Article I 1.1 Recognition

ARTICLE I

1.1 RECOGNITION - Pursuant to the provisions of SDLC 3-18, the School Board of School District 53-1, Gettysburg, South Dakota, hereinafter referred to as the "Board", recognizes the Gettysburg Teachers' Association hereinafter referred to as the "Association", as the sole and exclusive representative for all regularly employed certified personnel, hereinafter referred to as "employees", except for the superintendent, principals, guidance counselor, and non-teaching certified employees. That portion of an employee's contract, specifically administrative, is also excluded.

1.2 EXCLUSIVE REPRESENTATION - The Board agrees not to negotiate with any other employees' organization, individual employees, or group of employees with regard to items contained in the negotiated agreement, unless other wise provided for in this Agreement or unless mutually agreed to by the parties during the term of this Agreement.

1.3 MANAGEMENT RIGHTS - The laws of the state of South Dakota have vested in school boards the full authority and power to manage, control, and direct the operation of the school district, and to adopt, modify, or repeal policies, rules, and regulations for the school district. All such authority shall continue unimpaired except as limited by a specific provision of the negotiated agreement.

ARTICLE II

2.1 PAYROLL DEDUCTIONS - As a service for those who desire, payroll deductions shall be made for SDEA/NEA dues, cancer insurance, tax-sheltered annuities, savings bonds, or group health insurance and dental insurance. Necessary information for these deductions must be submitted to the business manager at the beginning of the school year. The deductions will be divided equally among paychecks as per the option chosen in Article IV, Section 4.3.

2.2 MEETINGS, NOTICES, AND GENERAL INFORMATION - The Association shall be granted the right to the following:

A. The use of school buildings for meetings;

B. The use of employee mailboxes, inter-school mail, and school bulletin boards for the purpose of internal communications;

C. The use of school office-type equipment, e.g. computers, typewriters and copy machines.

D. Association business may be conducted during a member's preparation time or when not supervising students. This includes the use of school equipment for Association business. Educational materials shall take precedence. Meetings must be before 8:00 a.m. or after 3:45 p.m.

ARTICLE III

3.1 SCHOOL CALENDAR - A committee consisting of the superintendent, two teachers from the Elementary, one teacher from the Junior High, two teachers from the High school and a Board member shall survey all staff members and recommend the school calendar to the Board for its adoption. The calendar shall be for a 174-day school year inclusive of all teacher in-service days.

3.2 TEACHING DAY:

A. Length of Day: Teachers are to be available for classroom preparations and student assistance by 8:00 a.m. Teachers may leave after 3:45 p.m. If students are dismissed prior to 3:45, coaches may be allowed to begin athletic practices prior to 3:45 at the discretion of the administration. The arrival and departure times of teachers may be altered at the discretion of school administration to meet the needs of the school district. On Fridays and days proceeding holidays or vacations, the teacher's day shall end when the pupils are dismissed. When school is forced to be closed for unavoidable conditions excluding bad weather, the superintendent may request the teachers to report to work. Teachers who are going to be more than five minutes late in the morning or who

plan to leave early in the afternoon must notify the building principal; failure to provide such notification will subject the teacher to a salary deduction based on the amount of time missed.

B. All teachers shall be assigned a duty-free, uninterrupted lunch period of thirty (30) minutes. The Administration reserves the right to assign a junior high or high school teacher lunchroom duty, but such teacher will still have a duty-free, uninterrupted lunch period of thirty (30) minutes, to be scheduled as close as possible to the normal lunch hour. If a teacher is requested and elects to perform lunchroom supervision duty during the thirty (30) minutes, uninterrupted lunch period, he/she shall receive additional compensation at Federal minimum wage plus one free lunch per day of duty.

C. Teachers will be required to sell tickets for school events as necessary to meet the needs of the district. A list will be circulated to allow staff to sign up for times that meet their schedules. Remaining / unfilled slots will be assigned by the administration. They will receive $20.00 for this activity. Services provided for Conference, District, Region and SDHSAA for which the district receives reimbursement for such services will be passed on to the staff members who provided that service. Staff members who supervise a concession stand will receive $20.00 for those supervision activities. All teachers will be given activity passes, which entitles the teacher and spouse/significant other along with children enrolled in our school district, to free admission to all events over which the Gettysburg School has complete control and sponsorship, except for tournaments.

D. If a teacher elects to be a line judge or official timekeeper or official scorer (varsity games only) at any athletic activity, he/she shall be paid $15.00 for that activity.

E. Teachers will be paid at a rate of $15 per hour for participation in the following meetings that fall outside the regularly contracted school day: Student Assistance Teams (SAT), Multi-Disciplinary Teams (MDT), and Individualized Education Plan (IEP) Teams. This excludes administrators and the Special Education Director. Each teacher must complete a voucher for hours in attendance at these meetings and submit it to an administrator to be approved and signed prior to submission for payment.

F. If a teacher is required to attend a school concert, the teacher will be paid $20 per concert.

3.3 TEACHING ASSIGNMENTS - In assigning teachers to extra-curricular activities and classroom duties, the administration will notify teachers of any proposed changes in their assignments and seek their reactions to the change. It is understood, however, that the Board retains all authority to reassign teachers.

3.4 EVALUATION FILE - Each employee shall have the right, upon request, to review the contents of said employee's evaluation file kept by the Superintendent and to place therein written reactions to any of its contents. The employee shall have the right to make copies of any item in the file at Board expense.

ARTICLE IV

4.1 FULL EXPERIENCE CREDIT - A new employee shall be awarded full credit for teaching experience outside of the district.

4.2 SALARY

A. The hiring pay schedule shall be as set forth in the appendix to this agreement.

B. The salary tables shall be adjusted to provide a greater monetary recognition of staff that has completed their Master’s Degree or National Board Certification. The negotiated amount shall be $2000.00 above their salary at time of obtaining degree.

C. The Board retains the right to hire new teachers above the hiring schedule if it deems necessary to secure qualified personnel. The Board will use this option only in those circumstances in which it is necessary to secure the best-qualified individual for the position.

4.3 PAYROLL AND PAYDAY PROCEDURES - Each teacher shall have the option of choosing to receive salary on a nine (9) month basis of equal payments or a twelve (12) month basis of equal payments, except for employees whose position has been deemed a twelve month position. Those selecting the nine-month basis shall be paid on the specified paydays from September through April, with the ninth month check to be paid on the last day of school. Those electing the twelve-month basis shall be paid on the specified paydays from September through August. Paydays shall be on the 20th of each month, except if the 20th falls on a holiday or weekend; payday will be the last working day before the 20th. Pay will be issued in one lump following completion of all duties for a seasonal or short-term extra-curricular activity assignment. Pay for year long extra-curricular assignments shall be added to the teachers' salary and included in paycheck each period. All contracted duties, including extra-curricular assignments, will be included on one contract for each staff member.

4.4 CREDIT HOUR ADVANCEMENT:

A. Credits earned beyond a Bachelor's Degree must be graduate credit earned at an accredited institution granting graduate credit and must be acquired subsequent to the granting of the Bachelor's Degree. In order to receive credit hour advancements, the Master's Degree must (1) be in the teacher's area, (2) be approved by the Superintendent and Board; and (3) be outlined in terms of course selection. Credits earned beyond a Bachelor's Degree and not applicable to a Master's Degree must receive prior approval from the Board to warrant credit hour advancement. All hours are semester hours. Teachers planning to take any classes should submit in advance probable classes to the Superintendent prior to June 1 of each year.

B. Proof of salary claims based on training and experience rests entirely with the teacher. Transcripts of credit for work done must be sent to the Superintendent's, office not later then September 1 of each year.

4.5 TRAVEL EXPENSE - When staff members are asked by the administration to drive their personal cars on school business, reimbursement will be paid for mileage to and from the event at the state rate. Staff members, who elect to drive their own vehicle when a school vehicle could have been provided, will be reimbursed at a rate of $0.23 /mile. In the event a school supported means of travel is being offered and a staff member elects to drive his/her own vehicle for personal convenience, no reimbursement is authorized. (Ex: A group of staff are attending a conference and a school vehicle has been provided for the group. If a staff member elects to drive to the event because he/she wishes to conduct personal business after the event, no reimbursement is authorized.) Meals that are eaten away from the school that qualifies for reimbursement will be reimbursed at the state rate. No tickets are required for the above meals. Special charges for banquets, etc., will require attachment of a receipt to the voucher requesting reimbursement.

4.6 LEAVE-WITHOUT-PAY - A teacher, who wishes to take leave-without-pay, with a corresponding deduction in salary of 1/174 of total salary for each day, must apply in advance to the superintendent of school. Such leave will be granted only in extraordinary circumstances. A request for leave-without-pay for more than two days in a given year will have to be granted in advance the Board, either at a regular meeting or by a telephone poll conducted by the superintendent. A teacher who has been denied a request for leave-without-pay who nevertheless takes such days will be considered to have violated the terms of his/her contract. The requirement for advance notification of the superintendent or Board may be waived in emergency situations at the discretion of the superintendent.

ARTICLE V

5.1 INSURANCE PROVISIONS – The Board will pay $442.76 per month toward the single rate for each teacher for the group health insurance plan. If both husband and wife are employed as teachers by the Gettysburg School District, the Board will pay $885.52 per month. The Board will pay $20.00 per month per teacher toward the dental health plan. If a teacher chooses not to enroll in the school group health insurance, the Board will either contribute $2500.00 per year to that teacher’s School Flex payment program or the teacher can take a cash option of $300.00 per month

5.2 GENERAL PROVISIONS:

A. If the Gettysburg Teacher’s Association desires a health insurance plan review, the request will be considered by the School Board if brought by the January board meeting.

B. The individual's coverage becomes effective on the first day an employee begins assigned duties, provided that this can be arranged with the insurance carrier; otherwise, coverage becomes effective on the first day of the school calendar. If the employee's employment terminates prior to the last day of the school calendar as adopted by the Board, coverage will terminate on the last day of employment. An employee who completes the duties of his/her contract for the following school year shall be covered for twelve (12) months from the first day of coverage, but not beyond September 10 of the following school year.

C. An employee who has given 20 years of service to the Gettysburg School District and elects to retire may continue on the group health care plan at his/her expense for a maximum of 5 years from the retirement effective date, if the current health insurance plan allows.

D. Health insurance premiums for part-time employees will be paid as follows:

1. Any certified staff employed 30 hours or more of the time shall be entitled to the same health benefits as outlined in 5.1.

E. All premiums paid by the board for insurance purposes must be used for the group policy adopted by the board.

F. The Board retains the right to add employees who are not part of the bargaining unit to the group insurance program and to determine the Board and employee contributions to the monthly premium.

ARTICLE VI

All leave in all categories are subject to the approval of the administration. At any time if the administration feels that any category of leave is being misused or abused, the administration reserves the right to request further documentation to justify the requested leave. (Ex: Physician’s documentation to support the amount of requested sick leave.) The administration also reserves the right to deny leave based upon the best interest of the district. (ex: unable to secure a substitute for the requested date.)

6.1 SICK LEAVE - At the beginning of each school year each teacher shall be granted a ten (10) day sick leave allowance to be used in whole or in part at any time for absence caused by illness or physical disability. These days may be accumulated to a maximum of eighty (80) days. The following provisions also apply to sick leave:

A. Seven days per year (non-accumulative) may be used for illness in the employee's immediate family. Immediate family is defined as spouse and/or children of the employee, and the parents of the employee. The superintendent may extend this definition to other family members at his discretion.

B. Upon administration approval up to forty percent of the teacher’s total sick days may be used for catastrophic illness in the employee’s immediate family is defined as spouse, parents, and/or children of the employee. The superintendent may extend this definition to other family members at his discretion.

C. If, at the end of the school year, a teacher has reached the eighty-day maximum, then any excess days earned for that year shall be placed in a sick leave bank. Days placed in the bank that are not

used in a given year will carry over to the next year; the sum of these accumulated days and those contributed at the end of each year may not exceed one hundred (100).

D. Teachers who have exhausted their accumulated personal sick leave allowance may apply to the Sick Leave Bank Committee to draw days from the bank, with a maximum of twenty (20) days being available to an individual teacher in a given school year. A teacher may apply for sick leave bank for bereavement purposes without having to deplete all of one’s accumulated personal sick leave (after the first 5 days of bereavement leave have been deducted from the teacher’s accumulated sick leave).

E. The Sick Leave Bank Committee shall consist of the Association president, the Association secretary, the superintendent, and a principal selected by the superintendent. The decision of this committee shall be final, unless the Committee is unable to make a decision because of a tie vote; in this case, the Board shall make the decision.

F. BEREAVEMENT LEAVE – The first five (5) days of bereavement leave will be deducted from the teachers' accumulated sick leave. Additional days for this purpose may come from personal leave or sick leave bank. A teacher’s accumulated personal sick leave does not need to be depleted to apply for sick leave bank for bereavement purposes (after the first 5 days of bereavement leave have been deducted from the teacher’s accumulated sick leave). Bereavement shall be interpreted to mean death in the immediate family or household. The immediate family for purpose of this item shall include: Parents, spouse, brothers, sisters, children, grandparents, grandchildren, parents-in-law, brothers-in-law, sisters-in-law, and legal guardians. One day of sick leave may be used to attend a funeral with no salary deduction.

G. LEGAL LEAVE - Three days (non-accumulative), per school year, may be granted by the Board, provided that the teacher requesting such days presents the request in writing. The request would be to attend to legal matters relating to the teacher’s immediate family: which would include parents, spouse, grandparents, or children. This leave may be granted only after all other personal leave has been exhausted.

H. LONGEVITY PAY—Any teacher leaving the district after a minimum of 20 years of service shall receive as longevity pay, one-half (1/2) of their unused sick leave calculated times the current certified substitute pay.

6.2 SABBATICAL LEAVE - Sabbatical leave for study in pursuit of an advanced degree may be granted at the discretion of the Board to a full-time teacher who has completed seven years or more of continuous service in the district under the following conditions:

A. An applicant for sabbatical leave must show that the completion of a planned program of study will improve the background, training and skills of the teacher, and enable such teacher to better serve the school district. Sabbatical leave may not be used for retraining in a new area unless at the request of the Board.

B. No more than one (1) leave every three years will be granted.

C. If the number of teachers requesting sabbatical leave exceeds the number allowable under this policy, the Board will decide who shall receive the leave.

D. Sabbatical leave may be granted for up to one school year. Compensation for the leave period shall be up to one-half of the basic salary that the teacher would have received, with the exact amount to be determined by the Board.

E. Teachers on sabbatical leave must agree to provide one year of service to the district for each semester of leave immediately upon completion of such leave. Failure to return for the prescribed period shall oblige the teacher to return all compensation received to the district.

F. Teachers on sabbatical leave will retain their accumulated sick leave while on leave, but they will not be granted additional days during the year of the sabbatical. Teachers may elect to remain in the group health insurance plan while they are on leave, but the school will not pay their health insurance premiums. Upon returning from sabbatical, the teacher will be considered to have the number of years of experience that he/she had at the time the sabbatical began when a determination is made of returning salary.

G. Upon return from sabbatical leave, the teacher will be restored to the former position unless that position has been changed or eliminated, in which case the teacher will be given a similar position.

H. Application on forms provided by the Superintendent's office should be submitted prior to April 1 of the year preceding the leave requested.

I. No sabbatical leave will be granted until the Board has hired a suitable replacement teacher for the period of sabbatical.

6.3 LEAVES OF ABSENCE - A leave of absence, in which a teacher is released from teaching duties and receives no pay but has the option to return, may be granted in special circumstances by the Board. A letter on intent as to whether the teacher is planning to return or not needs to be received by February 15. The Board will make decisions regarding accumulative sick leave and the availability of the group health insurance program.

6.4 MATERNITY LEAVE - The Family and Medical Leave Act is a federally mandated act that will supersede any similar item previously listed. The actual act may be seen upon request through the office. According to the Federal Family and Medical Leave Act an employee is entitled to take up to 12 weeks of leave for a birth, adoption, or placement of a child. (The leave may be unpaid, but it may be combined with accrued paid leave; such as vacation or sick leave.) A teacher who is pregnant may continue in active employment as late into her pregnancy as she, her administrator, and her physician determine she is able to properly perform her required functions. All or any portion of a leave taken by a teacher because of a medical disability connected with or resulting from her pregnancy may, at the teacher's option, be charged to her available sick leave. A teacher who has exhausted her sick leave or is no longer medically disabled may, at the discretion of the Board, be granted an unpaid leave of absence not to exceed two (2) semesters, provided that the Board is able to secure a suitable replacement teacher for the period of the leave of absence. A teacher returning from a leave of absence will be reinstated in their former position unless that position has been changed or eliminated; in which case the teacher will be given a similar position.

6.5 PERSONAL LEAVE - Personal leave is for business and personal obligations that cannot be taken care of outside school time; three (3) days per year, accumulative to (6) days. The days of personal leave may be granted at the discretion of the building principal. This leave will include funerals. The Superintendent may grant one additional day of personal leave. The Board may grant additional days of personal leave, provided that the teacher requesting such days presents the request and justification for the request in writing for consideration by the Board.

6.6 PROFESSIONAL LEAVE - Professional leave is for workshops, conventions, professional meetings, visitations, and other activities related to the teacher's assigned areas that are deemed by the administration to be of sufficient benefit to the teacher to justify absence from school; three (3) days per year non- accumulative. Professional leave is for an event that a teacher chooses to attend; no professional leave will be charged for accompanying students to school sponsored events or for attendance at any workshop, meeting, etc., assigned by the administration. The school will financially support no more than one per- school year per teacher. All teachers have the right to attend national convention not to exceed one every three years, at their own expense. A teacher attending a national convention may be granted an additional day of professional leave. The maximum number of teachers who can attend a national convention shall be three per year. Teachers serving on state or professional committees cannot exceed the three days per year professional leave. Days in excess of 3 may be granted on a leave without pay basis at the discretion of the administration. Certified staff will be paid a stipend of $100 per day up to 3 days per year/staff member for professional growth. Only professional development taking place during non-contract days will be

compensated under this provision. The teacher must apply to administration for approval 14 days prior to the event. The cap for the certified staff is not to exceed $3000/fiscal year. The remaining funds will not be carried over.

6.7 JURY DUTY - Employees, when called for jury duty, should serve unless it would impose a severe hardship on the school or employee. Any salary received for jury duty shall be deducted from the employee's school salary, but no such deduction shall be made for expense reimbursement for mileage, meals, or lodging. Personal Days may be used for Jury Duty. Staff using personal days for jury duty are entitled to keep the jury pay.

6.8 TWELVE MONTH POSITIONS - Twelve Month teaching positions shall be entitled to a minimum of two weeks of vacation during the summer. The Board upon receiving a written request from the teacher may grant additional vacation time.

ARTICLE VII

GRIEVANCE PROCEDURE:

7.1 DEFINITIONS:

A. A "grievance" is a complaint by a person or group of persons employed by Gettysburg School District 53-1, made either individually or by a duly authorized and recognized employee association through its representative, that there has been a violation, misinterpretation or inequitable application of any existing agreement, contract, policy, rule or regulation of the School Board. Negotiations for, or a disagreement over, a non-existing agreement, contract, policy, rule or regulation is not a "grievance".

B. An "aggrieved person" is the person or group of persons filing the grievance.

C. "Board" means the Board of Education of Gettysburg School District 53-1.

D. "Days" shall mean school days unless otherwise specified. During the months of June, July, and August, "days" shall mean working days (Monday through Friday).

7.2 PURPOSE:

A. The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to the problems which may from time to time arise between employees and the District and to facilitate this purpose; these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

B. Nothing herein contained shall be construed as limiting the rights of any employee having a grievance to discuss the matter informally with any appropriate member of the administration, and having the grievance adjusted without the intervention of the employee association, provided the adjustment is not inconsistent with the terms f any settlement with the employee association then in effect.

7.3 PROCEDURE:

A. It is important that grievances be processed as rapidly as possible. The number of days indicated at each level shall be the maximum and every effort should be made to expedite the process.

B. If appropriate action is not taken by the employee within the time limits specified, the grievance will be deemed settled on the basis of the disposition at the preceding level. The time limits specified herein may be extended by mutual agreement, provided the time extension is requested in writing with the time limits provided in the Article.

C. If an employee does not file a grievance in writing with the principal or other supervisor within thirty (30) calendar days after the employee knew, or should have known, of the act or condition, on which the grievance is based, the grievance shall be considered as having been waived.

D. A supply of the grievance forms shall be on file with the building principal, and/or the immediate supervisor.

7.4 INFORMAL PROCEDURES:

If an employee feels he/she has a grievance, they shall first discuss the matter with their supervisor, principal, or other administrator to whom they are directly responsible in an effort to resolve the problem. The employee may also discuss the matter informally with the Superintendent if not satisfied with the answer given by the supervisor, principal, or other administrator.

7.5 FORMAL PROCEDURE:

LEVEL ONE - School Principal, Immediate Supervisor, or other Administrator

A. If an aggrieved person is not satisfied with the disposition of the problem through informal procedures, the employee shall submit the grievance in writing.

B. A signed, dated, copy of the written grievance shall be delivered by the employee to the building principal, immediate supervisor or other administrator.

C. An employee who is not directly responsible to a building principal may submit a formal written grievance to the administrator or supervisor to whom the employee is directly responsible.

D. The administrator, within five (5) days of the filing of the grievance, shall render a decision in writing to the aggrieved person.

LEVEL TWO - Superintendent of Schools

A. If an aggrieved person is not satisfied with the decision concerning the grievance at Level One, or if no written decision has been rendered within five (5) days, the employee shall, within one (1) to three (3) days after the decision is rendered, or within eight (8) days after filing at Level One, re- submit the grievance in writing to the Superintendent of Schools. If the aggrieved person is an elementary staff member, she or he will re-submit the grievance in writing to the superintendent. The high school principal will be present at the meeting and will act as an impartial third party.

B. If the Superintendent is not satisfied with the disposition of the grievance at Level One, the Superintendent may within (5) days notify the aggrieved party that the Superintendent wishes to consider the matter further.

C. The Superintendent of Schools shall, within five (5) days from the filing of the written grievance or notification of the Superintendent's intention to reconsider, meet with the aggrieved person for the purpose of resolving the grievance. The Superintendent shall, within five (5) days after this meeting, render a decision in writing to the aggrieved person.

LEVEL THREE - Board of Education

A. If the aggrieved person is not satisfied with the disposition of the grievance at Level Two, or if no written decision has been rendered within five (5) day, the employee shall within five (5) days thereafter re-submit the grievance to the Superintendent and President of the Board.

B. If the President of the board is not satisfied with the disposition of the grievance at Level Two, the President may within five (5) days notify the aggrieved party that the grievance is being submitted to the Board for further Action.

C. At its next meeting, or at a time mutually agreed upon by the parties, the Board or its designated agent shall hold a hearing on the grievance. The decision of the Board shall be rendered in writing within five (5) days after the hearing.

LEVEL FOUR - Department of Labor

If the aggrieved person is not satisfied with the disposition of the grievance at Level Three or is no written decision has been rendered within the time period set forth in the preceding paragraph, the employee may, within the ten (10) days after receipt of the written decision of the Board, or within the ten (10) days of the date when the decision is due, which is earlier, appeal to the Department of Labor, pursuant to statue. The inclusion of this paragraph in the Grievance Procedure shall not constitute a waiver by either party of its right to dispute the authority of the Department of Labor to hear the appeal and/or render any particular decision.

LEVEL FIVE - Circuit Court, et.al

Either party retains the right to appeal a decision of the Department of Labor to the South Dakota Court System.

7.6 MISCELLANEOUS:

A. If, in the course of investigation of any grievance by representatives of the complaint, such investigation requires their presence in a school building, they shall report immediately to the principal of such building being visited and state the purpose of the visit.

B. Involvement of students in all phases of a grievance procedure will be avoided. Interruption of classroom activities will not be allowed.

C. Any party or parties in interest shall appear and may be represented at formal Levels One and Two of the Grievance Procedure by on representative. When the representative is not a member of the majority unit, the majority unit shall have the right to have one spokesperson present and to have that spokesperson state its views at the formal Levels One and Two of the Grievance Procedure. At Level Three a maximum of three (3) representatives, one of whom will be the spokesperson, may represent the aggrieved person or persons involved in a grievance.

D. If, in the judgement of the employee organization a grievance affects a group or class of employees, the organization may submit such grievances in writing to the superintendent directly and the processing of such a grievance shall be commenced at Level Two. The employee organization shall designate not more than two spokespersons for the organization in processing such a grievance through the remaining levels of the grievance procedure.

E. Meetings and hearings under this procedure shall not be conducted in public and shall include such parties and only such parties in interest and their designated or selected representatives heretofore referred to in this Grievance Procedure. The vote on the board's decision on Level Three grievances shall be made in open session but the name of the aggrieved party shall not be disclosed.

F. When it is necessary for a party of parties in interest to attend a board meeting or a hearing called during the working day, the Superintendent's office shall so notify the party or parties in interest, principals, or immediate supervisor, and the party or parties in interest shall be released without loss of pay for such time as their attendance is required at such meeting or hearing.

G. At all hearings conducted under this procedure, the aggrieved person and the administrative representative may call witnesses and present evidence that is relevant to the matter being considered. The Board may request that other witnesses be called for questioning by the parties.

ARTICLE VIII

8.1 GOOD FAITH - Pursuant to SDCL 3-18, the parties agree that their duly designated representative shall negotiate in good faith with respect to rates of pay, wages, hours of employment, or other conditions of employment. Each party shall select its own representatives.

8.2 IMPASSE - If agreement is not reached through negotiations, either party may declare to the other in writing that an impasse exists and call for mediation pursuant to SDCL 3-18-8.1.

8.3 MEDIATION - When an impasse has been declared, the parties shall determine whether to request mediation from the South Dakota Department of Labor or from the Federal Mediation and Conciliation Service. The mediator shall meet as soon as possible with the parties or their representatives or both, either jointly or separately, and shall take such steps, as the mediator deems appropriate to persuade the parties to resolve their differences and effect a mutually acceptable agreement.

8.4 FACT-FINDING - In the event mediation is unsuccessful, either party may request fact-finding pursuant to the provisions of SDCL 60-10-2 and /or 60-10-3. Within five (5) days of receipt of the written report of the fact-finder, the parties shall meet to discuss the implementation of the fact-finder's report.

8.5 GROUND RULES - See Appendix C.

ARTICLE IX

REDUCTION IN FORCE:

Staff reduction occurs when in the sole judgment of the Board, there is the elimination or reduction of a program or it is necessary to reduce the number of teachers in a given subject area, field or program or to eliminate positions as determined by the Board, In the event of staff reduction the following guidelines will be considered. The guidelines apply for teachers who currently have continuing contract status under South Dakota Law.

1. The teacher's association will have the opportunity to present alternatives within fourteen (14) days from the date of the issuance of the reduction notice.

2. Efforts to bring about the required reduction through normal attrition, e.g., resignations and retirement, will be exerted.

3. A teacher not having continuing contract status shall not be entitled to any benefits or consideration under this policy with the sole exception they may be offered a contract before a teacher with continuing contract status if there are no teachers with continuing contract status certified and qualified to perform the teaching and/or extracurricular duties necessary to be filled.

4. Any person with less than full certification shall be staff reduced first. Any teacher who does not have continuing contract status will be staff reduced prior to teachers who have continuing contract status provided there are teachers remaining who are certified and qualified to replace and perform all of the assigned duties of the teachers who are staff reduced. In the event the above guidelines have been exhausted, the following criteria, which are ranked randomly and not in order of importance, and consistent with the Board's determination set forth above, will receive consideration in determining which teachers will be reduced.

(a) Student and curriculum needs

(b) Prior evaluations

(d) Qualifications, certification

(e) State and federal mandates

(f) Experience in the area to be taught

(g) Educational background

(h) Administrative recommendations

5. Reemployment priority will be extended for a one year period to those teachers who have been laid off under this policy and have continuing contract status. A teacher recalled during this time will have all benefits and salary restored to which he/she was entitled at the time of layoff and will be placed on the proper step of the hiring schedule for his/her current position according to his/her experience and education. A teacher will not receive increment credit for time spent on layoff and any teacher who attained continuing contract status who is laid off in accordance with provisions of this policy shall be full restored to continuing status upon recall to employment.

6. Recall shall be conducted in inverse order of layoff.

7. Teachers who seek employment under this policy shall notify the office of the Superintendent by March 15th of the year in which they seek employment.

8. No specific position vacancy shall be considered to exist in the Gettysburg School District until all persons qualified for the specific position, and who have been laid off under this policy, have been reemployed or who have surrendered their right to reemployment.

9. If a teacher refuses a recall notice he/she surrenders his/her priority for reemployment and thereafter shall be considered a new applicant.

10. Notification of layoff shall be delivered to the teacher(s) affected as soon after the need has been established as is practical and not later than April 15.

ARTICLE X

10.1 CHANGE OF TERMS AND CONDITIONS - The terms and conditions of this Agreement may be modified during its effective dates only through the written mutual consent of the parties.

10.2 INDIVIDUAL CONTRACTS - The terms and conditions of this Agreement shall be reflected in individual contracts of employment agreements.

10.3 SEVERABILITY CLAUSE - If any provision of this negotiated agreement or any application of this negotiated agreement to any teacher or group of teachers shall be found contrary to law, then such provision of application shall not be deemed valid and subsisting except to the extend permitted by law, but all other provisions or applications shall continue in full force and effect.

10.4 TERM OF AGREEMENT - This negotiated agreement shall be in effect for one school year, except where otherwise stated. All numbered sections of this agreement (for example, Section 5.2) for which no changes are proposed by either party in a given year shall remain in force for the subsequent year.

10.5 COPIES OF THE AGREEMENT - It shall be the responsibility of the School District to prepare and print copies of the Agreement. The District shall provide each member of the bargaining unit a copy of this Agreement. The District shall provide the board twelve (12) free copies of the Agreement for its own use.

This agreement is signed this ______day of ______, 20______.

For the Gettysburg For the School Board Teachers' Association School District 53-1

______President President

______Secretary Secretary

APPENDIX A

2019-2020 HIRING SCHEDULE

Step B.A. B.A. +15 B.A. + 30 M.A. M.A. +15 0 $38,235.28 $38,685.28 $39,315.28 $40,260.28 $40,910.28 1 $38,285.28 $38,735.28 $39,365.28 $40,310.28 $40,960.28 2 $38,335.28 $38.785.28 $39,415.28 $40,360.28 $41,010.28 3 $38,385.28 $38,835.28 $39,465.28 $40,410.28 $41,060.28 4 $38,435.28 $38,885.28 $39,515.28 $40,460.28 $41,110.28 5 $38,485.28 $38.935.28 $39,565.28 $40,510.28 $41,160.28 6 $38,535.28 $38,985.28 $39,615.28 $40,560.28 $41,210.28 7 $38,585.28 $39,035.28 $39,665.28 $40,610.28 $41,260.28 8 $38,635.28 $39,085.28 $39,715.28 $40,660.28 $41,310.28 9 $38,685.28 $39,135.28 $39,765.28 $40,710.28 $41,360.28 10 $38,735.28 $39,185.28 $39,815.28 $40,760.28 $41,410.28 11 $38,785.28 $39,235.28 $39,865.28 $40,810.28 $41,460.28 12 $38,835.28 $39,285.28 $39,915.28 $40,860.28 $41,510.28 13 $38,885.28 $39,335.28 $39,965.28 $40,910.28 $41,560.28 14 $38,935.28 $39,385.28 $40,015.28 $40,960.28 $41,610.28 15 $38,985.28 $39,435.28 $40,065.28 $41 010.28 $41,660.28

APPENDIX B EXTRA DUTY The following table will be in effect for the 2019-2020 school year. The percentage for each is a percentage of base.

Position Percentage of Base Dollar Amount Head Football 9.80% 3,747.06 Head Girl's Basketball 9.80% 3,747.06 Head Boy's Basketball 9.80% 3,747.06 Head Volleyball 9.80% 3,747.06 Head Wrestling 9.80% 3,747.06 Head Track 8.90% 3,402.94 Concessions Supervisor 8.90% 3,402.94 FCCLA 8.90% 3,402.94 Instrumental Music 7.10% 2,714.70 Assistant Football 7.10% 2,714.70 Assistant Girls Basketball 7.10% 2,714.70 Assistant Boys Basketball 7.10% 2,714.70 Assistant Volleyball 7.10% 2,714.70 Head Cross Country 7.10% 2,714.70 Head Golf 7.10% 2,714.70 Assistant Wrestling 7.10% 2,714.70 Assistant Track 7.10% 2,714.70 Vocal Music 5.20% 1,988.23 Junior High Football 5.20% 1,988.23 Junior High Volleyball 5.20% 1,988.23 Junior High BBB 5.20% 1,988.23 Junior High GBB 5.20% 1,988.23 Assistant Cross Country 5.20% 1,988.23 Assistant Golf 5.20% 1,988.23 Junior High Track 5.20% 1,988.23 FFA Advisor 5.20% 1,988.23 All School Musical 3.70% 1,414.71 All School Play 3.70% 1,414.71 Yearbook 3.70% 1,414.71 One Act Play 3.70% 1,414.71 Oral Interp 3.70% 1,414.71 Student Council Advisor 1.60% 611.76 TATU 1.60% 611.76 National Honor Society 1.60% 611.76 JH Student Council 1.60% 611.76 Football Cheer Advisor 1.90% 726.47 Basketball Cheer Advisor 1.90% 726.47 Wrestling Cheer Advisor 1.90% 726.47

Base 38,235.28