Searchable Contract — 2022–2025

The Association shall represent all certified teachers of the Garfield Heights City Schools. The Association is recognized as the sole and exclusive representative for the bargaining unit for all matters with respect to wages, hours, terms and conditions of employment.

Either party may initiate negotiations by serving written notice not more than 120 days nor less than 60 days prior to expiration. First session held within 15 days of the notice.

If no agreement is reached prior to expiration, the Association is free to engage in a work stoppage, provided it gives at least 10 full days prior written notice to the Board stating the specific date and hour of commencement.

All material placed in an employee's file that may be construed as critical must be read and signed by the employee — the signature only acknowledges receipt, not agreement. The employee has the right to rebut any material filed. Anonymous letters shall not be placed in an employee's file. Teachers may access their personnel file upon request (3.92).

3.111 — Non-discrimination: race, color, national origin, ancestry, citizenship, religion, sex, economic status, age, disability, military status, or sexual orientation.

3.113 — Teachers have the right to exercise their constitutional right of political involvement without fear of reprisal or discipline in any form.

3.114 — The Board shall not adopt or enforce policies which will invade the privacy or dignity of the teacher.

3.117 — No reprisals shall be taken against any teacher by reason of membership in the Association.

Each building rep and Principal shall establish a labor relations committee (rep + up to 2 other staff; principal + up to 2 other administrators). Meets at minimum once per quarter. Purpose: address building-level issues that are not contractual in nature and foster positive working relationships. Advisory in nature — shall not diminish the authority of the Building Principal.

A "Grievance" is a claim that there has been a violation, misinterpretation, or misapplication of the Negotiated Agreement, the teacher's handbook (Superintendent's Manual), or written Board policies pertaining to salaries, hours, or employment conditions. "Day" means actual teacher working days (4.22).

4.33: Filing a grievance shall not be recorded in the personnel file and shall not be used in any recommendation for re-employment. No reprisals for participating in the grievance procedure.

4.34: A grievance affecting more than one teacher may be filed as a class action on behalf of all affected teachers.

4.44: Failure by an administrator to communicate a decision within the time limit permits the grievant to proceed to the next level.

5.2 — Labor Relations Committee: Up to 5 administrators and up to 5 Association members. Meets at minimum once per semester to address district issues that are not contractual matters. Agenda set mutually at least 5 days before each meeting.

Up to 180 days of instruction + at least 5 days of Teacher Professional Development = 185 total days (or equivalent hours).

At least one conference from 4–7 p.m. each semester. Teachers who attend both conferences will be allowed the day before Thanksgiving off each school year.

PD days shall end no later than 3:00 p.m. and shall include one hour for lunch (6.31).

6.32: No professional development may be mandated outside the regular work day without an MOA ratified by affected members. Any voluntary PD outside the regular workday shall be paid at the PD Outside of Workday rate (Appendix E).

7.21: Seven hours and forty minutes per day for the 180-day calendar.

At least one full-time equivalent classroom teacher per 25 pupils in average daily membership, district-wide (7.31/7.32). Study halls at HS and MS should not exceed 100 pupils per monitor (7.33).

7.51: Every reasonable effort shall be made to secure a substitute teacher before a regular teacher is asked to serve as a substitute, except when a substitute is required for less than a full school day.

7.52: A volunteer list shall be created. Once exhausted, the building administrator may assign teachers. Coverage shall be distributed as equitably as possible.

7.53: Every effort shall be made to ensure co-teachers are not reassigned during the day to protect the integrity of the co-teaching environment.

The first 4 days school is cancelled district-wide due to weather or emergency, school employees shall not be required to report to work or do work from home. COVID-19 closures are not considered school cancellations under this provision.

Minimum 2 formal observations, each at least 30 continuous minutes. At least 24 hours before an observation, the evaluator shall notify the teacher of the 48-hour window.

Post-observation conference within 5 work days. At least 24 hours before the conference, evaluator shall complete a draft OTES Rubric on OhioES and "pin it" for the teacher to review.

At least 12 consecutive minutes, no more than 15 minutes. No more than 2 walkthroughs per evaluation cycle (unless on Improvement Plan). Within 2 work days, evaluator completes the ODE OTES walkthrough form. McREL walkthroughs (3–5 minutes) for the Ohio Improvement Process do NOT count as OTES walkthroughs.

Final holistic rating provided in a meeting no later than May 10. Teacher's signature verifies notification only, not agreement. Within 10 calendar days, teacher has the right to make a written response attached to the form in their personnel file.

Retiring teachers (G): If a teacher gives notice effective for that school year and it is accepted by the Board by December 1st, the teacher will not be evaluated that year.

All vacancies posted via email and district website for 5 business days. Every effort shall be made to provide internal candidates with the opportunity to fill all district vacancies. Internal candidates shall be considered for all district vacancies (9.15).

A personal conference will be initiated with the teacher to explain the reason(s) for any involuntary transfer. An involuntary transfer shall not occur within 2 consecutive school years unless financial need or student enrollment requires it (9.34).

Prior to the conclusion of the school year, teachers will be informed of their tentative grade/subject assignment for the next year. No later than 2 weeks prior to the opening of school, written notification of any changes.

Limited contract teachers suspended first, then continuing contracts. No preference for seniority except when making a decision between teachers with comparable evaluations (10.21).

10.212: Association President shall receive written notice at least 30 calendar days before Board action, including the list of positions affected, seniority lists, and the list of teachers whose contracts are to be suspended.

10.3 — Recall: Teachers on the RIF list shall be returned to active employment when a vacancy becomes available for which they are certified. Recalled teachers return with the same seniority, sick leave accumulation, and salary schedule placement. Teachers remain on the RIF list for 24 months from last day of active employment (10.37).

If a teacher is physically assaulted in the performance of assigned duties and temporarily disabled as a result, they shall be provided leave for up to 30 school days without loss of pay, benefits, or accumulated sick leave. After 30 days, the teacher may elect workers compensation benefits, use accumulated sick leave, or apply for disability retirement (11.16).

3 days of unrestricted personal leave with pay each school year. Not deducted from sick leave. A one-time per career use of 3 consecutive personal leave days shall be granted. Unused personal days roll into sick leave at end of school year (11.31).

48 hours advance notice required except in emergencies. Personal leave generally not approved on: first or last 2 weeks of school, day before/after a holiday or break, PD days, or parent-teacher conference days (11.33).

Leave without pay for the current semester and up to 2 additional consecutive semesters shall be granted upon written request. Accumulated sick leave may be used for pregnancy-related disability and confinement up to 6 weeks from date of birth. The Board will pay health insurance premiums for the balance of the school year or 3 months, whichever is shorter (11.43).

Requires 7 full consecutive years of satisfactory service. Maximum 2% of teachers per year. Duration: 1 full semester or 2 consecutive semesters. Teacher must return for 2 years or repay proportionately (11.625).

Accumulated at the rate of 15 days per year to a maximum of 245 days (11.73).

Immediate family for bereavement (11.74): spouse, child, son-in-law, daughter-in-law, parent, father-in-law, mother-in-law, brother, or sister.

11.75: Up to 3 days for death of: grandfather, grandmother, brother-in-law, sister-in-law, uncle, aunt, niece, or nephew (unless a member of the immediate household).

Managed by the GHTA Executive Board. Maximum 15 days per initial request, up to 30 days total. Member must have exhausted all available leaves. Medical certification from a licensed physician required, attesting to a major illness or serious injury requiring at least 20 consecutive days of recovery. Applies to catastrophic illness of a spouse or child (primary caretaker) who is a permanent resident of the employee's home.

Board is under no obligation to employ any retired teacher. Re-employed teachers start with 0 sick leave and 0 seniority. Salary: step 1 minimum to step 5 maximum, advancing 1 step per year. Not eligible for continuing contracts. Contracts automatically non-renewed at conclusion of each year (12.71). No bumping rights in a reduction in force (12.81).

Requests submitted in writing to the Superintendent. Assignments for one school year, subject to reappraisal. Superintendent's decision is final and not grievable. To receive fringe benefits, a part-time teacher must be employed at least three-fifths time (13.41).

All teachers given 1-year contracts until qualified for and awarded continuing status. Contracts of re-employment normally issued on or about May 15. Limited contract teachers normally notified of salaries within 30 days of the regular May Board meeting. Continuing contract teachers within 30 days of the regular April Board meeting.

Those retiring on or before July 1st: all remaining earned wages paid in the last paycheck in June. Medical insurance terminates June 30th.

The LPDC is the official body through which all certificated/licensed employees must seek credential renewal. It reviews all certificate/license renewal applications. The majority of LPDC members shall be Association members elected by GHTA membership.

Eligible for Board-paid health, major medical, prescription, dental, and vision for employees regularly working more than 30 hours per week. Three plans available: SuperMed Garfield Plan, IDEAL Plan, and Minimum Value Plan (Appendix C). Employee contribution: 13% of the Board's premium for SuperMed and IDEAL plans. Open enrollment: September 1–30 annually.

Employees who elect not to participate receive a lump sum of $2,000 (family) or $900 (single) per year.

Board provides group term life insurance of $50,000 for each teacher. Additional coverage may be purchased at group rates in increments of $5,000 at member expense.

Requires at least 5 years of service and retirement through STRS while actively employed. Teachers receive one-half of their sick leave balance at retirement, up to a maximum of one-half of 195 days, at the per diem rate. Half paid within 60 days after proof of retirement; half deferred to July 1st after the calendar year of retirement. Severance pay is mandatorily deferred into a VOYA 403(b) annuity (16.341).

Any teacher who uses no sick or personal leave or leave without pay during a quarter receives $100 for that quarter. Does not count sick leave used for a work-related injury. Payment made no later than the second pay following the close of the semester.

17.1: New supplemental positions may be created by administration, but salaries shall be established with the Association President's input prior to Board approval.

17.5: Volunteers shall not be used to replace existing supplemental positions.

See Appendix E for full schedule. 2022–23 BA Base Minimum: $39,335.00. Seasonal supplementals paid in 3 equal pays: preseason, mid-season, and at completion. Key rates (2022–23): Spot sub $35.40/period · PD Outside Workday $39.34/hr · HS English Chair $3,933.50 · HS Football Head Varsity $7,080.30.

Full salary schedules in Appendix D. Graduate credit hours must be in area of current certification or toward a new area, in an accredited program (19.2).

This agreement commences July 1, 2022 and continues in full force and effect through midnight, June 30, 2025. It terminates the previous agreement dated July 1, 2018 through June 30, 2022.