Keystone Oaks School District

Conﬁden6al Employee Compensa6on Plan

July 1, 2020 – June 30, 2025

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CONFIDENTIAL EMPLOYEE COMPENSATION PLAN

The Board of School Directors of the Keystone Oaks School District adopts the following Compensa6on Plan to address the terms and condi6ons of employment for those Conﬁden6al Employee posi6ons exis6ng within the School District.

I. Term

A. This Plan shall be eﬀec6ve July 1, 2020 and be in eﬀect con6nuously through June 30, 2025.

B. If a Conﬁden6al Employee decides to resign / re6re during the term of this Compensa6on Plan and fails to provide ninety (90) calendar days wriZen no6ce to the Board of School Directors, the Employee shall be subject to a penalty of Five-Thousand ($5,000.00) Dollars and ineligible to receive any beneﬁts or compensa6on to which the Employee would otherwise have been en6tled as a result of a severance of employment duly no6ﬁed.

C. The decision to terminate a Conﬁden6al Employee due to the elimina6on of the posi6on shall rest solely and exclusively with the School District, ac6ng through its Board of Directors, and such determina6on shall not be subject to challenge, in any forum, by the Conﬁden6al Employee. If such a decision is made, the School District will provide the Conﬁden6al Employee with at least sixty (60) calendar days prior no6ce of said termina6on.

II. Deﬁni6ons and Du6es

A. The term “Board” where used in this Agreement, shall refer to the legally elected or appointed representa6ves of the School District.

B. The term “Conﬁden6al Employee” shall include the following posi6on for the purpose of this Plan, together with any other posi6on(s) which may be created by the Board of School Directors during the life of this Plan, and which is/are designated by the Board as a posi6on(s) included within this plan. Nothing set forth herein, however, shall obligate the School District to maintain any or all of these posi6ons during the term of this Plan.

·	Conﬁden6al Administra6ve Assistant

D. The du6es of this posi6on include, but are not limited to those outlined in the Job Descrip6on available in the District Job Descrip6on Manual.

III. Work Year

A. The Employees’ work year shall be 12 months, 260 work days, and shall observe paid holidays consistent with the School District’s approved calendar, unless otherwise speciﬁed.

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B. The basic work day shall consist of seven (7) working hours and one (1) hour unpaid lunch, with the speciﬁc star6ng 6me and ending 6me to be established by the District Superintendent or his designee, and adjusted as necessary to meet the needs of the School District.

C. The basic work week shall consist of ﬁve (5) consecu6ve work days scheduled Monday through Friday during any week, provided, however, that Conﬁden6al Employees shall be required, in emergency situa6ons as determined by the Superintendent, to work on weekends, and/or holidays, if necessary.

D. Conﬁden6al Employee posi6ons shall be salaried posi6ons for which employees shall not receive any over6me payment.

IV. Assessment of Performance

A. An annual assessment of performance shall be the means by which the Superintendent and the Director of Finance and Human Resources shall evaluate the performance of an individual Conﬁden6al Employee. Such assessment of performance shall be conducted as described below in each year of this agreement and a score will be given. The annual assessment of performance shall comply with the Public School Code and Regula6ons implemen6ng the School Code, if applicable to this agreement. Review of the performance assessment shall be conducted in a private session. All par6es agree that the performance assessment made shall be privileged and that the Board Members, Director of Finance and Human Resources and Superintendent shall respect the conﬁden6ality of the discussions, except to the extent as may be required by law. Nothing contained herein shall prevent the School District from using such evalua6on in a hearing properly brought under the Public School Code. The par6es agree that the Employees’ employment with the District is subject to the Public School Code, as amended, and in eﬀect from 6me to 6me.

B. It is extremely important for each individual to have a sense of his/her own performance and contribu6on to the organiza6on. This can only be accomplished through regular communica6on with the Employee’s supervisor in order to assess the Employee’s performance based on the expecta6ons of the Employee’s job descrip6on, the Employee’s accountability for achieving District goals (primary responsibility, supervisory responsibility, or support responsibility), and the Employee’s progress toward mee6ng the Employee’s individual objec6ves.

At least two formal conferences, an interim appraisal and a ﬁnal appraisal, will be held each year. Addi6onal conferences may be held as necessary. A wriZen no6ﬁca6on or performance level will be provided to each individual following the formal conference.

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The interim appraisal shall occur prior to December 1st of each year and the ﬁnal appraisal shall occur prior to May 1st of each year.

C. A plan for improvement shall be developed by the Employee’s supervisor in those instances where the Employee has received a Failing ra6ng in either of the two categories. Any employee who does not receive at least a Proﬁcient ra6ng in the year following one in which a Failing ra6ng was received will be subject to dismissal at the will of the School Board.

V. Salary Administra6on

A. For the purpose of this Sec6on 5, the “cost of living increase” (COL) shall be deﬁned as being based upon the average annual CPI-U comprised of the unadjusted percentage change from January of the preceding year to January of the current year. By way of example, the CPI-U to be used to calculate adjustments to salary eﬀec6ng in 2020 is the unadjusted percentage change from January 2019 to January 2020, or 2.5%.

B. Salary Adjustment

There shall be no adjustments in the Conﬁden6al Employee’s salary for the 2020-2021 plan year.

Adjustment in the Conﬁden6al Employee’s salary for the plan years beginning July 1, 2021 shall be determined by the Board in its sole discre6on based upon the performance evalua6on and in accordance with the following:

INCREASE BASED UPON PERCENTAGE OF CURRENT BASE SALARY

Dis6nguished Proﬁcient
Needs Improvement Failure

3% + COL 2% + COL
No adjustment No adjustment

In the 2020-2021 year of this agreement the total salary for a Conﬁden6al Employee shall be capped and not exceed a maximum amount of $60,000. Each year thereaner, during the term of this agreement, the maximum amount available as forth in this paragraph shall be increased

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by the COL as set forth herein above. By way of example, if the COL for calendar year 2020 is 2.5%, the maximum salary the Conﬁden6al Employee can receive in 2021-2022 is $61,500.00 ($60,000.00 plus COL ($1500.00)).

Salary increases shall be eﬀec6ve July 1 of each year of this contract unless otherwise approved by the Board. The Board shall have the discre6on to provide a salary increase of greater than what is prescribed by the evalua6on score in any year of this contract.

The Board also retains sole discre6on, but shall not be obligated to award a performance bonus to the Conﬁden6al Employee. The Conﬁden6al Employee’s salary may not be reduced without his/her consent.

C. Payment

This annual gross salary shall be paid to the Employee in equal installments in accordance with the schedule of salary payments in eﬀect for twelve (12) month employees of the School District.

D. Amendment

Any adjustments in the salaries during the term of this Compensa6on Plan shall be deemed an amendment to this Plan, and any such adjustments shall not be construed as either crea6ng a new Plan, or in any manner extending the end date of this Plan.

VI. Fringe Beneﬁts/Leaves

A. Health/Major Medical

The District agrees to provide Health Care Insurance to the Employee during the term of this agreement through the Allegheny County School Health Insurance Consor6um (ACSHIC). Each Conﬁden6al Employee will contribute to the cost of their health care beneﬁts in accordance with the following:

2020-2021	12% 2021-2022	13% 2022-2023	14% 2023-2024	15% 2024-2025	15%

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Addi6onally, in 2020-2021 the district will provide a $100 Health Care Credit.

The District will provide a base level insurance plan. If an Employee wishes to partake in a higher level of coverage, the employee shall pay the base premium contribu6on and 100% of the addi6onal premium for the higher level of insurance coverage.

If an Employee waives health insurance, the employee will be paid one-third (1/3) the cost per year of the plan for which the employee is eligible. One-half (1/2) of the one-third (1/3) payment will be made in the last pay in February and the remaining amount will be paid in the last pay of August. The District shall arrange to have this payment deducted on a pretax basis.

The District reserves the right to switch to a beneﬁts plan with substan6ally the same coverage should it beneﬁt the District ﬁnancially.

B. Dental/Vision

The District agrees to provide individual or full family dental/vision insurance to the Employee. Each Conﬁden6al Employee will contribute to the cost of their dental/vision beneﬁts in accordance with the following:

2020-2021	12% 2021-2022	13% 2022-2023	14% 2023-2024	15% 2024-2025	15%

The District will provide a base level insurance plan. If an Employee wishes to partake in a higher level of coverage, the employee shall pay the base premium contribu6on and 100% of the addi6onal premium for the higher level of insurance coverage.

If an Employee waives insurance, the employee will be paid one-third (1/3) the cost per year of the plan for which the employee is eligible. One-half (1/2) of the one-third (1/3) payment will be made in the last pay in February and the remaining amount will be paid in the last pay of August. The District shall arrange to have this payment deducted on a pretax basis.

The District reserves the right to switch to a beneﬁts plan with substan6ally the same coverage should it beneﬁt the District ﬁnancially.

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C. Life Insurance

The School District shall provide for each Employee life insurance in the amount of two (2) 6mes his/her annual salary rounded to the next higher hundred.

Dependent life insurance: Spouse - $5,000; each child - $2,500.

Employees may con6nue their life insurance coverage aner re6rement should they wish to, however they will be required to pay the premium for such insurance.

D. Travel Insurance

One hundred thousand dollars ($100,000.00) group accident insurance covering travel on School District business.

E. Liability Insurance

Two million dollars ($2,000,000.00) protec6on per school-related incident, with any deduc6ble payable by the School District.

F.	Social Security

In accordance with applicable laws and regula6ons.

G. Worker’s Compensa6on

In accordance with applicable laws and regula6ons.

H. Disability Income Protec6on

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An Employee who, because of sickness or accident, is unable to perform the du6es of his/her occupa6on is eligible for disability protec6on beneﬁts provided by the School District under the following condi6ons.

The District shall provide each Employee a disability income policy providing for replacement income at 60% (sixty percent) of the employee’s per diem pay rate per year.

1. The employee will have a 30-day wait period before disability beneﬁts begin. Employees may use available sick days during this wait period.

2. The employee will, aner the 30-day period, be eligible for a two-year beneﬁt period. Health sabba6cals shall not be taken consecu6vely with this leave.

3. During the disability beneﬁt period, the District shall con6nue all other beneﬁts in eﬀect at the 6me of the commencement of the disabling injury or illness for a one-year period. During the ﬁrst year, any health premium share must be made by the Employee. Should the leave extend to the second year, the Employee will pay health care premiums. Disability, for purposes of re6rement repor6ng, will be considered extended sick leave. An Employee on such disability leave will be permiZed to purchase up to one year of credited service in the Pennsylvania Public School Employee Re6rement System, to the extent such a purchase is permiZed by the re6rement system. The employee will be required to pay the District’s share of such purchase.

4. Upon return from leave, the Employee shall, where possible, be returned to the posi6on occupied at the 6me of disability.

I.	Sick Leave Beneﬁts

The Employee shall be credited with twelve (12) sick days per year in each year of this Plan.

1. Any employee hired who previously worked for another Pennsylvania Public School District immediately prior to Keystone Oaks, or in another posi6on at Keystone Oaks not covered by this Plan, shall be eligible to transfer no more than twenty-ﬁve (25) sick days from their prior employer / posi6on.	These days will be used ﬁrst in the event an employee chooses to use a sick day.

2. Employees may use sick days to care for the illness, injury, or disability of the employee’s spouse, parent or child.	The District may require reasonable proof of the family member’s illness, injury or disability.

3. Upon re6rement from the School District and from the Public School Employees’ Re6rement System, the Employee shall receive Forty ($40.00) Dollars per day for each

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unused sick leave day earned prior to July 1, 2009 or those carried over from previous employers / posi6ons and Finy ($50.00) Dollars per day for each unused sick leave day earned aner July 1, 2009 to a maximum reimbursement of Ten Thousand ($10,000) Dollars. Sick leave days earned aner July 1, 2009 will be used before sick leave days earned before July 1, 2009.

4. Notwithstanding the language in this Sec6on VII, paragraph I. and paragraph J. below, in the event the Employee is terminated for cause, the employee shall not receive any compensa6on for any unused sick days and/or vaca6on days which had been transferred to the District on the employee’s behalf from a previous employer.

5. Monies due to the Employee under this paragraph shall be deposited as an employer Internal Revenue Code Sec6on 403b contribu6on into an account of the employee’s choice. In the event of the Employee’s death while s6ll employed by the School District, payment for unused sick leave days shall be remiZed to the employee’s estate.

J.	Vaca6on

The Employee shall receive twenty (20) vaca6on days per year, to be prorated as appropriate during the Employee’s ﬁrst year of employment with the School District. The scheduling of use of said days must be approved in advance by the District Superintendent or his/her designee.

Vaca6on days shall be credited on July 1st of each year of this Plan. The Employee may carry over a maximum of ten (10) unused vaca6on days to the following school year. Any vaca6on days carried over to the following year must be used before October 31st of that year.

K. Holidays

Consistent with the School District’s approved calendar.

L.	Bereavement Leave and Legal Leave

1. Bereavement

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Employees covered by this Agreement shall receive death in family paid leave as follows:

a) A maximum of three (3) days of leave will be granted for a death in the immediate family; including parents, siblings, spouse, child, grandparent, grandchild, parent-in-law, child-in-law, sibling-in-law, or near rela6ve residing in the same household as the employee, or any person with whom the employee has made his/her home. When special circumstances so dictate, this may be extended to ﬁve (5) days upon pre-approval of the Superintendent or his/her designee.

b) A maximum of two (2) days for the death of a near rela6ve. A near rela6ve shall be deﬁned as ﬁrst cousin, a parent’s sibling, or sibling’s child.

c)	A maximum of one (1) day for the death of a friend with bonds so close that good taste demands aZendance at the funeral.

i. The Administra6on will require no6ﬁca6on of the rela6onship between the deceased and the employee.

ii. Such 6me will not be deducted from sick leave.

iii.In cases involving immediate family as iden6ﬁed herein above and when funeral/memorial arrangements are delayed, these days may be taken at a later 6me when veriﬁca6on is provided to the Superintendent or his/her designee.

2. Appearance in Court of Law/Jury Duty

a) Employees required to serve as a witness as a result of his/her employment with the School District, shall be en6tled to payment for the day or days that he/she serves as a witness; provided, however, that this provision shall not apply where the employee has himself/herself ini6ated the ac6on which requires him/her to be a witness. Any fees received for said witness service shall be remiZed to the School District.

b) An Employee who serves on jury duty on any day he/she is scheduled to work shall receive the diﬀerence between his/her daily compensa6on and compensa6on

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received for the jury duty; he/she shall endorse over to the School District any checks for such jury duty service.

M. Personal Days

The Employee shall receive three (3) personal days per year which may not be carried over. Unused personal days shall be forfeited.

The Employee shall receive no addi6onal emergency days, as any emergency should be reasonably covered as a sick, holiday, bereavement, legal or personal day, in accordance with paragraphs I, K, L & M above.

N. Professional Development and Dues

The District shall pay up to seven hundred dollars ($700.00) for dues payable to professional organiza6ons to which the Employee belongs, PROVIDED HOWEVER, that reimbursement for said dues shall be subject to the District Superintendent’s approval of the professional organiza6on. Addi6onally, the Employee must not be rated Needs Improvement or Failing (based upon the most recent evalua6on prior to the 6me period for which the Employee is seeking payment of dues) in order to have such dues paid by the District.

O. Mileage

The Employee will be reimbursed mileage for approved travel at the then current District approved mileage rate.

P. Payroll Deduc6ons

The gross salary payable to the Employee during the term of this Agreement shall be subject to deduc6on for appropriate re6rement contribu6ons and all other deduc6ons required by local, state and federal laws, regula6ons and rules.

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Q. Tui6on Reimbursement

The District shall reimburse the Employee ninety percent (90%) of the tui6on costs incurred for graduate study if a grade of “A” is achieved. Reimbursement for a grade of “B” will be 50%. Any grade lower than a “B” will receive no compensa6on. Maximum reimbursement shall not exceed $6,000 per year. Employee must not be rated Needs Improvement or Failing unless the coursework is part of a Performance Improvement Plan. Coursework must be Accredited and applicable to required cer6ﬁca6ons In PA.

VII. Inves6ga6ons

A. In the event that the Superintendent directs that any formal inves6ga6on of the conduct or performance of the Conﬁden6al Employee, the employee shall be:

·	No6ﬁed of the occurrence and purpose of the inves6ga6on before it begins.

·	Granted an opportunity to respond, verbally or in wri6ng, to any documents, ﬁndings or conclusions derived from such an inves6ga6on before the comple6on of the inves6ga6on.

·	Granted access to all non-privileged or non-protected reports generated by such an inves6ga6on upon the comple6on of the inves6ga6on.

B. Any inves6ga6ons undertaken shall be completed in private without any public disclosure by the School District, the Board of School Director or any individual members of the Board of School Directors, by the Superintendent or by the Employee, of the commencement or progress of the same. However, any aZorney, consultant or other representa6ve retained by the Board of School Directors to assist with this inves6ga6on shall be approved at a public mee6ng without reference to the purpose of the reten6on or the nature of the consulta6ve work to be undertaken.

C. Nothing set forth in herein shall obligate the School District, the Board of School Directors, any individual members of the Board, the Superintendent or the Employee to provide aZorney-client privileged or work product informa6on to another party at any 6me during, or following the comple6on of, any formal inves6ga6on of conduct or performance.

VIII. Modiﬁca6ons

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Notwithstanding any term or provision herein or elsewhere, oral or in wri6ng, this Plan shall not be modiﬁed except in a wri6ng signed by a Representa6ve of the Conﬁden6al Employee group and approved by the Board and executed by an authorized oﬃce of the Board.

IX. Savings

If during the term of this Plan it is found that a speciﬁc clause of the Plan is illegal in Federal or State law, the remainder of the Plan not aﬀected by such ruling shall remain in force. This Plan contains the en6re compensa6on for the Employees and may not be changed or altered except in wri6ng with the signatures of all par6es concerned.

X. Obliga6ons

This Plan shall be binding upon and shall inure to the beneﬁt of the par6es, their successors or assigns.

XI. Statutory Reference

All references to the Public School Code of 1949 contained herein shall also refer to and incorporate any amendment or recodiﬁca6on of the Code.

XII. Applicable Law

This Plan shall be construed in accordance with the laws of the Commonwealth of Pennsylvania.

XIII. Board Ac6on

This Plan shall become eﬀec6ve on July 1, 2020 and shall remain in eﬀect through and including June 30, 2025.

IN WITNESS WHEREOF and intending to be legally bound thereby, the par6es have caused this

Agreement to be duly executed the day and year ﬁrst above wriZen.

FOR THE CONFIDENTIAL EMPLOYEE GROUP:	FOR THE DISTRICT:

_______________________________

Representa6ve

WITNESS:

_______________________________

___________________________

President

ATTEST:

___________________________

Board Secretary

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