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Statement of Purpose
The Board of Education of the Garfield Heights City Schools and the Garfield Heights Teachers Association recognize that the development and operation of educational programs of the highest quality for the benefit of the students and their community is a joint responsibility. The effective discharge of that responsibility requires cooperation between the board, superintendent, administrative staff, and the teaching staff.
The Board of Education, the superintendent, the administrative staff, and the teaching staff can best attain their common objectives and discharge their respective responsibilities if each utilizes the ability, experiences, and judgment of the other in resolving matters of mutual concern which affect the quality of the educational program.
To achieve mutual goals, relationships between these groups must be established and maintained on the basis of their common interest and the concept of education as a public trust and as a professional calling. It is the purpose of this Agreement to establish such relationships and to set forth an orderly procedure for the consideration and resolution of matters of mutual concern.
Recognition
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.
The Association recognizes the Board as the locally elected body charged with setting policy for public education in Garfield Heights and as the employer of teachers. If the Board is presented with an O.R.C. §3302.061 innovation school plan from one of its schools, the GHTA President must be notified and given a copy at least 60 days before the building staff vote.
Negotiations Procedures
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.
Either chairperson may caucus their group at any time for independent discussion (2.21). No participant may be coerced, censured, or penalized for their role in negotiations (2.22). Tentative agreements are reduced to writing and initialed by both sides as they're reached, but nothing is binding until everything is initialed (2.23). An initial calendar of 5 meetings is set at the first session (2.24).
When final agreement is reached, it's written up, signed, and submitted to the Association for ratification, then to the Board for adoption. Once the Board officially adopts it, both parties sign. No provision may discriminate against a teacher based on Association membership or non-membership.
Either side may request Federal Mediation and Conciliation Service (FMCS) assistance at any point in bargaining, with or without declaring impasse. If FMCS can't provide a mediator, the parties select one, or the American Arbitration Association selects one. A mediator cannot impose a settlement on either party. Mediator costs are split equally between the Board and Association.
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.
Neither party has to bargain mid-contract unless the duty is written into this Agreement or required by law. If the parties mutually agree to reopen a provision, or in-term bargaining is required under O.R.C. 4117.08, they meet in good faith within 10 workdays of a request. Disputes over whether an issue is a mandatory subject of bargaining go to expedited, final and binding arbitration through the American Arbitration Association; the losing party pays arbitration/court costs.
Rights & Responsibilities
Anywhere this article requires approval from the superintendent or principal, that approval cannot be unreasonably denied (3.11).
Authorized Association representatives may conduct official business on school property at reasonable times after checking in with the principal — but may not interrupt a teacher who's actively teaching a class (3.21).
The Association may use school buildings when they're open, with principal approval for room use. No charge for room use during the school day; the Association covers custodial costs if custodial service is required outside that.
The Association may post notices on a bulletin board in each school building, with principal approval — at least one board per building.
The Association can use teacher mailboxes for communications, as long as a copy goes to the principal first (3.51). Board email communications are not confidential and may be a public record (3.52).
The Association President (or designee) receives the Board meeting agenda and public-record exhibits by the end of the school day on the day of any regularly scheduled Board meeting.
This Agreement and any amendments are posted on the District website.
The Association has the sole and exclusive privilege of payroll deduction for its dues and affiliate dues. Dues, credit union deposits, and tax-sheltered annuity deductions are transferred within 5 calendar days of the paycheck deduction (3.81). If a member's employment ends or they take unpaid leave, remaining annual dues owed are deducted from the final pay if funds are available and the member signed an authorization (3.82). If a member drops GHTA membership, the District Treasurer notifies GHTA's Treasurer within 5 days (3.83).
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).
Who can access it (3.93): only the superintendent, directors, your building principal, and other administrators responsible for directing your professional services.
What's kept in it (3.95): official college transcripts, certification copies, evaluation reports, employment/duty records, and copies of your contracts. Info can only be removed by mutual agreement between you and the superintendent (3.94).
3.96: Letters of recommendation and other initial-hiring materials must be purged from your file once you achieve tenure — they can't be retained by the Board or Administration after that point.
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.
Full-year teachers are paid in 24 pays, on the 10th and 25th of each month. Per diem rate is used for calculating extended-time contracts. All employees must be paid by direct deposit.
The Board can only non-renew a limited contract teacher or dismiss a teacher mid-contract after fair practices and due process. Dismissal during a contract term follows O.R.C. 3319.16/3319.161; non-renewal follows O.R.C. 3319.11/3319.111.
Before serving a non-renewal notice (due on or before June 1), the administrator must have completed at least 3 observations. A teacher who receives a non-renewal notice can request a written explanation, request a Board hearing, and appeal to the Court of Common Pleas. No reprisals are permitted for using this process.
The Association and administration provide representatives to the LPDC per that committee's bylaws; a majority of LPDC members are Association members elected by GHTA membership.
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.
Grievance Procedure
The Board and Association agree that unobstructed communication channels are important, and that a well-functioning grievance procedure contributes directly to that.
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.
4.35: Grievances must be filed at the lowest possible level — the level where the deciding administrator actually has authority to resolve it.
| Deadline | Requirement |
|---|---|
| 90 days | All grievances must be filed within 90 days of when the grievant knew or should have known of the facts |
| 10 days | Formal Level II must be filed within 10 days of Level I decision or grievance is waived |
| 10 days | Level II or III decision must be appealed within 10 days or grievance is settled at that level |
4.41: All these deadlines are maximums, and can be extended by written agreement between the parties.
4.44: Failure by an administrator to communicate a decision within the time limit permits the grievant to proceed to the next level.
4.45: If a grievance can't be resolved before the end of a school term or before winter/spring break, resolution is paused until school resumes — unless the parties agree otherwise, which they must do if a delay would cause irreparable harm.
4.46: Deadlines pause (toll) during any period the grievant, principal, immediate supervisor, or superintendent is out of the building.
Professional Communications
5.1 — President's Role: The Association President is recognized as playing a vital role as leader and official representative of the teachers, and is encouraged to communicate concerns to the Administration as they arise.
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. At its first meeting each year, the committee adopts ground rules and may invite FMCS to provide labor-management training.
Calendar
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 are built into the calendar: up to 3 extra New Teacher Orientation days for newly hired teachers (paid at 0.0033 of base rate), 1 opening day for district PD, 1 opening day for classroom prep/TBTs, 1 marking-period/PD day at semester break, 1 professional staff development day, and 1 PD day for closing-of-year teacher reports. NEOEA Day is a non-calendar school day.
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).
6.33: Teachers working with students on a Reading Improvement and Monitoring Plan (RIMP) get 2 hours during a PD day to write RIMPs before they're first due.
Attendance on all PD days is mandatory. Emergency absences are handled by the Superintendent/designee. Other leave provisions in the contract don't apply to PD days.
The Superintendent develops at least 2 (up to 3) draft calendars before March 1 each year and shares them with GHTA for input. The Superintendent may also propose a multi-year calendar (up to 3 years) for GHTA's input.
Work Schedules & Instructional Concerns
School improvement trigger: if a building's state-testing results don't show improvement across a majority of the two most recent school years, the Superintendent/designee may convert school-improvement time back to instructional time and direct teachers at that building to complete school-improvement duties during planning time up to once per week. If this is triggered at the high school, all HS teachers instead get one period per day for prep, plus common planning/meeting time at the end of the day.
If the District regularly schedules a weekly late-arrival day for students, the morning time without students is used as TBT time as directed by the Superintendent/designee.
If the District facilitates PD through instructional coaching, a teacher may be scheduled up to 4 times per year to meet with their coach during planning time to debrief and get instructional support. No information from coaching can be used in a teacher's evaluation.
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).
Except for faculty meetings and the first Meet the Teacher Night, attending functions outside the school program is voluntary. Teachers who voluntarily attend 5 student-centered functions outside the workday during the year may opt out of the last teacher workday of the year (concerts, athletic events, plays, competitions, graduations, dances, community events, etc. — anything already paid hourly or by supplemental contract doesn't count toward the 5). When a principal or administrator directs/requests a teacher to attend a school-business function, the teacher is reimbursed for necessary, reasonable expenses (7.42).
7.43 — Building-to-Building Travel: If your assignment requires driving your own car between buildings during the school day, you're reimbursed at the Board's standard outside-travel mileage rate. (Doesn't apply to travel for supplemental-contract duties.)
7.44 — Summer School & Extended Assignments: Staffing follows Board policy, but preference goes to regularly certified/licensed teachers who are already employed in the district during the regular school year.
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.
If splitting isn't feasible, each elementary building keeps an Involuntary Substitute List (starting with PE, music, art, and tech teachers). Assignments go to whoever's closest to the top of the list, then that teacher drops to the bottom. After 3 involuntary assignments in a grading period, Intervention Specialists/Title/Preschool teachers join the rotation for a 4th round, then it resets. If you're involuntarily assigned more than 5 days in a grading period, you get double the spot-sub rate for any further involuntary assignment that period (7.543).
7.61: Lesson plans go to the Department Chair/Grade Level Head for review, and must stay accessible to building administration as needed.
7.62: Teachers must have lesson plans available for use in their absence. Failure to have plans available is cause for disciplinary action.
7.63: IEP team members (psychologists, intervention specialists, speech pathologists, related service personnel) must submit IEP/ETR forms and supporting documents on time, and must immediately notify the Director of Special Education of any problem getting information from other team members. Missing deadlines or failing to notify is cause for disciplinary action.
7.64: An intervention specialist may request a release period from their principal to complete IEP paperwork; the principal has discretion whether to grant it.
When a special education child is included in a regular classroom, staff development opportunities addressing that child's special needs will be provided.
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.
Teacher Evaluation
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.
| Rating | Evaluation Frequency |
|---|---|
| Accomplished | Once every 3 years (with self-directed Professional Growth Plan) |
| Skilled | Once every 2 years (with jointly developed Professional Growth Plan) |
| Developing / Ineffective | Annually — at least 2 formal observations |
| New / Limited contract / RESA Year 1 | At least 3 formal observations; first by Nov. 30, second by Jan. 31 |
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.
Timeline: First observation completed by January 15, written report by January 25. Second observation between February 10 and April 1, written report by April 10 (dates may extend for extenuating circumstances). Evaluated annually, except: Accomplished-rated staff move to once every 3 years, Skilled-rated staff to once every 2 years.
Components: at least 2 observations of 30 minutes or one full class period each, conducted by a licensed administrator and reported on the Appendix A form. You discuss the completed form with your evaluator and sign it (signature = acknowledgment, not agreement); the form goes to your personnel file at Central Office and is available to you on request.
Plans of Assistance: the GHTA President must be notified in writing, with a copy of the plan, any time a staff member is placed on one.
Specific frameworks: school psychologists are evaluated using the Psychologist Performance Evaluation Rubric (PPER, Appendix A); school counselors are evaluated using Ohio's official School Counselor Evaluation System (OSCES) framework. Any Professional Growth Plan or Improvement Plan for either follows the same protections as the OTES improvement-plan process above.
The Board provides a Resident Educator Mentoring Program as required by state law, for both OTES and non-OTES teachers in their residency years.
Vacancies, Transfers & Reassignments
All vacancies posted via email and district website for 5 business days. Selection considers certification, experience, qualifications, performance, and length of district service (9.12); the appointee must be properly certified at time of appointment (9.13). In-district applicants get written notice within 10 days of the appointment decision (9.14). 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).
Distributed to all teachers around February 1 each year, asking your intent for the following year: conference to discuss status, re-appointment to the same position, retirement, resignation, or transfer request. Due back to the building principal by February 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.
Reduction in Force
10.11: Covers reductions from decreased enrollment, teachers returning from leave, school closures, curriculum changes, or funding shortages. The District minimizes RIF impact by not filling vacated positions where practical when teachers retire, resign, or aren't renewed. This article doesn't apply to performance-based non-renewals.
10.12: The Board won't intentionally create alternate programming just to displace employees. If it's exploring programming changes that would reduce staff, it must consult GHTA at least 45 days before implementation (unless state law requires faster action).
Limited contract teachers in the affected field are suspended first, then continuing-contract teachers. No preference for seniority except as a tiebreaker between teachers with comparable evaluations (10.21).
10.31: A teacher on the RIF list returns to active employment when a certified vacancy opens, as long as their license is in effect on the offer date. Seniority isn't the basis for recall except as a tiebreaker between comparably-evaluated teachers.
10.32: Recalled in order of seniority at the time of suspension. 10.33: The Board can't hire new teachers while anyone on the RIF list is certified for the vacancy.
10.34–10.35: Recall notice is sent by registered/certified mail to your last known address (keep it updated with the Board!). You have 15 calendar days from delivery to accept, or you're considered to have declined and are removed from the list.
10.36: Teachers who accept recall return with the same seniority, sick leave accumulation, and salary schedule placement they'd have had without the suspension.
10.37: Teachers remain on the RIF list for 24 months from their last day of active employment, unless they accept a position in another district first.
For RIF/recall purposes, teachers fall into 3 rating categories based on their highest evaluation in the last 3 years — Accomplished/Skilled, Developing, or Ineffective. Within each affected teaching field, limited-contract teachers are suspended first, starting with Ineffective, then Developing, then Accomplished/Skilled.
Leaves
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).
Unpaid leave of up to 1 year to care for a sick immediate family member. Additional unpaid leave may be granted at the Board's discretion.
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).
Discretionary leave for educational/professional purposes (not illness). Requires: at least 2 years of service with a valid certificate, application received by the Superintendent before April 1 of the preceding school year, professional study as the reason, duration capped at 1 school year, and a promise to return afterward. Capped at 2% of teachers per year, divided proportionately across departments/grade levels where possible.
Requires 7 full consecutive years of satisfactory full-time service (11.621) — re-earned by another 7 years if you take a second sabbatical (11.622). Maximum 2% of teachers per year, divided proportionately across departments/grade levels (11.623). Duration: 1 full semester or 2 consecutive semesters within the same year (11.624). For formal study, research, writing, or travel that improves your ability to provide educational service (11.61).
11.625: You must sign an agreement to return and serve 2 more years after your sabbatical ends. Leave early, and you owe the Board a proportional salary refund for the service you didn't complete.
11.632–11.634: You stay a Board employee with a contract and eligible for standard benefits while on sabbatical (though the Board isn't liable for death/injury during that time). It counts as unpaid leave from any other school activities.
Return privileges (11.64): automatic salary schedule step increment at the start of your next full year back (11.641); restored to your position or an equivalent one in status and pay (11.642); and you owe the Superintendent a report — transcripts of coursework plus a write-up of your activities and their value — due the first day of the month after you return (11.643).
Accumulated at the rate of 15 days per year to a maximum of 245 days (11.73), as full compensation for illness per the Ohio Revised Code (11.71–11.72).
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, in which case O.R.C. 3319.141 governs instead).
11.77 — Medical documentation: If you saw a doctor, your statement lists their name and the dates you were seen. You're not required to provide a formal "physician's statement" unless, after a prolonged illness, the superintendent needs confirmation you're physically able to return to your duties.
11.78–11.79 — Call-in: Call your principal before 2:30 p.m. if you'll be back the next school day, and follow the building's call-in procedure promptly so a sub can be arranged.
Qualifying employees get leave under the federal FMLA, which doesn't limit or reduce the contract's own leave provisions. Where FMLA overlaps with the contract's paid leave, the 12 weeks of FMLA leave and benefits coverage run concurrently with existing paid leave.
Teachers on Board-approved leave can stay on group insurance by paying the full premium themselves, in advance, by the 1st of each month (11.91). COBRA also allows purchasing continued health benefits after coverage ends (job loss, reduced hours, separation, divorce, death, or a dependent aging out) — coverage runs 18–36 months depending on the qualifying event (11.92).
All employees are covered under Ohio's Workers' Compensation Act for injuries arising from employment. Report injuries immediately to HR/your supervisor (within 72 hours for serious injuries where normal reporting isn't possible). You may use accumulated sick leave alongside Workers' Comp medical benefits, but can't collect both sick pay and wage reimbursement simultaneously — sick leave used as an advance gets repaid and reinstated once compensation is paid. GHTA provides representatives to a district safety committee.
Transitional Work Program (11.106–11.108): if a work-related injury/illness will likely cause lost time, the District aims to keep you employed through reasonable accommodations or an alternative position while you recover, based on restrictions from your Physician of Record. It's a temporary accommodation — you need the potential to return to your original job (with permanent modifications, if needed) or another targeted job by the end of the assignment. Generally used for temporary limitations expected to last no more than 90 calendar days.
Eligibility: Any GHTA member with 5 years of good standing in GHTA can request the Catastrophic Leave Procedure (extreme exceptions to the 5-year rule may be considered). You can access it no more than twice in your career.
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 — the Executive Board may require a second opinion. Applies to catastrophic illness of a spouse or child (primary caretaker) who is a permanent resident of the employee's home. Elective procedures aren't approved. The Executive Board decides within 48 hours of receiving complete information (minimum 5 board members needed to convene), and its decision is final — not grievable or appealable. All medical information stays confidential, and neither GHTA nor the Board is liable for approval/denial decisions.
Employment of Retired Teachers
Board is under no obligation to employ any retired teacher, and there's no expectation of continued or re-employment after retirement (12.1). Re-employed teachers start with 0 sick leave and 0 seniority (though they do begin accumulating sick leave from year one of re-employment). Salary: step 1 minimum to step 5 maximum, advancing 1 step per year. Not eligible for continuing contracts — limited contracts only, automatically non-renewed at the conclusion of each year without needing to follow O.R.C. 3319.11/3319.111 (12.71). No bumping rights in a reduction in force (12.81). Re-employed teachers aren't eligible for retirement incentive programs but do remain eligible for regular severance pay (12.61). Re-employment can't be used to jeopardize existing academic programs or trigger a RIF of teachers already employed when the re-employment contract starts (12.91). Re-employed teachers remain part of the GHTA bargaining unit (12.101).
Part Time / Shared Positions
Requests submitted in writing to the Superintendent (13.21), who decides based on: availability of part-time teachers, continuity within the classroom, and feasibility/appropriateness of the proposal (13.11). Assignments for one school year, subject to reappraisal (13.31). 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).
Wages, Hours & Terms of Employment
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.
Any additional responsibilities or compensation come with their own separate written contract, on top of your regular one — max 1 year term, setting out the duties and pay, signed by you and the Board. If a non-teacher was previously issued a supplemental position because no teacher applied, and a teacher later applies for renewal, that teacher's application gets equal consideration based on qualifications (14.154).
The Board implements the STRS salary reduction pick-up as mandated by Ohio law.
Those retiring on or before July 1st: all remaining earned wages paid in the last paycheck in June. Medical insurance terminates June 30th.
Local Professional Development Committee (LPDC)
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.
Fringe Benefits
Eligible for Board-paid health, major medical, prescription, dental, and vision for employees regularly working more than 30 hours per week. Employee contribution is 13% of the Board's premium on the SuperMed and PPO plans. Open enrollment: September 1–30 annually.
The Minimum Value Plan continues with no monthly employee contribution.
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).
16.42 — New lump sum: Any teacher who uses fewer than 5 sick days in the school year receives a one-time $1,000 payment by the last pay in June. This is a one-time opportunity for the 2025–2027 contract only and expires June 30, 2027 unless extended in writing.
2025–26 transition: if you already received a payment under the old 16.41 quarterly incentive before ratification, your $1,000 lump sum is reduced by that amount (e.g., 2 quarters already paid = $800 lump sum instead of $1,000).
Supplemental Assignments
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.
17.2: Nothing in this agreement violates Title IX regulations.
17.3: This agreement doesn't guarantee that supplemental positions will continue to exist or stay filled over the life of the contract.
17.4: Posting of supplemental openings follows Ohio Revised Code requirements.
17.5: Volunteers shall not be used to replace existing supplemental positions.
Supplemental Salary Schedule
See Appendix E for full schedule. Supplemental rates remain frozen at 2022–23 base levels for 2025–26 — per Article 19.1(a), the salary schedule increase does not apply to the supplemental schedule, hourly rates, or per diem for that year. 2022–23 BA Base Minimum: $39,335.20. Seasonal supplementals paid in 3 equal pays: preseason, mid-season, and at completion. Key rates: Spot sub $35.40/period · PD Outside Workday $39.34/hr · HS English Chair $3,933.50 · HS Football Head Varsity $7,080.30. Check Appendix E in the official PDF for whether rates adjust in 2026–27.
Salary Schedule
| Year | Increase on Base Salary |
|---|---|
| 2025–2026 | 1.0% (retroactive to start of year; does not apply to supplemental schedule) |
| 2026–2027 | 2.0% |
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).
Contract Duration
This agreement commences July 1, 2025 and continues in full force and effect through midnight, June 30, 2027. If a change in applicable federal or state law would invalidate any provision, the parties agree to meet to resolve the affected provision only.
20.3: Concerns about alleged discrimination tied to exercising your O.R.C. Chapter 4117 rights (hiring, tenure, or any other employment term) are handled through the unfair labor practice procedures in O.R.C. 4117.11(A)(3) — not through this contract's grievance procedure.