COLLECTIVE BARGAINING AGREEMENT

between

BOARD OF SCHOOL TRUSTEES OF THE

SCHOOL TOWN OF MUNSTER

and

MUNSTER TEACHERS ASSOCIATION

for

July 1, 2021

through

June 30, 2023

TABLE OF CONTENTS

Paragraph Page

1. Agreement 3

2. Leaves of Absence 4

3. Insurance 7

4. Retirement and Severance Benefits 9

5. Compensation Plan 11

6. Additional Salary Provisions 13

7. Grievance Procedure 15

8. Severability and Entire Agreement 18

APPENDICES

A Addenda Positions 20

B Grievance Report Form 25

C Flex Time Record 26

COLLECTIVE BARGAINING AGREEMENT

Paragraph One: AGREEMENT

A. Agreement

This Agreement entered into on July 1, 2021, is by and between the Board of School Trustees of the School Town of

Munster, Lake County, Indiana, (hereinafter referred to as the "Board of School Trustees") and the Munster Teachers

Association, an affiliate of the Indiana State Teachers Association and the National Education Association (hereinafter

referred to as the "Association").

B. Term

This contract will remain in effect through June 30, 2023. Negotiations will begin as of September 15, 2023.

C. Recognition

The Board of School Trustees of the School Town of Munster hereby recognizes the Munster Teachers Association

as the exclusive representative of the following bargaining unit, to wit: All certificated employees of the School Town

of Munster as that term is defined in, IC 20-29-2-4, except for the Superintendent, Assistant Superintendents, Director

of Financial Operations, Director of Exceptional Needs, Principals, Assistant Principals, Director of Technology,

Director of Support Services, Athletic Director, Auditorium Director and School Psychologist.

In the event that a new position is created by the Board, representatives of the Board of School Trustees and

Association shall meet to attempt to agree upon the unit status of such position. If the parties cannot agree on the

unit status, either party to this Agreement may submit the issue for unit determination and/or clarification to the Indiana

Education Employment Relations Board for resolution.

The rights and privileges of the Association and its representatives as set forth in this Agreement shall not be granted

to other "school employee organizations" as that term is defined in IC 20-29-5-1, 2, 3, et.seq.

D. Definitions

1. Association

Shall mean the Munster Teachers Association, an affiliate of the Indiana State Teachers Association and

the National Education Association, acting by and through its duly authorized representatives.

2. School Corporation

Shall mean the School Town of Munster

3. Basic Compensation

Shall mean the salary which a teacher has contracted to receive for all or a portion of the school year. Said

basic compensation shall not include any monies paid as a stipend or paid for an addendum position.

4. Daily Rate

Shall be calculated by dividing a teacher’s basic compensation by the number of days indicated on line two

(2) of the teacher’s Indiana regular teacher contract.

5. Hourly Rate

Shall be calculated by dividing a teacher’s daily rate by the hours indicated on line three of the teacher’s

Indiana regular teacher contract.

6. Benefit

A benefit, other than direct salary or compensation, received by a school employee from a school employer,

including but not limited to health insurance, retirement plans, and paid time off.

7. Joint Benefits Committee

The Joint Benefits Committee consists of MTA representatives, including retired MTA members and

administrative representatives who will meet on a monthly basis with a financial advisor to determine all

benefits as determined by the Collective Bargaining Agreement.

Paragraph Two

LEAVES OF ABSENCE

A. Paid Time Off (PTO)

1. Each teacher shall receive a total of thirteen (13) days of “Paid Time Off” (PTO) per year without the loss

of basic compensation or benefits.

2. Any teacher who has accumulated one (1) or more benefit days (personal illness, family illness, personal

business, paid time off, etc.) while employed in another school corporation of this state shall receive

credit for said benefit days at a rate of up to four (4) working days per year until the total number of

accumulated paid time off days to which the teacher was entitled in the last place of employment has

been exhausted, at which point the teacher will be notified.

3. If in any one (1) year a teacher is absent from work less than the prescribed number of paid time off days,

the remaining paid time off days may accumulate to the limits outlined below.

a. For teachers hired before June 1, 2000, who chose to remain on the severance plan outlined in

Paragraph 4, Section B(1), the PTO days will accumulate to an unlimited number. However, a

teacher described in this section can choose to receive compensation for PTO days provided in 3b

below. The teacher must submit their request in writing to the Assistant Superintendent.

b. For all other teachers, PTO days will accumulate to a maximum of ninety (90) days. For any days in

excess of ninety (90), teachers will receive eighty dollars ($80) per day. Payment will be made in

June.

4. A teacher may not request a paid time off day for less than one-half (½) working day per occurrence.

5. A maximum of three (3) PTO days can be used consecutively without prior administrative approval or a

doctor’s verification.

6. A maximum of twenty (20) paid time off days can be used during a school year without any verification.

If the total number of days exceeds twenty (20) days per school year, a doctor’s verification or

administrative approval will be required to verify the need for additional days.

7. Summer school teachers shall be entitled to use their previous year's accumulated paid time off. For the

purpose of summer school, one-half (½) day shall be defined as three (3) hours or less.

8. Each teacher who teaches summer school shall be entitled to one paid time off day which, if unused

during the summer, will be added to the teacher’s accumulated paid time off bank at the rate of one-half

(½) day for teaching two (2) hours in summer school, and one (1) day for teaching four (4) hours in

summer school.

B. Bereavement Leave

1. Each teacher shall be entitled to be absent from work in the event of the death of the teacher's parent,

current step-parent, spouse's parent, children, spouse, brother, sister, brother-in-law, sister-in-law,

grandparent, spouse's grandparent, grandchildren, or member of the immediate household for a period

not to exceed five (5) work days following such death, without loss of basic compensation or benefits.

The Superintendent is authorized to grant up to two (2) additional days when in the Superintendent's

judgment they are deemed appropriate.

2. Each teacher shall be entitled to be absent from work without loss of basic compensation or benefits in

the case of death of persons other than the members of the immediate family which includes those

individuals listed in Section B. 1., of this Paragraph, for a maximum of two (2) days per year. The

Superintendent is authorized to grant up to two (2) additional days when in the Superintendent’s judgment

they are deemed appropriate

3. A request for bereavement leave shall be submitted to the school administration.

C. Absence Resulting from Assault and Battery

Any teacher who is absent from work as a result of injuries received from assault and battery while properly

performing the teacher's duties as prescribed by the School Corporation shall receive in addition to the

compensation prescribed by the Indiana Worker's Compensation Act a sum of money equal to the difference

between the teacher's basic compensation and the temporary disability Worker's Compensation benefits for

a period of not to exceed one hundred eighty-three (185) working days or for a period equal to the number

of working days the teacher is entitled to receive temporary disability Worker's Compensation benefits,

whichever is less.

Absences resulting from injuries received from an assault and battery shall not be charged against

accumulated paid time off days, and the teacher shall be entitled to reinstatement upon termination of the

absence without loss of any benefit accruing during the absence. All insurance benefits provided hereunder

shall be continued during the term of the absence at the expense of the School Corporation. Proof of eligibility

for this absence and the rights of the School Corporation under this Paragraph shall be the same as those

provided by the Indiana Worker's Compensation Act.

D. Work Injury

If a teacher is injured and said injury arises out of and within the scope of the teacher's employment, the

teacher may be absent from school the day of the injury and the next school/work day, if necessary, for

treatment of the injury. These day(s) shall not be deducted from the teacher's accumulated paid time off.

E. Jury Duty

Each teacher shall be entitled to be absent from work when called for regular jury duty by a Municipal, State

or Federal Court for whatever period of time may be necessary to properly perform his/her responsibility

without the loss of basic compensation or benefits; provided however, any money or fee which the teacher

receives for performing said duty shall be deducted from his/her basic compensation excluding mileage

reimbursement.

F. Maternity Leave

Any teacher who is pregnant is entitled to a leave of absence anytime between the commencement of the

teacher's pregnancy and one (1) year following the birth of the child, if, except in a medical emergency, the

teacher notifies the Superintendent at least (30) calendar days before the date on which the teacher desires

to start the leave.

The teacher shall also notify the Superintendent of the expected length of this leave, including with this notice

either a physician's statement certifying the teacher's pregnancy or a copy of the birth certificate of the

newborn, whichever is applicable, unless waived by the Superintendent.

In case of a medical emergency caused by the pregnancy, the teacher shall be granted a leave as otherwise

provided in this section, immediately upon the teacher's request and certification of the emergency from an

attending physician. But, any teacher who is pregnant may continue in active employment as late into the

pregnancy as the teacher desires, if the teacher is able to fulfill the requirements of the position. Temporary

disabilities caused by the pregnancy shall be governed by the same provisions governing sickness.

All or any portion of the leave taken by a teacher because of a temporary disability caused by the pregnancy

may be charged at her discretion to the teacher's available paid time off.

If a teacher desires to use her available PTO days, the teacher must submit a written request to the payroll

department.

G. Paternity and/or Adoption Leave

An employee who requests a paternity or adoption leave that qualifies under the Family Medical

Leave Act for up to 12 weeks of job protected leave has the option to use his or her PTO days as paid

days after the birth or adoption of the child. Upon receipt of a teacher's written request, the

Superintendent will review the request for paternity or adoption leave and will make

recommendations to the Board.

H. Professional Development Leave

The Board of School Trustees may, in its discretion, grant to any teacher upon written request a brief leave

with entitlement to basic compensation and/or other expenses for the purpose of visiting other schools or

attending meetings or conferences of an educational nature.

I. Disability Leave

1. This provision shall apply to cases where a teacher is unable to perform contractual duties due to a

disability substantial in nature or for more than three (3) weeks in length.

Such physical disability shall include, among other items, the following: disability from major surgery,

physical illness, mental illness, or severe emotional disturbance.

2. At the time that a teacher requests a major disability leave, the teacher shall submit the following

information:

a. whether the teacher intends to return to duty

b. the anticipated date of return to duty

c. whether paid time off will be used in conjunction with the leave.

3. The Corporation shall grant a disability leave to a teacher who is disabled as set forth in this Section for

at most one (1) year. The Corporation may grant consecutive leaves.

4. If the teacher and the Board cannot agree as to the need for or length of the leave, the written statement

of the teacher's physician shall be a determining factor.

5. A teacher shall be entitled to receive pay for any unused accumulated paid time off during this period

and shall also be permitted to continue in the insurance programs at his/her own cost.

J. Association Business Leave

The Association shall have twenty (20) days each school year, including the following summer session, to

use for Association business. After the first ten (10) days are used, the School Corporation and the

Association will each pay half of the substitute teacher costs for the remaining ten (10) days. The Association

may request from the Superintendent an additional ten (10) days each school year to be used in the

Legislative Session in the Indiana General Assembly. Such requests shall not be unreasonably denied.

K. General Information about Leaves

Return from Leave

A teacher on leave must give tentative notice of return at the time the leave is granted in writing to the

Superintendent unless a specific date or time period is set forth for a particular leave of absence. A teacher

must give at least (30) days’ notice prior to return to duty.

In the case of a leave extending to the end of the second semester, the teacher will notify the

superintendent in writing by April 1 of that year whether or not the teacher intends to return to duty at the

start of the next school year. The School Corporation, upon reinstatement, will assign the teacher to a

comparable position he or she left. If the position the teacher left has been eliminated, the teacher will

choose from available vacant openings for which he/she is certified. A teacher returning from leave shall

be entitled to receive the same basic compensation and benefits package in effect at the time of return.

L Family and Medical Leave Act

The benefits provided in the Family and Medical Leave Act (FMLA) shall, at the employee's discretion, be in

addition to those listed in this Agreement and shall apply to all teachers. All teachers on leave shall receive

all insurance benefits in the same manner as all other employees, except as specified in this Agreement.

Intermittent or reduced schedule leaves shall be available to teachers for all the types of leave mentioned in

the FMLA. The leaves provided for by the FMLA shall be available to employees for all members of the

immediate family by blood, marriage or adoption (spouse, child, parent, brother, or sister in the immediate

household). The employee shall continue to accrue seniority for any time spent on an FMLA leave. The

twelve (12) month period for eligibility for the use of FMLA shall be counted from the last day of the twelfth

week of any prior FMLA leave that the employee has used.

Paragraph Three

INSURANCE

A. Group Health Insurance

The Joint Benefits Committee will select the group health insurance. For each teacher who agrees to pay

the remaining costs of the total premium, and in no case less than $1 for the insurance, the School

Corporation will contribute the amounts listed below, annually, toward the total costs of the insurance plan:

For the 2021-22 school year

Employee Only Plan – nine thousand four hundred ninety-three dollars ($9,493)

Employee + Children Plan – twelve thousand dollars ($12,000)

Employee + Spouse Plan – twelve thousand one hundred dollars ($12,100)

Family plan – fourteen thousand two hundred dollars ($14,200)

For the 2022-23 school year

Employee Only Plan – nine thousand eight hundred and three dollars ($9,803)

Employee + Children Plan – twelve thousand five hundred ten dollars ($12,510)

Employee + Spouse Plan – twelve thousand seven hundred seventy-three dollars ($12,773)

Family plan – fourteen thousand nine hundred thirty-five dollars ($14,935)

The employee may opt for the standard plan or choose the high deductible plan and receive the same

corporation contribution to a maximum of the total cost of that plan less one dollar ($1).

1. Two married bargaining unit members will receive the equivalent benefit of two employee only plan

contributions applied to the plan of their choice, to a maximum of the total cost of that plan.

2. The health insurance plan to be provided hereunder shall be a comprehensive major medical plan. The

policies shall be a preferred provider option (PPO) and an HSA as determined by the joint benefits

committee.

3. Insurance benefits for current teachers will continue in effect until the beginning of the next plan year.

4. A new teacher’s insurance benefits shall take effect on his/her first contracted school day.

B. Life Insurance and Accidental Death and Dismemberment

The School Corporation shall provide a fifty thousand dollar ($50,000.00) life insurance policy for each full-

time teacher. The policy of life insurance provided by the School Corporation to the teachers shall contain

an accidental death and a dismemberment rider (double indemnity) to said policy.

C. Long Term Disability Insurance

The School Corporation shall provide a long term disability insurance plan that provides a benefit of two-

thirds (2/3) salary to age sixty-five (65). The coverage shall commence after a ninety (90) calendar day

elimination period with a maximum benefit of seven thousand five hundred ($7,500) per month.

D. Vision Insurance

The Board shall provide each certified teacher with a single vision insurance plan.

E. Dental Insurance

The Board shall make dental insurance available to employees.

F. Section 125 Benefits

The benefits provided to employees by Section 125 of the Revenue Act of 1978 shall be made available to

any bargaining unit member so requesting. An amount not to exceed the legal limit may be set aside by the

employee for the selection of benefits, under Section 125 of the Internal Revenue Code, which are non-

taxable benefits of major medical, long term disability, short term disability, Section 79 Life, non-reimbursed

medical, and dependent care. The administration fee shall be paid by the School Corporation. It is the

intention of the parties to provide full Section 125 benefits to teachers within the limits and provisions allowed

by law. Nothing in this section shall be construed as limiting the right of the Board of School Trustees to

select the carriers for insurances offered on a group basis through this contract.

G. Liability Insurance

The School Corporation shall provide general comprehensive liability insurance which shall insure each

teacher, who is acting within the scope of his/her employment, against liability for property damage, bodily

injury, professional liability, and other specified liabilities up to the limits and subject to the exclusions set

forth in said policy. The policy of insurance shall be available for inspection by any teacher or the Association

during regular business hours of the School Corporation at the Central Office.

Paragraph Four

RETIREMENT AND SEVERANCE BENEFITS

A. Insurance Benefits

1. Upon ratification of this contract, teachers who are at least fifty (50) years of age and have completed

fifteen (15) or more years of employment with the School Town of Munster may continue to be a member of

the group health insurance program for up to seven (7) immediate and consecutive years, and the School

Corporation will continue to contribute the same sum of money towards the premium cost for the teacher’s

health insurance program as it was contributing at the time of the retirement. This benefit terminates when

the teacher becomes eligible for Medicare. If the teacher’s benefit is exhausted before qualifying for

Medicare, the teacher will pay his/her own premium cost to remain in the group. In addition, if the retiring

teacher is offered health insurance from a subsequent employer, the School Corporation is not required to

provide health insurance money for that former employee.

2. Upon retirement, the retiree's group life protection will continue in effect until the beginning of the next plan

year. During that period, the retiree may choose to continue the group term life insurance plan, subject to

the limitations of the policy. The retiree shall pay the entire cost of the premium.

B. Severance

1. For teachers hired before June 1, 2000.

a. Teachers who are at least fifty (50) years of age and have completed fifteen (15) or more years of

employment with the School Town of Munster are entitled to receive a supplemental contribution to be

paid yearly in equal installments into the affected teacher’s 403(b) post-separation account in January

of the year after the teacher retires.

b. The amount of the supplemental contribution for a teacher who has satisfied the aforementioned

eligibility conditions and who makes an irrevocable written election to retire shall be $400 per year of

Munster service and $50 per day of unused Paid Time Off.

c. If a teacher provides the superintendent with his or her irrevocable written election to retire prior to

eligibility for normal non-reduced Social Security benefits before May 1, that teacher will receive the

first installment in July of the year the teacher retires and each January thereafter until the earlier of (i)

the teacher’s attaining the age for non-reduced Social Security or (ii) five (5) years.

d. All teachers who retire prior to being eligible for non-reduced Social Security benefits, regardless of

age, have their supplemental contribution calculated by the following formula:

0.375 of their retirement/severance benefit times the number of years prior to eligibility for non-reduced

Social Security benefits to a maximum of five (5).

(0.375 X retirement/severance benefit X # years to full Social Security up to 5 years max.)

Base Severance = ($400 x Number of Years) + ($50 x Number of accumulated PTO days)

Bridge Amount = (Base Severance x Length of Bridge x 0.375)

Total Severance = Base Severance + Bridge Amount

The retirement/severance bridge benefit will be contributed annually in a single amount to the teacher’s

post-separation 403(b) account. The number of payments will be equal to the length of the retirement

bridge.

e. All teachers who retire who are eligible for non-reduced Social Security benefits, are entitled to receive

the supplemental contribution to be paid in one lump sum into the affected teacher’s 403(b) post-

separation account. The date of the payment is governed by Paragraph 4, section B.1 (a) and (c)

above.

f. If the amount of any annual payment would cause the teacher to exceed the annual IRS limit on

contributions to tax-qualified plans and 403(b) arrangements, any amount that cannot be contributed

because of such limits will be contributed in January of the following calendar year to the maximum

extent permitted under IRS rules and each year thereafter for the maximum period of time permitted

under IRS rules.

g. In the event a teacher in active service dies, a retirement pay benefit shall be paid in an annual lump

sum pursuant to the original schedule of payments to the teacher’s estate if the teacher would

otherwise have been eligible for the retirement pay benefits as of the date of death.

2. For any teacher hired after June 1, 2000 or any teacher hired before June 1, 2000 who opted to participate

in this severance plan will receive the following severance benefits:

a. Each year of employment two and one half percent (2.5%) of the teacher’s base salary will be

contributed to the member’s 401(a) account. This contribution will be paid prior to the beginning of the

next calendar year.

Paragraph Five

COMPENSATION PLAN

2021-22 School Year

A. Base Salary Increase

1. Salary Range

$44,000 to $78,000, not including current year increases or TRF contributions.

2. Base Salary Increases

a. General Eligibility

i. Except as provided in section ii below, a teacher who received an evaluation rating of ineffective or

improvement necessary in the prior school year is not eligible for any salary increase and remains at the

prior year salary.

ii. A teacher who is in the first two (2) full school years of instructing students who received an evaluation

rating of improvement necessary will only receive an increase of $800 in base salary based upon the

experience factor.

3. Factors and Definitions

a. Evaluation Results – The teacher received a highly effective or effective evaluation rating for the prior

school year.

b. Year of Experience – The teacher was employed in the corporation for at least 120 days in the prior

school year.

4. Distribution – amounts to be added to the teacher’s base salary

a. If a teacher satisfies all of the factors listed in 3 above, the teacher will receive an increase of $4,000 in

base salary. If a teacher satisfied the factor in 3a above for the previous five (5) consecutive years, an

additional $1,000 will be added to the base salary.

b. If a teacher satisfies only factor 3a above, the teacher will receive an increase of $3,200 in base salary.

c. If the base salary increase causes a teacher’s salary to exceed $83,000, the amount above that

maximum salary will be paid as a stipend.

5. Redistribution

Any funds otherwise allocated for teachers who were rated ineffective or improvement necessary will be

equally redistributed to all teachers rated effective or highly effective. The redistribution will be in the form

of a stipend that will be paid at the end of the school year.

B. Stipends: This amount is in addition to any stipend provided through 4c and 5 above.

1. Amount of Stipend: $0

2. General Eligibility

3. Factors and Definitions

4. Distribution

C. New Employment Provision

The district will make an effort to hire new teachers at the base annual salary of $47,000. Individuals can be

hired at a rate different than their experience may warrant. All new teacher salaries will range between the

salaries listed in the Salary Range in A(1) above. The Association president will be provided with a list of

salaries for all newly hired teachers.

COMPENSATION PLAN

2022-23 School Year

A. Base Salary Increase

1. Salary Range

$ 47,000 to $83,000, not including current year increases or TRF contributions.

2. Base Salary Increases

a. General Eligibility

i. Except as provided in section ii below, a teacher who received an evaluation rating of ineffective or

improvement necessary in the prior school year is not eligible for any salary increase and remains at the

prior year salary.

ii. A teacher who is in the first two (2) full school years of instructing students who received an evaluation

rating of improvement necessary will only receive an increase of $800 in base salary based upon the

experience factor.

3. Factors and Definitions

a. Evaluation Results – The teacher received a highly effective or effective evaluation rating for the prior

school year.

b. Year of Experience – The teacher was employed in the corporation for at least 120 days in the prior

school year.

4. Distribution – amounts to be added to the teacher’s base salary

a. If a teacher satisfies all of the factors listed in 3 above, the teacher will receive an increase of $4,000 in

base salary.

b. If a teacher satisfies only factor 3a above, the teacher will receive an increase of $3,200 in base salary.

c. If the base salary increase causes a teacher’s salary to exceed $87,000, the amount above that

maximum salary will be paid as a stipend.

5. Redistribution

Any funds otherwise allocated for teachers who were rated ineffective or improvement necessary will be

equally redistributed to all teachers rated effective or highly effective. The redistribution will be in the form

of a stipend that will be paid at the end of the school year.

B. Stipends: This amount is in addition to any stipend provided through 4c and 5 above.

1. Amount of Stipend: $1,000

2. General Eligibility

Only currently employed teachers who received five (5) consecutive evaluation ratings of highly effective or

effective in the previous five (5) school years are eligible for a stipend.

3. Factors and Definitions

Evaluation Results – The teacher received five (5) consecutive highly effective or effective evaluation

ratings for the previous five (5) school years.

4. Distribution

The one-time stipend will be paid in two equal payments on September 2, 2022 and December 9, 2022.

C. New Employment Provision

The district will make an effort to hire new teachers at the base annual salary of $50,000. Individuals can be

hired at a rate different than their experience may warrant. All new teacher salaries will range between the

salaries listed in the Salary Range in A(1) above. The Association president will be provided with a list of

salaries for all newly hired teachers.

Paragraph Six

ADDITIONAL SALARY PROVISIONS

The School Corporation will be responsible for the teacher’s full contribution to the Indiana State Teachers

Retirement Fund.

A. Use of Automobiles in Connection with Work

1. Mileage

Any teacher who receives the prior written permission of the Superintendent to use his automobile in

connection with his assigned school duties shall be reimbursed for expenses incurred according to the

IRS mileage rate. The IRS mileage rate approved for business expense deductions in effect on July 1

of each year shall be the rate used for the duration of the school year starting that year.

B Salary Payments

Base salaries shall be paid in twenty-six (26) installments beginning August 20, 2021.

A teacher who dies or resigns and/or retires from employment during the school year will receive their

remaining pay in the pay check for the pay period immediately following the pay period in which the teacher

died or had their last paid day. Payment shall be made to the surviving spouse, or if there be no surviving

spouse, then to the teacher’s estate in accordance with Indiana law, rulings, and regulations.

C. Direct Deposit of Paychecks

The Board shall provide direct deposit of paychecks to the teacher's choice of financial institution.

D. Homebound Pay Method

Teachers shall receive their hourly rate for homebound instruction.

E. Summer School Pay Method

Elementary and middle school summer school teachers will receive summer compensation in three (3)

equal checks. High school summer school teachers will receive summer compensation in four (4) equal

checks.

Teachers shall receive their hourly rate.

F. Payment for Committee Work and Professional Development

Teachers who have completed committee work and professional development for which compensation is

given shall be paid within forty-five (45) calendar days after a duly completed claim form has been filed with

the School Corporation. The Chairman of a committee shall submit signed completed claim forms within

ten (10) calendar days of completion of the committee work. Teachers shall receive the following stipends.

All committee stipends will be negotiated prior to appointment of committee members.

Standing Committee Stipend

1. Employee Benefits $320

2. Teacher Evaluation $520

3. RtI/Data Team $625

4. School Improvement Chair $835

5. School Improvement Team Member $520

6. Strategic Planning Committee $520

Each member’s individual compensation will be based on attendance at committee meetings according to

the following criteria:

70-100% attendance rate 100% compensation

50-69% attendance rate 80% compensation

30-49% attendance rate 60% compensation

less than 30% no compensation

If fewer than three (3) meetings are held, the compensation will be 100%. The administrator facilitating

committee meetings will maintain attendance records for each meeting, and the MTA will be notified of

those members not attending.

G. Curriculum Guide Revision

Teachers who are involved in revising or writing curriculum guides or course outlines will be given a choice

of released time or cash compensation. Prior administrative approval is required. The released time will

be one (1) day released time for a one (1) semester or a nine (9) week course and two (2) days for a year-

long course. The cash compensation will be $130 for a one (1) semester or nine (9) week course and $260

for a year-long course.

H. High Ability Program Meetings

High Ability teachers will meet to discuss curriculum and program development. If these meetings occur

outside the contracted teacher day, these teachers will receive an additional stipend of $25 per hour for the

meeting attendance. Prior administrative approval is required.

I. New Teacher Orientation

Newly employed teachers shall be requested to attend a two-day new teacher orientation prior to the

beginning of school. These teachers will receive the workshop compensation of $65 for less than 4 hours a

day and $130 for more than four hours a day.

J. Response to Intervention (RtI) Meetings

Non-members of the RtI Team may be required to attend an RtI meeting outside the contracted teacher day.

If this occurs, the non-member teacher will receive an additional stipend of $25 per hour for the meeting

attendance. Prior administrative approval is required.

K. Flex Time

Upon receiving prior approval from any administrator, guidance counselors shall be able to use flex time to

arrange needed work days during the summer. The flex time will be accumulated by the counselor who will

be responsible for keeping all records of flex time accumulated during the summer. The counselor will

provide a record of the flex time accumulated to the administrator. Upon reaching a minimum of three

hours and thirty minutes, the counselor may use the flex time as ½ day flex time that may be accumulated

from year to year. This flex time should not be used to extend vacations and cannot be used more than

two (2) days at a time. Administrators must give prior approval for the counselor to work on summer days

that will be considered as flex time.

L. Workshops, Conferences, and Training Sessions

When a teacher attends a workshop, conference or training session (with prior administrative approval)

outside of the normal workday, the teacher may be compensated $65 for less than a 4hr/day at the

workshop, conference, or training session and $130 for more than a 4hr/day.

When full-time teachers are required by the School Board to attend in-service workshops during the full-

time teacher's normal workday, all part-time teachers assigned to similar assignments as those full-time

teachers who are required to attend the same in-service workshop outside their workday will be paid

twenty-five dollars ($25) per hour or their hourly work rate whichever is lower. When part-time teachers are

required to attend a corporation sponsored in-service workshop, the teachers shall receive twenty-five

($25) per hour or their hourly work rate whichever is lower for any portion of the in-service workshop which

occurs outside the teacher's normal workday.

M. Camps, Overnights, and Extended Days

Teachers who supervise students overnight will be compensated an additional $50 a night with a maximum

of $250 per activity. Teachers serving as extra-curricular sponsors or coaches are not eligible for this

additional stipend if that teacher receives a stipend listed in Appendix A for the extra-curricular activity.

Prior administrative approval is required.

N. Activity Pass

All teachers, spouses, and children will be allowed to attend all school-sponsored extra-curricular events,

excluding all IHSAA state tournament games and fundraising events, at no cost if the teacher presents his

or her current faculty I.D

Paragraph Seven

GRIEVANCE PROCEDURE

A. Definitions

The application of the following definitions shall be limited to Paragraph Seven.

1. When the term "teacher" is used in the Procedure it shall mean any teacher, group of teachers, or the

Association.

2. "Grievance" is defined as any allegation by a teacher, group of teachers, or the Association that there

has been a violation, misinterpretation, or misapplication of the terms of this Agreement.

3. "Days" unless otherwise specified shall mean all days other than Saturdays, Sundays, legal holidays,

and vacation days during the calendar year.

B. Three-Stage Grievance Procedure

1. Any teacher who believes that he/she has a justifiable grievance may request an informal meeting with

his/her principal for the purpose of arriving at a mutual satisfactory resolution of the grievance. In the

event a group of teachers is involved, a small representative group of such teachers may be present, if

they so desire. The principal shall schedule an informal meeting with the teacher within three (3) days

after the receipt of a request thereof. Any grievance which the parties are unable to resolve informally

shall be presented by the teacher in writing (formal grievance) to the principal. The formal grievance

shall be dated and signed by the grieving teacher.

Within five (5) days after receipt of a formal grievance by the principal, the principal shall submit his/her

decision in writing, together with the supporting reasons thereof, to the Association President for

review. Within two (2) days, the Association President will respond to the principal, and the decision

will be sent to the grievant.

2. Second Stage

If the grievance is not resolved at the First Stage of the Grievance Procedure, the teacher may file a

written request for a meeting with the Superintendent. The meeting must be requested within five (5)

days after the receipt of the decision from the principal in accordance with Stage One of the Procedure.

The Superintendent, within three (3) days of the receipt of the request for the meeting, shall notify the

teacher in writing of the date of said meeting, which date shall not be more than ten (10) days after the

receipt of said request.

Within seven (7) days after the meeting, the Superintendent shall submit his/her decision in writing,

together with the supporting reasons, to the Association President. Within two (2) days, the

Association President will respond to the superintendent, and the decision will be sent to the grievant.

3. Third Stage

If the Association is not satisfied with the disposition of the grievance, or if no disposition has been

made within the period provided in Step 2, the grievance shall, upon motion of the Association be

submitted to binding arbitration before an impartial arbitrator.

The Association shall serve written notice to the Superintendent of its intent to arbitrate by submitting a

copy of its Request for Arbitration Panel from the Federal Mediation and Conciliation Service (FMCS)

within twenty (20) days after receiving the Step 2 answer.

The School Corporation recognizes the right of the Association to initiate a request for a panel

submission and that FMCS is authorized to provide such panel upon such request.

Following submission of a panel of arbitrators to each party by the FMCS, a representative of each

party shall within five (5) days of receipt of said panel cross off the names of any arbitrators who are

unacceptable and number the names of those remaining in order of preference, with one being the first

choice, two being the second choice and so on down the line. Within seven (7) days of receipt of the

panel from FMCS, the two representatives shall confer either in person or by telephone for the purpose

of selecting the arbitrator. The arbitrators whose names have been crossed out by either party shall

not be appointed. The numerical ratings of the remaining arbitrators shall be added together with the

arbitrator having the lowest total numerical rating being the arbitrator who will hear the case unless that

arbitrator disqualifies himself/herself. In the event an arbitrator disqualifies himself/herself, the

arbitrator with the next lower total numerical rating will be requested to hear the case. This procedure

shall be followed until an arbitrator is selected.

The conduct of all proceedings hereunder shall be in accord with the Code of Professional

Responsibility for Arbitrators of Labor-Management Disputes as adopted by the National Academy of

Arbitrators, the American Arbitration Association and the FMCS.

The cost of the arbitrator shall be defrayed as follows: one-half (½) by the Association and/or teacher

and one-half (½) by the School Corporation. The hearing before the arbitrator shall be conducted at

such times and in such manner as provided by the rules and regulations of the Federal Mediation and

Conciliation Service unless otherwise modified by this Agreement or by the mutual agreement of the

parties.

The arbitration hearing shall be a private proceeding unless otherwise mutually agreed.

The decision of the arbitrator shall be binding.

The Agreement constitutes a contract between the parties which shall be interpreted and applied by the

parties and by the arbitrator in the same manner as other collective bargaining agreements. The

function and purpose of the arbitrator is to determine disputed interpretations of terms actually found in

the Agreement, or to determine disputed facts upon which the application of the Agreement depends.

The arbitrator shall decide only those issues submitted. The arbitrator may consider what can fairly be

said to have been the intent of the parties if the arbitrator determines that the language was unclear

and/or ambiguous. The arbitrator shall have no power to alter, add to, subtract from, or modify the

terms of this Agreement. Past practices may be used in interpreting or applying the terms of the

Agreement, but may not be used to change the written terms of the Agreement. The Arbitrator does not

have the authority to reinstate a teacher to employment with the school corporation.

Whenever the parties agree to hold an arbitration hearing during school hours or whenever an

arbitrator or the American Arbitration Association mandates the holding of such hearing during school

hours, members of the bargaining unit who are scheduled to participate in such proceedings will not

suffer loss of pay or credit for days of leave.

C. General

1. A written grievance shall be filed on the form attached and it shall contain a clear and concise

statement of the grievance, the issue involved, and the specific contractual provision allegedly violated.

2. A grievance which is not filed initially in the proper stage of the Grievance Procedure or with the proper

person shall be referred by the teacher or the School Corporation to the proper stage and/or proper

person.

3. All data and other material not readily available to the teacher which bears on the issue raised by a

grievance shall be made available by the School Corporation with any information which is relevant to

the allegations set forth in the grievance and which is requested by the school administration.

4. A grievance should be filed as soon as is practicable after knowledge of the facts giving rise to the act

or condition which is the basis of the grievance. In no event, however, shall a grievance cite as an

alleged violation an act which occurred more than thirty-five (35) days prior to the filing of the written

grievance by the teacher in the First Stage of the proceeding.

5. Failure at any stage of this Procedure to take the grievance to the next stage within the time limits

specified shall be deemed to be an acceptance of the decision at that stage of the Procedure by the

teacher.

6. The time limitations set forth in this Grievance Procedure may be extended only by mutual agreement

of the parties involved.

7. A grievance may be withdrawn at any time.

8. If the parties mutually agree, the Association may file a grievance on behalf of any teacher at the

Second Stage of the Grievance Procedure and the Association may process the grievance at each

stage thereafter.

9. A teacher who is assigned to a special education position may elect to file an informal grievance with

the immediate supervisor who allegedly committed the grievance, which for the purpose of this

Agreement will be either the Director of Exceptional Needs or the building principal to which the

grievant is assigned. If the grievance is not resolved, the teacher may proceed to the Second Stage

with the Superintendent.

10. At any meeting with the principal, or at any meeting provided for in the succeeding stages of the

Grievance Procedure, the teacher shall have the right to representation by the Association and the

School Corporation shall have the right to have in attendance any person they deem necessary for a

proper discussion of the grievance.

Paragraph Eight

SEVERABILITY AND ENTIRE AGREEMENT

A. Severability

In the event any provision of this Agreement is illegal by reason of legislative enactment or held to be illegal

by a court of competent jurisdiction, it shall be deleted from this Agreement; but the remaining provisions

shall remain in full force and effect for the duration of the Agreement. The deleted portions shall be

renegotiated consistent with existing law.

B. Entire Agreement

The parties mutually agree that this Agreement has been executed pursuant to the provisions of IC 20-29-6

& IC 20-29-2-2 and that it contains the entire Agreement and understanding between the parties thereby

superseding all previous oral or written agreements. This Agreement may not be changed or amended

except by a written instrument signed by both parties.

The undersigned attest to the following:

1. A public hearing was held on September 13, 2021, and electronic participation from the parties and/or

public was not permitted; and

2. A public meeting was held on September 27, 2021 to discuss the tentative agreement and electronic

participation from the governing body and/or public was not permitted.

IN WITNESS WHEREOF THE parties hereto have caused this Agreement to be ratified and executed this

day of October, 2021.

ON BEHALF OF THE MUNSTER TEACHERS ASSOCIATION

By:

Print Name

ATTEST:

BOARD OF SCHOOL TRUSTEES OF THE

SCHOOL TOWN OF MUNSTER,

LAKE COUNTY, INDIANA

By:

Print Name

Title

ATTEST:

Appendix A

SCHOOL TOWN OF MUNSTER

Addenda Positions

Addenda - Salary Provisions

Athletic Addenda - High School

Number

Positions

Addenda

Salary

Total Salary

Athletic Strength Supervisor – Fall

$1,050

Athletic Strength Supervisor – Spring

$1,050

Athletic Strength Supervisor - Winter

$1,050

Boys’ Baseball, Varsity Head

$6,300

Boys’ Baseball, Varsity Assistant

$4,000

Boys’ Baseball, Junior Varsity

$3,900

Boys’ Baseball, Ninth Grade

$3,700

Boys’ Basketball, Varsity Head

$10,450

Boys’ Basketball, Varsity Assistant

$5,775

$11,550

Boys’ Basketball, Ninth Grade Head

$4,950

Boys’ Cross Country, Varsity Head

$5,300

Boys’ and Girls’ Diving, Varsity Head

$6,825

Boys’ Football, Varsity Head

$10,450

Boys’ Football, Varsity Assistant

$6,150

$30,750

Boys’ Football, Ninth Grade Head

$5,100

Boys’ Football, Ninth Grade Assistant

$4,300

Boys’ Golf, Varsity Head

$5,300

Boys’ Soccer, Varsity Head

$5,825

Boys’ Soccer, Junior Varsity

$3,775

Boys’ Swimming, Varsity Head

$9,450

Boys’ Swimming, Assistant

$$5,400

$5,400

Boys’ Tennis, Varsity Head

$5,300

Boys’ Tennis, Varsity Assistant

$2,475

Boys’ Track, Varsity Head

$6,625

Boys’ Track, Assistant

$4,000

$8,000

Boys’ Wrestling, Varsity Head

$6,200

Boys’ Wrestling, Assistant

$4,200

Girls’ Basketball, Varsity Head

$10,450

Girls’ Basketball, Varsity Assistant

$5,775

$11,550

Girls’ Basketball, Ninth Grade

$4,950

Girls’ Cheerleading, Varsity Head

$5,825

Girls’ Cheerleading, Junior Varsity

$3,675

Girls’ Cross Country, Varsity Head

$5,300

Girls’ Dance, Varsity Head

$6,300

Girls’ Dance, Junior Varsity

$3,775

Girls’ Golf, Varsity Head

$5,300

Girls’ Soccer, Varsity Head

$5,825

Girls’ Soccer, Junior Varsity

$3,775

Girls’ Softball, Varsity Head

$6,300

Girls’ Softball, Varsity Assistant

$4,000

Girls’ Softball, Junior Varsity

$3,900

Girls’ Softball, Ninth Grade

$3,700

Girls’ Swimming, Varsity Head

$9,450

Girls’ Swimming, Assistant

$5,400

Girls’ Tennis, Varsity Head

$5,300

Girls’ Tennis Varsity Assistant

$2,475

Girls’ Track, Varsity Head

$6,625

Girls’ Track, Assistant #1

$4,000

$8,000

Girls’ Volleyball, Varsity Head

$5,825

Girls’ Volleyball, Junior Varsity

$3,675

Girls’ Volleyball, Ninth Grade

$3,050

Summer Open Gym Supervisor

$9,550

Summer Weight Lifting

$9,550

Unified Track Head Coach

$1,375

Unified Track Assistant Coach

$1,050

Nonathletic Addenda High School

Academic Competition Coach

$2,625

$7,875

American Sign Language Club Sponsor

$1,275

Art Club Sponsor

$1,275

Band, High School Director

$6,300

Band, High School Assistant

$4,200

Band, High School Jazz Director

$1,575

Band Camp, Summer

10 days at daily

rate

Best Buddies Sponsor

$1,050

$2,100

Black Culture Club Sponsor

$700

Bowling Club Sponsor

$700

Chairperson, English

$2,425

Chairperson, Foreign Language

$2,425

Chairperson, Math

$2,425

Chairperson, Science

$2,425

Chairperson, Social Studies

$2,425

Civics Club Sponsor

$1,150

Class Sponsor, Freshman

$1,425

Class Sponsor, Junior

$2,300

Class Sponsor, Senior

$2,300

Class Sponsor, Sophomore

$1,850

Color Guard Director

$1,775

Creative Writing Club Sponsor

$750

Culture Cuisine Club Sponsor

$700

DECA Head Coach

$2,575

DECA Assistant Coach

$1,050

Ensembles Director

$3,050

Environmental Club Sponsor

$750

E-Sports Sponsor

$2,300

E-Sports Assistant Sponsor

$1,000

Film Club Sponsor

$700

French Club Sponsor

$1,150

GSA Sponsor

$750

Jewish Culture Club Sponsor

$700

Link Crew Sponsor

$1,200

$3,600

Middle Eastern Culture Club Sponsor

$700

Musical, Music Director

$5,150

National Honor Society Sponsor

$1,850

Orchestra, Middle and High School Director

$3,950

Percussion Director

$1,575

Philosophy Club Sponsor

$700

Ping Pong Club Sponsor

$750

Poetry Club

$750

Project X Sponsor

$2,000

Publications Director

$8,650

Read and White Club

$750

Representative, Elective Departments

$2,425

Representative, Special Education

$2,425

Robotics Team, Head Coach

$2,575

Robotics Team, Assistant

$1,000

S.A.D.D. Sponsor

$2,000

Spanish Club Sponsor

$2,000

Speech and Debate, Assistant

$5,150

$25,750

Speech and Debate, Director

$4,200

STAND sponsor

$1,900

Student Government Sponsor

$3,675

Vocal Music Director

$3,300

We the People Coach

Athletic Addenda - Middle School

Extra-curricular Coordinator

$2,000

Boys & Girls Basketball, 6th Grade

$1,950

Boys’ Basketball, 7

Grade

$3,350

Boys’ Basketball, 8

Grade

$3,350

Boys’ Football, 8

Grade Head

$4,700

Boys’ Football, 8

Grade Assistant

$3,900

$7,800

Boys’ Football, 7

Grade Head

$2,600

Boys’ Football, 7

Grade Assistant

$2,000

Boys’ Soccer, Middle School

$2,500

Boys’ & Girls’ Track, Middle School Head

$4,500

Boys’ Track, Middle School Assistant

$2,100

$4,200

Boys’ Wrestling, Middle School Head

$3,100

Boys’ Wrestling, Middle School Assistant

$2,300

Boys’ and Girls’ Cross Country, Middle School Head Coach

$2,000

Boys’ and Girls’ Cross Country, Middle School Assistant,

$1,500

Boys’ and Girls’ Tennis

$1,000

Girls’ Basketball, 7

Grade

$3,350

Girls’ Basketball, 8

Grade

$3,350

Girls’ Cheerleading, Middle School

$3,300

Girls’ Dance, Middle School

$3,300

Girls’ Soccer, Middle School

$2,500

Girls’ Track Middle School Assistant

$2,100

$4,200

Girls’ Volleyball, 7

Grade

$2,600

Girls’ Volleyball, 8

Grade

$2,600

Weight Training

$1,350

Nonathletic Addenda Middle School

Academic Competition Coach

$1,350

$2,700

Art Club, Middle School Sponsor

$1,150

Band, Middle School Director

$1,650

Band Middle School Assistant

$800

Band, Middle School Jazz Director

$1,450

Book Club Sponsor

$700

Card and Game Club Sponsor

$700

Choir, Middle School

$1,100

Computer Club Sponsor

Department Chair (English, Math, Science, Social Studies)

$1,500

$6,000

Drama, Middle School Director

$1,500

Environmental Science Club Sponsor

$1,150

Friendship Club Sponsor

$700

$1,400

GT Choir

$1,100

0 Club Sponsor

Math Counts Coach

$1,300

Newspaper Sponsor

$3,100

Reality Store Director

$550

Science Olympiad Coach

$1,800

Student Council Sponsor

$2,600

WEB Club Sponsor

$1,000

$2,000

Yearbook Coordinator

$3,100

Addenda Elementary

Eads Leads Sponsor

$1,250

$2,500

Elliott Young Astronaut Club Sponsor

$1,150

GT Art

$1,150

$3,450

GT Dance

$1,150

GT Music

$1,150

$2,300

K-Kids, Elementary Sponsor

$750

$2,250

Robotics Coach

$1,150

Math Bowl Coach

$525

$1,575

Orchestra, Elementary Director

$1,275

Outdoor Science Lab, Elementary

$525

$1,575

Science Bowl Coach

$525

$1,575

Spell Bowl Coach

$525

$1,575

District Addenda

Chess Club, District Sponsor

$1,100

The number of addendum positions listed above is included for reference only and is not a subject of bargaining.

The School Town of Munster shall pay the teacher's portion of the TRF on addenda pay.

Teachers may request that an addenda position be divided between two or more people and the building

principal/administrator may grant this request at his or her discretion. The salary will be divided equally.

If an addendum is filled at a time after the normal starting time for that addendum, the stipend may be prorated

by mutual agreement of the administration and the MTA.

For the sports of cross country, swimming, and track, one head coach may be hired to coach both the boys’

and girls’ teams concurrently. If a single coach is hired as both the boys’ and girls’ coach concurrently, the

following stipends will apply.

Boys’ and Girls’ Cross Country, Varsity Head

$7,950

Boys’ and Girls’ Cross Country Assistant Coach

$2,650

Boys’ and Girls’ Swimming, Varsity Head

$13,500

Boys’ and Girls’ Track, Varsity Head

$9,250

APPENDIX B

SCHOOL TOWN OF MUNSTER

GRIEVANCE REPORT FORM

GRIEVANT DATE FILED________________________________________

BUILDING_____________________________________

ASSIGNMENT________________________________________________________________________

A. DATE CAUSE OF GRIEVANCE OCCURRED ________________________________________

B. CLEAR AND CONCISE STATEMENT OF GRIEVANCE

C. PARAGRAPH OF CONTRACT VIOLATED __________________________________________

D. RELIEF SOUGHT

______________________________________

Signature of Grievant

APPENDIX C

FLEX TIME RECORD

DATE OF APPLICATION FOR FLEX TIME APPROVAL_________________________________

COUNSELOR________________________________________________________________________

NAME OF ACTIVITY___________________________________________________________________

DATE OF ACTIVITY____________________________________________________________________

BEGINNING TIME OF ACTIVITY__________________________________________________________

ENDING TIME OF ACTIVITY_____________________________________________________________

TOTAL TIME SPENT IN ACTIVITY ____________________________

_______APPROVED _____ NOT APPROVED

_____________________________ ________________________

ADMINISTRATOR’S SIGNATURE DATE

The counselor will provide a photocopy of this record to the administrator in charge of the activity, but only

the counselor’s records will verify flex time.