Note: All items in this Negotiated Agreement requiring fiscal support will be subject to the decisions

of the Fiscal Authorities and the Board of Education’s final actions on the operating budgets for the

school system. Errors in the publication of this agreement do not supersede the contents of the

Negotiated Agreement between the Board of Education of Harford County and the American

Federation of State, County and Municipal Employees.

1

NEGOTIATED AGREEMENT................................................................................... 0

General Provisions

1.1 Recognition................................................................................................. 4

1.2 Definition of Terms ..................................................................................... 4

1.6 Dates For Negotiations............................................................................... 4

1.7 Impasse Procedure .................................................................................... 4

Board's Rights .................................................................................................... 5

AFSCME - Board Relations ................................................................................ 6

3.3 Payroll Deduction ....................................................................................... 6

3.5 Health and Safety....................................................................................... 6

3.6 Union Participation ..................................................................................... 6

3.7 Bulletin Boards ........................................................................................... 6

3.8 Visitation ..................................................................................................... 6

3.10 Union Meetings........................................................................................... 7

3.13 Employee Lists ........................................................................................... 7

3.14 Vacancies ................................................................................................... 7

Employment Conditions...................................................................................... 7

4.1 Hours Of Work............................................................................................ 7

4.2 Probationary Periods.................................................................................. 7

4.3 Announcement of Vacancies...................................................................... 8

4.4 Promotion ................................................................................................... 8

4.5 Voluntary Transfer ...................................................................................... 8

4.6 Administrative Transfer............................................................................... 9

4.7 Involuntary Transfer.................................................................................... 9

4.8 Reduction in Force ..................................................................................... 9

4.9 Disciplinary Action ...................................................................................... 9

4.10 Demotion .................................................................................................. 10

4.11 Notice of Leaving...................................................................................... 10

4.12 Tuberculosis Check.................................................................................. 10

4.13 Evaluation................................................................................................. 10

4.14 Personnel Files......................................................................................... 10

4.16 Personal Rights ........................................................................................ 11

Grievance Procedure........................................................................................ 11

5.1 Grievance ................................................................................................. 11

5.2 Settlement of Employee Grievances ........................................................ 11

5.3 Procedural Steps ...................................................................................... 11

5.4 Grievance Presentation............................................................................. 12

5.5 Arbitration ................................................................................................. 12

Wages.............................................................................................................. 13

2

6.1 Wage Schedules ...................................................................................... 13

6.2 Pay Rates ................................................................................................. 13

6.3 Payroll Distribution.................................................................................... 13

6.4 Overtime Pay............................................................................................ 13

6.6 Deduction for Time Without Pay............................................................... 14

6.8 Credit for Military Service ......................................................................... 14

Holidays ........................................................................................................... 15

7.1 Official Holidays........................................................................................ 15

7.2 School Holidays........................................................................................ 15

Leave Provisions .............................................................................................. 16

8.1 Annual Leave............................................................................................ 16

8.2 Sick Leave ................................................................................................ 16

8.3 Payment for Unused Days of Sick Leave................................................. 16

8.4 Personal Business Leave......................................................................... 17

8.5 Bereavement Leave ................................................................................. 17

8.6 Jury Duty................................................................................................... 17

8.7 Legal Summons........................................................................................ 18

8.8 Leaves of Absence................................................................................... 18

8.9 Inclement Weather ................................................................................... 18

8.11 Payment Of Unused Sick Leave Death Benefit ....................................... 18

8.12 Religious Leave ........................................................................................ 19

8.13 Annual Leave Death Benefit..................................................................... 19

Insurance ......................................................................................................... 19

9.1 Group Hospitalization, Dental Plan, And Life Insurance.......................... 19

9.2 Health Care Insurance ............................................................................. 19

9.3 Flexible Spending..................................................................................... 20

9.4 Employee Assistance Plan....................................................................... 20

9.5 Rate of Contribution.................................................................................. 20

9.6 Workers' Compensation ........................................................................... 20

Transportation .................................................................................................. 21

10.1 Certification............................................................................................... 21

10.2 Defensive Driving Course......................................................................... 21

10.3 Letter of Intent .......................................................................................... 21

10.4 Transportation Route Assignments.......................................................... 21

10.5 Safety Inspection ...................................................................................... 22

10.6 Bus Driver Field Trip Assignments........................................................... 22

10.7 Payment for Washing a Bus..................................................................... 22

10.8 Transportation Ancillary Activities ............................................................ 22

10.9 Salary Dispute Resolution ........................................................................ 22

Miscellaneous................................................................................................... 22

11.1 Reimbursement for Travel........................................................................ 22

3

11.2 Reimbursement for Job Related Courses................................................ 22

11.3 Uniforms ................................................................................................... 23

11.4 Food Service Special Event ..................................................................... 23

Construction ..................................................................................................... 24

Custodians ....................................................................................................... 24

Facilities ........................................................................................................... 24

Food and Nutrition............................................................................................ 24

Office of Technology and Information Systems (OTIS) ..................................... 24

Purchasing ....................................................................................................... 25

Transportation.................................................................................................. 25

SALARY SCHEDULES........................................................................................... 27

Technical Support Twelve-Month Employee....................................................... 27

Drivers and Attendants ........................................................................................ 28

Food Service Employees..................................................................................... 29

Twelve Month AFSCME Employees................................................................... 30

4

Maryland, hereinafter referred to as the "Board," the American Federation of State, County and

Municipal Employees (AFSCME) is officially recognized as the exclusive public school

employee organization for Unit II - Custodial, Maintenance, Bus Drivers, Bus Attendants,

Food and Nutrition employees and related personnel for the purpose of representing employees

as to all matters relating to salaries, wages, hours and other working conditions in accordance

with Education Article, Title 6, Subtitle 5, of the Annotated Code of Maryland. The union will

notify the Superintendent of whom the union has designated as shop stewards. Changes in

shop stewards shall be reported to the Superintendent within thirty (30) days.

(a) The term "Member" or "Employee," as it appears in this agreement, shall include all

regular employees of the School System in the unit represented by AFSCME who work a

regular schedule of at least four (4) hours per day and 20 hours per week. Per Diem

workers shall not be considered members or employees entitled to benefits under the

Agreement. The Board of Education agrees that all members who qualify will be included

for participation in the State Retirement Agency.

(b) The term "Superintendent," as it appears in this agreement, shall refer to the

Superintendent of Schools for the Board of Education of Harford County, Maryland.

1.3 The items of this agreement not requiring fiscal support, when duly ratified by AFSCME and

the Board, shall be valid and binding on July 1, 2005. The items which require fiscal support

shall be valid and binding to the extent that sufficient funds are guaranteed and/or made

available by the Harford County fiscal authorities to fully implement said items.

1.4 If categories which contain requests for funds to support items in this agreement are reduced

by the County Council, further negotiations on these items shall begin after the action by the

County Council and conclude not later than June 15.

1.5 If any provision of this agreement or any application of the agreement to any party to this

agreement shall be found contrary to law, then such provisions or application shall not be

deemed valid and subsisting except to the extent permitted by law; but all other provisions or

application shall continue in full force and effect. The parties may mutually agree to

renegotiate the provision if they deem it feasible.

following the Thanksgiving holiday and conclude by the end of the week following the winter

holiday, unless mutually agreed by both parties.

agreement has not been reached, or at the request of either party, the provisions for handling an

impasse as provided by Education Article, Title 6, Subtitle 5, of the Annotated Code of

Maryland, shall apply. The impasse procedure shall be postponed upon mutual consent of

both parties.

In the event that the State Superintendent of Schools determines that an impasse is reached, the

Union and the Board may, by mutual consent, request the assistance and advice of the State

5

Board of Education. In the absence of such mutual consent, at the request of either party, a

panel shall be named to aid in the resolution of differences. The panel shall be named as

provided in Education Article, Title 6, Subtitle 5, Section 6-510(d), of the Annotated Code of

Maryland. In the event that the two initial panel members cannot agree upon a third party, the

third member of the panel shall be determined by:

(1) Requesting a list of nine arbitrators from the American Arbitration Association. (A

list of five arbitrators may be requested in the event that there is mutual agreement to

do so.)

(2) Drawing lots to determine which of the two initial panel members shall strike first a

name from the list.

(3) Alternately striking names from the list until one name remains, such person to be the

third panel member.

All other provisions for handling an impasse as provided by Education Article, Title 6, Subtitle

5, of the Annotated Code of Maryland, shall apply.

1.8 This agreement shall take effect on July 1, 2005 and shall remain in full force and effect

through June 30, 2010, and incorporates the entire understanding of the parties on all matters

which were the subject of negotiations. During the term of this agreement, neither party will

be required to negotiate with respect to any matter whether or not covered by this agreement

and whether or not within the knowledge or contemplation of either or both of the parties at the

time they negotiated or executed this agreement.

For fiscal years 2005-06 through 2009-10, all AFSCME employees will receive a cost of living

adjustment (COLA) each fiscal year not less than the highest COLA received by other

bargaining units.*

For fiscal years 2005-06 through 2009-10 all eligible employees shall receive a step

increment.*

The Board and AFSCME agree to reopen negotiations during the 2005-06 fiscal year to

discuss implementation of any recommendations for market adjustments or restructuring to

any AFSCME salary schedules that results from the Board’s salary study.

*Note: This proposal requires fiscal support and will be subject to the decisions of the fiscal

authorities and the Board of Education’s final actions on the operating budgets for the school

system.

Board's Rights

Subject to the terms and conditions of this agreement and to the authority of the State Board of

Education under Education Article, of the Annotated Code of Maryland, it shall be the exclusive

function of the Superintendent of Schools and the Board to determine the mission of the county public

6

education system; set the standards of service to be offered; maintain the efficiency of operations;

determine the methods, means and personnel by which such operations are to be conducted; and to take

whatever action and issue rules, policies, and regulations necessary to carry out the mission of the

county public education system for which they are responsible and which is entrusted to them.

3.1 Every member shall be given a copy of the negotiated agreement. The cost of publishing the

tentative agreement prior to ratification shall be shared equally by both parties. The cost of

publishing the finally ratified negotiated agreement shall be borne by the Board.

3.2 AFSCME may use the interschool courier and central office mailboxes for legitimate union

business upon approval of the Superintendent.

disability insurance programs may be paid via the payroll deduction method. Each

union member desiring this service shall submit an authorization card, bearing his or her

original signature, to the Director of Finance. The card shall include: Name, Social Security

Number, Address and Position and School Assignment, Date and Signature.

These deductions shall continue for each subsequent fiscal year unless the Director of Finance

is notified in writing by June 1 for the following deduction year. Requests for cancellation of

dues deduction will be accepted throughout the year; however, the cancellation will not

become effective until July 1. Dues deduction will automatically be discontinued with the

termination of employment.

the bargaining unit without discrimination as to age, sex, marital status, race, color, religion,

national origin, sexual orientation, genetic information, political affiliation or disability. To

that end it is hereby agreed that should any section of this agreement be held to be violative by

a court of competent jurisdiction of employees' rights under the non-discrimination laws such

section(s) shall be null and void. A person may appeal this section through Step 3 of the

grievance procedure and then through the appropriate governmental agencies and the courts.

adversely affect the health and safety of students or employees of Harford County Public

Schools to the appropriate supervisor so that appropriate measures can be instituted by the

supervisor. In the event of an evacuation, employees shall not be required to search for

explosives.

employee to join and participate in the Union or not to join or participate in the Union.

or an adequate portion thereof for the display of appropriate and legitimate union circulars.

may enter the school for such things as the delivery of items or short conferences. They will

7

first report to the principal or his or her designee and, if in his or her judgement their continued

presence will not be contrary to the best interests of the school, they may remain.

3.9 One employee designated by the Union will be granted a one-year leave of absence without

pay upon request.

Schools for meetings, without cost, by using existing request procedures.

3.11 The provisions of 3.2 and 3.3 shall not be made available to any other organization seeking to

represent unit members.

Human Resources, administrative leave with pay may be granted to one or more members to

attend Union conferences, conventions or training. Leave under this provision shall not exceed

twenty-two (22) days in any one (1) fiscal year, and shall not be unreasonably denied. Upon

written request of the President to the Assistant Superintendent of Human Resources,

additional days may be granted for members to attend special events.

name and work location of each employee eligible for representation by the union.

vacancy notices within the unit.

be scheduled an 8 1/2 hour shift with a 30-minute meal break within the shift as specified

under section 4.15. Six (6) hour Food and Nutrition employees shall be scheduled a 6 1/2 hour

shift with a 30-minute meal break within the shift as specified under section 4.15. The normal

work schedule shall consist of five (5) consecutive days of the established work week unless

mutually agreeable between the employee and the principal or department head.

The Harford County Public Schools employs individuals on a school year, 10-month, and 12-

month basis. In addition, part-time and temporary employees are utilized.

Twelve-month employees will work a standard duty year of 260 days including approved

holidays and approved leave days.

The duty year for ten-month employees shall consist of 180 days for bus drivers and

attendants, 190 days for general food service employees, and 195 for food service managers.

The ten-month duty year includes approved leave days.

employment. During the probationary period, an employee may be released at any time.

During the sixth month of service of the probationary employee the principal or supervisor

under whom the individual works will recommend that the person be granted permanent status

or that the person be terminated. If an employee is absent due to illness or other cause, the

8

probationary period may be extended for a period up to sixty (60) work days. During the

probationary period, an employee may only use actually earned sick leave and annual leave.

Custodian I; General Worker; Bus Driver; Bus Attendant will be made only as deemed

appropriate.

Positions which offer promotional opportunities for unit members will be announced. When a

position is announced, all unit members who wish to be considered for the position must be

qualified for the position as of the date of the announcement and must apply in writing within

the specified time limit stated on the announcement. Only those who apply in writing will be

considered.

When a position is not announced, in accordance with the voluntary transfer procedure

(Section 4.5) those unit members who have on file a written request for consideration for such

a position and location will be contacted and considered for the position at the time the

vacancy occurs.

promotions. When all other factors are equal, the employer shall give preference to all

qualified applicants who are currently employed with the Harford County Public Schools. If

all qualified applicants are employed with the Harford County Public Schools, then length of

continuous service will be given preference.

Applications will be accepted for positions which offer promotional opportunities from present

employees and from outside applicants. The qualifications, work performance and experience

of all applicants will be considered, and the person whom the Superintendent deems to be best

qualified for the position will receive the appointment.

In a circumstance where the Superintendent determines that all factors considered for a

promotional opportunity are equal between a present employee and an outside applicant, then

the first preference will be given to the present employee. Also, where the Superintendent

determines that all factors are equal between or among applicants for a promotional

opportunity, then, length of continuous service with the Harford County Public Schools will be

the determining factor.

When a person who is currently employed by the Harford County Board of Education is

promoted, he or she shall be placed on the step and grade in the appropriate classification

which will provide the person promoted a salary increase equal to or greater than a three (3)

step increase in his or her former pay classification.

employees. The request must be in writing and must be received in the Human Resources

Department prior to April 1 of the current year.

Requests for transfer must be renewed each year to remain active.

These requests may be considered for positions, which offer promotional opportunities or

lateral transfers only if the positions are not announced. Such requests shall include the type of

position to which the unit member desires to be assigned and, up to three high school

attendance areas and their feeder schools, to which he or she desires to be transferred, in order

of preference.

9

If the person requesting the transfer is qualified for the position and limits the transfer request

to three locations, he or she will be provided an interview should such a position become

available.

employee for transfer where a transfer has not been requested, qualifications, work

performance and length of service will be considered in determining which employee is to be

transferred. When the Superintendent determines that all other factors are equal, length of

continuous service with the Harford County Public Schools will be the deciding factor.

Where such a transfer is necessary and there is a volunteer whom the Superintendent deems

acceptable to be transferred to the available position, then the volunteer will be transferred.

"Administrative Transfer") an employee is to be transferred to another school, such a transfer

may not be effected until after a meeting between the employee involved and the appropriate

administrator(s). At this time, the employee shall be notified of the reason(s) for transfer and

shall be given the opportunity to respond. In the event that an employee objects to the transfer,

he or she shall, upon request, have a meeting with the Superintendent or designee. The

employee, at his or her option, may have a person of his or her choice accompany him or her at

the meeting.

considered in a reduction in force. When all other factors are equal, length of continuous

service in the Harford County Public Schools will be the determining factor. The employees

who are separated shall be placed on a priority recall list for a period of two (2) years and shall

be recalled in reverse order of their separation when appropriate positions become available.

An employee on the priority recall list shall be notified in writing of any vacancy which occurs

in his or her field of employment and shall indicate in writing within ten (10) days of the

receipt of the letter his or her acceptance or rejection of the position.

Leaves of absence will not be regarded as a break in the continuity of service although leave

time will not count as active service.

A reduction in force will be conducted in accordance with the Reduction in Force Procedure

for Supporting Services Personnel.

This section will not be subject to the grievance procedure; however, it will be subject to the

administrative appeal procedure.

and issued in a timely manner after the Superintendent concludes discipline should be

imposed; however, the Superintendent reserves the right to omit any or all disciplinary steps

when, in the Superintendent’s sole judgment, circumstances warrant doing so. Disciplinary

action for just cause may include: verbal reprimand, written reprimand, suspension with or

without pay, and termination. An employee may be dismissed or suspended with or without

pay for misconduct, incompetency, insubordination, willful neglect of duty, repeated

unauthorized absences, unsatisfactory work performance, or any other good and sufficient

reason.

10

The Superintendent and/or designated representative(s) will meet with the employee, if desired

by the employee. The employee shall be provided the opportunity to be heard by the

Superintendent or designee. The employee may have representation (limit 3) of his or her

choice present at the meeting with the Superintendent or designee. The supervisor who took

action or made the recommendation and/or designated representatives will be present at the

meeting. Following the meeting, the Superintendent will make the final determination.

Written notice of suspension and/or discharge shall be given to the employee. Any dispute

relating to such suspension and/or discharge shall be made the subject of an appeal to the

Board of Education provided it is raised within thirty (30) calendar days of receipt of the

written notice of suspension and/or discharge from the Superintendent or designee. The Board

within fifteen (15) calendar days following receipt of the appeal shall respond to the appellant.

Should the appellant fail to serve such notice of intention to appeal within the time limitation,

the disposition of the matter will be considered acceptable and concluded.

Disciplinary action may be processed through the administrative appeal process (4-205c) and

work performance. This section will not be subject to the grievance procedure; however, it

will be subject to the administrative appeal procedure.

two weeks' notice in writing when they intend to leave. Employees with ten (10) years service

and a satisfactory work record who give two weeks notice in writing to the Assistant

Superintendent for Human Resources of their intent to leave shall be paid all accrued annual

leave in a lump sum.

requirements for medical screening for tuberculosis as established by the Department of

Health. An appropriate tuberculosis test will be made available to all employees free of

charge.

necessary and informed of the quality of their work. An employee who disagrees with the

evaluation may submit a written addendum to the evaluation. The evaluation and any

addendum will be placed in the employee’s personnel file.

associate or Union representative, to review the contents of the evaluation file and the

personnel file concerning themselves. This review shall not include confidential material such

as reference letters, credentials, or basic data received in the course of initial employment.

Complaints of a serious nature which shall be included in the personnel file or the workplace

file of the employee shall be brought to the attention of the employee so that he or she may

respond to them.

An employee may upon request attach a signed and dated addendum to these documents to

which he or she has access.

provided a duty free lunch of thirty (30) minutes and a break of fifteen (15) minutes in the

morning and in the afternoon.

11

AFCME employees who normally work six (6) hours per day will be provided a thirty (30)

minute duty free lunch and one break of fifteen (15) minutes in the morning.

AFSCME employees who normally work four (4) hours per day will be provided one (1)

fifteen (15) minute break.

Breaks shall be scheduled by the supervisor after consulting with the employee. If it is

necessary to recall a person during a break or lunch, the person will be provided a break or

lunch at another time.

appropriate concern of the Board of Education, except to the extent that it may impair the

member’s effectiveness in the completion of assigned functions.

of the negotiated agreement between the Board and the Union.

the prompt and orderly disposition of grievances that arise out of the interpretation, application, or

alleged violation of any of the provisions of this agreement. Both the Union and the Board agree

that the purpose of a grievance is to resolve the complaint at the lowest, most informal level

possible.

To this end, the parties agree that the provisions of this article shall provide the means of

settlement of all such grievances provided, however, that nothing herein will be construed as

limiting the right of any employee to have a complaint adjusted without the intervention of the

Union so long as the adjustment is not inconsistent with the terms of this agreement.

immediate supervisor shall be presented in the following steps:

Step 1. Between the grievant, representative(s) of his or her choice, and the employee's

immediate supervisor and/or designated representative(s).

Step 2. Between the grievant, and his or her Union representative(s), and the appropriate

executive level administrator and/or designated representative(s).

Step 3. Between the grievant and his or her Union representative(s), and the Superintendent

and/or designated representative(s).

12

days from the date of its occurrence, signed by the grievant. The Administrator's answer at each

Step shall be given in writing within ten (10) days after the Step meeting which shall be held

within ten (10) days following receipt of the appeal, if desired by the employee. The grievant

must stipulate in writing at each Step if a meeting with the Administrator is desired. Unless a

grievance is appealed to the next step within ten (10) days after the Administrator's answer, it

shall be deemed settled in accordance with the Administrator's answer, which shall be

considered acceptable to the grievant and the Union.

(1) Appeal Procedure. Any grievance concerning the interpretation, application, or alleged

violation of any provision of this agreement that has been properly processed through

the grievance procedure as set forth above and has not been settled, may be appealed to

arbitration by the Union by serving written notice on the Board within fifteen (15)

calendar days after the Superintendent's answer at Step 3 of the above grievance

procedure. If the Union fails to serve such notice of its intention to arbitrate within this

time limitation, it shall be deemed to have waived the arbitration and the grievance

shall be considered settled. No individual employee shall have the right to invoke this

arbitration procedure.

(2) Selection of Arbitrator. If the Union and the Board are unable to agree upon the

selection of an arbitrator within seven (7) calendar days after the Union's notice of

appeal to arbitration, they shall jointly request the American Arbitration Union to

furnish a list of not less than five (5) arbitrators, one of whom may be designated by the

parties to act as arbitrator of the grievance. If no agreement can be reached as to the

arbitrator within seven (7) calendar days after receipt of said list, the Union and the

Board shall jointly petition the American Arbitration Association to furnish a second

list of not less than five (5) additional arbitrators, one of whom shall be designated by

them within seven (7) calendar days after receipt of said list, to act as arbitrator of the

grievance. Selection shall be made by the Union and the Board representatives

alternately striking any name from the list until only one name remains. The final name

remaining shall be the arbitrator of the grievance.

(3) Jurisdiction of Arbitrator. The jurisdiction and authority of the arbitrator of the

grievance and his or her opinion and recommendation shall be confined to the express

provision or provisions of this agreement at issue between the Union and the Board.

The arbitrator shall have no authority to add to, alter, amend, or modify any provision

of this agreement, or to make any recommendation which will in any way deprive the

Board of any of the powers delegated to it by law. The arbitrator shall not hear or

decide more than one grievance without the mutual consent of the Board and the

Union. The recommendation in writing of the arbitrator within his or her jurisdiction

and authority as specified in this agreement shall be final and binding on the aggrieved

employee or employees, the Union, and the Board.

(4) Arbitration Expenses. The Union and the Board shall each bear its own expenses in

these arbitration proceedings, except that they shall share equally the fee and other

expenses of the arbitrator in connection with the grievance submitted to arbitration.

13

5.6 If the Union claims a class grievance, defined as a general violation, misapplication, or

misinterpretation of the agreement that directly affects three (3) or more unit members, the

grievance may then be submitted directly to the Superintendent within ten (10) days from the

date of its occurrence. The processing of such grievance shall begin at Step 3.

5.7 By mutual agreement, the time limits stated herein may be compromised to allow the collection

of pertinent information and in the interest of prudent resolution of the grievance.

5.8 All meetings or hearings as part of a grievance shall be conducted confidentially.

5.9 No reprisals of any kind will be taken by the Board, the school administration, or Union against

any employee or official because of his or her participation in this grievance procedure.

5.10 Should the investigation or processing of a grievance require that an employee and/or a Union

representative be released from his or her regular assignment, he or she shall be released. In a

grievance, the three (3) individuals identified by the Union as the parties involved in the

grievance will be released without loss of pay. The Union shall reimburse the Board for the

cost of the substitute employee's pay for any other unit member who is required to be released

from his or her regular assignment for the investigation or processing of a grievance.

for an annual one-step increment until the employee reaches Step 10 of the grade to which the

position is assigned. Bus drivers and bus attendants, are paid on a salary schedule that

provides for an annual one-step increment until the employee reaches step 8 of the grade to

which the position is assigned. Six (6) or eight (8) hour food and nutrition workers are paid on

a salary schedule that provides for an annual one-step increment until the employee reaches

Step 10 of the salary schedule to which the position is assigned. The employee must have been

on active pay status for six months prior to July 1 in order to qualify for a one-step increment.

Longevity increases are defined at the bottom of each salary schedule.

the schools and are made available to employees during the regular school office hours.

will be compensated at time and one-half for work performed beyond the established 40-hour

week.

An employee will not be required to work overtime against his or her expressed desires

provided the supervisor determines that the full requirements of the overtime work can be met

by another fully qualified employee at the work location who is willing to do the work. When

mutually agreeable to the appropriate administrator and the employee, the employee will be

granted compensatory time at the rate of time and one half in lieu of payment of time and one

half for authorized overtime.

14

work is not immediately prior to or an extension of his or her normal workday, such

employee shall be compensated at one and one-half (1 1/2) times their regular rate of pay.

Such compensation shall be for a minimum of three (3) hours in the event the employee

works less than this amount of time. However, actual time worked will be considered for the

computation of overtime.

is of a "without pay" nature, the deduction shall be based upon the employee's daily rate of

pay.

pay grade or classification, shall be compensated at a rate relative to his or her current status

and in line with the higher grade classification. Requests for temporary classifications must

be submitted to the Human Resources Office for approval. Assignments must be for a

minimum of ten (10) days with pay retroactive to the first day upon reaching the tenth (10th)

day in the temporary assignment.

6.8 Provided that the individual has received an honorable or general discharge, salary credit for

military service may be granted, up to a maximum of two (2) years, for new employees hired

into the school system after July 1, 2001.

15

custodial and maintenance employees:

Independence Day

Labor Day

Primary Election Day

General Election Day

Thanksgiving Day

Thanksgiving Friday

Christmas Eve

Christmas Day

New Year's Day

Martin Luther King, Jr.'s Birthday

President’s Day

Good Friday

Memorial Day

Should the primary and/or general election days be deleted from the above listed holidays, the Board

shall assign two alternative holidays to eligible unit members. When any of the aforementioned

holidays, excluding Christmas Eve, occurs on a Saturday, the day off shall be granted on Friday before

the holiday. When the holiday, excluding Christmas Eve, occurs on Sunday, the holiday shall be

observed on the following Monday. The Christmas Eve holiday shall be granted only when Christmas

Eve is a scheduled work day. However, in years when the Christmas Eve holiday is not granted,

employees will be granted another day for the Christmas Eve holiday that with prior approval may be

used at another time during the Christmas holiday.

To be entitled to receive pay for a holiday, an employee must work or be on authorized leave on the

work day immediately preceding the holiday and the work day immediately following the holiday.

On the above specified holidays, work schedules will be arranged so that sufficient personnel will be

on duty in order to provide necessary services including but not limited to maintenance and operation

of heating equipment, building security, and emergency circumstances.

All employees who are scheduled to work on the above specified holidays will be paid one and onehalf

times his or her hourly rate for the hours worked on the holiday, plus holiday pay if the employee

is otherwise entitled to receive it. This section will apply whether the employee is working for the

school system or outside organization. Employees who are required to check facilities on weekends

or holidays, will be paid time and one half for hours worked, with prior approval from the appropriate

administrator.

schools are closed for teachers' convention, winter recess, and spring vacation if they are on

active duty assignment status during these days. Persons absent on those days shall be

considered on a without pay status unless they are on approved annual leave or sick leave.

16

month basis. Accounting is based upon the fiscal year. Bus drivers, bus attendants, and food

and nutrition personnel do not qualify for annual leave.

Persons entering employment and persons leaving employment shall receive annual leave on a

"pro-rata" basis if they are on an active status ten (10) days prior to the middle of the month or

ten (10) days prior to the end of the month. A maximum of twenty-five (25) days of accrued

annual leave may be carried over to the next fiscal year. Unused sick leave is not to be

considered as additional annual leave. All employees who enter regular retirement from

Harford County Public Schools with a minimum of ten (10) years of continuous service shall

receive payment for earned and accumulated days of annual leave at their current daily salary

rate. An employee who qualifies for annual leave with five (5) years or less of continuous

service, earns annual leave at the rate of one (1) day per qualifying month. An employee who

qualifies for annual leave with more than five (5) years of continuous service, earns annual

leave at the rate of one and one-quarter (1.25) days per qualifying month. An employee who

qualifies for annual leave with more than fifteen (15) years of continuous service, earns annual

leave at the rate of one and one-half (1.5) days per qualifying month. An employee who

qualifies for annual leave with more than twenty (20) years of continuous service earns annual

leave at the rate of one and two-thirds (1.67) days per qualifying month.

Pay for all vacations shall be based on the rate of pay of the employee at the time of vacation,

including shift differential.

days per qualifying month for personal illness. Unused sick leave may be carried over from

year to year. The total amount of sick leave that may be accumulated is unlimited.

Persons entering employment and persons leaving employment shall receive sick leave on a

"pro-rata" basis if they are on active status ten (10) days prior to the middle of the month or ten

(10) days prior to the end of the month. Temporary employees are not eligible for sick leave.

A unit member is permitted to use up to seven (7) work days of earned sick leave per year

for illness of a member of the member’s household or the member’s parent. Such absence

will be deducted from the member’s sick leave. For an absence that does not qualify under

days of earned sick leave per year for illness of a household member or parent.

Unused sick leave shall not be paid in addition to regular salary or as a severance pay for

individuals leaving service, except as provided in Section 8.4.

County Public Schools after ten (10) years of service in those schools shall receive payment

for unused days of sick leave up to a maximum of 200 days at the rate of 25% of the daily rate

of pay.* Full time employees shall be paid the above listed percentage or $18, whichever is

higher. All such days must have been accumulated while in service in Harford County. Sick

leave shall be accumulated annually at the rate of the difference between sick leave provided

and sick leave used.

17

*This proposal requires fiscal support and will be subject to the decisions of the Fiscal

Authorities and the Board of Education's final actions on the operating budgets for the school

system.

with no loss in salary that may be used for personal business. Unit members employed between

July 1 and October 31 shall be granted three (3) days of personal business leave. Unit members

employed between November 1 and February 28 shall be granted two (2) days of personal

business leave. Unit members employed between March 1 and June 30 shall be granted one (1)

day of personal business leave. Unused leave will be added to the members accumulated sick

leave as of July 1.

Personal business leave may be requested, with at least three (3) work days advance notice,

through the appropriate principal or department head who shall not require a reason for the

leave. If, however, an unforeseen circumstance requires the member’s absence which could

not be approved three (3) days in advance, the reason for the absence shall be stated, and the

principal or department head may, at his/her discretion, approve the absence as a day of

personal business leave. Personal business leave may be denied when, in the judgment of the

principal or department head, the member’s absence would impair the educational process.

Personal business leave shall not be taken immediately before or immediately after a holiday or

weekday when school is closed, or at the beginning (first five scheduled work days) or the end

(last five scheduled work days) of the school year. If, however, a circumstance requires the

member’s absence on one or more of the foregoing days, the member may request use of

personal business leave through the principal or department head. The principal or department

head may, at his/her discretion, approve the absence as a day of personal business leave.

The Assistant Superintendent for Human Resources, in his/her discretion, may make exceptions

to the foregoing restrictions on days to be used as personal business leave for circumstances

which require the member’s absence on such restricted days.

death in the immediate family without loss of salary, annual leave or sick leave. Immediate

family shall include child, step child, parent, brother, sister, husband, wife, father-in-law,

mother-in-law, grandchild, grandparents, a person who reared the employee, or anyone who

lives regularly in the household of the employee. An employee will be permitted up to two

(2) days of absence at any one time without the loss of salary upon the death of a step-parent,

step-brother, step-sister, brother-in-law, sister-in-law, son-in-law, or daughter-in-law.

One of the days of absence must be the day of the funeral or interment. The remaining days of

absence may be taken immediately before, immediately after, or surrounding the days of the

funeral or interment, to meet the needs the circumstances dictate for the employee.

In unusual circumstances there may be flexibility in the use of these days upon agreement

between the employee and the Human Resources office. The decision of the Assistant

Superintendent of Human Resources is final and not subject to the grievance procedure.

salary. The employee will provide from the court written confirmation of his or her days of

service.

18

summons to appear as a witness without loss of salary, provided the employee is not a party

(e.g., plaintiff, defendant, third party defendant or third party plaintiff).

County Public Schools to be eligible for a leave of absence. A leave of absence protects the

employee's right to apply for disability retirement and to be re-employed by the school system.

Leaves of absence may be granted for one (1) year.

The following leaves of absence may be granted to eligible employees:

1. Leave of absence for illness.

2. Leave of absence for maternity.

3. Leave of absence for active military duty.

4. Leave of absence for study.

5. Leave of absence for illness in the immediate family.

An employee finding it necessary to request a leave of absence should make written request to

the Superintendent stating the reason, date to become effective, and, if for less than one year,

the number of months of leave desired.

The Board of Education will reassign a person returning from leave when an appropriate

vacancy occurs provided that the person has not been absent longer than his or her leave of

absence and is able to perform the requirements of his or her position. The Board of Education

shall be the judge as to the employee's fitness to perform.

work at their regularly scheduled time in accordance with the School’s established

administrative procedures. If schools and offices are closed, unit members will not be required

to report to work unless they are considered “essential personnel”.

When weather conditions necessitate offices to close, essential staff will complete work as

needed to deal with the related weather and building functions, and then be released when all

necessary work is completed. Essential staff shall not be penalized time or pay when released

or instructed not to report.

maternity is a qualifying absence under the federal Family& Medical Leave Act (FMLA). For

an employee requesting leave for maternity or disability due to maternity, who qualifies under

FMLA, the Board’s procedures for FMLA shall apply. If the leave of absence due to disability

extends beyond the FMLA period of twelve weeks, an employee may use additional accrued

paid leave to cover the absence.

An employee who does not qualify under FMLA may use any accrued paid leave for absence

due to maternity or disability due to maternity.

unused sick leave days will be paid to the beneficiary of an employee who has served ten (10)

19

or more years with the school system and whose death occurs while the employee is on active

duty or on an approved leave. The payment will be for up to 200 days, effective July 1, 1998,

at a rate of 25% of the daily rate of pay or $18 per day, whichever is higher.

the observance of a religious holiday when schools are not closed and the observance of such a

holiday is mandated by the member’s religion. The principal or department head may contact

the proper religious authority to ascertain the validity of the request. The three (3) days

allowed for religious leave shall be in addition to other paid leave and shall not be cumulative.

be made to the beneficiary of an employee whose death occurs during active service or while

on an approved leave of absence.

the cost of a group hospitalization plan, a dental plan, and a life insurance program for

employees who work twenty (20) or more hours a week.

The Board will provide for group life insurance and for group accidental death and

dismemberment insurance in an amount of $8,000 or an amount that will match the

individual's salary rounded to the nearest $1,000 based upon the salary schedule, whichever is

higher. This amount will not be changed during the year. An employee may purchase a

matching amount of insurance in both categories at full cost (100%) to the employee. The

Board will make payment of life and accidental death and dismemberment premiums for each

employee who so requests, to provide coverage for the full twelve-month period commencing

each October 1, and ending September 30.

The Board agrees to establish an insurance advisory committee to consist of representatives of

the Superintendent and each bargaining unit. The purpose of such a committee shall be to

review information and data relative to the Board’s insurance plans and to recommend cost

containment strategies and improvements to the offerings. The committee will meet as needed

to confer on insurance issues as they arise and make recommendations of possible changes in

the implementation of the plans.

the duration of the Agreement the following health insurance programs to eligible employees

who enroll in the programs: the Traditional, Preferred Provider Program (PPN/PPO) and an

HMO plan in effect as of November, 2000, or comparable plans providing comparable benefits

and network (including student endorsement ages 19 - 25). See Appendix A for summary of

benefits. Participation in the Traditional Health Insurance Plan will be limited to those

employees enrolled in the Plan on July 1, 2001. Employees who elect to terminate their

participation in the Traditional Plan after that date shall not be eligible to re-enroll.

Effective July 1 through June 30, the Board will similarly make available for the duration of

the Agreement to eligible employees who elect to enroll therein the choice of either the

20

standard dental insurance plan, the preferred provider dental plan in effect as of November

2000, or comparable plans providing comparable benefits. See Appendix A for summary of

benefits.

The Board will not provide two insurance programs; e.g., Blue Cross/Blue Shield and an HMO

program; or two different HMO programs for any eligible employees or eligible members of

their families. This applies to all employees and eligible members of their families whose

spouses are also employees of the school system. However, if one employee’s eligibility for

participation is terminated for any reason, the other employee family member shall continue to

be eligible for the existing coverage.

opportunity for employees, who are eligible for health insurance, to participate in a Flexible

Spending Account Plan. Employees enrolled in this Plan will be allowed to contribute up to

$2,500.00 for the payment of non-covered medical expenses and $5,000.00 for dependent care

costs on a pre-tax basis.

family members, at no cost, an Employee Assistance Plan (EAP). Employee participation in and/or

referral to the EAP shall be voluntary and confidential, except as to any disclosures required by

applicable law. All personal treatment records generated as a result of an eligible individual’s utilization

of the EAP shall be maintained by the service provider and shall not be shared with the Board unless

otherwise authorized by the eligible employee or the covered dependent, or by operation of applicable

law. The contact person for the EAP services to be made available under this Agreement shall not be

employed by the Board of Education.

available under 9.4 shall be 80% of the total premium for the Traditional health insurance plan

and 90% of the total premium for all other provided health and dental insurance plans.

during and as a result of their work, including death, injury, hospitalization, medical and

weekly disability payments, and lump sum awards, are available through a standard Workers'

Compensation policy.

An employee who is injured on the job and who qualifies for weekly disability payments

through Workers' Compensation will receive his or her regular salary less the amount of the

disability payment for the first 20 duty days. From the 21st duty day through the 120th duty

day of absence related to the same injury, one-third day of accrued sick leave will be deducted

for each day compensated by Workers' Compensation to maintain the employee's full salary.

At the end of the 120th duty day, the employee will receive only the Workers' Compensation

benefit. When an employee exhausts his or her accrued sick leave or at the end of the 120th

day, the employee will be placed on a leave of absence pending a determination regarding the

employee's capability of performing his or her job. If it is determined the employee is able to

perform the duties of his or her assignment, the employee will be returned to his or her job.

The employee may elect to receive only Workers' Compensation benefits and not use any of

his or her accrued sick leave.

All on-the-job injuries must be reported promptly to the employee's supervisor.

21

hours of inservice safety meetings annually. Bus attendants are also required to maintain

certification by completing six (6) hours of inservice safety meetings on an annual basis. For

each hour of training in which drivers and attendants participate, they will be compensated for

attendance at a rate of pay per hour equal to their regular hourly rate. Compensation will be

made in one check by the end of December of each school year.

The rate per hour that drivers are reimbursed for attendance at each inservice safety meeting

will be increased by the same percentage that salaries are increased for each year of this

agreement.

within eighteen (18) months of the date of their employment. Drivers will be reimbursed for a

maximum of eight (8) hours for attendance at these meetings at the same rate paid for inservice

safety meetings.

submit a letter of intent to the Supervisor of Transportation stating his or her intent to continue

or not to continue employment with the Harford County Public Schools, and, if desired, his or

her request to be considered for transfer to a different route.

drivers and bus attendants, employees must submit a letter of intent as specified in section

10.3. A request list will be developed and maintained by the Transportation Department.

Assignments shall be made to employees provided they possess the necessary qualifications of

the vacant position, they have demonstrated satisfactory work performance and have the

greatest length of continuous service to the Harford County Public Schools. Denial of

requested routes will be for stated objective reasons. Once the request list is exhausted for

particular routes, a vacancy notice will be posted at the designated bus lots.

In the event a mid day run remains unfilled, the qualified employee from the affected area with

the least years of service will be assigned.

When the position of a bus driver or attendant is vacated midyear with a current manifested

a.m. or p.m. run of six (6) or more hours (not to include a midday run) it shall be filled using

the list that was generated from the April 1 intention letter. When the April 1 list is exhausted,

a notice shall be posted as a vacancy, pursuant to Article 10.4. A list of interested applicants

shall be compiled and maintained as a result of this posting. After the vacancy has been filled,

any other vacancies created that have a current manifested a.m. or p.m. run of less than six (6)

hours (not to include a midday run) shall be filled from the April 1 intention letter. When the

April 1 list is exhausted pursuant to Article 10.4, the opening shall be filled at the discretion of

the Director of Transportation.

22

This section is not subject to the grievance procedure; however, it will be subject to the

administrative appeal procedure.

minute time credit for safety inspection.

to take field trips on a rotating basis beginning with the senior available driver. Transportation

employees who report for a field trip assignment, and have the assignment canceled upon

arrival at the site, shall be paid two hours pay at their regular hourly rate of pay.

Special education bus drivers will be assigned to take field trips which do not interfere with

their daily runs in a like manner. A separate list will be maintained for special education bus

drivers.

paid for one and one-half hours at their regular rate. Drivers will not be paid for washing their

buses without prior approval from the area supervisor.

each year at their regular hourly rate of pay for ancillary duties which include contacting

parents, pre-school test runs, administrative conferences, and medical testing. School bus

attendants will be paid one (1) hour for medical testing each year at their regular rate of pay.

bus driver and/or attendant. In the event of a disagreement, if necessary, a supervisor will ride

the bus to record mileage and time of the route. If a dispute still exists, a tachograph will be

used when available.

approved transportation at the rate established by the Internal Revenue Service. All requests

for transportation reimbursement must be submitted to the Assistant Superintendent for

Operations for prior approval before payment can be authorized.

members for job-related courses or training programs. Reimbursement will be for cost of

tuition not to exceed a rate of up to $175 per credit. The number of courses to be reimbursed

will not exceed 9 credits per fiscal year. The total number of credits to be reimbursed for any

employee will not exceed 39 credits. Non-credit courses or training programs will be

reimbursed using semester hour conversion. (i.e. – 15 hours = 1 credit)

In order to qualify for reimbursement, all courses must be approved by the immediate

supervisor and the appropriate assistant Superintendent prior to enrollment in the course. The

employee must pass the course, with a "C" or better when letter grades are issued, in order to

be reimbursed.

23

employees.

provided by the school system for the event, food and nutrition employees at the school who

are qualified to provide the services needed will be given first preference to work the event.

24

CONSTRUCTION PROJECT ASSISTANT Construction

DRAFTSPERSON - ARCHIVIST Construction

BUILDING ENGINEER Custodial

CARETAKER, HARFORD GLEN ENVIRONMENTAL EDUCATION CENTER Custodial

CHIEF CUSTODIAN I Custodial

CHIEF CUSTODIAN II Custodial

CHIEF CUSTODIAN III Custodial

CUSTODIAN I Custodial

CUSTODIAN II Custodial

AUTOMATED BUILDING SYSTEMS TECHNICIAN Facilities

BOILER TECHNICIAN I Facilities

BOILER TECHNICIAN II Facilities

BUILDING EQUIPMENT MAINTENANCE I Facilities

BUILDING EQUIPMENT MAINTENANCE II Facilities

BUILDING TRADES I Facilities

BUILDING TRADES II Facilities

CREW CHIEF I - PAINTING Facilities

CREW CHIEF I - ROOFING, WATERPROOFING, AND MOVING Facilities

CREW CHIEF II - BUILDING EQUIPMENT MAINTENANCE Facilities

CREW CHIEF II - BUILDING TRADES Facilities

CREW CHIEF II - GROUNDS AND EQUIPMENT MAINTENANCE Facilities

CREW CHIEF III - ELECTRICAL AND REFRIGERATION Facilities

CREW CHIEF III - HEATING, VENTILATION, AND AIR CONDITIONING Facilities

CREW CHIEF III - PLUMBING AND HEATING Facilities

CUSTODIAL TRAINING COORDINATOR Facilities

ELECTRICAL AND REFRIGERATION I Facilities

ELECTRICAL AND REFRIGERATION II Facilities

ENVIRONMENTAL COMPLIANCE ASSISTANT I Facilities

ENVIRONMENTAL COMPLIANCE COORDINATOR Facilities

ENVIRONMENTAL COMPLIANCE COORDINATOR - WASTEWATER Facilities

GROUNDS AND EQUIPMENT MAINTENANCE I Facilities

GROUNDS AND EQUIPMENT MAINTENANCE II Facilities

GROUNDS AND EQUIPMENT MAINTENANCE III Facilities

HEATING, VENTILATION AND AIR CONDITIONING TECHNICIAN I Facilities

HEATING, VENTILATION AND AIR CONDITIONING TECHNICIAN II Facilities

LOCKSMITH I Facilities

LOCKSMITH II Facilities

MAINTENANCE MECHANIC I Facilities

MECHANICAL MAINTENANCE ASSISTANT Facilities

PAINTER I Facilities

PAINTER II Facilities

PLUMBING AND HEATING I Facilities

PLUMBING AND HEATING II Facilities

PREVENTATIVE MAINTENANCE TECHNICIAN Facilities

ROOFING, WATERPROOFING AND DELIVERY I Facilities

ROOFING, WATERPROOFING AND DELIVERY II Facilities

SUPPLY, EQUIPMENT AND INVENTORY CONTROL Facilities

FOOD AND NUTRITION DIETITIAN Food & Nutrition

FOOD AND NUTRITION SERVICE COOK Food & Nutrition

FOOD AND NUTRITION SERVICE EQUIPMENT MECHANIC Food & Nutrition

FOOD AND NUTRITION SERVICE TECHNICIAN Food & Nutrition

GENERAL FOOD AND NUTRITION SERVICE WORKER Food & Nutrition

MATERIAL COORDINATOR - FOOD SERVICES (PURCHASING) Food & Nutrition

SATELLITE-SCHOOL LEAD GENERAL WORKER Food & Nutrition

BUSINESS AND INSTRUCTIONAL EQUIPMENT REPAIR II OTIS

COMPUTER OPERATOR I OTIS

COMPUTER OPERATOR II OTIS

COMPUTER PROGRAMMER I OTIS

COMPUTER SUPPORT TECHNICIAN OTIS

ELECTRONICS TECHNICIAN OTIS

HARDWARE OPERATIONS SPECIALIST OTIS

HARDWARE TECHNICIAN FOR MAC'S OTIS

NETWORK SPECIALIST OTIS

SOFTWARE APPLICATIONS SPECIALIST OTIS

25

TELECOMMUNICATIONS TECHNICIAN OTIS

USER SUPPORT ANALYST II OTIS

PRINT SHOP HELPER Purchasing

PRINTER I Purchasing

PRINTER II Purchasing

WAREHOUSE MANAGER Purchasing

WAREHOUSEPERSON I Purchasing

WAREHOUSEPERSON II Purchasing

WAREHOUSEPERSON III Purchasing

DISPATCHER Transportation

FLEET INVENTORY COORDINATOR Transportation

MECHANIC HELPER Transportation

OTIS DISPATCHER (replaced w/revised version of Telecommunications Technician> 3/2004) Transportation

SCHOOL BUS ATTENDANT Transportation

SCHOOL BUS DRIVER Transportation

VEHICLE MAINTENANCE CHIEF Transportation

VEHICLE MECHANIC I Transportation

VEHICLE MECHANIC II Transportation

VEHICLE MECHANIC III Transportation

26

Signatures of the negotiators who confirm the agreement reached on the above items and who

recommend its total agreement for ratification by the Board of Education and the American Federation

of State, County and Municipal Employees:

Representatives of the American Federation of State, County and Municipal Employees

/s/ Kory Blake

/s/ Michael Burnham

/s/ Deborah Tell

/s/ Ronald A. Garner

/s/ V. Ann Sellers

/s/ Linda Witmer

/s/ Joyce Faher

/s/ Kathy Bratton

Representatives of the Board of Education of Harford County

/s/ Jeffrey M. Fradel

/s/ Jonathan D. O’Neal

/s/ John M Markowski

/s/ Pamela K. Murphy

/s/ Patti Jo Beard

/s/ H. Andrew Moore