$49,800
$50,450
$51,100
$51,750
$52,400
$53,400
16
17
$48,370
$49,020
$50,645
$51,295
$51,945
$52,595
$53,245
$54,245
17
18
$49,215
$49,865
$51,490
$52,140
$52,790
$53,440
$54,090
$55,090
18
19
$50,060
$50,710
$52,335
$52,985
$53,635
$54,285
$54,935
$55,935
19
20
$53,180
$53,830
$54,480
$55,130
$55,780
$56,780
20
21
$54,675
$55,325
$55,975
$56,625
$57,625
21
22
$56,820
$57,470
$58,470
22
23
$58,315
$59,315
23
24
$59,160
$60,160
24
25
$60,005
$61,005
25
26
$60,850
$61,850
26
27
$61,695
$62,695
27
28
$62,540
$63,540
28
$63,385
$64,385
29
$64,230
$65,230
30
$65,075
$66,075
31
$65,920
$66,920
32
$66,765
$67,765
33
ec
The last 2 columns (Spec/MS+48
and EdD/PhD) extend indefinitely.
Section G: METHOD OF PAYMENT
Paragraph 1: Payroll checks are issued on the 12th of the month. If the 12
th
falls on the weekend
or during a holiday, checks are issued on the last school day preceding the 12th. Significant errors
shall be corrected as soon as practicable.
Paragraph 2:
July and August accrual checks are to be paid on the last working day of June. June
checks will be available on the regular payday pursuant to Paragraph 1. The teacher may pick up
summer checks at the business office or leave self-addressed stamped envelopes so that checks
may be mailed to the teacher or to the teacher's bank.
7

 
Paragraph 3: The Board provides that, whenever duly authorized by a teacher on a form or forms
appropriate for such purposes and consistent with regulations established by the business office,
payroll deductions/reductions shall be made and paid over in accordance with such form or forms
for any or all of the following purposes:
a) Federal Income Tax
b) State Income Tax
c) Social Security
d) KPERS
e) United Way
f) Tax-sheltered Annuities
g) Credit Union of America
h) Insurance
i) Teacher Association Dues
j) United States Savings Bonds
k) Health Maintenance Organization
Items a, b, c, and d are subject to legally required deductions
Paragraph 4:
Longevity checks will be issued on the last day of school preceding Thanksgiving
break.
Paragraph 5:
Direct Deposit - The Board will make one deposit/transaction per month per
employee. The employee must elect to participate on or before September 1.
Section H: EXTRA HOUR TEACHING ASSIGNMENT
Paragraph 1: When a teacher accepts a teaching assignment in lieu of a scheduled plan period the
teacher shall receive an additional 1/6 of his/her regular daily rate per day's assignment. Such
assignment shall be incorporated into the individual contract and shall be for a school year or a
significant portion thereof.
Section I: HOMEBOUND INSTRUCTION/SUMMER SCHOOL
INSTRUCTION/DISTRICT APPROVED INSTRUCTIONAL PROGRAMS
Paragraph 1: Any teacher who voluntarily agrees to provide homebound instruction shall be paid
$12.00 per half-hour.
Paragraph 2:
Any teacher who voluntarily agrees to provide summer school instruction shall be
paid $12.00 per half-hour.
Paragraph 3:
Any teacher who voluntarily agrees to provide instruction for district approved
instructional programs outside the regular contract day shall be paid $12.00 per half-hour.
Paragraph 4:
Any teacher who is requested by district-level administration to attend district-
sponsored summer workshops or attend curriculum work outside of contracted time shall be paid
$15 per hour.
8

 
Section J: SCHOOL ATHLETIC EVENTS
Paragraph 1: Teachers who are assigned and work at school athletic events will be paid as
follows:
Senior High School
Initial block
up to 4 hours
2 hour blocks
beyond
initial 4
hours
Initial block
up to 4 hours
2 hour blocks
beyond
initial 4
hours
Football
Basketball
Ticket Sellers
$22.00
$11.00
Ticket Sellers
$22.00
$11.00
Ticket Takers
$22.00
$11.00
Ticket Takers
$22.00
$11.00
Chain Gang
$24.00
$12.50
Scorekeepers
$24.00
$12.50
Clock
$24.00
$12.50
Clock
$24.00
$12.50
Announcer
$24.00
$12.50
Announcer
$24.00
$12.50
Wrestling
Baseball
Ticket Sellers
$22.00
$11.00
Ticket Seller
$22.00
$11.00
Ticket Takers
$22.00
$11.00
Ticket Taker
$22.00
$11.00
Clock
$24.00
$12.50
Announcer
$24.00
$12.50
Scorekeeper/Announce
$24.00
$12.50
Swimming
Track
Head Timer
$24.00
$12.50
Starter
$24.00
$12.50
Scorekeeper
$24.00
$12.50
Asst. Starter
$24.00
$12.50
Timers
$24.00
$12.50
Placers
$24.00
$12.50
Field Judges
$24.00
$12.50
Haysville Middle School
Basketball
Volleyball
Ticket Sellers
$22.00
$11.00
Ticket Sellers
$22.00
$11.00
Ticket Takers
$22.00
$11.00
Ticket Takers
$22.00
$11.00
Scorekeepers
$24.00
$12.50
Scorekeepers
$24.00
$12.50
Clock
$24.00
$12.50
Track
Wrestling
Starter
$24.00
$12.50
Ticket Seller/Taker
$22.00
$11.00
Scorekeeper
$24.00
$12.50
Scorekeeper
$24.00
$12.50
Timers
$24.00
$12.50
Clock
$24.00
$12.50
Field Judges
$24.00
$12.50
Football
Ticket Seller
$22.00
$11.00
Announcer
$24.00
$12.50
Clock
$24.00
$12.50
9

 
Section K: SUBSTITUTING FOR OTHER TEACHERS
Paragraph 1: Each teacher who substitutes for another teacher in lieu of a scheduled plan period
shall be paid $12.00 per half-hour or portion thereof. This provision shall also apply in the event
that, instead of hiring a substitute for an absent teacher, that teacher's students are combined with
another class or other classes. If the absent teacher's students are divided among more than one
class, the pay will be divided proportionately among the teachers involved. In case the
assignment of students to other classes is for duration longer than one hour, then the rate of pay
will be multiplied as stipulated above.
Section L: SUPPLEMENTAL DUTIES AND EXTENDED CONTRACTS.
Paragraph 1: The terms “supplemental duties” and “extended contracts” shall refer to a special
class of responsibilities for which compensation is paid for specific assigned and accrued services
as designated in Section M, N, and O.
Paragraph 2:
All assignments in the supplemental and extended duty salary schedule are for a
single contract year with subsequent reassignments made on the basis of administrative
recommendations and approval by the Board of Education. Supplemental and extended duty
contracts shall be submitted to the employees as soon as possible after approval is given by the
Board and are by separate contract.
Paragraph 3:
The Board of Education shall have the authority to add or delete assignments to the
list of supplemental duties or extended contract responsibilities by Board action with prior notice
to all interested parties.
Paragraph 4:
Employees and administration may utilize a committee to make recommendations to
the Board in the area of supplemental duties and extended contracts for employees. The
committee shall consist of six persons as follows: one person designated by the superintendent,
the high school and middle school assistant principals for student activities/athletics, one high
school employee, one middle school employee, and one elementary employee. The employee
members shall be appointed by HEA and one must be a member of the HEA negotiation team.
The appointments shall be made at the beginning of each school year to be effective for that year.
Any employee or administrator may submit an application for modification of supplemental
duties or extended contracts for the subsequent school year to the building administrator no later
than December 1. The building administrator shall forward such requests to the committee. The
committee shall meet outside of the regular workday. The chairperson shall submit
recommendations of the committee for additions or deletions of supplemental and extended
positions to the superintendent by February 1 so that the Board may consider the matter at the
March Board meeting. The chairperson shall submit all recommendations of the committee for
changes in amount of extended time and changes in salary to the superintendent and HEA
president by March 1. Final action on this recommendation for amount of extended time and
salaries will be through the negotiation process. Changes in addition to these recommendations
could be considered during the negotiations process.
10

 
Section M: SUPPLEMENTAL SALARIES. This supplemental
salary schedule will be in effect for the current contract year.
Supplemental salaries are calculated by multiplying the percentage as
outlined in the table to the right by the current, negotiated, certified base
salary.
Level 1
HS Head Boys’ Basketball
HS Head Football
HS Head Girls’ Basketball
HS Head Wrestling
Level 2
HS Band
HS Head Baseball
HS Head Boys’ Soccer
HS Head Girls’ Soccer
HS Head Softball
HS Head Track
HS Head Volleyball
HS Varsity Cheerleader
Level 3
HS Assistant Boys’ Basketball (3)
HS Assistant Football (7)
HS Assistant Girls’ Basketball (3)
HS Assistant Wrestling (2)
HS Debate
HS Scholars Bowl
MS Head 7
th
Football
MS Head 7
th
Volleyball
MS Head 8
th
Football
MS Head 8
th
Volleyball
MS Head Boys’ 7th Basketball
MS Head Boys’ 8th Basketball
MS Head Boys’ Track
MS Head Girls’ 7th Basketball
MS Head Girls’ 8th Basketball
MS Head Girls’ Track
MS Head Wrestling
Special Olympics
Level 4
HS Drama
HS Head Bowling
HS Head Boys’ Swimming
HS Head Boys’ Tennis
HS Head Cross Country
HS Head Girls’ Swimming
HS Head Girls’ Tennis
HS Head Golf
HS Science Environment
HS Summer Conditioning (2)
MS Band
NCA (1)
Level 5
Assistant Special Olympics (2)
HS Assistant Baseball (4)
HS Assistant Boys’ Soccer (2)
HS Assistant Cheerleader (3)
HS Assistant Girls’ Tennis
Base Salary
$33550
Level
% of base
1
0.12
2
0.10
3
0.09
4
0.08
5
0.07
6
0.06
7
0.05
8
0.04
9
0.03
10
0.01
HSAD
0.3
HS Assistant Girls’ Soccer (2)
HS Assistant Softball (2)
HS Assistant Golf
HS Assistant Track (3)
HS Assistant HS Band
HS Assistant Volleyball (3)
HS Asst. Bowling
HS Drill Team
OES Odyssey of the Mind
HS Student Council
Level 8
HS TV Video Production
HS Junior Class
HS Vocal Music
HS Newspaper
MS Hawk TV
HS Sophomore Class
MS Head Boys' Tennis
HS Strings
MS Head Cross Country
HS Asst. Summer Conditioning
MS Head Girls' Tennis
MS Assistant Boys’ Tennis
MS Head Spirit Hawks
MS Assistant Cross Country
MS Weight Training
MS Assistant Girls’ Tennis
QPA (7)
MS Drama
Level 6
MS Scholars Bowl
HS Forensics
MS Vocal Music
HS Technology
MS Asst. Weight Training (2)
HS Yearbook
MS Yearbook
MS Assistant Basketball (8)
Level 9
MS Assistant Football (5)
Elem TV (5)
MS Assistant Spirit Hawks (2)
HS Assistant Student Council
MS Assistant Track (5)
HS Assistant Technology
MS Assistant Volleyball (4)
HS Freshman Class
MS Assistant Wrestling (2)
HS Senior Class
HS Vocational Funding
Coordinator
MS Lunchroom Supervisor
TCDS Lunchroom Supervisor
Level 7
MS Concessions Manager
HS Assistant Boys’ Swimming
MS Student Council
HS Assistant Boys’ Tennis
Level 10
HS Assistant Cross Country
Elem/MS Strings (2)
HS Assistant Debate
HS National Honor Society
HS Assistant Drama
MS Junior Honor Society
HS Assistant Forensics
HS Assistant Girls’ Swimming
11

 
Section N: SUPPLEMENTAL SALARIES (CONT.)
Supplemental Curriculum Positions
Positions at Campus HS
FTE
Supplemental Pay @ $55/FTE
Language Arts Dept. Chair
12.5
$687.50
Industrial Arts Dept. Chair*
6
$660
Social Studies Dept. Chair
9
$495
Science Dept. Chair *
10
$1100
Math Dept. Chair
11
$605
Special Education Dept. Chair *
11.5
$1265
Support Services Dept. Chair
5
$275
Physical Education Dept. Chair
5
$275
Business Dept. Chair*
5
$550
FACS Dept. Chair*
2
$220
Fine & Performing Arts Dept. Chair
7
$385
Foreign Language Dept. Chair
4
$220
*Responsibility doubled because of equipment care & general industries planning.
Other Positions
# of positions Supplemental Pay
High School Tutoring Coordinator
1
1/6 of coordinator’s teaching salary
District Fine & Performing Arts Coordinator
1
$2071
SMD
2
$2500
Section O: ADDITIONAL DAYS TO CONTRACT
Position
School/Building
# of positions
Days
Librarian
Elementary Schools
5
10
Librarian
Middle School
1
10
Librarian
High School
1
10
Band
High School
1
5
Business
High School
1
9
FACS
High School
1
5
Tech Ed
High School
4
8
Counselor
High School
2
15
Counselor
High School
2
22
Counselor
Middle School
1
25
Counselor
Middle School
1
20
Counselor
Middle School
1
15
Counselor
Elementary Schools
4
10
Special Education Scheduling
High School
1
5
Special Education Transition
High School
1
5
Special Education: School Psychologist
Elementary Schools
3
20
Special Education: School Psychologist
Middle School
1
22
Special Education: School Psychologist
High School
1
22
Special Education: Occupational Therapist
Early Childhood
1
10
Special Education: Speech Clinician
Nelson
1
5
12

 
ARTICLE VI: NONINSTRUCTIONAL RESPONSIBILITIES
Section A: STATEMENT OF RESPONSIBILITY
Paragraph 1: The Board and the teachers recognize that the primary responsibility of teachers is
the instruction of students.
Section B: NONTEACHING SERVICES
Paragraph 1: On a periodic basis, secondary teachers (6-12) will assist with bus duty, after school
detention, and other sponsorships.
Paragraph 2:
Teachers will agree to sponsor clubs during school hours. Teachers will work at
school athletic events on a paid-per-event basis.
Paragraph 3:
Teachers so assigned shall attend Vocational Advisory Board Meetings (data
processing, etc.)
Paragraph 4:
Elementary teachers shall assist with bus duty. Every elementary teacher will be
provided with an approximate 25-minute period to eat lunch, at which time teachers shall not
have responsibility to supervise students. An effort will be made to assign all certificated staff
assigned to the building to supervisory duty on an equitable basis.
Paragraph 5:
Teachers shall not be required to transport students to or from activities which take
place away from the school building except where such transportation would be a normal
responsibility of a particular position and/or a condition of employment under a supplemental
contract However, a teacher may do so voluntarily with the advance approval of the building
principal.
Paragraph 6:
Any teacher who has a regular responsibility in his/her base contract in more than
one building and who is thus required to use his/her own automobile in connection with his/her
assignment shall be compensated at a rate established by the Board of Education after considering
the rate set by the State of Kansas. Such compensation will be paid on a monthly basis. No
mileage compensation will be payable except as permitted by Board of Education policy.
Paragraph 7:
Teachers may be required to collect and transmit money to be used for educational
purposes and are expected to exercise reasonable care to assure that any money collected will not
be lost. Effort will be made to keep money collection by teachers to a minimum.
13

 
ARTICLE VII: ACADEMIC FREEDOM
Section A: CONTROVERSIAL ISSUES
Paragraph 1: If education is to remain a viable force, controversial issues cannot be ignored.
Good teaching techniques provide, however, that adequate preparation on the part of student and
teacher takes place before controversial issues are explored.
Paragraph 2:
In determining appropriate methods for specifying controversial issues, the
following ideas should be considered:
(a) Included in the area of controversial subjects are ideas, words, movies, still pictures,
religions, books, socio-economic aspects of life and political policies, theories, and
platforms, which may be reasonably expected to generate strong and diverse opinions.
Teachers should be aware, therefore, that controversy may spring from the most
innocuous beginnings and be prepared for it to the best of their ability.
(b) The topic should be geared to grade level and within the emotional, intellectual and
social abilities of the class.
(c) Materials should be available to the student, which present all sides of the issue.
(d) Students should feel the topic is of importance and interest to them.
(e) The teacher should feel qualified to lead the discussion both personally and
academically.
(f) The issue should evolve naturally from classes being taught and agree with the general
aims and objectives of the schools.
Paragraph 3:
The use of new instructional materials and classroom presentations that may involve
controversial issues should be planned by the individual teacher and discussed with the
department chairman and the building principal before they are initiated in the classroom.
Paragraph 4:
The individual teacher shall exercise his/her professional judgment in his
implementation and selection of supplementary materials within the guidelines established by the
administration and the curriculum committee for the subject area.
14

 
ARTICLE VIII: LEAVES
Section A: SICK/PERSONAL LEAVE
Paragraph 1: Accumulation: All full time teachers will be credited with 12 days of sick/personal
leave at the beginning of each school year. Any unused leave from previous years shall accrue,
provided the total does not exceed 130 days. Sick/Personal leave shall be prorated for any teacher
who is contracted for less than full time or who begins employment after the beginning of the
normal contract year or ends employment prior to the end of the contract year. Sick/personal
leave shall be prorated for teachers on extended teaching contracts.
Paragraph 2:
Accumulated Unused Sick/Personal Leave: Any days accumulated beyond 130
shall be compensated at a rate equal to the current substitute rate of pay for the district and shall
be included in the June check. This benefit becomes effective upon the ratification of this contract
and is not retroactive.
Paragraph 3:
Use of Sick/Personal Leave:
(a) The number of days used for personal leave or a combination of Sick/Personal leave
within any school year shall not exceed the number of sick/personal leave days
awarded for that contract year. Days contributed to the sick leave bank will be
counted in this number. After the days awarded for the current year are used, only
sick leave will be granted.
(b) Sick/Personal Leave requests shall be made in advance whenever possible.
(c) Planned Sick/Personal Leave of more than 2 days shall be submitted at least one
week in advance.
Paragraph 4:
Written Notification: The Board may require, following prior written notification to
the teacher, that further use of sick leave days may require verification by a licensed physician or
dentist.
Paragraph 5:
Sick Leave Bank: The bank established has the following qualifications:
(a) To participate, the teacher must have contributed a day of their leave.
(b) Once in the bank, you remain in the bank, until a new donation of days is needed or
written notification is received by the HEA president prior to September 2.
(c) When the balance of days in the bank drops below 120, a new donation of days will
be necessary.
(d) The teacher has used all of his/her accumulated leave.
(e) An application requesting withdrawal of days from the SLB is filed with the
governing committee, appointed by the Haysville Education Association.
(f) The days drawn from the bank are used for the personal prolonged illness of the
employee or the extended illness of a member of the immediate family.
(g) The maximum number of days that a teacher may withdraw from the bank will be
determined by the governing committee. The bank will be administrated by the
Haysville Education Association. Denial of the application to withdraw days from the
SLB may be appealed to an appeal committee. The appeal committee shall consist of
one person appointed by the HEA, one person appointed by the Board, and one
person appointed by the two members of the appeal committee. It is understood that
15

 
the Board may appoint a teacher as its committee member. The decision of the appeal
committee will be final.
Section B: TEMPORARY LEAVE
Paragraph 1: General: Subject to the superintendent's approval, a teacher may be granted
temporary leave for the following purposes. If not approved, any such leave may be considered
an absence subject to deduction.
Paragraph 2:
Emergency Leave: Emergency leave may be granted by the building principal
and/or the superintendent. To the extent possible, teachers shall give as much notice as possible in
requesting emergency leave. Teachers shall make prior arrangements for a responsible person to
notify the building principal and/or the superintendent of any emergency for which the teacher is
unable to give notice. If a teacher does not desire to have a deduction made from his/her salary
for any emergency leave without notice, he/she shall make application to the Board by filing a
request with the superintendent within 10 days following his/her return from such emergency
leave. The request shall explain in full the nature of the leave and the reasons why the teacher is
of the opinion his/her salary should not be docked or reduced. It is understood that such leave, if
granted, may be deducted from the accumulated sick leave of the teacher.
Paragraph 3:
Legal Leave: Legal leave may be granted by the building principal and/or
superintendent when a teacher is to appear in court in answer to a jury summons or when a
teacher is subpoenaed as a witness in litigation for reasons other than the teacher's personal
neglect, violation of law or matters in which the teacher has a vested interest. The teacher will be
paid his/her regular daily salary provided that the teacher endorses over to the school district
treasury his/her witness or juror's compensation not including travel or subsistence
reimbursements.
Paragraph 4:
Professional Leave: The superintendent shall have the authority to grant leaves for
any teacher during the school year for the purpose of attending professional conferences,
meetings, workshops, school visitations, curriculum development, and joint study committees.
All such requests must be submitted to the superintendent on the appropriate form. The Board
will provide a limited budget annually for authorized travel and/or expenses for attendance at
such professional conferences, etc. al.
Section C: MISCELLANEOUS CONDITIONS
Paragraph 1: The superintendent may authorize temporary leave for any other purpose.
Paragraph 2:
All cases not specifically defined in these regulations shall be subject to a ruling of
the Board. Full deduction shall be made for unapproved absences and absences in excess of the
accumulated total of sick leave days. Deductions shall be made on the basis of the teacher's daily
rate of pay.
Paragraph 3:
Immediately after return to duty after an absence, a teacher shall file with the
building principal a statement verifying the dates and cause of the absence. All such written
statements shall be forwarded to the business office.
Section D: EXTENDED LEAVES
Paragraph 1: General Provisions: The superintendent may recommend extended leave for any
purpose. In making such recommendations, the superintendent will consider the available
replacements and potential benefits to the district, as well as the nature of the request. All
16

recommendations for extended leave must be submitted to the Board for final determination and
shall state beginning and ending dates, when possible.
Paragraph 2:
Exchange Teaching Leave: Any teacher desiring leave for the purpose of teaching in
another school district shall file written application with his/her building principal or immediate
supervisor at least 90 days prior to the first day of the requested leave. Such application shall be
in writing and shall explain in detail the length and purpose of the desired leave and the teacher's
reason why such leave will be of benefit to the district. The superintendent shall present said
request to the Board at its next regular meeting together with his/her recommendation.
Paragraph 3:
No exchange teaching leave shall be granted for a period longer than one school
year. The teacher receiving such a leave shall be entitled to all of the rights and benefits of
employment he/she would have received had he/she performed his/her regularly contracted
functions during the period of such leave. No such leave shall be granted until the questions as to
which school district shall pay the salary and other employment obligations of such teacher have
been resolved in a written agreement between the school districts concerned.
Paragraph 4:
Medical Leave: Teachers may request medical leave without pay from the beginning
of one school year to the beginning of the following school year upon filing such a request with
the building principal or immediate supervisor. Such request shall not extend beyond the
beginning of the following year and shall state beginning and ending dates, when possible. The
building principal or immediate supervisor shall forward such request to the superintendent, who
shall present the request to the Board for its consideration.
Paragraph 5:
Extended medical leave shall be available to teachers. Teachers requesting extended
medical leave must furnish a written statement from a licensed physician recommending or
supporting the request. The Board may require an independent medical opinion, at the Board's
expense, from another licensed physician.
Paragraph 6:
Teachers returning to work at the expiration of a medical leave of absence must
furnish the superintendent with a statement from a licensed physician that the teacher is
physically and mentally able to resume the duties of the position for which he/she is returning.
The Board may require an independent medical opinion, at the Board's expense, from another
licensed physician.
Paragraph 7:
As positions become available, the teacher on leave shall be notified and given
preference to openings in his/her area. The teacher on leave shall notify the Board by April 15 of
his/her intentions whether or not to return. If no position is available, termination pay of thirty-
three and one third percent (33 1/3%) of up to a maximum of 100 accumulated sick leave days
will be paid to the teacher. The termination pay will not be collectible should the teacher elect not
to return. If a position is available, the teacher shall retain his/her accumulated temporary leave
and the same position on the salary schedule as that held when the leave began.
Paragraph 8:
Study Leave: Any teacher desiring an extended study leave shall file a written
application with the superintendent at least 90 days prior to the first day of the requested leave.
Such application shall be in writing on a form prescribed by the superintendent and shall explain
in detail the length and purpose of the desired leave and the teacher's reasons why said leave will
be of benefit to the district. The superintendent shall present said request, together with his/her
recommendations, to the Board at its next regular meeting.
Paragraph 9:
Political Leave: Teachers who intend to become candidates for political office shall
notify the superintendent within five days of the date on which the declaration of candidacy is
filed. A teacher who becomes a candidate for political office may apply to the superintendent for
political leave without pay for the purpose of conducting his campaign. Teachers who are elected
or appointed to a full-time political office shall be required to terminate their employment with
17

 
the district when they assume office. Teachers holding a political office for less than full-time
must make prior arrangements with the superintendent for political leave from their school duties
to carry out the functions of the political office. Teachers who must be absent from school to
carry out the duties of a part-time political office must take a leave of absence without pay for the
duration of their political duties.
18

 
ARTICLE IX: PROFESSIONAL RIGHTS AND RESPONSIBILITIES
Section A: RIGHTS AND RESPONSIBILITIES
Paragraph 1: Discussion of School Policies: Teachers have the right to express opinions on school
policies and conditions, make declarations, and vote on issues.
Paragraph 2: Organizational Activities: Teachers have the right to join and participate in activities
of their own choosing that do not violate Federal or Kansas laws.
Paragraph 3:
Political Activity: Each teacher is free to exercise his/her rights and fulfill his/her
responsibilities as a citizen by participating in political activity, attending functions of political
parties, belonging to the party of his/her choice, seeking support in the community on political
issues, becoming a candidate for public office, and holding such office. His/her political activity,
however, must not compromise his/her professional integrity. He/She must not misuse his/her
professional position to pervert academic freedom in the interests of his/her own political beliefs
or ambitions of those of a political group.
Paragraph 4:
Individual and Personal Rights: The teacher's individual and personal rights are no
less than those of other citizens.
Paragraph 5:
The teacher has the professional right to request a transfer to another assignment
within a building or within the district. Such requests shall be in writing and addressed to the
proper administrative office.
Paragraph 6:
Resignations must be submitted according to state law. If submitted after that date, a
penalty of $500 will be assessed through June 30
th
. On or after July 1
st
the penalty increases to
$1000. The Board of Education could waive the fee, if extenuating circumstances warrant.
19

 
ARTICLE X: TEACHER PROTECTION
Section A: ACTION AGAINST TEACHER
Paragraph 1: No teacher shall be disciplined, reprimanded, reduced in rank or compensation, or
deprived of any professional advantage without just cause. No disciplinary action shall be taken
against any teacher on the basis of a complaint by a parent or a student before a conference is
held between the teacher and the supervisor contemplating the action.
Section B: MEETING OR HEARING
Paragraph 1: A teacher shall be given prior notice, the names of persons who will be present, and
the reasons for a meeting or hearing where the teacher is required to appear before the
superintendent for disciplinary reasons. The teacher may be accompanied, if prior notice is given
to the administration, by a representative of the Association or another interested third party. This
third party may advise the teacher, but not participate actively in the meeting or hearing.
Following such meeting, a written summary of the matters discussed at the conference shall be
read and signed by the teacher who shall receive a copy.
Paragraph 2:
Whenever a teacher is required to appear before the Board concerning disciplinary
matters, he/she shall be given prior written notice of the reasons for the meeting or hearing and
may be represented by the Association or by a person of his/her own choosing.
Paragraph 3:
A teacher may be represented by legal counsel at all times.
Section C: SOLICITATIONS
Paragraph 1: Every reasonable means shall be used to discourage students, parents and
organizations from soliciting teachers during the school day.
20

 
ARTICLE XI: TEACHER BENEFITS
Section A: TAX-DEFERRED ANNUITY CONTRACTS
Paragraph 1: The teacher must file an application for the purchase of the annuity on the regular
form of the company of his/her choice with the business office in order for the annuity contract to
become effective.
Paragraph 2:
New tax-deferred annuity companies must sell at least five new policies in order to
be established in Unified School District #261.
Paragraph 3:
Annuity contracts between the teacher, the Board of Education, and a qualifying
annuity company may become effective at any time during the year provided the payroll
department is supplied with the necessary and required authorization on or before the payroll
cutoff day of the month such contracts are to become effective.
Paragraph 4:
The teacher, not the Board, has the responsibility to initiate a change or the
termination of the purchase of tax-deferred annuities in accordance with established Board
policies.
Paragraph 5:
The Board of Education will accept reciprocal contracts of other school districts for
the purchase of such annuity contracts.
Section B: INJURY BY BATTERY
Paragraph 1: Whenever a teacher is absent as a result of personal injury caused by battery arising
out of or in the course of his/her employment and when investigation by the administration
indicates that he/she has used reasonable judgment, he/she shall be paid his/her full salary less
any other Board provided or state provided teacher compensation or disability benefits for the
period of such absence without having such absence charged to his/her accumulated sick leave.
Payment for such absence shall not extend beyond thirty (30) calendar days. In cases where a
teacher loses time as a result of his/her following Board or administrative policy, at its discretion
the Board may excuse such absence without loss of pay or sick leave.
Section C: FRINGE BENEFIT POOL
Paragraph 1: The Board shall establish a fringe benefit program to comply with Section 125 of
the Internal Revenue Code. The Board shall provide the opportunity for each employee to execute
a salary reduction agreement to pay premiums desired.
Paragraph 2:
Each teacher may reduce his or her contract by an amount up to $16,100 to be used
for various fringe benefits offered in the pool. The benefits offered shall include: (1) group term
life and accidental death and dismemberment insurance, (2) health insurance with optional dental
and vision riders, (3) cancer insurance, (4) medical expense reimbursement, (5) dependant care
reimbursement.
Paragraph 3:
When it becomes necessary as determined by either the Association or the Board to
select companies to provide benefits within the fringe benefits pool, a committee shall be formed
consisting of nine people. Five shall be appointed by the Association president and four by the
Board. This committee may receive and review bidding and may select companies to provide
such benefits.
Paragraph 4:
Any tax chargeable claims payable under an option, which would normally be the
Board's, shall be paid by the individual teacher.
21

 
Paragraph 5: If subsequent laws, statutes, or administrative rulings should alter the 125 salary
reduction plan, the package options will be reopened upon the request of the Association for the
purpose of renegotiations.
Paragraph 6:
Health Care Plan: The Board of Education will provide $250 per month for a single
defined benefit and $350 per month for a family defined benefit. If two U.S.D. 261 employees are
in the same family and are taking the family plan, one employee member receives the $350
benefit and the second employee member receives the $250 benefit. Teachers must be enrolled in
the district sponsored and approved health care plan and elect to participate in said health care
plan on or before September 1
st
of each year.
Paragraph 7:
Dental Care Plan: The Board of Education will also provide $25.01 per month for a
single defined dental benefit. Teachers need not be enrolled in the district sponsored health care
plan. Teachers must be enrolled in the district sponsored and approved dental care plan and elect
to participate in said dental care plan on or before September 1
st
of each year.
Section D: HEALTH & WELLNESS
Paragraph 1: The Board of Education provides up to $100 per school year for health club
memberships with cooperating businesses.
Section E: USD 261 LONGEVITY PAY
Paragraph 1: The Board of Education shall recognize years of teaching service within Unified
School District 261. Longevity pay shall be established from school district records and included
as additional compensation to the basic teacher contract. No teacher may receive Longevity
payments nor accrue a year of service during a year when they are on a Plan of Assistance. If the
Plan of Assistance has been corrected as of September 1 of the following school year, the teacher
will be eligible for movement on the Longevity payment schedule.
Paragraph 2:
A full semester's experience shall count as one year of experience. Full semesters
taught in two different years shall be combined for one-year credit.
Paragraph 3:
A certified teacher must be employed five-tenths contract or more to qualify for
longevity pay credit.
Paragraph 4:
Longevity Pay: After three (3) consecutive years with U.S.D. 261 a teacher will be
eligible to receive longevity pay of $500, to increase by $25 per year for each year of service
thereafter.
Paragraph 5:
A teacher that has left the district as an employee and returned to employment
within 5 years is eligible for longevity pay at the full number of total years employed in the
district. Effective July 1, 1989, a teacher returning to employment in USD 261 after a 5 year or
more absence will not receive credit for longevity pay for previous years of employment.
Section F: EARLY RETIREMENT PROGRAM
Paragraph 1: Eligibility:
(a) Employee must have completed 10 years of employment in USD 261.
(b) All employment during this time must have been at least 1/2 time or more to qualify
as employment.
(c) Employee must be currently under contract in USD 261.
22

(d) Employee must qualify under the KPERS plan of 85 and Out or 62 years of age plus
10 years of service.
(e) No minimum age requirement must be achieved or met.
Paragraph 2: Conditions:
(a) The Board of Education retains the right to alter the program at anytime with the
following stipulations
(a1) Notification to terminate, suspend, or amend the program shall be given to
staff between April 1 and May 10 one year prior to such.
(a2) Staff members already retired and participating in the program will not be
affected by any alteration of the program they originally opted to activate.
(b) Early retirement benefits as provided by the district will be granted to the retirees or
their heirs if the retirees die before completion of the program option they choose.
Exclusion to this condition is that heirs will not be eligible to continue the health
insurance option. Employees already retired will not be affected by any alteration or
modification of future salary schedules.
(c) Should a retired employee reapply for a position in the district and be offered a
contract with USD 261, all conditions of the early retirement program shall become
void. Said employee will not be eligible for or have the option to participate in the
district retirement program in the future.
(d) Employees electing to participate in the district program that do so the first year they
are eligible under the state KPERS plan of 85 and Out will receive full district
program benefits at the level they qualify. The level of benefits qualified for the first
year becomes the base early retirement amount or figure to be used in all calculations
of retirement benefits. Those employees electing to take advantage of the early
retirement program at a date on or beyond when they are first eligible do so under the
following scale:
First Year Eligible
Full Benefits
Second Year Eligible
90% of Base Early Retirement
Third Year Eligible
30% of Base Early Retirement
Fourth Year Eligible
10% of Base Early Retirement
If an employee does not choose to participate in the early retirement program within
the above four year span, no early retirement program will be available to said
employee.
(e) For an employee to activate early retirement benefits, forms for such as provided by
the district office must be completed and filed with the superintendent no later than
May 20 one year prior to retirement.
Paragraph 3:
Benefits:
(a) Retirees shall be entitled to the following:
(a1) Thirty percent of the retiree's final salary as represented on the base salary
schedule, plus the dollar amount of any contract extension.
(a2) Supplemental salary amounts are excluded from the final salary figure used
to calculate the retirement benefit.
23

 
(a3) One percent of the final calculated base benefit for each year of service with
the district in excess of 10 years subject to section 2b.
(a4) An amount equal to 1 day of sick leave for every 3 days that have been
accumulated at the time of retirement at the employee’s current daily rate of
pay.
(a5) Retirees may remain enrolled in the district sponsored health insurance
program if they so desire with billing and scheduled payment of premiums
established by the business department. Should the district not sponsor a
group health insurance plan, the Board of Education is under no obligation
to create such for retirees.
(b) Option: Early retirement enrollee’s benefit will be deposited as a lump sum into a
403B plan (Tax Sheltered Annuity).
Section G: TERMINATION PAY
Paragraph 1: Termination pay will be thirty-three and one-third percent (33
1
/
3
%) of up to a
maximum of 100 accumulated days of sick/personal leave.
24

 
ARTICLE XII: DISCIPLINE AND PUPIL CONTROL
Section A: CLASSROOM
Paragraph 1: General: The individual classroom teacher must assume the major responsibility for
classroom control and discipline and his/her judgment in this regard will be relied on the general
course. The Board hereby recognizes its responsibility to give support and assistance to teachers
in this endeavor.
Paragraph 2:
Gross Misbehavior: When gross misbehavior occurs, the teacher should contact
parents and notify the building principal. Any show of disrespect by word or action toward any
staff member, open defiance that may threaten the general discipline of the school or the
classroom, or carrying or using weapons in a school building or on school grounds shall not be
permitted. Parent conferences with teachers and/or building principal(s) should be scheduled
and/or other appropriate disciplinary action taken.
Paragraph 3:
Referral of Pupil: When, in the judgment of a teacher, a pupil requires referral to
professional personnel or specialists, he/she shall so inform his/her building principal or
immediate supervisor. The building principal or immediate supervisor shall arrange as soon as
possible for a conference, which includes him/herself, the teacher, and appropriate specialists to
discuss the problems and to decide upon appropriate steps for its resolution.
Paragraph 4:
Removal of Pupil from Classroom: When, in the judgment of a teacher, pupil is
seriously disrupting the instructional program to the detriment of other pupils, the teacher may
remove the pupil from his/her class. The teacher will instruct the pupil to report immediately to
the appropriate supervisor or administrator. Following the decisions to remove the pupil, the
teacher will advise the building principal of the action and will, as soon as possible, furnish full
particulars, which led to the decision. Appropriate written records of such removals shall be
maintained by the building principal and teacher and shall be available to the parties upon
request. The pupil shall not be readmitted without consultation with the teacher. If a student is
removed from the supervision of the teacher, the teacher will be notified as soon as possible.
Section B: PHYSICAL FORCE
Paragraph 1: While in the course of his/her employment, a teacher may use a reasonable physical
force against a pupil to protect him/herself, to protect other persons, to prevent the destruction of
property, or to prevent any illegal overt act on the part of the pupil.
25

 
ARTICLE XIII: FILES
Section A: TEACHER FILES
Paragraph 1: The teacher's file in the building principal's office and in the superintendent's office
shall be open to inspection by the teacher during regular business hours or by appointment.
Credentials and related papers from teacher placement bureaus, which by their own regulation are
labeled "confidential," shall not be open to inspection by the teacher.
Paragraph 2:
No material derogatory to the teacher's conduct, service, character or personality
shall be placed in the teacher’s file until the teacher has had an opportunity to review the material.
The teacher shall have the right to answer any material filed, and his/her answer shall be affixed
to the material and placed with it in the teacher’s file.
Paragraph 3:
A teacher may obtain, upon request, a copy of the material in question in his/her file
as set forth in Paragraphs 1 and 2 above.
Paragraph 4: A teacher may petition the superintendent to remove derogatory material including
conference report forms from the teacher's file when such material has been in the teacher's file
for a period of 24 months. All materials pertaining to a teacher's evaluations must be retained for
a period of at least 36 months.
26

 
ARTICLE XIV: ASSOCIATION RIGHTS AND PRIVILEGES
Section A: GENERAL
Paragraph 1: The Board will, upon request, provide the Association with any documents legally
available. The cost of reproduction, for multiple copies, will be borne by the Association.
Paragraph 2: The Board will provide in an unused space somewhere in the system adequate space
to store Association materials and act as office space for the Association. The Association shall
be allowed to install a telephone in such office at its own expense. The expense of furnishing and
all other expenses shall be borne by the Association.
Paragraph 3:
Requests for space and services for professional meetings shall be made on
appropriate forms. Charges will be made in line with category of space and service usage.
Paragraph 4:
The Association has the right to post items on faculty bulletin boards, to place items
in the teacher's boxes, and to use inter-school mail.
Paragraph 5: The Association has the right to raise issues related to the interpretation of the
negotiated agreement directly with the superintendent. The Association also has the right to file a
grievance related to the interpretation of the Association Rights and Privileges. The grievance
should follow the same procedure as described in Article XV Section C.
Section B: HEA, KNEA AND NEA MEETINGS
Paragraph 1: At the beginning of every school year, the Haysville Education Association shall be
credited with five days to be used by members of the Association for Association business,
including the delegate assemblies, and professional meeting not specifically curriculum oriented.
The use of these days is to be at the discretion of the Association as determined by the
Association's Representative Council and approved by the superintendent of schools.
Paragraph 2:
The Association agrees to notify the building principal(s), not less than five school
days prior to the date of the meetings. The building principal's(s') recommendation(s) will then be
forwarded to the superintendent for final action.
Paragraph 3:
The Association agrees to reimburse the school district the amount of the substitute
teacher's pay for each day in excess of the five days up to a limit of ten additional days. All days
beyond the additional ten days are to be reimbursed at the daily rate of the teacher's salary who is
absent from the teaching position for professional business. No substitute salaries will be charged
unless a substitute is actually employed. All days utilized by the H.E.A. for professional meetings
will be charged against the days allocated through negotiations.
Paragraph 4:
Any assigned responsibilities missed as a result of professional meetings not
approved in accordance with the preceding policies will be considered the same as work not
performed and full salary reductions will be made.
27

 
ARTICLE XV: GRIEVANCES
Section A: PURPOSE
Paragraph 1: The purpose of the grievance procedure is to provide for the fair, orderly and
expeditious adjustment of grievances of an individual teacher or teachers at the lowest level.
Section B: DEFINITIONS
Paragraph 1: Grievance shall mean any alleged violation, misinterpretation or misapplication of
the terms and conditions of any teacher's contract of employment.
Paragraph 2:
Grievant means a teacher of Unified School District #261, Sedgwick County,
Kansas, having a grievance.
Paragraph 3:
Days shall mean school days unless otherwise stated, except that, during the period
between the last day of classes of one school year and the first day of classes of the following
school year, days shall mean when the district central administration office is open.
Section C: GENERAL PROCEDURES
Paragraph 1: The adjustment of grievances shall be accomplished as soon as possible. To that
end, the number of days within which each step is prescribed to be accomplished shall be
considered as maximum and every effort shall be made to expedite the process. Under unusual
circumstances, the time limit prescribed in this statement may be extended or reduced by mutual
consent of the grievant and the person or persons by whom his/her grievance is being considered.
Section D: SUPPLEMENTAL CONDITIONS
Paragraph 1: All individuals involved, and all others who might possibly contribute to the
acceptable adjustment of a grievance, are authorized and urged to testify with full assurance that
no reprisal will follow by reason of such participation.
Paragraph 2:
Upon the final determination of the grievance, the documents, communications, and
records relating thereto shall be maintained by the director of personnel.
Paragraph 3:
All grievance hearings shall be closed. Excluded from the grievance procedure shall
be matters for which law mandates another method of review.
Paragraph 4: The filing of a grievance at all levels shall be submitted on the USD261 employee
grievance form and shall be specific as to the nature of the grievance.
Paragraph 5:
A grievance may be withdrawn at any level without establishing precedent.
Paragraph 6:
At any step in the grievance process, representatives and/or witnesses may be
present if requested by either party.
28

 
Section E: LEVELS
Level
Participants
Process
Conference
Timing
Resolution
Deadline
One
Employee and HEA
Representative if
requested
Principal and
Immediate
Supervisor if
requested
The grievant shall submit the employee
grievance form within 20 days after the
occurrence of the event, or after the grievant
becomes aware of such event. During the
discussion the aggrieved person, either
directly or through the HEA's representative
shall seek to resolve the matter.
Conference is
held within
seven days of
receiving the
grievance form.
Seven days
following the
conference
Two
Employee and HEA
Representative if
requested
Superintendent or
designee
In the event that the grievant is not satisfied
with the disposition of his/her grievance at
level one, or in the event that no decision is
reached within seven days he/she may
appeal the matter to the superintendent.
Conference is
held within ten
days of
receiving the
grievance form.
Ten days
following the
conference
Three
Employee and HEA
Representative if
requested
Superintendent or
designee
Federal Mediation
& Conciliation
Service
In the event that the grievant is not satisfied
with the disposition of his/her grievance at
level two, or in the event that no decision is
reached within ten days he/she may appeal
the matter for mediation to the Federal
Mediation and Conciliation Service.
Conference is
held within
twenty days of
receiving the
grievance form.
Ten days
following the
conference
Four
Employee and HEA
Representative if
requested
Superintendent or
designee
Board of Education
In the event that the grievant is not satisfied
with the disposition of his/her grievance at
level three, or in the event that no decision is
reached within ten days he/she may appeal
the matter to the Board of Education.
Conference is
held within
thirty days of
receiving the
grievance form.
Twenty days
following the
conference
*
See Note
* Note
The Board shall submit its decision in writing to the grievant within 20 days from the date the hearing is
completed. As an alternative, the Board may assign a hearing officer to hear the grievance and to
recommend action on the grievance to the Board. Such recommendation shall be made to the Board
within 10 days after the hearing officer has completed the hearing. The Board shall rule on the grievance
within 15 days after receiving the grievance in writing. The Board shall submit its decision in writing to
the grievant within 15 days from the date such decision is reached.
29

 
ARTICLE XVI: TEACHER REPRIMAND
Section A: GENERAL
Paragraph 1: Normally problems concerning complaints and/or the teacher's performance will be
called to the teacher's attention in an oral conference, however, it may be necessary for the
building principal to conduct a conference and prepare a written conference report thereof. In
such cases the teacher will receive a copy of the report if such report is placed in his/her
personnel file.
Section B: CONFERENCE REPORTS
Paragraph 1: Prior to the conference, the building principal should carefully note those items of
concern, which are to be discussed in the conference. (This is not to be done on the conference
report.) The teacher will then be notified of the conference, and in the conference will be fully
informed of the building principal's concerns. The building principal should give positive
suggestions for remedying the deficiencies, which may exist in the teacher's conduct, attitude, or
general work habits. Additionally, a date or time frame should be established by the building
principal within which the necessary improvement must be shown. The date and time of the
follow-up conference should be established as a part of the conference report.
Paragraph 2:
In those instances where a teacher's infraction of rules or delinquency in
professional performance is not at that time of such consequence that it may affect the teacher's
employment status, the Board or its administrators may institute the following informal
disciplinary procedure:
(a) Oral admonition to the teacher, advising of problem, providing suggested ways of
correcting problem.
Paragraph 3:
In those instances where a teacher's infraction of rules or delinquency in
professional performance is at that time of such consequence that it may affect the teacher's
employment status, the Board or its administrators shall write a conference report, in triplicate,
containing the following:
(a) Items of concern (cite specific examples)
(b) Suggested remedies
(c) Time frame for improvement
Paragraph 4:
The teacher should be given an opportunity to attach any comments he/she may
have concerning the conference or the concerns and recommendations contained in the
conference report. After both have had an opportunity to comment, the building principal and the
teacher should sign the conference report. This signature does not indicate that the teacher agrees
with the conference report or that the building principal agrees with the teacher's comments, but
rather attests to the fact that the conference was held and that the teacher was apprised of the
comments made by the building principal.
Paragraph 5:
After the conference reports are signed, the teacher should receive a copy of the
report and the building principal should maintain a copy for his/her file. The original should be
sent to the superintendent.
30

 
Section C: COMPLAINTS
Paragraph 1: Complaints regarding a teacher made to an administrator by any parent, student, or
other person, shall be promptly called to the attention of the teacher, as the administrator deems
appropriate. Any complaints not brought to the attention of the teacher within ten consecutive
contract days shall not be used in the formal evaluation process.
31

 
ARTICLE XVII: INDIVIDUAL CONTRACT FORM
HAYSVILLE UNIFIED SCHOOL DISTRICT #261
SEDGWICK COUNTY, KANSAS
TEACHER'S BASIC CONTRACT
This contract, made and entered into, in duplicate, this _____day of ___________, 20_____, by and
between the Board of Education of Unified School District No.261, Sedgwick County, State of Kansas,
hereinafter called "Board" and __________________ hereinafter called "Teacher."
The parties hereto agree that Teacher shall be employed by Board as an employee of said Unified School
District No. 261, Sedgwick County, Kansas, for the school year 20____, 20_____, as defined and
scheduled by Board, which shall include at least _____duty days of teaching and other assignments as
designated by the Board, beginning __________, 20_____, at the salary of $_______ for said year
(Degree______Step_____) payable in equal installments, commencing __________, 20____, subject to
the following terms and conditions:
1. The services to be performed by Teacher hereunder shall be as determined and assigned by
Superintendent of Schools, and teacher shall be subject to the policies, orders, rules, and
regulations of the Board; however, said policies, orders, rules and regulations are not a part of
this contract.
2. This contract is contingent upon the Teacher being and remaining certificated during the term
of employment hereunder with respect to the position for which Teacher is employed as
provided by law. In the event the Teacher is unable to furnish to and maintain with the Board
an applicable Kansas teacher certificate to be in full force and effect during the term of
employment hereunder, this contract shall be null and void.
3. The teacher will also submit a Certificate of Health signed by a licensed physician, the
expense thereof to be borne by teacher, as provided by K.A.S. 72-5213, Rev. 1980.
4. In the event the employment of Teacher hereunder shall be terminated for any reason prior to
the expiration of the school year, the salary as hereinbefore specified shall be adjusted and
paid on the basis of an amount which, together with the compensation heretofore paid, shall
bear the same relationship to the total salary above specified as the number of days of actual
duty prior to the effective date to termination shall bear to the number of duty days of the
school year as defined and scheduled by the Board.
5. Advancement by Teacher on any salary schedule adopted by the Board shall be accomplished
as set forth in the negotiated agreement.
6. This contract is subject to the terms and provisions of the Kansas Cash Basis Law and the
Kansas Budget Act, and amendments thereof or supplements thereto respectively, and to all
other applicable United States and Kansas Laws.
32

WITNESS OUR HANDS on the day and year first above written.
UNIFIED SCHOOL DISTRICT NO. 261
SEDGWICK COUNTY, STATE OF KANSAS
BY
_____________________________________________________
PRESIDENT, BOARD OF EDUCATION
(By Authority and Direction)
_____________________________________________________
Superintendent
_____________________________________________________
Teacher
ATTEST:
___________________________________________
Clerk, Board of Education
In order for this contract to be valid it must be signed and
returned by _________________
33

 
ARTICLE XVIII: TEACHER EVALUATION
Section A: GENERAL
Paragraph 1: Good schoolteachers, as well as other professional people, are interested in
maintaining a high level of competency in their chosen field. Likewise, the Unified School
District No. 261 is very much interested in assisting their teachers in achieving a high degree of
proficiency in their duties.
Paragraph 2:
To assist each other and every teacher in an orderly and constructive manner, it shall
be the responsibility of the superintendent and the building principals and/or immediate
supervisors to periodically evaluate each teacher to better perform his/her duties.
Paragraph 3:
Teacher evaluation process will be consistent with procedures outlined in State Law.
Section B: PURPOSE
Teachers will be evaluated to provide structured and informal opportunities for building principals and/or
immediate supervisors and teachers to objectively consider and evaluate the effectiveness and the
contribution of the teacher to the total school program and to provide quality teachers with an expectancy
of continued employment. It is the belief of the Board and the Association that this procedure will provide
the best opportunity for a teacher to have security in employment and to improve his/her effectiveness.
Section C: GENERAL PROCEDURES
Paragraph 1: Two types of evaluations are approved for use in the district. They are:
(a) Teacher Evaluation Report (check list)
(b) M.B.O. (Management by Objective)
Paragraph 2:
The building principal and/or immediate supervisor shall discuss teacher evaluation
objectives and procedures with the teachers before the evaluation each year. The building
principal and/or immediate supervisor and teacher will determine the form that would be the most
meaningful and helpful for that year.
Paragraph 3:
Teacher-building principal and/or immediate supervisor evaluations shall be
arranged according to the following schedule:
(a) During the first two (2) consecutive years of employment in a school, each teacher
shall be evaluated at least once each semester. Additional evaluations shall be
scheduled as needed in order to provide new teachers with maximum assistance in
the strengthening and improving of teacher performance.
(b) During the third and fourth consecutive years of employment, each teacher shall be
evaluated at least once each year.
(c) All other teachers in the school and/or district shall be formally evaluated at least once
every three years thereafter.
(d) Evaluations may be made on any teacher more often than is stipulated if deemed
necessary by the superintendent.
Paragraph 4:
In addition to the formalized evaluation procedures, it is expected that frequent
conferences of a more informal nature will take place concerning improving the quality of
34

 
teaching performance. These conferences may result from a variety of circumstances such as but
not limited to:
(a) Observation by the building principal and/or immediate supervisor in the area in need
of immediate improvement.
(b) Concerns expressed by the teacher concerning any problem or areas in which the
teacher feels the need for assistance in order to improve teacher performance.
Paragraph 5:
This in no way excludes the superintendent from making classroom visitation for the
purpose of teacher evaluations. If, as a result of informal observation and ensuing conferences,
specific guidelines and directives are needed to improve teaching performance, these are to be
filed in the same manner as the formal evaluation reports.
Paragraph 6:
Copies of the teacher evaluation report shall be made for the building principal
and/or immediate supervisor, the superintendent, and the teacher. A copy of the completed
evaluation report and the responses thereto shall be maintained in the teacher's personnel file for a
period of not less than three (3) years.
Paragraph 7:
The teacher's file in the building principal's office and in the superintendent's office
shall be open to the inspection of the teacher during regular business hours or by appointment.
Credentials and related papers from teacher placement bureaus, which, by their own regulations,
are labeled "confidential", shall not be open to inspection by the teacher.
Paragraph 8:
Except by order of a court of competent jurisdiction, evaluation reports and
responses thereto shall be available only to the teacher evaluated, the Board, the administrative
staff making same, the State Board of Education, the Board and administrative staff of any school
to which such employee applies for employment, and other persons specified by the employee in
writing to the Board.
Paragraph 9:
All monitoring or observation of the professional performance of a teacher shall be
conducted openly.
Paragraph 10:
Any complaints regarding a teacher's classroom activities made to a Board
member, administrator, or other person, shall be promptly called to the teacher's attention by the
building principal. These complaints shall be handled objectively and pursued until the issue is,
hopefully, resolved.
Paragraph 11:
No material derogatory to the teacher's conduct, service, character, or personality
shall be placed in the teacher's file unless the teacher has had an opportunity to review the
material. The teacher shall have the right to answer any material filed, and this answer shall be
affixed to the material and placed with it in the teacher's file.
Section D: PROCEDURE FOR TEACHER EVALUATION REPORT (CHECK LIST)
Paragraph 1: The building principal or immediate supervisor shall make at least three classroom
visitations of twenty (20) minutes or longer prior to the completion of the Teacher Evaluation
Report. These observations shall be separate visits. One visit may be at the teacher's request.
Paragraph 2:
Each mark of exemplary or unsatisfactory must be supported by written statements
or documentation. Any job targets created shall be over an agreed time period and shall be
monitored by the evaluator. For any mark of unsatisfactory the evaluator and the teacher being
evaluated will hold a conference after the period for improvement to determine the success or
failure.
35

 
Paragraph 3: Self-evaluation may be considered an integral and important part of the total
evaluation program. Prior to formal evaluation conferences, teachers may evaluate themselves on
the evaluation criteria and bring the self-evaluation to the conference for discussion.
Paragraph 4:
The completed evaluation shall be presented to the teacher during a conference and
the teacher shall acknowledge such presentation by his or her signature thereon. At any time not
later than ten (10) school days after such presentation, the teacher may respond in writing. Such
response may serve as a rebuttal of any portion of the report that the teacher feels is inaccurate,
unfair, or incomplete. The teacher may request a review of the evaluation by the superintendent.
Such request should be in writing with a copy to the building principal for his/her information.
Paragraph 5:
Copies of the Teacher Evaluation Report shall be made for the superintendent, the
building principal, and the teacher. A copy of the completed evaluation report and the responses
thereto shall be maintained in the teacher's personnel file for a period of not less than three (3)
years.
Section E: PROCEDURE FOR M.B.O.
Paragraph 1: The following procedure shall be used for those electing to be evaluated by M.B.O.
Paragraph 2:
The teacher, with the help of his/her supervisor, shall select and record appropriate
job objectives, which are objectives designed to improve his/her skills and abilities. These
objectives should be over and above what the teacher currently does. A minimum of three
objectives should be established.
Paragraph 3:
The building principal and/or immediate supervisor will hold a conference with the
teacher prior to October 1, to establish the following:
(a) A statement of job objectives
(b) Statement of the specific means by which each objective be achieved and the time frame
for each.
(c) Statement indicating acceptable evidence for determining successful completion of each
objective.
Paragraph 4:
A second conference will be held during the first semester to determine progress in
meeting the objectives.
Paragraph 5:
A third conference will be held during the second semester to evaluate success in
meeting objectives. A written report from this conference will contain a listing of the objectives,
how well they were met, overall strengths and weaknesses, and suggested future objectives.
Paragraph 6:
The completed evaluation shall be presented to the teacher during a conference and
the teacher shall acknowledge such presentation by his/her signature. At any time not later than
ten (10) school days after such presentation, the teacher may respond in writing. Such response
may serve as a rebuttal of any portion of the report that the teacher feels is inaccurate, unfair, or
incomplete.
Section F: PLAN OF ASSISTANCE
Paragraph 1: Normally problems concerning teacher performance will be called to the teacher's
attention in an evaluation report, however, it may be necessary for the building principal to
conduct a conference and prepare a written Plan of Assistance. See Article V, Section B,
Paragraph 2 and Section C, Paragraph 5 (Salary Schedule) and Article XI, Section D, Paragraph 1
(Longevity Pay).
36

Paragraph 2: Prior to the conference, the building principal should create an agenda carefully
noting those items of concern, which are to be discussed in the conference. (This is not to be done
on the Plan of Assistance.) The teacher will then be notified of the conference, and in the
conference will be fully informed of the building principal's concerns. In the Plan of Assistance
the building principal should give positive suggestions for remedying the deficiencies, which may
exist in the teacher's conduct, attitude, or general work habits. Additionally, a date or time frame
should be established by the building principal within which the necessary improvement must be
shown. The date and time of the follow-up conference should be established as part of the Plan of
Assistance.
Paragraph 3:
In those instances where a teacher's infraction of rules or delinquency in
professional performance is at that time of such consequence that it may affect the teacher's
employment status, the Board or its administrators shall write a Plan of Assistance, in triplicate,
containing the following:
(a) Items of concern (cite specific examples)
(b) Suggested measurable remedies
(c) Time frame for improvement
Paragraph 4:
The teacher should be given an opportunity to attach any comments he/she may
have concerning the conference or the concerns and recommendations contained in the Plan of
Assistance. After both have had an opportunity to comment, the building principal and the
teacher should sign the Plan of Assistance. This signature does not indicate that the teacher agrees
with the Plan of Assistance, or that the building principal agrees with the teacher's comments, but
rather attests to the fact that the conference was held and that the teacher was apprised of the Plan
of Assistance created with the building principal.
Paragraph 5:
After the Plan of Assistance is signed, the teacher should receive a copy and the
building principal should maintain a copy for his/her file. The original should be sent to the
superintendent.
37

 
ARTICLE XIX: DISMISSAL, NONRENEWAL, AND REDUCTION IN
FORCE
Section A: DISMISSAL AND NONRENEWAL
Paragraph 1: A teacher shall be deemed to have completed a year of employment in the school
district in the event said teacher has been under contract with the Board of Education for a
professional year of teaching duties between July 1 and the succeeding June 30, and has
performed teaching duties within the school district on at least one day more than one-half of a
professional year during such period. Teaching for any part of a day shall be considered as a day
of teaching under this policy.
Paragraph 2:
Tenure is granted when a teacher is offered a contract for the fourth consecutive
year.
Paragraph 3:
The superintendent shall use the appropriate forms in the event a teacher is
recommended for dismissal or nonrenewal. All administrative recommendations for dismissal
given to the Board shall be accompanied by detailed documentation justifying any such
recommendation as required by the Board.
Section B: REDUCTION IN FORCE
Paragraph 1: In the event that a reduction of personnel becomes necessary, the Board shall
attempt to accomplish the same through normal attrition. Should further reduction be necessary,
the Board shall first retain those teachers possessing current teaching certificates who are
qualified to teach in those grades and/or subjects to be taught.
Paragraph 2:
Prior to reduction, the Board shall attempt to place the teachers to be reduced in
other teaching situations.
Paragraph 3:
Teachers who are reduced shall be offered recall to vacant positions, which they are
certified to teach.
Paragraph 4:
Recall will be initiated as soon as possible upon the existence of a vacancy in the
district.
Paragraph 5:
No new appointments shall be made by the Board while there are reduced teachers
available who are certified to fill the vacancies.
Paragraph 6:
No teacher will lose his/her recall rights if he/she secures other employment during
the reduction.
Paragraph 7:
Any teacher reemployed by recall shall be given full salary, related benefits, and
experience as if continuously employed within the district.
Paragraph 8:
Any teacher reduced shall be accorded recall rights for a period of twelve months
unless specifically waived in writing. The Board shall annually provide the Association with a
current list of those who have retained these rights. The Association shall have the right to file a
grievance for a teacher who is not currently employed if it appears that his/her reemployment
rights have been violated.
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ARTICLE XX: ASSIGNMENT AND TRANSFER
Section A: ASSIGNMENT
Paragraph 1: It is the philosophy of the Board that teachers shall be fully certificated for all
classes they are assigned to teach, and at the grade level which they are assigned to teach. The
superintendent shall make every reasonable effort to give notice of assignments to new teachers
as soon after employment as practical and, except in cases of emergency, not later than June 30.
Section B: TRANSFER
Paragraph 1: All vacancies in existing and newly created positions (including, but not limited to,
promotional positions) shall be publicized by the superintendent. Such vacancies shall be posted
on district web site and e-mailed to all staff. During periods when school is not in session the
president of the Association shall be notified by mail of such vacancies, provided he/she provides
the Board with a self addressed, stamped envelope.
Paragraph 2:
Teachers who desire a change in grade and/or subject assignments, or who desire
transfer to another attendance center may file a written statement of such desire with the building
principal and the director of personnel for the following school year not later than May 1. Such
statement will include the grade and/or subjects to which the teacher desires to be transferred, in
order of preference. A copy of the request shall be forwarded to the superintendent.
Paragraph 3:
If a teacher's request for a change of assignment is denied, the teacher may request a
written explanation from the superintendent's office.
Paragraph 4:
An involuntary transfer shall only be made after a meeting between the teacher
involved and the superintendent, at which time the teacher shall be given written reasons for such
transfer. The teacher shall have the right to have an Association representative or another party of
the teacher's choice present at the meeting.
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ARTICLE XXI: RECOGNITION
Paragraph 1: The Board recognizes the Association as the exclusive bargaining representative for
regularly scheduled school term employees employed on an annual contract and engaged
primarily as classroom teachers, including building counselors, librarians, school nurse, and
teacher specialists in special education.
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ARTICLE XXII: REPRODUCTION OF AGREEMENT
Section A: REPRODUCTION OF AGREEMENT
Paragraph 1: Copies of the negotiated agreement shall be printed at the expense of the Board
within thirty days after the negotiated agreement is signed and presented to all teachers now
employed, and hereafter employed. The Board shall furnish a copy for each building and a copy
for the Association office for its use.
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ARTICLE XXIII: DURATION CLAUSE
Section A: DURATION OF AGREEMENT
Paragraph 1: This agreement shall become effective as of July 1, 2007 and shall continue through
June 30, 2008.
Paragraph 2: The policy set forth herein shall be included by reference in the contracts of all
teachers employed by USD 261.
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ARTICLE XXIV RATIFICATION
The Board and Association acknowledge that this memorandum of agreement herein set forth has been
duly ratified by the Board of Education of USD 261 and the teachers of USD 261.
Board of Education
By: _______________________________
President
Date: ___________________
Haysville Education Association
By: __________________________________
President
Date: _______________________
IN WITNESS WHEREOF, the parties set their hands and seals.
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ADDENDUMS TO CONTRACT
Salary Schedule Committee
Paragraph 1: A committee will be established to study the current salary schedule structure and
recommend changes to the IBB committee. Committee members are: Bruce Petersen, J.L.
Walker, Julie Dombo, Perry McCabe, Tammy Ricke, Clint Schutte, B.J. Knudsen.
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