Agreement between

W-WEA
Wayne-Westland
Educators Association
and the
Board of Education
Wayne-Westland Community Schools
August 23, 2022 – August 22, 2024
Wayne-Westland Community Schools, Westland, MI 48185
ARTICLE 1 7
Recognition 7
ARTICLE 2 8
Association and Teacher Rights 8
ARTICLE 3 12
The School District's Rights 12
ARTICLE 4 12
Reserved 12
ARTICLE 5 12
Teaching Hours and Class Loads 12
ARTICLE 6 17
Teaching Conditions 17
ARTICLE 7 24
Professional Qualifications and Assignments 24
ARTICLE 8 25
Reserved 25
ARTICLE 9 25
Illness/Disability, Jury Duty 25
9.1 Personal and Family Illness Days 25
9.3 Bereavement Days 26
9.5 Jury Duty 27
9.10 Attendance Bonus 28
ARTICLE 10 28
Personal Business 28
ARTICLE 11 29
Unpaid Leave 29
11.1 Military Leave 29
11.3 Parental Leave 29
11.6 General Purpose Leave 30
ARTICLE 12 31
Association Leave 31
ARTICLE 13 31
Teacher Evaluation 31
ARTICLE 14 33
Health Examinations 33
ARTICLE 15 33

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Professional Behavior 33
ARTICLE 16 34
Continuity of Operations 34
ARTICLE 17 35
School Calendar 35
ARTICLE 18 37
Professional Compensation 37
ARTICLE 19 44
Insurance Protection 44
19.2 Hospital-Medical Insurance 44
ARTICLE 20 49
Special Assignments 49
ARTICLE 21 50
Student Discipline and Teacher Protection 50
ARTICLE 22 52
Grievance Procedure 52
22.5 Grievances 53
ARTICLE 23 56
Additional Compensation for Extra Duty 56
ARTICLE 24 60
Curriculum Related Conditions 60
ARTICLE 25 63
Special Education 63
ARTICLE 26 70
Lengthened and Extended School Year 70
ARTICLE 27 71
Staff Deployment for School Closings 71
ARTICLE 28 72
Seniority 72
ARTICLE 29 73
ARTICLE 30 73
Reserved 73
ARTICLE 31 73
Certification 73
ARTICLE 32 74
Reserved 74
ARTICLE 33 74
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Negotiation Procedures 74
ARTICLE 34 75
Miscellaneous Provisions 75
ARTICLE 35 76
School Improvement Planning/Site Based Decision Making 76

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 78
APPENDIX B 80
EXTRA CURRICULAR 84

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This Agreement is entered into by and between the Board of Education of the Wayne-
Westland Community Schools of Westland, Michigan, hereinafter called the "Board" and
the Wayne-Westland Education Association hereinafter called "Association".

WITNESSETH

WHEREAS, the Board and the Association recognize and declare that providing a quality
education for the children of the Wayne-Westland Community Schools is their mutual aim
and that the character of such education depends predominately upon the quality and
morale of the teaching services, and

WHEREAS, the members of the teaching profession are particularly qualified to develop
and recommend to the Board policies and programs designed to improve educational
standards, and

WHEREAS, the Board has statutory obligation, pursuant to Act 379 of the Michigan Public
Acts of 1965 (as amended), to bargain with the Association as the representative of its
teaching personnel with respect to hours and wages, terms and conditions of
employment, and

WHEREAS, the parties have reached certain understanding which they desire to confirm
by contract.

It is hereby agreed as follows:

ARTICLE 1
Recognition
1.1
The Board hereby recognizes the Association as the exclusive bargaining representative
as defined in Section II of Act 379, Public Acts of 1965, to represent and bargain for:
Bargaining Unit: All certified probationary/tenure teachers and teachers with professional
and occupational certificates, temporary vocational authorizations, or full vocational
authorizations under contract or on leave with the district, all media specialists; all
counselors, full or part time; school psychologists; JROTC instructors; speech
pathologists; school social workers; homebound teachers; special area teachers; learning
consultants; nurses; therapists; middle school athletic directors; department heads; work
study coordinators; special needs coordinators; co-op coordinators; alternative education
teachers; elementary teachers in the Summer School Academic Program; all certified
teachers teaching credit courses and counselors in Summer School.

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1.2
Excluding: Superintendent, deputy superintendents, associate superintendents,
assistant superintendents, administrative assistants to the superintendent, executive
directors, directors, assistant directors, supervisors, coordinators, principals, assistant
principals, all intern administrators, Data Processing Center operators, programmers, and
analyst programmers, high school athletic directors, per diem substitutes, all certificated
and non-certificated personnel being employed on an hourly basis in the leisure time
program in continuing education, all certificated and non-certificated personnel being
employed on an hourly basis in the Career/Technical, School Based, Head Start, Kids
Plus, and SPARKEY programs in Adult and Continuing Education, and all non-academic
summer school programs.

1.3
The term "teacher" when used hereinafter in the Agreement shall refer to all employees
represented by the Association in the bargaining or negotiation unit as above defined.
The Board agrees not to negotiate with any teacher organizations other than the
Association for the duration of this Agreement.

1.4
This Agreement shall constitute a binding obligation of both parties. For its duration, it
may be altered, changed, added to, deleted from, or modified only through the voluntary,
mutual consent of the Board and the Association in a written and signed amendment
thereto.

1.5
Substantial alterations in the working and employment conditions of any teacher in the
bargaining unit will be negotiated with the Association prior to adoption or implementation
by the Board.

1.6
It is clearly understood by both parties that the non-bargaining unit positions of Nurse
Assistant, Occupational Therapist Assistant, and Physical Therapist Assistant will not
replace in whole or in part, any bargaining unit position of School Nurse, Occupational
Therapist, and Physical Therapist.

ARTICLE 2
Association and Teacher Rights
2.1
Pursuant to Act 379 of the Public Acts of 1965, the Board hereby agrees that every
teacher shall have the right freely to organize, join, and support the Association for the
purpose of engaging in collective bargaining or negotiation. The Board agrees that it will
neither directly nor indirectly discourage, deprive, or coerce any teacher in the enjoyment
of any rights covered by Act 379 of the Public Acts of 1965, laws of the State of Michigan
and the United States; nor discriminate against any teacher with respect to hours, wages,
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or terms and conditions of employment by reasons of his/her membership in the
Association, participation in any activities of the Association, participation in collective
professional negotiations, or the institution of any grievance, complaint, or proceeding
under this Agreement.

2.2
Nothing contained herein shall be construed to deny or restrict to any teacher rights s/he
may have under the Michigan General School Laws or other applicable laws and
regulations. The rights and responsibilities granted to teachers hereunder shall be
deemed to be in addition to those provided elsewhere.

2.3
The Association and its affiliates shall have the right to use school building facilities and
shall be subject to all provisions of the Board of Education policies regarding such use.

2.4
Duly authorized representatives of the Association and their respective affiliates shall be
permitted to transact official Association business on school property at all reasonable
times, provided that this shall not interfere with or interrupt normal school operations. All
such representatives shall notify the building office of their immediate presence in the
building.

2.5
Time on the agenda of regular staff meetings shall be granted to the Association, when
requested.

2.6
No teacher shall be prevented from wearing or displaying insignia, pins, or other
identification of membership in the Association either on or off school premises. The
Association agrees that the displaying of such identification will not deface the building.

2.7
The Association shall have the right to use the District’s communication systems provided
that all such Association material is clearly identified and the Association accepts all
responsibility for such material. The location of the Association bulletin boards shall be
mutually agreed upon. Other communication systems may also be used by the
Association upon mutual agreement by the parties. The Association office shall be a
regular pick up delivery stop on the intra-district mail service, provided the W-WEA Office
is located within the school district.

2.8
The Association may use school equipment including computers, typewriters, copy
machines, and other duplication equipment normally available to teachers in accordance
with Board policy, administrative regulations, and applicable legal requirements. The

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Association may also use calculating machines and all types of audio-visual equipment
at reasonable times when such equipment is not otherwise in use. It is understood that
such equipment shall not be removed from school property. The Association shall pay
the current cost of all materials and supplies incident to such use. Use of equipment other
than that listed herein shall be with Administrative approval. The Association recognizes
that all equipment in a building is ultimately the responsibility of the school principal.

2.9
The Board agrees to furnish within ten (10) working days, all available information
requested by the Association concerning the financial resources of the District. Timelines
may be extended by mutual agreement.

2.10
Within a reasonable time prior to Board consideration and adoption and/or general
publication of major new or modified fiscal budgetary or tax programs, construction
programs, or major revisions of educational policy, the Board shall inform the Association
in writing of such proposals and solicit the Association's opinion. Administration shall
forward a copy of the Association's opinion to the Board prior to the meeting on the matter.
When Board established committees, task forces, and other groups formed to study such
major changes are to include teacher members, such teacher members will be appointed
by the W-WEA.

2.11
Teachers shall be entitled to full rights of citizenship. No religious or political activities of
any teacher or the lack thereof shall be grounds for discipline or discrimination with
respect to the professional employment of such teacher.

The private and personal life of any teacher is not within the appropriate concern or
attention of the Board. None of the aforementioned activities shall disrupt normal school
operations.

2.12
Disciplinary interviews and reprimands will be considered privately. Meetings between a
teacher and supervisor which are called for the purpose of disciplining and/or
reprimanding the teacher shall begin with an announcement from the supervisor clearly
stating that the purpose of the meeting is for discipline and/or reprimand. The supervisor
shall also inform the teacher of his/her right to have an Association representative of
his/her choice during any such meeting. When the affected teacher requests the
presence of an Association representative the meeting/interview will not proceed until the
representative is in attendance. At no time will this cause the meeting to be delayed more
than 48 hours.

2.13
No teacher shall be disciplined or discharged by the Board, except in a manner that is fair
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and reasonable, (not arbitrary or capricious) with the exception of the termination or non-
renewal of a probationary teacher.

2.14
Teachers against whom charges or allegations have been made which could lead to
suspension, reprimand, and/or dismissal shall be provided copies of all allegations and
charges at the time of a disciplinary meeting.

2.15
No disciplinary action shall result from a meeting characterized by the Board as non-
disciplinary in nature.

2.16
Each teacher shall have the right to review the content of his/her personnel file. S/he
shall have the right to have Association representation in such review. All such reviews
shall be made in the presence of the Assistant Superintendent of Human Resources or
his/her designated representative. Confidential credentials and other letters of reference
sought at the time of employment are specifically exempt from such review.
The W-WEA and the Board will follow all procedures as outlined in the Bullard-Plawecki
Employee Right to Know Act, Act No. 397 of the Public Acts of 1978 MCLA 423.501 -
423.512. A teacher's personnel file may not contain a reprimand in excess of three years
provided no additional reprimand occurs during the said three year period.

2.17
Wednesday afternoon following the teacher's regular work day shall be reserved for
Association meetings. Teachers representing the Association as Executive Board
members, Governing Board members, Grievance Committee members, and Bargaining
Team members shall be allowed to leave their respective building five (5) minutes after
the close of the pupils' instructional day, except for school business which cannot be
delayed. This dismissal time will not exceed two (2) meetings per month.

2.18
The Board shall provide the Association, in a timely fashion, the names and addresses of
all new teachers. When a new teacher orientation occurs, the Association shall have
sufficient time on the agenda for presentation of items of mutual interest to new personnel
and the Association.

2.19
Special conferences for important matters will be arranged between the Association
president and the Board or their designated representatives upon request of either party.
Grievance hearings and bargaining sessions are not to be considered special
conferences.

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 ARTICLE 3
The School District's Rights
3.1
The Board retains the sole right and shall have the right to manage and conduct its
obligation in accordance with the laws of the State of Michigan subject only to the
condition that it shall not do so in any manner which constitutes an express violation of
this Agreement. Without limiting to any extent the generality of the foregoing, the Board
shall have the right to promulgate at any time and to enforce any reasonable rules,
policies, and regulations which it considers necessary or advisable for the safe, effective
and efficient operation of the School District as long as they are not inconsistent herewith,
and any employee who violates or fails to comply therewith shall be subject to discipline
or discharge just the same as if they were set forth in the Agreement, but only subject to
the provisions of the grievance procedure.

ARTICLE 4
Reserved

ARTICLE 5
Teaching Hours and Class Loads
5.1
Elementary teachers shall not be required to report for duty earlier than 20 minutes before
the opening of the pupils' school day and shall not be required to remain longer than 5
minutes after the close of the pupils' school day, except when required for necessary staff
meetings.

W-WEA staff, with the exception of K-5 classroom and specials teachers and staff solely
funded through ACT 18, shall be required to supervise students up to ten (10) minutes
before the start of the pupils’ school day, when necessary, as determined by the building
administrator. When applicable, a building schedule shall be created.

Middle and high school teachers shall not be required to report for duty earlier than 15
minutes before the opening of the pupils' school day and shall not be required to remain
longer than 10 minutes after the close of the pupils' school day except when required for
necessary staff meetings.

On Fridays or days preceding holidays or vacations, the teachers' day shall end at the
close of the pupils' day.

5.2
The instructional day shall be six (6) hours, twenty (20) minutes in length.

The weekly teaching load in the high schools will be 25 class periods, including passing
time. In addition, each teacher will receive one class period of unassigned preparation
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per day.

The weekly teaching load in the middle schools will be no more than 1625 minutes per
week. This will include one (1) planning period and five (5) teaching periods per day. At
the start of second hour, building announcements will occur and last no longer than ten
(10) minutes.

Teaching schedules in the middle and high schools may be altered up to fifteen (15) days
a year to allow for compliance with state and district testing requirements. These
alterations shall be fairly distributed among the teachers, insofar as possible.

As in the past, the Wayne-Westland Community High School will use a block schedule in
place of the traditional six-hour class schedule not to exceed 26 hours and 40 minutes
per week. Each teacher will receive at least one hour of unassigned preparation time per
day.

5.3
Every effort shall be made to assign no more than two preparations at the high school
level whenever possible. Assignments of preparations at the high school level will be
made following the involvement of the current department staff.

5.4
The weekly teaching load in the elementary schools (K-5) will not exceed 27 hours of
pupil contact time. The 25 minute time period referred to in provision Article 5.1 is a
period provided to teachers for planning and preparation.

5.5
To ensure time for elementary teachers to evaluate students and programs, to plan and
prepare for instruction, and to receive additional in-service training/professional
development, the District shall place the following days into the calendar for these
purposes:

1. One full day and three half days for teacher planning and preparation (one PM
half day in May is not a W-WEA contractual work day)

2. Four half days for records

3. In-service/professional development:
 Two full days prior to students’ first day of school (District and Building PD)
 One full day in September
 One full day in May
 One half day (PM) in November (not a contractual W-WEA work day in the
PM)

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During non-instruction time on elementary planning and records days, teachers are
permitted to perform their duties at a site other than their assigned worksite, with the
exception of the full planning day in August. It is understood that they are permitted to
perform their work at an alternative location and be reasonably available for
communication. An exception to this is Kindergarten Round-up day, where all staff must
remain in the building until the conclusion of the event.

An Elementary Special Area Advisory Committee, coordinated by an administrator from

the General Education Department, will determine the use of one planning day for
elementary special area teachers. The committee shall consist of one representative
from each special area.

An Elementary Special Education Advisory Committee, coordinated by an administrator

from the Special Education Department, will determine the use of one planning day for
elementary special education teachers. The committee shall consist of a total of five (5)
elementary special education teachers and shall represent various programs.

5.6
To ensure time for middle school teachers to evaluate students and programs, to plan
and prepare for instruction, and to receive additional in-service training/professional
development, the District shall place the following days into the calendar for these
purposes:

1. One full day and one half day for teacher planning and preparation (one PM half
day in May is not a W-WEA contractual work day)

2. Six half days for records

3. In-service/professional development
 Two full days prior to students’ first day of school (District and Building PD)
 One full day in September
 One full day in May
 One half day (PM) in November (not a contractual W-WEA work day in the
PM)

To ensure time for high school teachers to evaluate students and programs, to plan and
prepare for instruction, and to receive additional in-service training/professional
development, the District shall place the following days into the calendar for these
purposes:

1. One full day and one half day for teacher planning and preparation (One PM half
day in May is not a W-WEA contractual work day)

2. Six half days for records

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 3. In-service/professional development
 Two full days prior to students’ first day of school (District and Building PD)
 One full day in September
 One full day in May
 One half day (PM) in November (not a contractual W-WEA work day in the
PM).

During non-instruction time on middle and high school records days, teachers are
permitted to perform their duties at a site other than their assigned worksite. It is
understood that they are permitted to perform their work at an alternative location and be
reasonably available for communication.

5.7
Elementary school classes will have one daily recess not to exceed 20 minutes in length.
Teachers relieved due to shared recess supervision shall not be responsible for students
during that period. If a teacher chooses not to share recess, and such choice results in
teaching hours in excess of 27 hours, such excess shall not be subject to the grievance
procedure.

5.8
Elementary teachers will be provided five (5) fifty (50) minute blocks of planning per week,
not including the 25 minutes referred to in Article 5.1.

5.9
All teachers shall have a duty free lunch period. It is agreed that the Board will provide a
minimum of a half hour lunch at the elementary, middle, and high schools.

5.10
Dismissal times for half days shall be consistent with that of full days.

5.11
Teachers having assignments in two buildings and middle school and high school staff
assigned to at least two buildings who, because of class schedules, are required to travel
during lunch or preparation time shall receive a two percent (2%), per semester, contract
rider based on the BA minimum. This stipend is limited to general education classroom
teachers and special education basic classroom teachers only.

In addition, middle school and high school teachers who are assigned to a third or fourth
building will receive an additional 2% of the BA minimum per semester for each building
above 2 (two). Teachers with less than full-time (1.0) schedules and paid as full-time
employees shall be excluded from this subsection.

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5.12
Teachers of vocal music, art, life skills, media, and physical education at the elementary
level and librarians at all levels shall be so scheduled that both relief and preparation time
shall be at least equal to that of the classroom teacher at a comparable level. Adequate
travel time shall be provided special area teachers.

5.13
1. All special area teachers shall receive a minimum of 250 minutes of preparation
time per week. Of these 250 minutes, they will at least receive one 20 minute
block per day.

2. Morning special area classes shall begin no earlier than 5 minutes after the
beginning of the instructional day. All other special area classes shall have a
minimum of five minutes between each class, except for physical education
afternoon sessions.

3. Special area teachers shall teach no more than the equivalent of six 50 minute
classes per day.

4. When possible, the special area administrator shall continue to honor the
teacher's choice in making building assignments and will attempt to schedule
teachers into no more than two (2) buildings.

5. The regular classroom teacher, the special area teacher, the building
administrator, and the General Education Department must mutually agree to
any deviation from the contract regarding the scheduling of K-6 special area
classes.

The General Education Department will forward a copy of any such deviation to
the Association.

6. Adequate travel time shall be provided with said time to coincide with the specific
instance of travel, unless said travel time will reduce the teacher's schedule
below thirty class sections. In such cases, travel time shall be granted at other
time(s) in the schedule. Travel time required during lunch and/or planning time
will be compensated at the prorated travel time 2% rate.

7. Open class times of the teachers of elementary art, vocal music, physical
education, life skills, and media will be to work on the enhancement of their
respective programs collaboratively in individual classrooms and for the building
as a whole. These open class times are not intended to be used to provide
additional planning time for the classroom teacher.

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 ARTICLE 6
Teaching Conditions
6.1
The parties recognize that the availability of optimum school facilities for both student and
teacher is desirable to ensure the high quality of education. Under normal circumstances,
the Board will ensure that the use of District facilities will be scheduled during the normal
school day in a manner that give priority to K-12 instructional programs. It is also
acknowledged that the primary duty and responsibility of the teacher is to teach and that
the organization of the school and the school day should be directed toward ensuring that
both the competency and energy of the teacher are primarily utilized to this end.

In the event a teacher is transferred into a new position (grade level, content area or
building) after the start of the school year, the teacher shall be granted a minimum of one
(1) transition day.

6.2
The following guidelines for class size shall not be exceeded except when unusual
circumstances, such as instructional innovations, limitations of available facilities, or other
valid reasons dictate otherwise. Teachers may bring to the attention of building
administrators when exceptional circumstances exist justifying a departure from these
guidelines for classes they teach.

With the understanding that students will be removed from the roster and not count as
part of the class size if that has not been seen for ten (10) consecutive days.

The District will engage in best efforts to balance class rosters amongst grades within a
given elementary school or amongst sections of the same class within a given secondary
school.

1. Elementary Class Sizes are as follows:

Kindergarten 27 pupils
Grades 1-5 28 pupils
Grade 6 31 pupils

Class sizes for elementary split level classes are as follows:

Grades 1-2 23 pupils
Grades 2-3 23 pupils
Grades 3-4 25 pupils
Grades 4-5 25 pupils

Acceptable elementary overloads are as follows:

Kindergarten 3 pupils
Grades 1-5 3 pupils
Grade 6 4 pupils
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The Board shall notify the Association within forty-eight (48) hours of any elementary
classroom loads which exceed the above maximums.

The Board shall rectify any overloads in the following manner:

On the first day of the second week of school, an elementary classroom teacher who
has a class in excess of the contractual class size, shall receive $5.00 per day ($2.50
per half-day kindergarten session), per overload student to relieve his/her situation
temporarily. This rectification of overloads shall continue until the first day of the fourth
week of school, unless the District decides to provide an additional teacher to relieve
the situation.

On the first day of the fourth week of school, and for any overload situation occurring
thereafter, the District shall rectify the overload in the following way:

Elementary classes that exceed the allowable overloads shall necessitate an

additional teacher.

Elementary classes with allowable overloads may select from one of three reliefs:

a. The affected classroom teacher will receive a full time overload aide.
This overload aide will accompany and remain with the students during
their special area classes. If a teacher choosing this option is unable to
secure an overload aide after 3 weeks, s/he may receive pay under item
(b) below until such aide is in place.

b. The affected classroom teacher will receive $5.00 per day ($2.50 per ½
day kindergarten session), for the first overload student and $10 per day
($5.00 per ½ day kindergarten session), per student for additional
overload students.

c. The classroom teacher may elect to receive no more than $600.00 for
the purchase of instructional materials and equipment to be utilized in
the classroom. The affected classroom teacher will receive $300.00 for
the first semester and an additional $300.00 for the second semester if
the overload continues to exist at that time.

Special area teachers will receive a pro-ration ($1/$2) of the

compensation if the classroom teacher selects option “b”. If the
classroom teacher picks option “c”, the special area teacher will receive
a pro-ration ($1/$2) of compensation as if the classroom teacher
selected option “b”.

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 The following procedures regarding overloads will apply:

Overloads at a grade level will first be placed in the appropriate Split Level classroom
if one exists in the building.

Before any classroom gets a third student overload, other same grade classrooms
will be overloaded if one is available in the building.

The District, furthermore, shall adhere to a five (5) day timeline to rectify any overloads
occurring after the first day of the fourth week of school.

2. Middle School class sizes shall be limited to 33 students. Allowable Middle School
overloads are 4 pupils.

Class size for physical education and music classes is 38. If mutually agreed upon by
the Association and the District, special types of classes such as physical education
and music may exceed class size. Physical education and music teachers will be
eligible for payments equivalent to overload payments for the first four students over
33 students.

Beginning with the first Monday following the fourth week of school and for any
overload situation occurring thereafter, the District shall rectify the overload situation
by paying the affected classroom teacher $2 per overload, per hour, per day.

No individual class may exceed allowable overloads with the exception of Music and
P.E. classes identified above.

3. High School class sizes shall be limited to 34 pupils, with the exceptions of the
following conditions:

a. All industrial arts/technology classes shall be limited to 30 pupils.

b. Building Trades II classes shall generally be limited to 22 pupils.

c. All art classes shall be limited to 32 pupils.

d. Science laboratory class sizes shall be limited to 30 students.

e. All English classes, whose primary purpose is the teaching of composition

skills, shall be limited to 30 students and those required core
communication arts classes that combine both composition and literature
shall be limited to 32 students.

f. Computer classes shall be limited to 32 pupils with no more than 2

19
 students per computer.

g. Online classes will be monitored by the Media Specialist.

h. All life skills laboratory classes shall be limited to 32 students.

i. Class size for physical education (excluding health classes) and music
classes is 38. If mutually agreed upon by the Association and the District,
Special types of classes such as physical education and music may
exceed class size. Physical education and music teachers will be eligible
for payments equivalent to overload payments for the first three (3)
students over 34 students (effective with the 2012-2013 school year, four
(4) students).

j. Beginning with the first Monday following the fourth week of school and
for any overload situation occurring thereafter, the district shall rectify the
overload situation by paying the affected classroom teacher $2 per
overload, per hour, per day.

Allowable High School overloads are 4 pupils, with the exception of science laboratory
classes, which shall be overloaded by no more than two (2) pupils.

No individual class may exceed allowable overloads with the exception of Music and
P.E. classes identified above.

6.2.13
All Elementary splits will receive a $2,000 annual stipend.

6.3
The ratio of students to counselor shall be 330-1. If this ratio increases, an additional full
time or part time counselor shall be provided in the affected building(s) no later than four
weeks subsequent to determination of said overload.

6.4
Secretarial services necessary for the day to day operations of the counseling
departments in each middle and senior high school will be provided.

6.5
The Board agrees to keep the schools reasonably and properly equipped with
instructional materials and shall have such materials available at the opening of the
school year except when unexpected conditions prevent compliance with this provision.
Instructional materials used in the district shall reflect the multi-ethnic nature of our society
and shall evidence sensitivity to prejudice, to stereotypes, to sexism, and to materials
offensive to ethnic groups. Media centers shall be charged with the responsibility of
20
seeking and maintaining material of this nature. Teachers shall participate in the selection
of supplies, resource and instructional materials, and tests.

6.6
While it is agreed that planning is an integral part of effective teaching, lesson plans shall
not be routinely submitted for the perusal and attendant approval to any supervisor. Plans
shall be available to the supervisor for planning and consultation upon request, as well
as in cases of teacher absences.
6.7
Security of school money shall be considered the Board's responsibility, and no teacher
shall be required to keep any school funds in his/her desk, on his/her person, or in his/her
possession.

6.8
All teachers require time, space and facilities to prepare materials and plan work. The
Board shall provide in every school a teacher's work area containing adequate equipment
and facilities to aid in planning and preparation. The work area shall be in addition to and
separate from the faculty lounge facilities provided in each building. Telephone facilities
shall be made available for reasonable use.

6.9
Properly maintained parking facilities shall be made available for school personnel during
the school hours. School buildings will be cleaned on a scheduled basis and the
responsibilities for said cleaning rests with the administration. The cleaning schedule of
respective buildings will be posted in an appropriate location. The cleaning needs of
kindergarten and Center Program classrooms will be recognized in establishing cleaning
schedules of respective buildings.

6.10
The Board shall provide:

1. A separate desk and file cabinet for each teacher.

2. Closet space for each teacher to store his/her coat and personal articles.

3. Adequate storage in each classroom for instructional materials.

4. Teacher edition copies, exclusively for each teacher's use, of all texts used in
the courses s/he is to teach. This provision also applies to student teachers
where possible.

5. A sufficient supply of paper, and other classroom materials for the conduct of
instruction.

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6.11
Teachers shall not be required to perform tasks which endanger their health, safety or
well-being. The District will be in compliance with local, county, state, and federal statutes
and codes.

Within one hour of a loss of electrical power, while students are in attendance, the
administration will inform the staff of a plan of action. If necessary, school shall also be
canceled in buildings without heat or water.
In other instances, the Board shall determine when conditions warrant the closing of
schools.

All teachers are required to report for duty at times when only a fraction of the school
system may be closed down. In the event of an emergency when only some children are
excused on a scheduled day of attendance, teachers will, when the condition of the
building dictates, be reassigned to other buildings for the duration of the emergency.

Teachers will not be required to search for explosives.

Teachers will not be required to substitute when their school is closed down due to an
emergency.

6.12
Professional Responsibilities

1. General - The parties agree that the supervision of students is an integral part of
every teacher's duties. The teacher's day shall include supervision of students,
attendance at scheduled faculty and faculty committee meetings, preparation for
classroom responsibilities, availability for student and parent conferences,
attendance at annual school open house (K-12), and kindergarten roundup
where applicable. Attendance will be voluntary at PTA meetings.

2. Extra-Curricular - The Association agrees that there are extra-curricular duties

which are an integral part of the educational program of the W-WCS. The
Association recognizes the necessity of faculty participation in these extra-
curricular activities. The building principal will notify the staff monthly of all
known extra-curricular events and staff personnel needs. Teachers shall have
the opportunity to volunteer for these functions. If the principal has difficulty in
securing volunteers for such extra-curricular activities, the building staff advisory
committee shall assist the principal. Members of the committee will then inform
the staff of the problem and attempt to secure volunteers. At the same time the
staff advisory committee is advised of such situation, the Association shall also
be notified. Should the staff advisory committee fail in its efforts, the Association
shall then use its good offices to alleviate these problems.

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6.13
When a classroom is not scheduled for a general or self-contained special education
classroom, it will be made available for special area instruction.

6.14
Middle school teacher grades shall be due at the beginning of the second working day
following the close of the marking period, except for the marking period at the end of the
school year in June.

High school teacher grades shall be due at the beginning of the second working day
following the close of the marking period, except for the marking period at the end of each
semester.

6.15
Teachers assigned to more than one building shall not have conference time in excess
of other staff.

6.16
The parties recognize the affective nature of a counselor's responsibilities and agree that
clerical duties, including attendance keeping, shall not be the primary focus of his/her
daily activities.

6.17
Required meetings shall not exceed one per week. They shall normally occur on
Tuesdays following the regular work day unless otherwise agreed to by the principal and
a majority of the staff. These meetings, moreover, shall not exceed one hour in length.
Required meetings may be used for staff meetings, department meetings, team meetings,
MTSS, PLC and in-services.

An administrator may schedule, with a week’s notice, professional development meetings

which are 2 hours in length. Should an administrator schedule such a meeting, s/he will
eliminate one required weekly meeting sometime during the school year. There shall be
no required meetings during conference weeks or Open House. Building principals shall
solicit staff input in scheduling Open House.

 ECE and ECP will attend one (1) Event Night throughout the year.
 Career Tech will host a recruitment night.

6.18
General Education Classroom Assistance

1. To assist the general education classroom teacher, the District shall guarantee
a minimum average of one (1) four hour a day part-time paraprofessional per
elementary building.
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 2. These paraprofessionals shall be in addition to overload aides who may be
assigned a teacher because of a general education class size overload.

3. If the teacher/s in an affected building believe s/he/they are in need of additional

paraprofessional assistance, they may request an additional allocation or portion
thereof from the Special Education Supervisor. To this end, the District shall
make available a cadre of paraprofessionals for such additional allocations. If,
however, the teacher's request is denied, s/he may appeal such denial through
the W-WEA to the Senior Executive Director of Special Education.

The intent of this subsection is to augment the number of paraprofessionals

assisting general education teachers, including special area teachers, who have
students identified, or students potentially identified for specialized educational
services in their classrooms.

4. The District will develop a cadre of substitutes for paraprofessionals and will
make every effort to provide a substitute when the paraprofessional is absent.

ARTICLE 7
Professional Qualifications and Assignments
7.1
The Board’s goal is to hire teachers who hold certificates, permits, or vocational
authorizations valid for the positions to which they are assigned; who meet the standards
required by the RSC and MDE guidelines.

The responsibility for being properly certificated to teach in the school district rests solely
with the individual teacher. The Board will continue its present practice of informing the
teachers of this prime responsibility and the manner in which it may be fulfilled. The
Association shall be notified of any such action.

The Board agrees that teachers employed by the Board, who hold annual authorizations,
shall, as a condition of employment make every attempt to obtain permanent status
through recognized work and/or study programs as per MCL 380.1233 and/or MCL
380.1233 (b).

7.2
The Board and the Association agree that affirmative steps must be taken to recruit
teachers from various ethnic minority groups. Both parties agree that a highly significant
part of the educational experience of children in today's society involves cross racial
experiences. Part of that experience must be with ethnic minority group members who
are educators.

Discrimination against applicants for employment or employees of the school district on

24
the basis of race, color, religion, national origin, age, sex, height, weight, marital status,
or handicap which does not impair an individual's ability to perform adequately in a
particular position or activity is prohibited.

7.3
All substitute teachers employed by the Board shall meet the requirements of the
Michigan Certification Code.

ARTICLE 8
Reserved

ARTICLE 9
Illness/Disability, Jury Duty
9.1 Personal and Family Illness Days
At the beginning of each school year, each teacher shall be credited with ten (10) sick
leave days. In addition, the unused portion of each teacher's sick leave shall accumulate
from year-to-year without limit.

Teachers employed after the beginning of the school year shall be credited, upon
employment, with the appropriate pro-rata of ten sick leave days. For example, a teacher
hired in November will be credited with eight sick leave days for the remainder of the year.

Teachers employed less than full time shall be credited, upon employment, with the
appropriate pro-rata of ten sick leave days according to the time they work. For example,
a teacher with a .6 assignment will be credited with six sick leave days for the year.

Sick leave for a part time teacher shall be debited from his/her paid leave account on a
pro-rata basis according to the amount of time s/he works. For example, a teacher with
a .6 assignment will be debited .6 of a sick leave day for each work day on sick leave.

9.2
Sick leave may be used for:

1. Bona fide incapacity to report for and discharge duties, including disabilities
relating to pregnancy.

2. Death in the family (husband, wife, children, parents, grandchildren, close

relative and close associates).

3. Providing care for a member of the immediate family who is ill, when no other
immediate arrangements are possible. Time beyond two days is subject to
administrative review and determination.
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 4. Emergency visits to doctor or clinic.

9.3 Bereavement Days

At the beginning of each school year, the Board shall credit each teacher with five (5)
bereavement leave days to be used for a death in the immediate family for purposes of
attending to the death and/or attending the funeral/memorial service. Immediate family
is defined as father, mother, spouse, sister, brother, grandparents or children (In-laws and
step relations are considered the same). Two (2) of the (5) allotted bereavement days
may be used for purposes of attending to the death or attending the funeral/memorial
service of an aunt or uncle. If additional days are required, use of sick leave or personal
leave is permissible. Bereavement days shall not carry over from one year to another.

9.4
Any teacher who is absent because of an injury or disease payable under the Michigan
Workers' Disability Compensation Act shall be treated in the following manner:

1. For the first seven (7) calendar days of such absence, the teacher shall be
charged sick leave from his/her accumulated account or, if the teacher so
requests, personal business leave. If the teacher has exhausted sick leave
and/or personal business leave, s/he shall be considered "absent without pay"
for any absences not covered by his/her accounts.

2. If the teacher's incapacitation extends beyond the period of seven (7) calendar
days, and it is determined that the injury/disability is payable under the Michigan
Workers' Compensation Act, s/he shall not be charged sick leave and/or
personal leave for any further absences for such incapacitation for ninety (90)
calendar days from the date of said injury. Said teacher shall also, during this
period of time, receive from the Board the difference between his/her Workers'
Disability Compensation check and his/her regular salary.

3. If the teacher's incapacitation continues to the 15th calendar day and/or beyond,
the teacher so affected shall have the sick leave and/or personal leave charged
to his/her account for the first five (5) working days of his/her absence restored
to his/her account.

4. If the teacher's incapacitation continues beyond the ninety (90) day period stated
in Article 9.4 (2) above, s/he shall continue to receive the difference between
his/her Workers' Disability Compensation check and his/her regular salary to the
extent and until such time as said teacher has used up all of his/her remaining
sick leave and/or personal leave days.

5. For purposes of this subsection, "full salary from the Board" shall mean the
individual's contracted amount. It shall not include extra work/extra pay contract
26
 riders, hourly paid Adult and Community Education assignments, or any other
extra pay assignments.

6. It is also understood that, after the ninety (90) day period, the amount of sick
leave or personal leave to be deducted from the teacher's account will be 1/2
day for any full day's absence. If the employee is absent less than a full day, the
employee will still be charged 1/2 day from their sick or personal leave account.

9.5 Jury Duty

A teacher called for jury duty or to give testimony before any judicial or administrative
tribunal shall be compensated for the difference between the teaching pay and the pay
received for the performance of such obligation. Such duty of giving of testimony shall
not be charged to the teacher's sick leave bank. Teachers may be required to give
documentation to their immediate supervisors of their requirements to perform such
duties. A teacher involved in personal litigation must use personal business days for such
testimony.

9.6
A teacher absent from his/her duties as the result of a physical assault while employed in
school activities, and the physical assault is related to performance of his/her duties, shall
not have the absence charged against his/her sick leave accumulation. Furthermore, the
teacher shall not be required to attend follow-up medical appointments outside of his/her
work hours.

9.7
For any absence which exceeds three (3) consecutive work days under the sick leave
provision, the teacher may be required to submit verification of ability to return to work.
In the event there are chronic absences on the part of an individual teacher, s/he may be
required to provide the Human Resources Department with written verification for future
absence(s). No request for verification due to chronic absenteeism shall be made,
however, unless a teacher has been given prior written notice of his/her situation
regarding chronic absenteeism.

9.8
Teachers shall not be charged sick or personal leave time when school has been
canceled because of inclement weather unless they are out on an extended absence for
ten (10) or more working days.

9.9
For purposes of determining a teacher's sick leave status, the Board, upon notice to the
Association, may make a written request requiring him/her to provide the results of a
physical/mental examination from his/her doctor.

If the Board is not satisfied with this report, it, upon notice to the Association, may require
27
the employee to submit to an examination by a doctor of the Board's choice. The Board
shall pay for this examination.

Either party may request a third examination performed by a physician of mutual consent.
This examination shall be paid for by the Board. Both parties will be informed of the
examination results.

9.10 Attendance Bonus

The Board of Education and the Association recognize the need for necessary sick and
personal day usage by members. The parties also recognize that it benefits students and
staff if the utilization of these days is minimized. Based on this understanding, the parties
agree to an attendance bonus.

Members may sell up to five (5) unused sick days at the end of the 2022-23 and 2023-
2024 school year. *The value of the unused sick day will be calculated as follows:

Number of Workdays Missed (excluding jury Value of Unused Sick Day(s) -

duty and up to five (5) bereavement days) Maximum of 5 days

Less than or equal to 2 days $500 per day x FTE ($2,500 maximum)

Greater than 2, less than or equal to 4 days $400 per day x FTE ($2,000 maximum)

Greater than 4, less than or equal to 5 days $300 per day x FTE ($1,500 maximum)

This attendance bonus will be paid on the first pay date in July of 2022. The parties agree
that this bonus is an increase over the normal pay schedule and is considered Non-
Reportable Compensation under the Michigan Office of Retirement Services rules and
regulations. The parties will review the effectiveness of this bonus at the end of this
contract to determine whether or not this attendance bonus should be renewed.

*The District has capped the total Attendance Bonus payout at $700,000 for the 2022-23
and 2023-2024 school year. In the event the request to sell back unused sick days
exceeds this cap, the value per day shall be adjusted down.

ARTICLE 10
Personal Business
10.1
Teachers shall be allowed up to three (3) days per year for absences of a personal nature.
Except in cases of extreme emergency or circumstances beyond the teacher's control
(excluding travel by commercial carrier), absences immediately before or after a holiday
will not be valid under this section. Prior notice, when possible, will be given.

28
Personal business leave cannot be used on Detroit Tigers Opening Day, or on a day
when PSAT or SAT testing is scheduled in your building, or on any day on which an Open
House or Professional Development/In-service is scheduled, or for any time during which
Parent/Teacher Conferences are held.

Personal Business days may not be used in conjunction with absences without pay for
extended time off.

Exceptions under this article may be granted in advance only by the Human Resources
Department.

10.2
During the course of a year, extenuating circumstances may require additional time.
Additional time may be granted by the Board but only with prior approval. Such time will
be charged to the teacher's personal sick bank.

10.3
Unused personal business time shall be added to the individual's sick bank at the end of
the school year.

ARTICLE 11
Unpaid Leave
11.1 Military Leave
Military leave shall be granted to any teacher in conformity with state and federal statutes.

11.2
If Reserve or National Guard duty occurs during the school year, the teacher required to
participate in a declared state of emergency shall be granted a temporary leave of
absence. The employee will receive his/her regular salary minus that which s/he shall
receive from the government service up to a period of eight (8) weeks. If an employee is
required to serve the normal two weeks tour of duty, and it falls within the regular school
year, the employee will receive his/her regular salary minus that which s/he shall receive
from the government for each school day spent in service.

11.3 Parental Leave

The Board of Education shall grant a leave of absence to a member of the bargaining unit
upon a timely written request to the Human Resources Department prior to the date of
the commencement of such leave. This leave will be granted in accordance with the
following:

1. The leave of absence shall be for the remainder of the then current school year.
2. Parental leaves will be granted to an employee within one year of the time s/he
adopts a child, acquires a child by birth or marriage, or assumes the legal
29
 responsibility of a family.

3. Parental leaves of absence may be extended up to one additional year, upon

the request of the teacher. An extension request must be submitted in writing
prior to April 1 and may not be for partial school years.

4. In cases of unusual circumstances and upon request of the affected teacher, the
Board shall terminate the leave prior to its anticipated termination date. A
teacher whose leave is so terminated shall be placed in a manner that doesn’t
conflict with applicable law.
11.4
When a parental leave expires, the Board shall place the teacher in a manner that doesn’t
conflict with applicable law.

11.5
For purposes of determining involuntary leave, the Superintendent, with the approval of
the Board and upon notice to the Association, may make a written request requiring a
teacher to provide the results of a physical/mental examination from his/her doctor.

If the Board is not satisfied with this report, the Board, upon notice to the Association,
may require the employee to submit to an examination by a doctor of the Board's choice.
The Board shall pay for this examination.

Either party may request a third examination performed by a physician of mutual consent.
This examination shall be paid for by the Board. Both parties will be informed of the
examination results.

11.6 General Purpose Leave

Except for the purpose of accepting employment elsewhere, a General Purpose Leave
will be granted for one complete school year if such a request is made in writing to the
Human Resources Department prior to July 1 of that school year.

After July 1, General Purpose Leaves may be granted for an entire school year or the
balance thereof, at the discretion of the Board, upon receipt of a timely written request for
such.

All General Purpose Leaves shall end on the first working day of the school year following
the year of the Leave.

A request for a one school year extension of a General Purpose Leave may be granted,
at the discretion of the Board.

11.7
Teachers returning from any of the leaves mentioned in this article shall suffer no
30
diminution of sick leave, seniority, or incremental experience earned prior to the
commencement of their leaves. Teaching experience gained outside of the Wayne-
Westland Community Schools while on such leaves will not be credited toward any
incremental salary steps.

11.8
Upon the completion of an unpaid leave, a teacher's failure to confirm acceptance within
fifteen (15) calendar days of the receipt of the Board's written notification of placement for
the ensuing school year shall result in the employee's termination of employment.
Likewise, failure to return to work from an unpaid leave will result in the employee's
termination of employment.

ARTICLE 12
Association Leave
12.1
A total of 110 days shall be granted to the Association for the advancement of the
profession and Association business. Leave requests will be reviewed by the Human
Resources Department.

Should this bank of 110 days be depleted, the Association may purchase up to sixty (60)
additional Association release days by paying the Board the daily substitute teacher rate
for each additional day.

Twenty (20) of the 110 Association leave days each year of the contract will be made
available for the exclusive use of Association coordinators for the purpose of curriculum
work.

12.2
A leave of absence without pay shall be granted to any teacher upon application for the
purpose of serving as an officer or staff member of the MEA or NEA.

12.3
The Board shall provide from the bargaining unit a teacher consultant as determined by
the Association. Upon completion of his/her assignment as a consultant, the person shall
be returned in a manner that doesn’t conflict with applicable law.

ARTICLE 13
Teacher Evaluation
13.1
The parties believe student growth and success is predicated upon adult growth and
success. To support this, the parties strive to create high trust relationships and a
culture of public practice and performance.

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The purpose and benefit of yearly evaluation include:

1. Demonstration of Standards for Effective Teaching

2. Continued Professional Growth

3. Continued Focus on Student Achievement

13.2
The evaluation for such personnel as social workers, nurses, speech and language
specialists, psychologists, therapists, and teacher consultants who are assigned to
more than one building will be the responsibility of the building administrator where the
staff member serves in the majority of his/her assignment and will include input from the
Special Education Supervisor.

13.3
The District shall establish a Mentor Teacher Program in order to support the orderly
passage of teachers through their probationary periods. The focus and thrust of the
Program, therefore, shall be supportive and instructive, rather than evaluative. The
District shall provide Mentor Teachers with training and observation release time during
the school year. The District shall develop and implement a Mentor evaluation process
as part of the Program.

Each building shall have a Mentor Teacher, who will be responsible for mentoring 1 st,
2nd and 3rd year teachers. A Mentor Teacher assigned more than 7 first year mentees,
shall receive an additional 2% stipend. The Mentor shall be required to hold one (1)
monthly meeting, outside of the contractual work day, for one (1) hour each month
during the school year.

Special Education Ancillary Staff, ACT 18 Special Education Programs and Special
Education Categorical Classrooms shall each have a Mentor who is responsible for
mentoring 1st, 2nd and 3rd year staff. A Mentor within these programs assigned more
than 7 first year mentees, shall receive an additional 2% stipend. The Mentor shall be
required to hold one (1) monthly meeting, outside of the contractual work day, for one
(1) hour each month during the school year.

Mentor Teacher positions will be offered first to bargaining unit members as an extra
pay for extra duty assignment under Article 23. The posting of Mentor Teacher positions
will be shared with all staff and the selection process will be site based with input from
Administrators and staff. The administration will notify the Association of Mentors
selected and of the Mentor/Teacher matches.

No Mentor Teacher shall be allowed to testify in a proceeding regarding the quality of

service provided by the probationary teacher.
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 ARTICLE 14
Health Examinations
14.1
Physical exams shall only be required as mandated by law or as outlined in Articles 9.9
and 11.5.

14.2
In the event a teacher has had an extended illness or has required medical confinement,
the Superintendent may request an additional physical/psychological examination prior
to resumption of employment.

14.3
Each employee shall have a tuberculin test as governed by State Statute.

14.4
In the event state law requires tuberculin tests, the board will provide a testing program
free of charge. If the initial tuberculin test indicates the need for a follow-up x-ray, the
Board will reimburse the teacher for the difference between the cost of the x-ray and that
covered by his/her insurance carrier.

ARTICLE 15
Professional Behavior
15.1
The Wayne-Westland Board of Education agrees to operate the District in compliance
with all federal, state and local statutes, rules and regulations. In addition, teachers shall
comply with above stated statutes, rules and regulations and all Board policies, rules and
regulations which are not inconsistent with the provisions of this Agreement.

The District maintains the right to impose reasonable restrictions on professional attire if
the style of dress or grooming is disruptive to the educational process or is detrimental to
the health, safety or welfare of the employee, staff or students.

15.2
A teacher shall at all times be entitled to have present a representative of the Association
of his/her choice when s/he is being reprimanded, warned or disciplined for any infraction
of rules or delinquency in professional performance. When a request for such
representation is made, no action shall be taken with respect to the teacher until such
representation of the Association is present. At no time will this cause the meeting to be
delayed more than 48 hours.

15.3
No teacher shall be disciplined, reprimanded, reduced in rank or compensation or
33
deprived of any professional advantage except in a manner that is fair and reasonable
(not arbitrary or capricious) except for the termination, non-renewal, or evaluation of a
probationary teacher. All information forming the basis for disciplinary action will be made
available in writing to the teacher and the Association unless the teacher specifies in
writing that the Association shall not be notified. The Association will use its best efforts
to correct breaches of professional behavior and professional attire. The Association
agrees to review professional behavior/attire with W-WEA Representatives during Union
Orientation and Union building meetings.

15.4
Political activities of any teacher seeking or holding office or campaigning for a candidate
shall be conducted outside the classroom and off school premises and outside working
hours. School sponsored activities of a political nature must be approved by school
officials. Teachers shall not use their students outside of class hours to enhance their
political and private aspirations, unless approval has been obtained from the parents of
these students and the principal has been notified before the occurrence.
ARTICLE 16
Continuity of Operations
16.1
Both parties recognize the desirability of continuous and uninterrupted operation of the
instructional program during the normal school year and the avoidance of disputes which
threaten to interfere with such operation. No teacher or the Association shall refuse to
carry out normal work assignments during the period of this Agreement.

16.2
The Board and the W-WEA agree that they will not knowingly, during the period of this
Agreement, directly or indirectly engage or assist in any unfair labor practices as defined
by the Public Employment Relations Act.

16.3
Nothing in this Article shall require the Board to keep schools open in the event of severe
inclement weather. When schools are closed because of severe inclement weather,
teachers shall be excused from duty.

16.4
Should a teacher be unable to report to work due to inclement weather, the day of
absence shall be charged to the teacher's sick leave or personal business day bank. The
teacher shall decide from which bank the day will be charged.

16.5
In the event that additional school days must be scheduled due to the loss of days as
prescribed by the State of Michigan, the following will apply:

1. The days shall be scheduled beginning with the first day following the end of the
34
 school year.

2. The days shall be scheduled so that calendar events (exams, half days, etc.) are
shifted to maintain the end of the year calendar.

3. By mutual agreement, the parties may schedule these additional days in a

manner other than described above in 1 and 2.

4. It is clearly understood that no additional salary will be received for working the
necessary day or days as required.
5. Prior administrative approval is required for the use of personal business days
when make-up days are designated.

6. A statement from a doctor may be required to verify illness taken during a make-
up day or days.

7. Employees scheduled to work additional days, i.e., counselors, co-op

coordinators, psychologists, etc., will work the week immediately following the
week in which days are made up. By mutual agreement, there may be a variation
to this schedule.

16.6
The Association will not strike and the District will not lock out in violation of the Public
Employment Relations Act.

ARTICLE 17
School Calendar
17.1
School calendars are found in Appendix A.
The school year for students will be 180 days of instruction.
The work year for W-WEA members will be 181 days.

17.2
Parent/Teacher conferences shall occur once a year and will be designated in the school
calendar. The parties agree that communication with parents regarding a student’s
progress is a professional responsibility and that a parent may request to confer with a
teacher regarding their student’s progress at any time during the school year.

The elementary school conference week shall be bargained into the school calendar.
Elementary schools shall determine the parent teacher conference days during the
scheduled conference week, using a site based decision making process. One (1)
session shall be held from 5:00 p.m. to 8:00 p.m. and the other session shall be held for
a period of three (3) hours following the contractual work day. Additionally, parent teacher
conferences shall be held during the day on the student early release day of conference
35
week. Elementary teachers who have logged and completed his/her parent teacher
conferences, may leave prior to the end of the conference session(s).

Parents/guardians shall be provided with the option to meet either in-person or virtually
for elementary school parent teacher conferences.
One (1) middle and one (1) high school conference session shall begin 30 minutes after
the end of the contractual day and the other session shall begin at 5:00 p.m. Each session
shall be held for a period of three (3) hours.
Middle schools and high schools will use a building-wide voting process to determine if
parent teacher conferences will be held in-person or virtually.

Special Kindergarten and 1st Grade Consideration

Four (4) half days will be provided to Young 5’s, Kindergarten and 1st Grade teachers for
the purpose of conferences and evaluation. Substitutes will be provided for the
Kindergarten and 1st Grade classes during this time. The Kindergarten and 1st Grade
teachers will each submit a plan for the use of these days to the building administrator for
approval by October 1st.

17.3
A bank of 200 days will be provided by the Board of Education for the express purpose
of allowing teachers the opportunity to visit and observe programs that would enhance
the District's curriculum. Visitation days shall be approved by the Division of Instruction
and the building principal.

17.4
The counselor work year shall consist of seven additional days beyond the normal teacher
calendar. The schedule of these days will be as follows:
● Six (6) consecutive days for High School and five (5) for Middle School the week
before the opening of school.
● One (1) consecutive day for High School and two (2) for Middle School(1) in the
week immediately following the last week of school.
● Exceptions to the above schedule may be arranged with the permission of the
principal.

17.5
Counselors cannot use sick leave or personal business leave for the additional work
stipulated in Article 17.4. The District, furthermore, will compensate these individuals at
their daily rates (salary divided by the number of workdays specified in Article 18.5). Any
additional workdays beyond the normal teacher calendar will likewise be compensated at
the person’s daily rate. Compensatory time shall not be used.

36
17.6
All new hires will report to work two (2) days early during their first three (3) years for
orientation, in-service, staff development, etc. Payment for these days shall be
considered part of Article 18.1.

17.7
Workdays without student instruction will be scheduled as follows:
8:00 a.m. to 3:20 p.m., with one hour designated for lunch.

ARTICLE 18
Professional Compensation
18.1
The basic compensation for the period of this Agreement will be set forth below:

For the 2022-23 school year, employees will advance one step on the new 2022-23 salary
schedule, which reflects the following:
 4% on scale raise
 Elimination of previous Step 1 (2021-2022 salary schedule)
 Addition of BA Step 14
 Addition of MA / DM Step 16

In order to advance one step on the 2022-2023 salary schedule, an employee must have
been hired and begun working prior to January 1, 2022.

2022-2023 Retention bonus to all WWEA members who completed the 2021-2022
school year as an off-scale retention bonus payment on the first pay period in
September.

For the 2023-24 school year, employees will advance one step on the new 2023-24 salary
schedule, which reflects the following:
 3% on scale raise
 Trigger Language:
o In addition to the 3% increase, the professional teaching staff will receive the
following wage increase after the fall audit for school year 2022-23 if the
following conditions are met:
 After the fall annual audit, if the general fund balance is at or above
15%, a 1% wage increase to the 2023-2024 salary scale will occur.

In order to advance one step on the 2023-2024 salary schedule, an employee must have
been hired and begun working prior to January 1, 2023.

There will be no step or salary schedule increases after the expiration of this contract,
unless negotiated.

37
Effective September 1, 2005, all new Ph.D.s Ed.D.s, J.D.s, or L.L.D.s, will be placed on
the DBL MA/Ed. Sp. salary lane and be paid the stipend identified in Article 18.3.

All teachers currently on the Ph.D. salary lane shall be grandfathered.

2022-2023 Salary Scale

22-23 22-23 22-23

Step BA Step MA Step DM Ed Sp

2 47,934 2 50,112 2 52,291

3 50,210 3 52,493 3 54,775

4 52,596 4 54,986 4 57,377

5 55,094 5 57,598 5 60,103

6 57,711 6 60,334 6 62,957

7 60,452 7 63,200 7 65,947

8 63,324 8 66,202 8 69,080

9 66,331 9 69,346 9 72,361

10 69,482 10 72,640 10 75,798

11 72,782 11 76,091 11 79,399

12 76,239 12 79,705 12 83,171

13 79,861 13 83,491 13 87,121

14 83,654 14 87,457 14 91,259

38
 15 15 91,610 15 95,594

16 16 95,962 16 100,134

2023-2024 Salary Scale

23-24 23-24 23-24

Step BA Step MA Step DM Ed Sp

2 49,372 2 51,616 2 53,860

3 51,716 3 54,068 3 56,418

4 54,174 4 56,635 4 59,098

5 56,747 5 59,326 5 61,906

6 59,442 6 62,144 6 64,846

7 62,266 7 65,096 7 67,926

8 65,223 8 68,188 8 71,152

9 68,321 9 71,427 9 74,532

10 71,567 10 74,819 10 78,072

11 74,966 11 78,373 11 81,781

12 78,526 12 82,096 12 85,666

13 82,256 13 85,996 13 89,734

14 86,164 14 90,080 14 93,997

39
 15 15 94,359 15 98,461

16 16 98,841 16 103,138

18.1.1 Retention Bonus 2022-2023

 $1,000
 Retention bonus paid to all WWEA members who completed the 2021-2022
school year as an off-scale retention bonus payment to be paid on the first
pay period in September 2022.

18.2
1. A teacher who is re-employed or employed for the first time in the District shall
be given credit for all contracted teaching experience under a provisional,
continuing or permanent certificate in accordance with the following schedule:

4 years experience and under 1st step salary

5 years experience 2nd step salary
6 years or more experience 3rd step salary
Substitute teaching is not considered contracted teaching experience.

2. Notwithstanding the formula stipulated in subsection one, the Board may hire a
certificated teacher or a licensed individual listed in Article 1.1 and place him/her
on a higher salary step than dictated by that formula.

3. The District shall place hourly employed Wayne-Westland Adult and Community
Education bargaining unit members hired into contracted positions at step one
of their appropriate salary lane.

18.3
The B.A. salary schedule shall apply to all teachers possessing a baccalaureate degree
from an accredited college or university. The M.A. salary schedule shall apply to all
teachers possessing a master's degree from an accredited college or university. The
education specialist (Ed.S) salary schedule shall apply to all teachers holding a master's
degree and either: (1) thirty semester hours of graduate credit in an academic discipline,
for which an Ed. Spec. is not offered, e.g., history, English, chemistry, etc., (2) thirty
semester hours applicable toward an approved doctoral program for which an Ed. Spec.
is not available, (3) a Specialist in Education Degree from an accredited college or
university or; (4) a school social worker with an MSW degree, 60 hours beyond the B.A.
degree or a double master’s degree or; (5) a speech pathologist with a 60 hour Master’s
Degree. Teachers possessing a Ph.D., Ed.D., J.D., or L.L.D. from an accredited college
or university shall receive an annual stipend of $2000 each June.
40
It is mutually understood that teachers requesting specialist degree status as outlined in
Article 18.3 number one (1) above, may use for credit up to, but not to exceed, six (6)
semester hours of approved cognates.

Examples: If a teacher has earned twenty-four (24) semester hours of credit in one
academic area (history) for which a specialist degree is not offered, and has six (6)
semester hours of a related cognate (political science), s/he would be eligible to be placed
on the Ed. Specialist salary schedule.

18.4
$30 shall be paid for each semester hour of credit beyond provisional certification granted
from an NCATE accredited college or university or from an institution approved by an
accredited agency recognized by CHEA (Council for Higher Education Accreditation), and
not to exceed thirty (30) hours beyond a degree whether earned prior to or subsequent
to employment by the Board.

The full compensation per credit hour will be paid not later than the second pay in
November for hours and/or new degree submitted by October 15 for those courses taken
during the summer and the second semester of the previous year. No later than the
second payday in March for hours and/or new degree submitted by February 15 for those
courses taken during the first semester of the school year. Reimbursement for those
hours and/or new degree will be prorated 50% for the balance of the school year.
Reimbursement will not be in a lump sum but will be spread over the remaining pay days
but must be shown as a separate entry on paycheck stub. A minimum of 6 credit hours
(or SCECH equivalent of 6 credit hours) is required for reimbursement.

Requests submitted after October 15 and/or February 15 will receive consideration on the
next reimbursement date.

Transcripts and/or verification of new degree must be submitted with the request for
reimbursement. These forms are available in the school office.

It is mutually understood that as past agreement and intent, teachers requesting (per
Article 18.4) reimbursement for additional hours past their current degree, must have
earned these hours after they have obtained their current degrees.

Example: Teacher "A" received a bachelor's degree in June of 1970, in June of 1973,
Teacher "A" had earned twenty (20) hours of graduate credit in history and was being
reimbursed by the District for said hours. In June, 1975, Teacher "A" received a master's
degree in guidance counseling and was placed on the master's degree salary schedule.
None of the twenty hours earned in history before the master's degree would be paid
hours beyond Teacher "A"'s master's degree. Graduate hours earned after June of 1975
would count for reimbursement of hours beyond the master's degree.
41
18.5
The salary schedules are based upon the regular school calendar as set forth in 17.1,
and the normal teaching assignment/load as defined in this Agreement. For assignments
in excess of the regular school calendars and the normal teaching load, teachers will be
compensated at pro-rata of their base salary plus credit hours unless covered by other
provisions of this Agreement.

Effective July 1, 2021, prorating of salaries and pay dockings shall be based on 181 days.

18.6
Teachers involved in extra duty assignments set forth in Appendix C, which is attached
to and incorporated as part of this Agreement, shall be compensated in accordance with
the provisions of this Agreement without deviation and in no case shall the extra duty
schedule be considered part of the basic salary schedule.

18.7
Teachers required in the course of their work to drive personal automobiles from one
building to another shall receive a car allowance equal to the amount allowed by the IRS.
The same allowance shall be given for use of personal cars for other approved business
of the District. The teacher's request for reimbursement must be made according to
Board policy and procedures published at least thirty (30) days prior to implementation.

18.8
All salaries shall be paid in twenty-six (26) biweekly installments. The first installment will
be paid on Friday of the first normal biweekly pay period after the teachers report for work
at the beginning of a school year. The pay periods after the initial pay will be every other
Friday for twenty-five (25)more pay days subject to the exceptions listed in part (1) below:

1. When a pay day falls during recess, the employee shall receive his/her pay (post-
dated for the regularly scheduled pay day) on the last work day preceding the
recess.

2. All adjustments in pay will be based on a factor of 181 days. Therefore, any pay
adjustment for starting after the school year begins or leaving before the school
year ends will be based on one-one hundred eighty-first (1/181) of the contracted
amount for each day to be adjusted. The same type of calculation will take place
any time pay adjustments are made for other reasons.

18.9
Part-time middle and high school teachers are defined as follows:

● An 80% teacher will teach 4 periods per day, 5 days per week.
● A 60% teacher will teach 3 periods per day, 5 days per week.
42
 ● A 40% teacher will teach 2 periods per day, 5 days per week.

Their salaries will be prorated accordingly, and they will receive one class period of
unassigned time per day.

Their work day will begin fifteen (15) minutes before their first scheduled class.

Part-time teachers as above described shall have an uninterrupted work day. No part-
time middle/high school teacher shall be assigned at less than 40%.

18.10
Part time auxiliary staff shall be compensated as follows:

Days
Taught Compensation

4.5 Applicable salary step plus credit hours times .90

4.0 Applicable salary step plus credit hours times .80
3.5 Applicable salary step plus credit hours times .70
3.0 Applicable salary step plus credit hours times .60
2.5 Applicable salary step plus credit hours times .50
2.0 Applicable salary step plus credit hours times .40

18.11
For severance of employment due to retirement under the MPSERS, the Board agrees
to pay W-WEA employees, who have completed 15 or more years of bargaining unit
service, a maximum of one-hundred dollars ($100) for each unused sick and personal
business day. Eligible employees must submit a written retirement letter to the Assistant
Superintendent of Human Resources no later than April 15th in order to receive payment.
Severance pay in excess of $4000 will be deposited into the employees 403b plan
designated by the employee. If the employee does not have a 403b plan then the Board
will designate the 403b plan.

The District has capped the total sick and personal business day payout at $700,000 for
the 2022-23 and 2023-24 school year. In the event the sick and personal business days
to be paid out exceeds this cap, the amount paid for each day shall be reduced.

18.12
The employer will continue paying the $300 stipend to special education, reading,
cognitive skills teachers who are currently receiving such stipends.

18.13
Teachers who participate in continuing education programs which meet the criteria for
awarding of State Continuing Education Clock Hours (SCECHs) from institutional
43
members of the Council on the Continuing Education Unit shall receive SCECH credit to
be converted into credit hours reimbursable as indicated in Article 18. Twenty-five (25)
SCECHs equals one (1) semester hour. No credit will be given if the teacher has attended
such programs during their contracted teaching times or if the cost to attend has been
paid for by the Board.

18.14
Teachers placed under the education specialist (Ed.S.) salary schedule for thirty (30)
semester hours of graduate credit in their teaching discipline under 18.3 above shall not
receive additional reimbursement under 18.4 unless these hours are applicable toward
an approved doctoral program.

18.15
Fully certified vocational teachers who are required to have 4000 hours of work related
experience in any portion of their teaching assignment will receive four hundred dollars
($400) annually, $200 paid approximately at the end of the first semester and $200 paid
at the end of the school year. This stipend shall be paid on a pro-rata basis if the affected
individual does not work a full school year. In addition, the affected teacher must be in a
paid status to receive the $400.

18.16
The Board will reimburse all high school teachers assigned full-time physical education
schedules for their registration and materials costs associated with gaining and
maintaining CPR, First Aid, and Life Guard certificates. In addition, the Board will pay a
yearly stipend of four hundred dollars ($400) to each such teacher in possession of all
three (3) current certificates.

18.17
In June 2022, W-WEA employees who have completed 15 or more years of bargaining
unit service shall receive a longevity payment of $1,500.

ARTICLE 19
Insurance Protection
19.1
The Board shall purchase, without cost to the teacher, MESSA group term life insurance
protection to be paid to the teacher's designated beneficiary in the amount of $50,000.

In the event of accidental death, the above mentioned insurance will pay double the
specified amount.

19.2 Hospital-Medical Insurance

1. The Board agrees to purchase for teachers not covered by any other employer

44
 paid group hospital-medical insurance full family hospital-medical insurance.
The parties agree that effective July 1, 2013, the plan offered will be the MESSA
ABC Plan 1 with the Rx Saver with a deductible that meets IRS guidelines for a
High Deductible Plan. The parties may mutually agree to offer other plan options
where appropriate.

Effective with the ratification of this agreement, the District shall pay on a monthly
basis the maximum permitted annual amounts as determined by the State
Treasurer under PA 152 of 2011 toward the total cost of the MESSA medical
premium. If the aggregate costs of the medical premium are less than the
aggregate maximum amounts payable, the differential will be redistributed to
those members enrolled in the medical plan in the form of HSA contributions in
an agreed upon manner. Should the aggregate costs of the medical premiums
exceed the aggregate maximum amounts payable under PA 152 of 2011, the
remaining cost for the teacher’s elected medical premiums for each school year
shall be paid by the teacher through pre-tax payroll deductions.

The maximum amounts payable by the Board shall be adjusted each July 1 to
the maximum permitted based on inflationary adjustments calculated the
previous October as included in PA 152 of 2011.

Notwithstanding any other obligations in this Agreement, the Employer reserves

the right to, in its sole discretion, select a health insurance carrier with offers a
“bronze” plan that provides “minimum coverage” pursuant to 26 USC Section
36(B)(c)(C)(ii).
2. The Board may require each teacher to certify, in writing, that s/he is not covered
by any other employer paid hospital-medical insurance. Any teacher who has
signed up for and is covered by hospitalization-medical coverage in violation of
this Article will re-pay to the employer, all premium monies which the employer
has paid for such benefits.

19.3
The Board agrees to purchase full family MESSA Delta Dental 100% Class I coverage,
90% Class II coverage, 90% Class III, and 90% Class IV (Orthodontic) coverage for all
teachers other than those who have dual dental insurance coverage. Coverage shall be
$1500 for Class I, II and III annually, and $2500 lifetime for Class IV (orthodontic).
Effective with the 2007-08 school year, the Board agrees to increase the lifetime for Class
IV (orthodontic) from $2,500 to $4,000.

The Board agrees to purchase full family MESSA Delta Dental Care, 50% Class I
coverage, 50% Class II coverage, 50% Class III coverage and 50% Class IV coverage
(Orthodontics) for all teachers who have dual dental insurance coverage as a
consequence of their spouse's employment either with the Board or elsewhere. The
Board may require each teacher to certify in writing whether or not s/he has dual dental
45
insurance coverage.

19.4
The Board shall make payment of insurance premiums for each employee to provide
uninterrupted insurance coverage for each school year, ending August 31. Insurance
coverage will become effective with the first day of employment.

Teachers who retire will have PAK insurance coverage canceled at the end of the month
in which s/he retires. S/he will receive a check from the Board in the amount equal to
his/her State Retirement System premiums for health, vision, and dental insurance
coverage for the months of July and August.

19.5
In the event that an employee, absent because of illness or injury, has exhausted sick
leave accrual, the teacher's fringe benefits, except for hospital-medical coverage, shall
continue throughout the balance of the school year (September 1 through August 31).
Hospital-medical coverage for teachers absent because of illness or injury who have
exhausted sick leave accrual shall continue until they receive long term disability benefits.

19.6
The Board will provide all services necessary to enable the teacher to participate in tax
deferred annuity programs per IRS regulations.

19.7
A teacher on parental leave, general purpose leave, extended health leave, approved
non-pay status, or layoff may continue at his/her own expense, the insurance coverage
at 102% of the group premium rate, if permitted by the insurance carrier. The group
premium rate and the 2% service fee shall be payable to the Wayne-Westland Community
Schools, commencing the first month the teacher's insurance coverage paid by the Board
shall cease under Article 19.4 above and at one month intervals thereafter. Payments
are due in the Insurance Office no later than the 20th of each month preceding the month
of coverage. Failure to have the check in the Insurance Office by the 20th of each month
may result in the cancellation of the insurance.

19.8
The Board shall purchase, without cost to each teacher, MESSA VSP III.

19.9
The Board will purchase, without cost to each teacher, a MESSA long term disability
program. This program will provide for the following:

A. Benefit Percentage 66 2/3%

B. Maximum Monthly Income Benefit $6,000
C. Qualifying Period 90 Calendar Days - Modified Filled
46
D. Maternity Coverage Yes
E. Pre-existing Condition Waiver
(if 50 or more lives) Yes
F. Social Security Freeze Yes
G. Alcoholism/Drug Waiver Yes
H. Mental/Nervous Waiver Yes
I. Cost of Living Benefit No
J. Education Supplement Benefit No

19.10
The Board agrees to approve a flexible spending account (FSA) or health savings account
(HSA) for the W-WEA bargaining unit. This Plan shall be considered part of this
Agreement.

The parties understand that the premium for twelve (12) months of coverage under
MESSA Choices is collected over a nine (9) month period. One sixth of the aggregate
value of those funds shall be returned to the members who have subscribed to MESSA
Choices, and shall be allocated on a weighted basis in which the relationship of payments
to full family subscribers to single subscribers shall be 2:1. Such payments shall be made
into the members’ HSA to the extent that such payments do not violate the hard cap
requirements under PA 152. In the event the payments contemplated hereunder violate
the hard cap requirements of PA 152, then the parties shall meet and negotiate the
redistribution of those funds.

The parties agree to meet annually to review rate renewals for all insurance plans and to
review bids solicited under PA 152. An increase equal or greater than 10% will trigger
the parties to meet and review alternate plans.

19.11
The Board will provide all services necessary, including payroll deductions, to enable the
teacher to participate in the MSPERS Tax-Deferred Payment (TDP) program.

19.12
The parties agree to the following interpretation concerning dual insurance coverage:

1. The employee and his/her spouse may carry separate hospital-medical

insurance policies, provided that no dual insurance coverage shall ensue from
such insurance for the employee, his/her spouse, and any member/s of his/her
family, including children. For example, the employee may select single
subscriber coverage paid for by the Board, if his/her spouse covers
himself/herself and dependent children under another employer's hospital-
medical insurance coverage.

A husband and a wife, however, who both work for the District shall not have the
47
 option of dual insurance coverage paid for by the Board under two separate
coverages.

2. The following coverages shall not be considered dual coverage for purposes of
Article 19.2:

a. Hospital-medical insurance coverage provided under a pension or

retirement plan, including OHIP.
b. Hospital-medical coverage provided by another employer, but whose
premiums are paid by the employee's spouse in the amount of 50% or more.

c. Hospital-medical coverage provided through Health and Welfare Funds.

3. The District will provide dual insurance coverage as exceptions to number one
(1) above in the following situations:

a. If legal decrees, such as divorce decrees, dictate that the dependent's

hospital-medical coverage be provided by the employee and/or his/her
spouse resulting in dual coverage;

b. If pre-existing conditions prevent continuous hospital-medical coverage for

the employee, spouse, and/or any dependent as a result of the transfer of,
or dropping of any Board or other employer paid insurance in compliance
with number one (1) above.

4. In the event that a spouse's employer refuses to drop or reduce its hospital-
medical coverage, the employee shall provide a letter from his/her spouse's
employer as proof of refusal to drop or reduce its hospital-medical coverage. In
this instance, the District will pick up the insurance coverage for the employee
and dependent children.

5. Dual hospital-medical insurance coverage will be allowed temporarily for the

employee, spouse, and his/her dependents, if the request for dependent
coverage does not fall within the spouse's insurance open enrollment window
period. Such dual coverage shall be extended until the effective date following
the next open enrollment period.

6. The District shall provide hospital-medical insurance coverage for the employee
and dependent children in instances where the employee's spouse would lose
other insurance benefits (e.g., life insurance, LTD insurance) by dropping or
reducing his/her employer paid hospital-medical insurance program.

7. Dual hospital-medical insurance coverage shall be allowed for the employee and
his/her overage dependents, when the spouse's policy does not provide for said
48
 coverage.

8. The District shall allow dual hospital-medical insurance coverage when the
spouse's employer paid hospital-medical insurance program covers less than
80% of reasonable and customary benefits provided by MESSA hospital-medical
insurance, including deductible.

For purposes of implementing this subsection, the W-WEA shall appoint a

representative to meet with a designee from Human Resources Department in
order to review employee requests for exemption from the parties' agreement of
no dual hospital-medical insurance coverage because of inferior coverage
(number 8 above). If the representatives cannot agree to approve or deny a
member's request for exemption under number 8 above, the W-WEA may submit
the issue to final and binding arbitration under Level 3 of the Grievance
Procedure.

9. An annual survey may be distributed by the Board to all employees carrying

Board paid hospital-medical insurance for the purpose of updating eligible
dependents. The employee must complete and return the survey within thirty
(30) days of the material's being mailed. Failure to comply may result in loss of
hospital-medical insurance benefits.

ARTICLE 20
Special Assignments
20.1
Assignments for non-bargaining unit continuing education programs will be made by the
Board on an annual basis. Preference will be shown to bargaining unit members,
provided they are qualified to teach the subject and their regular work load permits.

20.2
The Board agrees to maintain, to the best of its ability, substitute teachers who meet the
Michigan Teacher Certification Code. When a teacher reports that s/he is unable to report
for work, the administration will arrange for a substitute teacher.

20.3
Teachers will not be required to supervise all or any portion of the students of an absent
teacher, in addition to his/her own responsibilities, with the exception of an emergency
condition. In such a situation, the supervisor will assign teachers on a rotational basis.

For purposes of this subsection, an emergency shall be defined as an unforeseen

circumstance or set of circumstances which call for immediate action.

20.4
Teachers assigned student or intern teachers shall be known as cooperating teachers.
49
Such cooperating teachers shall be tenure teachers with at least three years teaching
experience in their cooperating subject area. The acceptance of student/intern teachers
shall be voluntary on the part of a cooperating teacher. The Board shall provide the
Association with a list of all cooperating teachers within a reasonable time after the names
of such teachers are known.

20.5
Prior to the beginning of the term, a mutually planned orientation workshop with the
cooperating teacher and with the cooperative institution will be held to discuss the
responsibilities to the college and to the student, and the Board shall require the preparing
institution to provide conferences with the cooperating teachers at least once each six
weeks of the term.

20.6
A substitute shall be provided for a counselor when it is known that s/he will be absent for
five (5) consecutive days or longer. The Board shall provide a temporary substitute by
the temporary assignment of a classroom teacher from that building, with the approval of
the principal. If such a person is not available, the Board shall provide a temporary
replacement through the temporary reassignment of a classroom teacher from another
building or through a substitute teacher. In any case, however, the temporary
replacement or substitute must be certified in counseling.

ARTICLE 21
Student Discipline and Teacher Protection
21.1
Article 21, in its entirety, along with other Federal, State and District policies related to
student discipline and teacher protection, shall be provided and reviewed with teachers
and administrators during the first staff meeting of each school year, and again during the
first staff meeting of the second semester of each school year.

The Board will give all reasonable support and assistance to teachers with respect to the
maintenance of control and discipline in the classroom. If it appears a pupil under a
teacher's jurisdiction may require the attention of special counselors, social workers, law
enforcement personnel, other professionally qualified persons, or whenever the presence
of a particular student in the class will impede the education of the other students,
because of severe disciplinary problems caused by said student, the administration will
take prompt measures to assist the teacher during the crisis situation.

21.2
A teacher within the scope of his/her responsibilities may use such reasonable physical
force as may be necessary to (a) protect himself/herself, the pupil, or others from
immediate physical injury; (b) obtain possession of a weapon or other dangerous object
upon or within the control of a pupil; (c) protect property from physical damage. School
administrators and teachers will enforce the Student Code of Conduct.
50
21.3
School authorities will endeavor to achieve correction of student misbehavior through
counseling and interviews with the child and his parents when warranted as described
above. When, however, a teacher retains one or more pupils in his/her class who
constitute serious behavioral problems, the Association and Board will review and
determine a mutually agreeable disposition to the problem.

21.4
A teacher may temporarily remove a pupil from a classroom, when the grossness of the
offense, the persistence of the misbehavior, or the disruptive effect of the violation makes
the continued presence of the student intolerable. In such cases the teacher shall send
the pupil to the school principal and furnish him/her, as promptly as his/her teaching
obligations will allow, full particulars in writing. The student shall not be returned to the
classroom until the teacher, an administrator and, if mutually agreed upon by the teacher
and administrator, a parent or legal guardian have reviewed and discussed the situation
and course of action.

Teachers shall be invited to participate in student behavior plan decisions. All decisions
regarding behavior plans shall be reached by consensus. Additionally, teachers may
request a meeting to review a student’s behavior plan and/or intervention effectiveness.
The meeting shall be scheduled within no more than two weeks of the date of the
teacher’s request, when feasible.

21.5
Any case of assault or threatened assault upon a teacher shall be promptly reported to
the Board or its designated representative. The Employee Relations Department will
promptly report any case of assault upon a teacher to the W-WEA Union President. The
Board will render all reasonable assistance, which may include providing legal counsel to
advise the teacher of his/her rights and obligations with respect to the assault and shall
promptly render all reasonable assistance to the teacher in connection with handling of
the incident by law enforcement and judicial authorities. Students threatening to assault
or assaulting teachers shall be removed from class and shall not return until the due
process procedure is complete. The student shall not be returned to the affected
teacher(s)' classroom(s) until the affected teacher, an administrator and, if mutually
agreed upon by the affected teacher and administrator, a parent or legal guardian have
reviewed and discussed the situation and course of action.

21.6
If a complaint or suit filed against any teacher as a result of any legal action taken by the
teacher while in reasonable pursuit of his/her employment, the Board will provide legal
counsel and render all necessary assistance to the teacher in his/her defense.

51
21.7
In cases where a teacher is not found to be the responsible party by a court of competent
jurisdiction, time lost by the teacher in connection with any incident mentioned in this
Article shall not be charged against the teacher.

21.8
No disciplinary action shall be taken upon any complaint by a parent of a student directed
toward a teacher nor shall any notice thereof be included in said teacher's personnel file
unless the complaint is reported in writing to the teacher within a reasonable period of
time of the complaint. In addition, the building principal shall advise a teacher, with full
particulars, of any chronic complaints lodged against him/her by a parent/s of his/her
students.

A parent may observe a teacher's class(es) upon approval by the building administrator,
with a 24-hour notification to the affected teacher. In such case, the teacher may request
the presence of an administrator during the parent's observation.

21.9
The Board shall reimburse any teacher up to five hundred dollars ($500) per occurrence
for the damage or destruction of teacher property having a value of ten dollars ($10) or
more, provided such damage or destruction occurs on school premises, is connected with
the execution of his/her assigned responsibilities, and was not occasioned by the
negligence of the affected teacher. The teacher must submit a replacement cost estimate
for the damaged item in order to receive the reimbursement. After a teacher has received
the reimbursement amount and purchased the replacement item, s/he must submit the
purchase receipt to the Business Office.

ARTICLE 22
Grievance Procedure
22.1
A grievance is a complaint submitted in writing by a teacher or the Association,
hereafter referred to as the Grievant, involving any alleged violation, misinterpretation,
or misapplication of any provisions of this Agreement.
The termination, non-renewal, or evaluation of any teacher in the District shall not be the
basis of any grievance filed under the procedures outlined in Article 22.

22.2
The term "days" when used in this section shall mean school days, or weekdays during
summer recess. Time limits may be extended only with the mutual consent of both
parties. Any grievance filed by the Association or an individual must be initiated within
sixty (60) days from the date of the incident which gave rise to the grievance.
52
22.3
All documents, communications and records dealing with the processing of a grievance,
shall be filed separately from the personnel files of the participants.

22.4
Every effort shall be made to resolve complaints at their inception. A grievance procedure
is intended to provide a formal means for handling those complaints which cannot, for
any reason, be resolved by discussion and cooperation at their inception. When a cause
of complaint occurs, the affected teacher shall request a meeting with his/her principal or
immediate supervisor in an effort to resolve the complaint. The Association may be
notified and present with the teacher at such meeting. The teacher may formalize his/her
complaint by proceeding to level one.

22.5 Grievances
Grievances shall be presented and adjusted in accordance with the following procedures:

Level one:
If a complaint is not resolved in a conference between the affected teacher and his/her
principal or immediate supervisor, the complaint may be formalized into a grievance. It
shall be submitted in writing within five (5) days of the meeting with the principal and the
teacher. A copy of the grievance shall be sent to the principal or immediate supervisor
and to the Association. If a particular grievance arises in more than one school building,
a copy shall also be sent to the Superintendent. The principal or immediate supervisor
shall within five (5) days of the receipt of the grievance render a written decision. A copy
of this decision shall go to the grievant, the Association and to the Superintendent.

Level two:
If the grievance is not resolved to the satisfaction of the Association or no decision is
rendered, the Association shall submit the grievance to the Superintendent within five (5)
days of the decision or lack of decision. Within seven (7) days after submission of the
grievance, the Superintendent or his/her designee will conduct a hearing. The
Superintendent shall have five (5) days after the conclusion of the hearing to render
his/her written decision thereon.

Level three:
In the event the Association is not satisfied with the disposition of the grievance at Level
2 or has not elected the expedited grievance procedure as provided below, the grievance
may be submitted to arbitration within thirty (30) days after receipt of the written opinion.
The arbitrator shall be selected by the American Arbitration Association in accord with its
rules which shall likewise govern the arbitration hearing. The arbitrator shall have no
power to alter, add to, or subtract from, the terms of this Agreement. Both parties agree
to be bound by the award of the arbitrator and agree that judgment thereon may be
entered in any court of competent jurisdiction.
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22.6
The Association, upon mutual agreement with the Board, may process a grievance via
the expedited grievance procedure outlined as follows:

1. The grievance shall be submitted in writing to the Superintendent or his/her

designee. Within five (5) days after submission, the Superintendent or his/her
designee shall schedule a meeting with the Association in an effort to resolve
the dispute.

2. If the dispute is still not resolved to the Association's satisfaction within seven (7)
days of the initial hearing between the Superintendent or his/her designee and
the Association, as above described, the Association may appeal the grievance
to the American Arbitration Association in accord with its rules of expedited
arbitration.

3. The arbitrator shall have no power to alter, add to or subtract from, the terms of
this Agreement. Both parties agree to be bound by the award of the arbitrator
and agree that judgment thereon may be entered in any court of competent
jurisdiction.

22.7
The expense of the arbitration shall be shared equally by the Board and the Association.

22.8
Any individual employee at any time may present grievances to his/her employer and
have the grievance adjusted, without intervention of the Association, if the adjustment is
not inconsistent with the terms of this Agreement, provided that the Association has been
given the opportunity to be present at such an adjustment.

22.9
An individual may withdraw his/her grievance at any level without prejudice or record.
However, if in the judgment of the Association or its representatives, the grievance
presents an issue of importance, the Association may process the grievance at the
appropriate level.

22.10
All information necessary for the determination and processing of the grievance shall be
made available to all parties concerned.

22.11
Grievances filed as Association grievances or grievances involving more than one (1)
building may, at the option of the Association, be initiated at Level 2 of the grievance
procedure.
54
22.12
The parties shall establish a mutually agreed to panel of five (5) arbitrators. An arbitrator
shall be selected from this panel to hear and render a final and binding decision on Level
3 grievance submitted by the Association. The arbitrator in each instance shall be
governed by the rules of the American Arbitration Association regarding the conduct of
hearings.

In order to implement this subsection, the parties will each submit a list of eight (8)
arbitrators acceptable to it as a member(s) of the arbitration panel. If the parties fail to
attain a list of five (5) mutually acceptable arbitrators, they will submit to each other a
second list of eight (8) which contains different names from the original list, in order to
complete the panel of five. If, after the aforementioned process, the panel has less than
five (5) members, the parties can agree to mutual consent to have a panel with less than
five (5) members. If the parties cannot agree to less than five (5) members, the selected
members of the panel will choose the arbitrator(s) necessary to fill out the panel to five
(5).

Upon the establishment of the panel, an arbitrator will be selected for an arbitration in the
following manner:

1. The Association shall timely notify the district of its intent to file for Level 3
arbitration.

2. Within five (5) days, representatives from the Board and from the Association
will select, at random, the name of an arbitrator on the panel. The representative
will then call such arbitrator to establish an arbitration date. This date must be
no more than thirty (30) days, unless mutually agreed upon. Should the selected
arbitrator not be available within these timelines, another arbitrator shall be
selected in the manner described above in this paragraph. This process shall
continue until an arbitrator is selected or the panel has been exhausted. If a
panelist is not available within the guidelines and timelines set forth above, the
parties shall select an arbitrator with the earliest date agreeable to the parties.

3. The arbitrator selected in the most recent arbitration will be ineligible for the next
arbitration case.

4. Following the confirmation of an arbitration date, the arbitrator will notify both
parties in writing.

5. In the event an arbitrator is no longer available for the panel, the parties will
utilize the aforementioned process to select a replacement.

If, in the implementation of the above process, a mutually agreed upon number of
55
arbitrators for the panel cannot be obtained, this subsection shall become null and void
and subsection 22.5, (Level Three), regarding the selection of arbitrators through the
American Arbitration Association shall be activated.

ARTICLE 23
Additional Compensation for Extra Duty
23.1
Extra duty shall be defined as a service of an extended or extensive nature which is
performed by teachers in addition to the regular contractual assignments. Only those
teachers identified as Effective or Highly Effective are eligible for extra work, extra pay
and leadership positions in accordance with MCL 380.1250.

23.2
Qualified applicants from the bargaining unit will have an equal opportunity to apply for
all extra work/extra pay positions.

23.3
Teachers shall not be required to accept additional responsibility during their planning
periods.

23.4
1. When possible, extra work/extra pay contract riders will be posted in the spring
and filled by the end of the current year. Should the District know of an open
rider position, it may post the position earlier than the annual spring posting.
Extra work/extra pay shall be issued annually without provision for tenure.

If any teacher holding an extra work/extra pay position is not going to be re-hired
for said position for the following school year, the Board shall notify the teacher
verbally of the reasons for removal from the extra work/extra pay position at least
thirty (30) days before the end of the school year. If requested, the reasons for
not being re-hired will be provided in writing.

2. In instances where no applicants apply for a posted position at the close of the
current school year, that position shall be re-posted the following September.
The only exception would be for those positions which begin prior to the
beginning of the school year.

3. Job descriptions of the extra pay duties, as filed in the Human Resources
Department and the Association Office, will not be altered during the life of the
rider without mutual consent of the Board and the Association. The teacher shall
read the duties and responsibilities of the related job description, attached to the
contract rider, and so indicate on the contract rider.

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23.5
The increment steps shall correspond to the number of years which the person has served
in a particular extra-pay job up to the maximum allowed. Personnel who have previously
held an extra-duty assignment shall be given credit on this schedule for the number of
years they have served in this position up to the maximum allowed. A person who holds
more than one extra-duty position shall be entitled to increments for each of those
assignments for which increments are normally given.

23.6
A person who moves from an assignment to a similar assignment of a lower rank will be
credited for the number of years’ experience at the original assignment.

23.7
Substitute teaching during the planning period, curriculum study of an extended nature,
such as summer workshops and development of curriculum guides, and other work
performed by teachers outside their regular assignments and not otherwise specifically
covered in this Agreement shall be reimbursed at the rate of sixty dollars ($60).

23.8
All approved building riders will be provided to the W-WEA Building Representative(s) by
October 1 annually.

The compensation for teachers accepting extra duty shall be established as a percent
(see attached Appendix C) of $45,000. The step on said salary schedule for the purposes
of determining compensation for teachers accepting extra duty assignments shall be
based on the number of years’ experience a teacher has obtained in directing the specific
sport or activity in the Wayne-Westland Schools; credit will also be allowed in that specific
sport or activity obtained from another school district. Teachers who have received credit
in a specific sport or activity in the past, obtained from a source other than a school district,
shall continue to receive this credit.

23.9
1. At the high school, department heads shall be appointed for the following
departments:
a. Language Arts, Communication Arts, (IMC)
b. Science
c. Mathematics
d. Social Science
e. Practical Arts (Business, Industrial Technology, Life Skills)
f. Fine Arts (Vocal Music, Instrumental Music, Art)
g. Physical Education
h. Counseling
i. World Language
j. Special Education
57
 The High School Department Heads will be compensated according to the
Department Head Classifications.

2. At the middle school, department heads shall be appointed for the following
departments:
a. Language Arts (Communication Arts, IMC, World Language)
b. Science
c. Mathematics
d. Social Studies
e. Physical Education
f. Fine Arts (Vocal Music, Instrumental Music, Art)
g. Practical Arts (Business, Industrial Technology, Life Skills)
h. Counseling
i. Special Education

The Middle School Department Heads will be compensated according to the

Department Head Classifications.

3. In Student Services, department heads may be appointed for the following:

a. Elementary Schools - All Disabilities 9%
b. Program Specialist (0-5) 9%
c. Center Programs 9%
d. OT/PT/Outreach 9%
e. Psychologists 9%
f. Social Workers 9%
g. Speech and Language 9%
h. School Nurse 9%

No release time will be provided for special education department heads.

Student Services Department Heads will be compensated at the indicated rate

of the B.A. minimum.

4. In the Career/Technical Center, there shall be three (3) Department Heads.

No release time will be provided for the three (3) Career Education Department
Heads.

The three (3) Career Education Department Heads shall be compensated at

the rate of 8% of the B.A. minimum.

5. In Instruction and Planning, Department Heads and/or Content Areas Leaders

and Grade Level Leaders may be appointed for the following:
58
 a. World Language
b. Social Science*
c. Math*
d. Language Arts*
e. Science*
f. Life Skills
g. Career Education
h. Music
i. Art
j. Physical Education
k. Business
l. Media

No release time will be provided for the Instruction and Planning Department Heads.

The Instruction and Planning Department Heads shall be compensated at the rate of 8%
of the B.A. minimum. Content Area Leaders and Grade Level Leaders shall be
compensated $6,000 annually, with the exception of Art, Life Skills, Media, Music,
Physical Education and World Language Content Leaders, who will be compensated
$3,000 annually.

There shall be one (1) 6th Grade Level Leader assigned to each Middle School and each
shall be compensated $2,000 annually.

*Note: There will be an elementary and a middle/high school Grade Level Leader or
Content Area Leader for these subjects with each receiving $6,000.

DEPARTMENT HEAD CLASSIFICATIONS

Class I
Any department teaching 50 or more sections per day or having more than 10 full time
teachers shall be classified as a Class I department and the department head shall
receive 11% of the B.A. minimum in additional compensation.

Class II
Any department teaching 25 or more sections per day or having more than 5 full time
teachers shall be classified as a Class II department head and shall receive 10% of the
B.A. minimum in additional compensation.

Class III
Any department teaching less than 25 sections per day or having less than 5 full time
teachers, shall be classified as a Class III department and the department head shall be
compensated at the rate of 9% of the B.A. minimum.

59
23.10
Prior to the institution of currently unlisted extra duty/extra pay positions the compensation
rates will be negotiated with the Association.

23.11
Compensation for assignments of a seasonal nature shall be paid in two equal
installments; one at the approximate half way point and the other upon completion of the
assignment. Specific pay dates shall be published no later than October 30th.

23.12
The staffing of middle school lunchrooms shall be no less than one (1) supervisor for
every 125 students. The high schools shall be no less than one (1) supervisor for every
150 students. Buildings with more than one (1) cafeteria will have additional supervisors
assigned as needed.

23.13
Each high school coach(es), including H.S cheerleading coaches, whose team or team
participant(s) participate in a state level tournament, sponsored by the Michigan High
School Athletic Association, will be paid 5% of their respective coaching rider for up to
three (3) weeks of such tournament activity after the first week of participation.

23.14
Each elementary building shall be allocated five hundred dollars ($500) for extra pay for
extra duty programs as determined by the building's Site-based Decision-making
Committee.

23.15
Each elementary school shall be allocated $3000, each middle school $4000, John
Glenn High School, Wayne Memorial High School, William D. Ford Career-Technical
Center $5000, and Wayne-Westland Community High School $2000 annually for
activities associated with School Improvement. Each building’s School Improvement
Team shall recommend to the Department of Instruction how its allocation shall be
spent. The Department must approve all expenditures. The monies should be spent on
such things as stipends, extra/work, extra pay activities, procuring substitute teachers to
provide released time, etc. All school improvement expenditures will be provided to the
W-WEA Building Representative(s) by November 1 annually.

ARTICLE 24
Curriculum Related Conditions
24.1
The Board shall provide for the orderly development and coordination of curriculum and
instruction. Teachers will be involved in this function by participation in a District wide
Curriculum Council. The Curriculum Council shall review and act upon all new curriculum
programs or proposed changes to existing curriculum, including courses that are officially
60
dropped and/or reinstated. The decisions of the Curriculum Council shall be the final step
in the process unless the Superintendent/Board of Education disagrees with the
recommendation. In such case, the Superintendent/Board of Education retains the right
to make the final determination.

24.2
The Curriculum Council shall meet no less than six (6) times nor more than ten (10) times
yearly. All meetings will take place after school. Teachers will be reimbursed $30.00 per
meeting. In the event the Curriculum Council cannot meet time constraints during the
normal school year, an emergency meeting(s) may be called, to allow the Curriculum
Council to act upon a new program.

24.3
At its first meeting of each school year, the Curriculum Council will establish Curriculum
Council procedures.

District Standing and Ad Hoc Committees including charges and frequency of meeting
dates will be presented for Curriculum Council review and recommendation by October
of each school year, prior to soliciting membership for such committees.

Curriculum Council will have balanced representation limited to ten (10) teachers, two (2)
W-WEA Coordinators and ten (10) administrators. Bargaining unit members shall be
selected per W-WEA procedures.

The Council will be chaired by the Executive Director of Curriculum Development, or

Designee who shall only vote in the case of a tie and is not one of the ten administrators.
A Curriculum Executive Committee composed of the Executive Director of Curriculum
Development, or Designee, the two (2) W-WEA Coordinators, and two (2) Executive
Directors from General Education shall meet on an after-school basis prior to the
Curriculum Council meetings to establish the agenda and to handle routine matters.

24.4
All new curriculum, District-wide textbooks, and proposed changes, including evaluative
criteria and timelines for implementation, must be acted upon by Curriculum Council prior
to review or adoption by the Board of Education. The process for curriculum development
and revision shall be developed by the Executive Director of Curriculum Development
and presented to Curriculum Council for review and approval.

Any project that significantly alters or modifies the current curriculum and involves at least
four (4) teachers in a building will be presented to the Curriculum Council or follow the
contract deviation process.

24.5
1. All new curriculum proposals and District-wide textbooks will contain timelines
61
 for implementation and procedures for evaluation. Any deviations from the
original approved proposal will be presented to the Curriculum Executive
Committee for review and approval.

2. Implemented programs shall be evaluated according to the criteria outlined in

the curriculum proposal. These program assessments will be presented to the
Curriculum Council for review and recommendation.

3. Programs will not be fully implemented until basic materials as prescribed in the
approved program have been obtained or are available for use.

24.6
Attendance at and involvement in area, state or national conferences and/or committees
shall be encouraged. To this end, the Board agrees to provide each building with a
teacher conference account. Attendance at conferences will follow the procedures
established in this subsection:

1. Request for attendance shall be cleared and processed through the building
administrator.

2. The reasons for attendance, supporting building, level, or departmental

objectives must be included in the request for attendance.

3. A teacher attending an approved conference or meeting shall be granted

sufficient leave time to attend without loss of compensation.
4. Travel, meals, lodging, substitute teacher costs, and registration fees, or portions
thereof, shall be deemed appropriate conference expenses.

5. The Board will make every attempt to provide substitute coverage for teachers
attending approved conferences Monday through Friday. It must be understood
the primary responsibility of the Board is the covering of classrooms in the
absence of a teacher for whatever reason.

24.7
Academic Freedom
Both the Board and the Union, recognizing the importance of seeking to inspire students
to develop respect for truth, a recognition of individual freedom, social responsibility, and
the democratic tradition and an appreciation of individual personality, are pledged to work
together to create and preserve an atmosphere which is free from censorship and artificial
restraint and in which academic freedom for the teacher is granted.

The teacher, in exercising academic freedom, shall interpret and use the writings of others
and educational research with intellectual honesty and be cognizant of the intellectual
maturity of the students and sensitive to the attitudes and beliefs of the community in
62
instructional presentations.

Teachers shall be expected to teach the Board adopted curriculum and use Board
approved teaching materials. Teachers shall also be free to choose appropriate
supplemental teaching materials INCLUSIVE of social media resources ie. Disney +,
Netflix, and other streaming services, teaching approaches and practices to achieve the
educational goals and objectives of the District. Employees assume risk relative to
violation of copyright infringement, licensing and or user agreement violations.

24.8
Freedom of individual expression will be encouraged, and fair procedures will be
developed to safeguard the legitimate interests of the schools and to exhibit by
appropriate examples the basic objectives of a democratic society.

24.9
Staff Advisory Committee
A staff advisory committee may be established in each middle and high school to assist
in formulation and implementation of education policies and practices within the
respective buildings. Membership of such committees shall be comprised of the building
principal, department heads and a W-WEA Building Representative or designee.
Meetings may be called by the building principal, who will chair the staff advisory
committee, or by a majority of the members of the committee. The building principal shall
be present at all staff advisory committee meetings and shall have the final responsibility
for establishing building policy.

It is agreed that the formulation and implementation of education policies and practices
shall be within the proper scope of the School Improvement/Site Based Decision Making
Team. When the School Improvement/Site Based Decision Making Team reaches
consensus within these areas, the above paragraph shall not apply.

24.10
The instructional class period shall be free from unnecessary interruptions.

24.11
The paraprofessional shall not prescribe instruction for children.

ARTICLE 25
Special Education
25.1
Federal, State and Intermediate County Rules, Regulations, and Guidelines

The Wayne-Westland Community Schools' Board of Education agrees to operate all

special education programs in compliance with state rules promulgated by the Michigan
Department of Education Office of Special Education Services Division, I.D.E.A. 1997 and
63
the Wayne County Regional Educational Service Agency guidelines for Act 18
reimbursement. The Wayne-Westland Community Schools' Board of Education reserves
the right to operate in deviation to such rules when such deviation is approved as
prescribed in the rules and in other state law guidelines. Current Wayne County RESA
waivers can be found at:
https://www.michigan.gov/documents/mde/MARSE_Supplemented_with_IDEA_Regs_3
795987.pdf.

25.2
The primary responsibility for meeting the hygienic needs of students will reside with
support personnel. Teachers will continue to supervise all hygienic activities and support
personnel within their classroom. Special Education teachers will continue to provide
assistance and/or support if hygienic needs arise.

25.3
The therapist/client contact time shall not exceed twenty-five (25) clock hours per week.
The Board agrees to maintain a therapist to student ratio of at least one (1) therapist for
every forty (40) students. The therapist/student ratio shall be determined based on the
guidelines outlined below:

1. In a home base situation, a caseload of children requiring an active program,

which shall normally be a half hour of service twice a week per child, will not
exceed twenty-five (25) clock hours per week.

2. A child bussed to the therapist's home base for a session shall be included in
the above twenty-five (25) clock hours on the basis of one-half hour per session.

3. For therapists traveling to another building to provide services, the twenty-five

(25) hours contact time shall include:

a. Each building visited in a given day will be counted as a contact hour. This
time may be used for travel, in-service, time spent with the child's teacher,
set up and tear down of equipment, preparation.

b. In addition, each half hour of direct service will count as one-half (1/2); a
child seen one-half hour every other week will count as a quarter (1/4) hour;
a child seen once a month for a half hour will count as one-eighth (1/8) a
contact hour.

The total of pro-rata student contacts will not exceed forty (40), but can be less than forty
(40), if the therapist has filled the twenty-five (25) contact hours.

25.4
The Board agrees to pay the annual license fee for physical therapists and occupational
64
therapists.

25.5
Any meeting called for the purpose of discussing a pupil's individualized educational
program, currently being referred to as an IEP Team (which may include Building
Principal, General Education Teacher, Case Manager/Special Education Teacher,
Paraprofessional and Ancillary Staff), IEP, Child Study Team Meeting, in which the pupil's
teacher(s)' attendance is required, either through legislative mandate or established
policy of the District, Administration will:

1. Give the teacher(s) notification at least five (5) working days prior to the meeting.
Timelines stated herein may be waived by mutual consent of all parties involved.

2. The teacher(s) shall be released from his/her class assignments through the use
of a substitute for that portion of the meeting in which s/he or the student is
directly involved.

3. Teacher(s) will be compensated at the regular hourly rate for attending any
meeting which cannot occur during the normal working day, provided such
meetings have been approved by the Special Education Department.

25.6
Special and general education teachers, upon request, will be released from their
assignments to observe new referred special and general education students.

25.7
One (1) paraprofessional will be placed at each middle school to provide support to
special education students placed in general education classrooms. Each of the
paraprofessionals may work up to six and a half (6.5) hours per school day.

25.8
Students that are placed into a general education classroom, as part of his or her IEP,
will be done so in such a manner as to affect an equal distribution of work responsibility
among the teaching staff to the greatest extend possible.

25.9
The Board agrees to provide paraprofessional support to assist all teachers as outlined
in the Wayne RESA County Plan for the Delivery of Special Education Programs and
Services.

25.10
The Board agrees to make every effort to provide qualified substitutes for special
education paraprofessionals who are absent from their duties.

65
25.11
Teachers that have knowledge that a student might require intervention to be successful
in school shall refer the child to the school’s Multi-Tiered System of Supports (MTSS)
team.

25.12
Teacher Consultant caseloads shall be developed from no more than two (2) buildings.
In the event of overloads, a Teacher Consultant may receive a third building assignment
when his/her total caseload is less than twenty-two (22), plus two (2) slots for evaluations.
In no case may a person's caseload extend beyond three (3) buildings.
Resource Program Teacher caseloads shall be developed from no more than two (2)
buildings. In the event of overloads, a Resource Program Teacher may receive a third
building assignment when his/her total caseload is less than fifteen (15), plus two (2) slots
for evaluations. In no case may a person's caseload extend beyond three (3) buildings.

25.13
Special education teachers shall not be expected to do special education bus duty unless
on a voluntary basis.

25.14
Teachers in the Early Childhood Services and Classroom Programs shall receive release
time which shall be allocated in blocks of no less than thirty (30) minutes. Any release
time remaining which amounts to less than thirty (30) minutes will be scheduled wherever
possible.

25.15
Special Services - The duties and/or responsibilities of any special education staff
member shall not be increased, or transferred to persons not covered by this Agreement
except under the following conditions:

In emergency situations, the responsibilities of the teacher consultants, nurses, physical

therapists, occupational therapists, psychologists, social workers, and speech and
language teachers may be subcontracted to person(s) outside the bargaining unit on a
temporary basis if the following conditions are met:

1. Bargaining unit members who possess the skills or qualifications to perform the
needed work cannot accept additional responsibilities.

2. The skills needed to perform the work as reasonably specified are unavailable
within the bargaining unit and cannot be obtained in a reasonable time.

3. The job has been offered and refused by appropriate bargaining unit members.

4. Referrals to outside agencies for ongoing personal therapy or counseling:

66
 referrals to outside agencies for evaluations which can be obtained at no cost to
the District; and referrals to outside agencies for evaluations and/or
recommendations for objective, neutral, third party opinions will be excluded
from the above process.

25.16
It is clearly understood that special education teachers will follow their respective building
schedule concerning lunch, preparation time, starting and ending times. For Special
Education staff assigned to multiple buildings, s/he will work with the building
administrators to determine his/her contractual work hours.

25.17
Medical Services - It is recognized that some students may require special medical or
quasi-medical services in order to receive their education. In such instances, the Wayne-
Westland Community Schools Procedures and Practices: Special Medical Procedures,
shall be adhered to prior to any implementation. Nurse Assistants (RNs, LPNs) may be
employed to assist the school nurse(s) (BSNs) in performing required special medical or
quasi-medical services including special transportation services (medically fragile bus).
Nurse assistant(s) will perform duties as assigned under the direction of a school nurse.

Whenever possible, parents of students who require special medical (or quasi-medical)
procedures shall provide for such care outside of the school setting. Should a parent feel
that such care is required at school, in order that the student be provided an equal
educational opportunity, the District will proceed with the following guidelines.

1. The parent of the student shall put his/her specific request in writing. The parent
shall also document the request with a physician's supportive statement with
detailed instructions for service.

2. The school nurse will investigate and evaluate the request utilizing input from the
professional staff (including the classroom teacher) and medical sources, and
present his/her findings to the administration.

3. The administration shall then, where appropriate, consult with the District's
consulting physician and attorney before honoring or rejecting the parent's
request for service. The District will consider the amount of time and skill the
procedure takes before making its decision.

Routine, uncomplicated intermittent catheterization, postural drainage and

intermittent ostomy type apparatus care probably would not require the District
to consult either with its physician or attorney before making a decision.
Gastrostomy feeding, nasogastric feedings, tracheotomy suctioning and care,
oxygen, continuous ambulatory peritoneal dialysis, and other procedures
definitely will require such consultation before a decision is reached.
67
 4. Should the District honor the parent's request for service, it may, at its option,
require the parent to provide professional in-service to its appropriate staff
members.

5. The District's commitment to provide such service, once implemented, is always

open to re-evaluation should unforeseen problems arise.

6. Professional staff members may appeal any decisions reached through this
process to the Senior Executive Director of Special Education.

7. Should a student require medical or quasi-medical procedures pursuant to this

provision, the individual responsible for administering or providing said
procedure will be designated/incorporated in the student’s healthcare plan. This
person/persons shall be properly in-serviced as to the procedure involved. If
there is any disagreement as to who should administer this procedure, the final
decision would be made by the Superintendent of Schools or his/her designee.

25.18
Teachers shall not be responsible for the entry of student data on computers for student
registration.

25.19
Ancillary staff, including School Social Workers, School Psychologists, Speech
Pathologists, Occupational Therapists, Physical Therapists and Nurses, shall have a
placement meeting occur annually, no later than May 1st.

Social Workers
The number of school social worker positions in the District shall be based on the following
formulas: excluding center programs, there shall be one (1) school social worker for each
1750 students enrolled in K-12. If this ratio increases in excess of ten percent (10%), an
additional part-time social worker shall be provided no later than four (4) weeks
subsequent to determination of said overload.

School Psychologists
The number of school psychologists in the District shall be based on the following
formulas: excluding center programs, there shall be one school psychologist for each
1750 students enrolled in K-12. If this ratio increases in excess of ten percent (10%), an
additional part-time school psychologist shall be provided no later than four (4) weeks
subsequent to determination of said overload.

25.20
Speech Pathologists
Individual teacher caseloads shall not exceed sixty (60) different persons and shall be
68
adjusted based upon the severity and multiplicity of the students' handicaps. Full time
teachers of Speech and Language Impaired students using VOCA devices will have a
maximum caseload as established by the WCRESA - Minimum Criteria for Act 18 (Two
Mill) Reimbursement Criteria. Adjustments in caseload shall be made following Fourth
Friday.

Speech Pathologist caseloads shall be developed from not more than three (3) buildings.
In the event of overloads, a fourth building may be assigned. In no case may a teacher's
caseload extend beyond four (4) buildings.

25.21
The student’s educational placement will follow the IEP process.

25.22
1.The District shall publish and make available to every general education classroom
teacher the rights and responsibilities of members of the IEP as outlined in the
Michigan Administrative Rules for Special Education (MARSE).

2.Special Education personnel will in-service any teacher or staff on his/her rights and
responsibilities as a member of the IEP, if requested to do so.

3.The Teacher Consultant from the self-contained student's home based school will
observe and monitor his/her progress in the self-contained setting and will
participate in any IEP of that student.

25.23
Student time in the Resource Program shall be determined by the student's IEP; and
should be coordinated by the student’s case manager and classroom teacher.
Implementation of the student's IEP shall be decided by the Resource Program teacher,
in conjunction with the classroom teacher.

25.24
In accordance with Article 20.2 of the Agreement, the District agrees to provide a
substitute teacher when a Resource Room teacher and/or Teacher Consultant reports
that s/he is unable to report to work.

25.25
The District shall provide substitutes in each school building in order to release the
classroom teacher to participate in the student’s IEP and meetings related to helping the
student succeed.

25.26
1.The Special Education Department shall likewise provide specific in-service and
consultation to the general education classroom teacher on a particular student,
69
 when requested to do so.

2.The parties agree that casual conversations or general handouts do not constitute
in-service/training.

25.27
The parties agree that additional materials and supplies may be necessary to the general
education classroom teacher who instructs students formerly identified as self-contained
and potentially identifiable special education students. Teacher in need of these materials
and supplies shall make a request for an additional allocation of monies from the Special
Education Department for this purpose.

ARTICLE 26
Lengthened and Extended School Year
26.1
Bargaining unit member participation in the lengthened or extended school year for
eligible ASD, SCI or SXI students shall be voluntary.

July 4 of each year shall be a paid holiday. Seniority credit for these teachers will be a
maximum of 181 days per year.

Summer staffing will be determined by student enrollment.

26.2
The student instructional day will be four (4) hours and fifteen (15) minutes, and will begin
by 9:15 a.m.

In addition to the student instructional day, the teacher work day shall include a daily block
of fifteen (15) minutes immediately preceding the student instructional day and a daily
block for unassigned preparation of thirty (30) minutes immediately following the student
instructional day.

26.3
Full-time employment is defined as working the full five (5) hour work day, each scheduled
day of the lengthened or extended school year.

Each teacher working full-time in lengthened or extended school year shall be allowed a
minimum of two weeks’ unpaid vacation. Except for extenuating circumstances, vacation
time must be scheduled in one (1) week blocks.

Teachers shall have preference for vacation schedules in descending order of seniority.

Each teacher must submit his/her vacation requests by May 15 of each year. Requests
received after May 15 shall be reviewed after all timely submitted requests have been
70
filled.

26.4
The Board agrees to provide electric fans in an effort to maintain proper ventilation.

26.5
If temperatures in the classroom become excessive, classes may be dismissed upon
authorization of Administration, with no loss of pay or charge to one's sick leave or
personal business bank.

26.6
Teachers who work during the summer program on a full-time basis shall receive two (2)
additional sick leave days. Teachers who work in the program on a part-time basis,
except as a substitute, shall receive a proration of the two (2) additional days based on
their part time schedules.

26.7
Teachers shall be paid biweekly at 85% (.85) of their daily rate. The teacher's daily rate
shall be calculated upon their base salary plus credit hours divided by 181 (Teacher's
salary + credit hours divided by 181 x 0.85).

26.8
The following procedures shall be used and shall take precedence in filling lengthened
and extended school year positions:

1.The District's Human Resources Department shall post lengthened and extended
school year positions for at least five (5) working days.

2.In the filling of lengthened and extended school year positions, the District shall give
preference to those teachers and auxiliary staff in the program for students eligible
as ASD, SCI or SXI during the normal school year.

3.Positions in the lengthened or extended school year not filled by teachers and
auxiliary staff in the program for students eligible as ASD, SCI or SXI shall then be
filled from other bargaining unit applicants in accordance with Teacher Placement
Administrative Guidelines.

ARTICLE 27
Staff Deployment for School Closings
27.1
Each time the District closes a school(s), unique staffing situations arise. Administration
and the WWEA agree to meet to work out the staffing relocation arrangements.

71
 ARTICLE 28
Seniority
28.1
The District shall credit seniority based on the employee’s date of hire into the W-WEA
bargaining units. Each teacher and administrator will receive a year of seniority credit for
each year worked (prorated for part-time employees).

28.2
In the circumstances of more than one individual teacher and/or administrator beginning
employment on the same date, all individuals so affected will participate in a drawing by
lot to determine position on the seniority list. The Human Resources Office will notify the
Association of the date, place and time of the drawing.

28.3
1. The seniority list shall be published on the District website by November of each
school year. Revisions and updates of the seniority list shall be published by
May 1 of each school year. A copy of the seniority list and subsequent revisions
and updates shall be forwarded to the W-WEA.

2. The "beginning date of employment" shall reflect the first day on the job as a
regular contracted teacher.

A part-time teacher shall be placed at the beginning of appropriate seniority

grouping when said part-time teacher's seniority ranking is adjusted pro-rata.

The following calculations will be used when pro-rating a part-time teacher’s

seniority:
 0.8 FTE shall be reduced by 2 months and 12 days
 0.7 FTE shall be reduced by 3 months and 18 days
 0.6 FTE shall be reduced by 4 months and 24 days
 0.5 FTE shall be reduced by 6 months
 0.4 FTE shall be reduced by 7 months and 6 days
 0.3 FTE shall be reduced by 8 months and 12 days
 0.2 FTE shall be reduced by 9 months and 18 days

A teacher who is part-time shall accrue seniority while on leave on a pro-rata

basis during the period of the leave. A part-time teacher taking a leave should
not accumulate more seniority while on leave than s/he would if s/he continued
to work part time during the same period.

72
28.4
1. Teachers shall accumulate up to one (1) year of additional seniority for unpaid
medical, parental and general purpose leaves.
2. Teachers returning from said leave must work a full calendar year before
receiving an additional one (1) year of seniority for any future unpaid medical,
parental or general purpose leaves.

28.5
A laid off teacher who is recalled and goes on a medical, parental, or general purpose
leave or a teacher on such leave who is laid off shall receive no more than one (1) full
year's seniority credit for the leave and the layoff.

28.6
Seniority shall be defined as days or fraction of days of in-district service, which are
uninterrupted by resignation or discharge.

28.7
Administrators who wish to be assigned a position in the bargaining unit must notify the
Human Resources Department, with a copy to the Association, in writing by April 1 of
each school year. Those who notify the Human Resources Department and the
Association of this intent after April 1 will be placed at the bottom of the seniority list for
assignment.

ARTICLE 29
Reserved

ARTICLE 30
Reserved

ARTICLE 31
Certification
31.1
Eligibility for placement into or recall to a position, in addition to seniority rights, shall be
determined by the valid state teaching certificate(s), endorsement(s), MDE requirements,
or license(s) held by the employee.

All adaptive physical education teachers and high school teachers assigned full-time
physical education schedules shall possess, and keep current, certification in CPR, First
Aid, and life guarding/lifesaving.

31.2
Exclusion of Tenure in position
A bargaining unit member, who has not previously attained tenure, under the Michigan
73
Teacher's Tenure Act in a position other than as a classroom teacher, shall not be
deemed to have tenure in such position by virtue of this contract or any individual contract
for such non-classroom position, but shall be deemed to have continuing tenure as an
active classroom teacher.

31.3
When a teacher is displaced from a position for any reason after the commencement of
the school year or recalled to a position after the beginning of the school year, s/he shall
receive a minimum of one (1) day released time in order to prepare for his/her assignment.
Under extenuating circumstances additional time may be granted.

For purpose of clarification:

● Should an elementary teacher change grade level any time after the beginning of
the school year, this article will apply.
● Should an elementary teacher go to a single grade level from a split that reflects the
minority of the split, this article will apply.
● Should an elementary teacher go from a single grade level to a split in which the
majority of the split is different from this previous assignment this article will apply.
● At the middle or high school level, should a majority (.6) of a teacher's full time
assignment change, this article will apply.
● In special education, if a teacher moves from one eligibility area to another, this
article will apply. (Example: SCI to Cross Categorical)

ARTICLE 32
Reserved

ARTICLE 33
Negotiation Procedures
33.1
At least 150 calendar days prior to the expiration of this Agreement, the parties will
likewise open negotiations for a new Agreement covering wages, hours, terms and
conditions of employment of the bargaining unit.

33.2
Neither party in any negotiations shall have any control over the selection of the
negotiating or bargaining representatives of the other party. The parties mutually pledge
that their representatives will be cloaked with all necessary power and authority to make
proposals, consider proposals, and make concessions in the course of negotiations. Both
parties agree to submit the final Agreement for ratification to their appropriate governing
bodies on the same calendar date. After ratification by both parties their representatives
shall attach their signatures to the ratified Agreement within 24 hours of ratification.

74
33.3
There shall be three (3) signed copies for purposes of record: One (1) retained by the
Board, one (1) by the Association, and one (1) by the Superintendent.

33.4
Should the state or federal governments pass energy legislation directly affecting the
School District or should the Board contemplate the implementation of any year round
school program, the Board agrees to negotiate mutually agreeable amendments to
provisions of this Agreement prior to adoption and/or implementation of any such
program.

33.5
Addition of certified and/or licensed positions not listed in Article I of this Agreement shall
be negotiated with the Association prior to their posting and implementation.

33.6
The parties agree to establish meetings in order to review the collective bargaining
agreement and to keep it updated, where needed. If changes are agreed upon, the
parties will amend the contract in accordance with each parties' internal procedures.

ARTICLE 34
Miscellaneous Provisions
34.1
This Agreement shall supersede any rules, regulations or practices of the Board which
shall be contrary to or inconsistent with its terms. It shall likewise supersede any contrary
or inconsistent term contained in any individual teacher contracts heretofore in effect. All
individual teacher contracts shall be made expressly subject to the terms of this
Agreement. The provisions of this Agreement shall be incorporated into and be
considered part of the established Board policies.

34.2
This entire agreement or specific provisions of this agreement may be rejected, modified
or terminated by an emergency manager under conditions provided in the Local
Government and School District Fiscal Accountability Act, 2011 PA 4.

34.3
If any provisions of this Agreement or any application of the Agreement to any teacher or
group of teachers shall be found contrary to law, then such provision or application shall
not be deemed valid and subsisting except to the extent permitted by law, but all other
provisions and applications shall be continued in full force and effect.

34.4
The parties agree that they shall in no way discriminate against employees because of
their race, color, religious creed, sex, marital status, national origin or ancestry.
75
The Board is and will continue to be non-discriminatory in its treatment of all persons in
its employment.

34.5
All applicable conditions and benefits contained herein shall be provided to and for part
time teachers in the same manner and/or at the same levels as for full time teachers
except as specifically limited in other provisions of this Agreement.

ARTICLE 35
School Improvement Planning/Site Based Decision Making
35.1
It is hereby agreed by and between the undersigned parties that with respect to the
responsibility contained in P.A. 25 of 1990 (MCL 380.1277) to adopt and implement a 3
to 5 year school improvement plan and continuing school improvement process for each
school within the school district, they acknowledge and recognize that the terms of the
collective bargaining agreement between them govern as to the wages, hours and terms
and conditions of employment of teachers addressed therein and that those terms shall
not be altered or modified through the school improvement process, except by mutual
agreement of the undersigned Board of Education and Association, executed in writing.

1.School Improvement Planning/Site Based Decision Making is a collaborative

process which seeks to improve both the quality of education and the quality of
work life within the school.

2.As a necessary part of School Improvement Planning/Site Based Decision Making,

each school may have a staff team. The Team may be composed of the entire
staff or elected representative(s), volunteers and administrator(s).

3.Participation on the team is voluntary.

4.Decisions of the Team will be made by consensus. Consensus is not defined as a

"rule of the majority". If a minority exists that cannot consent to what is proposed,
then consensus has not been reached. It would be expected that discussion and
clarification would continue on both sides until consensus is reached, or until it
becomes clear that no agreement is possible.

5.Team recommendations must be approved by at least 75% of the staff before

implementation (unless the entire staff is on the Team).

6. In the absence of Team consensus decisions, buildings will operate in accordance

with the collective bargaining agreement, administrative practices,
rules/regulations and Board Policies.

76
7.Components of School Improvement Planning/Site Based Decision Making shall
include:
a. Developing a mission statement
b. Conducting a needs assessment
c. Developing need-based programs
d. Developing goals based on outcomes for all students
e. Developing curriculum based upon the goals
f. Program evaluation processes
g. Staff development needs
h. School climate

8.Approved team decisions may differ from and/or expand upon; but may not be in
conflict with the District School Improvement Plan.

9. Approved team decisions which deviate from Board policy and/or rules and
regulations, must be approved by the Board or its designee.

10. Approved team decisions which deviate from the collective bargaining agreements
must be approved by the parties.

11. Efforts will be made for building teams to meet within the contractual day.

77
 2022-2023 WWCS Staff Calendar

July January
1-6 Winter Recess
11 Records Day HS PM
12 Records Day MS/HS PM
13 Records Day K-12 PM
End of Marking Period 2/Semester 1 MS/HS
16 Martin Luther King, Jr. Day- No School
18 Grades Due MS/HS

August February
16-23 Counselor Workdays HS 20-24 Mid-Winter Recess
17-23 Counselor Workdays MS
22-23 New Teacher Orientation
24-25 District Professional Development K-12
26 Teacher Planning K-12
29 1st Day of Classes
Teacher Planning K-5 PM

September March
2-5 Labor Day Recess 9 Kindergarten Kickstart
28 District Professional Development K-12 Records Day K-5 PM
10 End of Trimester 2 K-5
14 Grades Due K-5
27-31 Spring Recess

October April
11 Conferences MS 5-8 pm 5 Records Day MS PM
12 Conferences MS 3:10-6:10 6 End of Marking Period 3 MS/HS
Conferences HS/CTE 5-8 pm 7 No School
13 Conferences HS/CTE 2:30-5:30 pm 12 Grades Due MS/HS
28 Records Day MS PM 12 Testing SAT/PSAT HS
End of Marking Period 1 MS/HS 13 Testing WorkKeys/PSAT HS
31 Teacher Planning K-5 PM

November May
1 Grades Due MS/HS 3 District Professional Development K-12 PM
8 District Professional Development K-12 26 Teacher Planning K-12 PM
23 District Professional Development K-12 PM 29 Memorial Day - No School
End of Trimester 1 K-5
24-25 Thanksgiving Recess
30 Grades Due K-5

December June
6 Conferences K-5 PM 7 Records Day HS PM
8 Conferences K-5 PM 8 Records Day K-12 PM
5-9 Evening Conferences (2) K-5 9 Records Day K-12 PM
26-31 Winter Recess End of Trimester 3 K-5
End of Marking Period 4/Semester 2 MS/HS
Grades Due K-12
Last Day of School
12 Counselor Workday HS
12-13 Counselor Workdays MS
 2023-2024 WWCS Staff Calendar

July January
1-5 Winter Recess
10 Records Day HS PM
11 Records Day MS/HS PM
12 Records Day K-12 PM
End of Marking Period 2/Semester 1 MS/HS
15 Martin Luther King, Jr. Day - No School
17 Grades Due MS/HS

August February
16-23 Counselor Workdays HS 19-23 Mid-Winter Recess
17-23 Counselor Workdays MS
22-23 New Teacher Orientation
24-25 District Professional Development K-12
28 Teacher Planning K-12
29 1st Day of Classes
Teacher Planning K-5 PM

September March
1-4 Labor Day Recess
27 District Professional Development K-12 14 Kindergarten Kickstart
Records Day K-5 PM
15 End of Trimester 2 K-5
19 Grades Due K-5
25-29 Spring Recess

October April
10 Conferences MS 5-8 pm 5 Records Day MS PM
11 Conferences MS 3:10-6:10 pm End of Marking Period 3 MS/HS
Conferences HS/CTE 5-8 pm 9 Grades Due MS/HS
12 Conferences HS/CTE 2:30-5:30 pm
27 Records Day MS PM
End of Marking Period 1 MS/HS
31 Teacher Planning K-5 PM
Grades Due MS/HS

November May
7 District Professional Development K-12 1 District Professional Development K-12 PM
22 District Professional Development K-12 PM 24 Teacher Planning K-12 PM
End of Trimester 1 K-5 27 Memorial Day - No School
23-24 Thanksgiving Recess
29 Grades Due K-5

December June
5 Conferences K-5 PM 5 Records Day HS PM
7 Conferences K-5 PM 6 Records Day K-12 PM
4-8 Evening conferences (2) K-5 7 Records Day K-12 PM
25-31 Winter Recess End of Trimester 3 K-5
End of Marking Period 4/Semester 2 MS/HS
All Grades Due
Last Day of School
10 Counselor Workday MS/HS
11 Counselor Workdays MS
 APPENDIX B
The below articles apply fully to all members of the Association whose employment with
the District is not regulated by 1937 (Ex Sess) PA 4, MCL 38.71 to 38.191.

Should future legislative action, court decision, or voter initiative make bargaining of the
below articles permissible for members of the Association whose employment with the
District is regulated by 1937 (Ex Sess) PA 4, MCL 38.71 to 38.191, the Association may
make a demand to bargain the subject matters of this Appendix. The District shall
promptly respond to the demand to bargain and bargain in good faith these matters in a
manner consistent with the spirit of the law.

Article 2.13 (b)

No member shall be disciplined or discharged by the Board for arbitrary or capricious
reasons, with the exception of the termination or non-renewal of a probationary member.

Article 7.4 (b)

All members shall be given written notice of their assignments for the forthcoming year
no later than the second Monday in June.

1. If a member’s assignment for the forthcoming school year represents a change

in the assignment currently held by the member, such reassignment will only be
made upon prior consultation with the affected member, when possible, and only
for reasonable and just cause.

2. In the event that changes in a building assignment are made after the June date,
such changes shall be considered as involuntary transfers and shall be governed
by Article 8.5 (b) as herein provided.

3. In the event that changes in a member’s June assignment as to grade level or

department or, in cases of Special Education personnel, assignment within a
department and/or building are made after the June date, such changes shall be
considered an involuntary transfer and shall be governed by Article 8.4.

4. In the event the number of sections in a grade level(s) within an elementary

building decrease, the affected members may change grade levels on a
voluntary basis. If a voluntary reassignment cannot be reached, the affected
member(s) in the reduced grade level(s) shall have preference to remain in
his/her current grade level(s) in descending order of seniority except for just
cause.

5. In cases of changes described above members shall be promptly notified, and

when possible, consulted in advance of any change.

80
Article 8.1 (b)
Positions in the bargaining unit will be filled on the basis of experience, competency,
qualifications of the applicant, and length of service in the district. For a member to be
qualified to transfer to another position, s/he must be properly endorsed for the position;
must be highly qualified for the position in accordance with the No Child Left Behind
(NCLB) Act of 2001; and must meet North Central Accreditation (NCA) requirements for
the position. When experience, competency, and qualifications are substantially equal,
the applicant with greater seniority shall be given preference.

Article 8.3 (b)

All applicants applying for internal postings will fill out the required W-WEA Internal
Posting Application Form indicating their specific areas of interest. The applicants will be
listed in seniority order and notified in turn of all vacancies in their area(s) of interest at
the time of their notification. The vacancies will be filled in accordance with Article 8.1
criteria. As members transfer via the posting, the resultant vacancies will be added to the
vacancy list. Acceptance of an offered position will eliminate the applicant from any
further consideration for vacancies occurring during that specific posting.
Once this process is exhausted for each posting, the resultant vacancies will be filled by
displaced members, placing members returning from leaves of absences, recalling laid
off members, and hiring new members.

All members accepting transfers to vacancies must work in that position for at least one
school year before they will be eligible for another voluntary transfer. Members will not
be prohibited, however, from applying for counseling, co-op coordinator, social worker,
psychologist, or learning consultant vacancies.

Article 8.5 (b)

When involuntary transfers are effected for a necessary reduction in staff allocation, such
transfers will be made on the basis of years of service in the district; that member in the
affected building having the lowest seniority and applicable certification being transferred
first.

Article 8.6
Members accepting a posted position will sign a letter of acceptance.

Article 15.3 (b)

No member shall be disciplined, reprimanded, reduced in rank or compensation or
deprived of any professional advantage without just cause, except for the termination,
non-renewal, or evaluation of a probationary member. Any such discipline or reduction
in rank, compensation or advantage, including adverse evaluation of member
performance asserted by the Board or representative thereof shall be subject to the
professional grievance procedure hereinafter set forth, except for the termination, non-
renewal, or evaluation of a probationary member. All information forming the basis for
disciplinary action will be made available in writing to the member and the Association
81
unless the member specifies in writing that the Association shall not be notified. The
Association will use its best efforts to correct breaches of professional behavior by any
member and, in appropriate cases, may institute proceeding against the offending
member and so notify the superintendent.

Article 29.1 (b)

The word "layoff" shall mean a necessary reduction in the working force due to a decrease
of work or lack of funds.

1. No member shall be laid off pursuant to a necessary reduction in the working

force unless said member shall have been notified of said layoff at least thirty
(30) days prior to the end of the current school year.

2. For purposes of implementing this subsection, it is agreed that June 30

constitutes the end of a school year. Members to be laid off must be notified by
June 1 of that year.

3. Members must have on file in the Human Resources Office, by April 1, a verifying
letter of actual certification specifying any additional endorsements/certification
they have obtained to be eligible for the use of that certification for
layoff/placement.

4. Members must have on file in the Human Resources Office, by April 1 a letter or
form specifying the area(s) they possess at least 18 hours in a subject field in
accordance with Article 31.1

Article 29.3 (b)

Staff Placement
Beginning with the first name on the seniority list, each individual member will be assigned
in accordance with the following priority:
1. Current assignment, if not available, then--

2. Different assignment in the same department; if not available, then--

3. Different assignment in a different department; if not available, then--

4. Placement into another assignment for which certified; if not available,

5. If no vacancy remains for which the member is certified in any building; the
member will be laid off. Notification of layoff will be forwarded to the member
with copies to the W-WEA.
For the purposes of this subsection, the following listing of departments shall be
department designations:
82
 Speech and Language
OT (Occupational Therapist)
PT (Physical Therapist)
Nurses
Psychologists
Social Workers
Counselors

Article 30.1 (b)

Recall
Laid off members have recall rights for six (6) years and shall be recalled to the first
vacancy for which they are certified in reverse order of layoff. All laid off members shall
be recalled immediately upon the resolution of any crisis which may have precipitated the
reduction in staff.

A laid off member shall be considered laid off until s/he is reinstated in the district. Refusal
of an offer from the Board of a position for which s/he is certified, or failure to respond
within fifteen (15) days of its receipt to a written offer of a position made by the Board
shall be cause for termination.

Notification of a recall shall be in writing with a copy to the W-WEA. The notification shall
be sent by certified mail to the member’s last known address.

Recalled members shall be entitled to all sickness and leave benefits as provided herein.
Utilization of such benefits or an existing necessity for utilization of such benefits shall not
be considered proper reason for failure to recall or reinstate.

Laid off members are obligated to keep the District updated on their current address and
phone number.

32.1
The Board agrees to consult with the W-WEA in the design and content of Special
Projects programs as well as negotiate the working conditions, job descriptions, wages,
and fringe benefits of Special Project positions.

83
 APPENDIX C
CONTRACT RIDERS

EXTRA CURRICULAR
*Will denote positions that will be capped
HIGH SCHOOL

Accompanist – Vocal Music 4

*Assistant Athletic Coordinator 8
Band Assistant 6
*Cafeteria Supervisor 7
Choreographer for Musicals 2
Chorus Director for Musicals 3
Dance Director 4
DECA 7
Dramatics (per production) 5.5
*Emergency Duty Medication 2
eSports Advisor 2
Ethics Bowl 5
Film Production (@ CTE Secondary) 8
*Fitness Center Supervisor 7.5
*Ford Tech Honor Society 3
*Freshman Class Sponsor 3.5
HOSA Coordinator 3
Instrumental Programs 7
*Junior Class Sponsor 4.5
Marching Band 10.5
Marching Band Guard 6
Minority Union 5
Musical/Operetta 8.5
National Honor Society 5
Newspaper 8
Percussion 6
Photographer 4
Pit Orchestra Director for Musicals 3
Robotics 2
School Technology Leader 8
Set & Stage Manager 5
*Senior Class Sponsor 5
*Sophomore Class Sponsor 4
STEP Sponsor 4
Student Council/Senate 10
84
 Summer Band Camp 2.5
*Sunshine & Rainbows Preschool Director 15
VICA Coordinator 3
Vocal Music Programs 7
Wardrobe Manager 4
Weightlifting 7.5
Yearbook 7

CADRE Single $25.00 Double $50.00

MIDDLE SCHOOL

*Athletic Director 10
Bowling Club Sponsor $1,000
*Cafeteria Supervisor 7
Dramatics (per production) 3.5
*Emergency Duty Medication 2
eSports (2023-2024) Implementation
Golf Club Sponsor $1,000
Instrumental Programs 5
Math Olympics 2
National Honor Society 5
National History Day 2
Newspaper 4.5
Pep Club 5.5
Photographer 2
Science Fair 2
School Technology Leader 7
Set & Stage Manager 3.5
*Student Council 5
Vocal Music Programs 5
Wardrobe Manager 3.5
Yearbook 4

ELEMENTARY

5th Grade Camp (Two for the District) 5

*Cafeteria Supervisor 7
*Emergency Duty Medication 2
eSports (2023-2024) Implementation
Music Rider (6 afterschool concerts) 3
Newspaper 2
Safety Patrol Sponsor 7
85
 School Technology Leader 6
Service Squad Sponsor 7
Student Council 4
Video Announcements 6
Yearbook 2

EXTRA CURRICULAR – ATHLETICS

HIGH SCHOOL

Coaches: Head Varsity PERCENT

Baseball 10
Basketball 10
Bowling 8
Competitive Cheerleading (Head Coach) 6
Cross Country 7
Football 12.5
Golf 6
Sideline Cheer 3 (1 season)
Soccer 8
Softball 10
Swimming 10
Tennis 6
Track 8
Volleyball 12.5
Weightlifting 12.5
Wrestling 12.5

Coaches: Assistant or J.V.

Baseball Head J.V. 6
Basketball Head J.V. 8.5
Bowling Assistant (Based on numbers) 5
Cheerleading Assistant 2 (1 season)
Competitive Cheerleading (Asst Coach) 4
Football Assistant J.V. 7.5
Football Assistant V. 8.25
Football Head J.V. 9.5
Soccer 6
Softball Head J.V. 6
Swimming Assistant 8
Track Assistant 6
Volleyball Head J.V. 9.5
Wrestling Assistant 7.5
86
NINTH GRADE COACHES
Basketball 7
Cheerleaders 2 (2 seasons)
Football (Assistant) 6
Football (Head) 8
Volleyball 8
Soccer 5

MIDDLE SCHOOL
Coaches: Varsity Assistant or J.V.
Basketball 6 5.25
Soccer 5 4.5
Swimming 5 4.5
Track 5 4.5
Volleyball 5 4.5
Wrestling 6 5

DISTRICT-WIDE
**Mentor Teacher 5*
**Special Education Mentor Teacher 1 per Mentee, capped at 5*

**A Mentor Teacher assigned more than seven (7) first year Mentees shall receive an additional
2%.

Add Cheerleading to Article 23.13

Dual athletic riders occurring during the same season must be approved by the Building Athletic
Director AND Building Principal. Assistant Athletic Coordinators/Directors are not eligible to
coach.

Deviations from building specific rider positions must be mutually agreed upon by the Building
Administrator and WWEA Building Representative(s).

$45,000 will follow the same step index scale as listed in the 2020-2021 schedule

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 2022-2023 School Year
Contract Rider Salary Schedule

Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8+

$45,000.00 $47,934.00 $50,210.00 $52,596.00 $55,094.00 $57,711.00 $60,452.00 $63,324.00

Percent 0 yrs Exp 1 yr Exp 2 yrs Exp 3 yrs Exp 4 yrs Exp 5 yrs Exp 6 yrs Exp 7+ yrs Exp

2.00% $900.00 $958.68 $1,004.20 $1,051.92 $1,101.88 $1,154.22 $1,209.04 $1,266.48

2.50% $1,125.00 $1,198.35 $1,255.25 $1,314.90 $1,377.35 $1,442.78 $1,511.30 $1,583.10

3.00% $1,350.00 $1,438.02 $1,506.30 $1,577.88 $1,652.82 $1,731.33 $1,813.56 $1,899.72

3.50% $1,575.00 $1,677.69 $1,757.35 $1,840.86 $1,928.29 $2,019.89 $2,115.82 $2,216.34

4.00% $1,800.00 $1,917.36 $2,008.40 $2,103.84 $2,203.76 $2,308.44 $2,418.08 $2,532.96

4.25% $1,912.50 $2,037.20 $2,133.93 $2,235.33 $2,341.50 $2,452.72 $2,569.21 $2,691.27

4.50% $2,025.00 $2,157.03 $2,259.45 $2,366.82 $2,479.23 $2,597.00 $2,720.34 $2,849.58

5.00% $2,250.00 $2,396.70 $2,510.50 $2,629.80 $2,754.70 $2,885.55 $3,022.60 $3,166.20

5.25% $2,362.50 $2,516.54 $2,636.03 $2,761.29 $2,892.44 $3,029.83 $3,173.73 $3,324.51

5.50% $2,475.00 $2,636.37 $2,761.55 $2,892.78 $3,030.17 $3,174.11 $3,324.86 $3,482.82

6.00% $2,700.00 $2,876.04 $3,012.60 $3,155.76 $3,305.64 $3,462.66 $3,627.12 $3,799.44

6.50% $2,925.00 $3,115.71 $3,263.65 $3,418.74 $3,581.11 $3,751.22 $3,929.38 $4,116.06

7.00% $3,150.00 $3,355.38 $3,514.70 $3,681.72 $3,856.58 $4,039.77 $4,231.64 $4,432.68

7.50% $3,375.00 $3,595.05 $3,765.75 $3,944.70 $4,132.05 $4,328.33 $4,533.90 $4,749.30

8.00% $3,600.00 $3,834.72 $4,016.80 $4,207.68 $4,407.52 $4,616.88 $4,836.16 $5,065.92

8.25% $3,712.50 $3,954.56 $4,142.33 $4,339.17 $4,545.26 $4,761.16 $4,987.29 $5,224.23

8.50% $3,825.00 $4,074.39 $4,267.85 $4,470.66 $4,682.99 $4,905.44 $5,138.42 $5,382.54

9.00% $4,050.00 $4,314.06 $4,518.90 $4,733.64 $4,958.46 $5,193.99 $5,440.68 $5,699.16

9.50% $4,275.00 $4,553.73 $4,769.95 $4,996.62 $5,233.93 $5,482.55 $5,742.94 $6,015.78

10.00% $4,500.00 $4,793.40 $5,021.00 $5,259.60 $5,509.40 $5,771.10 $6,045.20 $6,332.40

10.50% $4,725.00 $5,033.07 $5,272.05 $5,522.58 $5,784.87 $6,059.66 $6,347.46 $6,649.02

11.00% $4,950.00 $5,272.74 $5,523.10 $5,785.56 $6,060.34 $6,348.21 $6,649.72 $6,965.64

12.50% $5,625.00 $5,991.75 $6,276.25 $6,574.50 $6,886.75 $7,213.88 $7,556.50 $7,915.50

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Department Heads Cadre
Class I (50+) $4,950.00 Single Event $25.00
Class II (25+) $4,500.00 Double Event $50.00
Class III (<25) $4,050.00
Teacher Hourly Rate $60.00
Retirement 46.81%
Middle School Golf and Bowling $1,000 FICA 7.65%

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