Microsoft Word - IEA 2023-2025 CBA Final Draft 10.24.23 (TA)

AGREEMENT

between the

BOARD OF SCHOOL COMMISSIONERS

OF THE CITY OF INDIANAPOLIS

and the

INDIANAPOLIS

EDUCATION ASSOCIATION

2023-2025

TABLE OF CONTENTS

Page

INTRODUCTORY INFORMATION ...................................................................... 1

A. PARTIES......................................................................................................... 1

B. RECOGNITION ............................................................................................... 1

ARTICLE I PROFESSIONAL AND PERSONAL LEAVES ................................... 2

ARTICLE II ILLNESS OR DISABILITY LEAVES .................................................. 4

ARTICLE III MISCELLANEOUS LEAVE PROVISIONS ....................................... 5

ARTICLE IV JOB SHARING................................................................................. 6

ARTICLE V RETIREMENT PAY AND BENEFITS ............................................... 8

ARTICLE VI SUMMER SCHOOL, INTERSESSION AND ADULT EDUCATION..10

ARTICLE VII PROF ESSIONAL COMPENSATION ........................................... 11

ARTICLE VIII COACHING, ATHLETIC ACTIVITIES AND EXTRACURRICULAR

ACTIVITIES ........................................................................................................ 16

ARTICLE IX INSURANCE .................................................................................. 22

ARTICLE X EMERGENCY SCHOOL CLOSING ................................................ 25

ARTICLE XI TEACHER'S PROTECTION .......................................................... 26

ARTICLE XII MISCELLANEOUS BENEFITS ..................................................... 27

ARTICLE XIII GRIEVANCE PROCEDURE ........................................................ 28

ARTICLE XIV TERM OF AGREEMENT ............................................................. 30

APPENDIX A GRIEVANCE FORM .................................................................... 31

INTRODUCTORY INFORMATION

A. PARTIES

This Agreement is entered into, by and between the Board of School Commissioners of

the City of Indianapolis, Indiana, hereinafter called the "Board" or "IPS," and the

Indianapolis Education Association, hereinafter called the "Association" or "IEA."

B. RECOGNITION

Section 1: The Board recognizes the Association as the sole and exclusive bargaining

representative for all licensed contractual employees of the Board including licensed

teachers, social workers, guidance counselors, school psychologists, nurses, speech

and language pathologists, teachers on special assignment, lead teachers,

instructional coaches, and media specialists, hereinafter the Negotiating Unit, and

excluding IPS employees assigned to Arlington Middle School other than social

workers, media specialists and special education teachers, employees of innovative

network schools, and all IPS employees who are administrators, supervisors,

confidential employees or employees performing security work, including but not

limited to employees in the following classifications:

Superintendent, Deputy Superintendent, Learning Officer, Executive Director, Director,

Coordinator, Principal, Supervisor, Assistant Principal, Consultant, Dean, Assistant

Dean, Department Head, Human Resources Officer, and Academic and Behavioral

Dean.

Section 2: This recognition shall continue until successfully challenged by members of

the Negotiating Unit under applicable statutes and rules and regulations.

Section 3: The term "teacher," when hereafter used, shall refer to every employee in

the above defined Negotiating Unit.

ARTICLE I

PROFESSIONAL AND PERSONAL LEAVES

Section 1: Personal. Each teacher shall annually be granted 21 hours for personal leave.

This time shall be used for any purpose at the discretion of the teacher and may be taken in

time periods of not less than one-half (½) hour increments. No reason must be given other

than personal business. Teachers shall be given an accounting of their unused personal

leave time on each paycheck advice. Unused personal leave time shall be added to

accumulated sick leave at the end of the school year up to the maximum for sick leave

accumulation. Any teacher who is initially contracted on or after the first day of the second

semester of any school year shall be entitled to one-half (

) of the foregoing annual amount

of personal leave for that school year.

Section 2: Bereavement. In case of death in the immediate family, the employed teacher

shall be allowed leave with full pay for three (3) working days within fourteen (14) calendar

days following the date of such death. This period of leave may be extended for a period of two

(2) additional school days if needed by the teacher for the purpose of attending the last burial

rites or to attend to personal matters of the deceased, or the teacher may use the two (2)

additional school days at any time during the twelve (12) month period beyond such death for

the purpose of attending to the affairs of the deceased. The immediate family is defined to

include: legal spouse, child, unborn child, stepchild, grandchild, parents or guardian,

stepparents, grandparents, sister, brother, each similar relationship established by the

employee’s marriage, any other legal dependent, any person for whom the teacher was a legal

dependent, any person for whom the employee has guardianship powers or is the executor of

the estate, any person for whom the employee is the sole surviving relative, and any person

residing in the same household as the employee. A teacher shall be allowed three (3) day's

leave of absence with full pay to attend the funeral of an aunt, uncle, niece or nephew, and

each similar relationship established by marriage. In the event of the death of a member of the

faculty of a school, other members of that faculty and other teachers, who were members of

the same school faculty as the deceased in either of the two (2) preceding school years and/or

were on the same school faculty with the deceased for at least five (5) school years, will be

allowed release time to attend the funeral if such teacher(s) can arrange coverage of classes

by other faculty member(s) of that school.

Section 3: Professional. A teacher may request time off with pay for attendance at

programs, conferences, workshops or seminars conducted by colleges, universities,

governmental agencies, the NEA, ISTA, IEA, or affiliates thereof, and any other professional

organization whose activities are related to education or the job of a teacher. Such request

shall be directed to the Superintendent or designee. The Board may provide sufficient funds

to pay expenses incurred by teachers on professional leaves. The Board may consider

projected teacher absenteeism for the day for which leave is requested in considering such

requests.

Section 4: Legal. In the event a teacher is required to perform jury duty, the teacher will be

paid the difference between the teacher’s hourly rate and any jury duty remuneration that is

offered to the teacher.

Section 5: Emergency Leave. If a teacher has exhausted their annual twenty-one (21) hours

of personal leave, and the teacher or a member of their immediate family is involved in an

emergency, the teacher may apply to convert up to thirty-five (35) hours sick leave for any

such year to an emergency leave. Request for such conversion must be submitted to a special

committee composed of two (2) individuals appointed by the Association President and two (2)

individuals appointed by the Superintendent. The Committee may request reasons or

justification for such conversion, and a majority decision by the Committee shall be required to

approve the conversion -- which will normally be after the absence for which the conversion is

requested. This applies only to emergencies, and the parties anticipate that conversion will

occur only under limited, extraordinary circumstances.

Section 6: Floating Holidays. For each academic calendar year, teachers shall receive two

(2) paid days off to be used for any reason as personal floating holidays. Approval will be

granted by the appropriate supervisor provided the teacher has given at least thirty (30) days’

notice, but in every case the request for approval should be made in writing at least forty-eight

(48) hours in advance of the absence. Floating holidays must be taken in full-day increments

and may only be applied to a scheduled workday. A floating holiday does not roll over if

unused and must be taken within the academic calendar year in which it is awarded. Floating

holidays are not paid out upon resignation or retirement.

Section 7: Other Leaves. Teachers shall be entitled upon hire to all board approved leaves

offered pursuant to Section 2 of Administrative Guideline 3430 as of the date of this Agreement

pursuant to its terms, except that (i) teachers will be eligible for Child Rearing and Adoption

leave immediately upon hire and may take such leave in any daily increment; and (ii) new hires

in their first year of employment are limited to four (4) weeks of Child Rearing/Adoption Leave

total. Teachers shall apply accrued paid sick leave to all absences. To the extent any

provision in Section 2 of Administrative Guideline 3430 conflicts with this Agreement, this

Agreement shall govern.

ARTICLE II

ILLNESS OR DISABILITY LEAVES

Section 1: Personal Illness. Every teacher shall have seventy (70) hours sick leave during

their first year in the system and fifty-six (56) hours sick leave each year thereafter. Sick leave

may also be used due to illness of any member of the teacher's immediate family (as defined

in Article I, Section 2). A teacher may accumulate unused sick leave without limit, which

accumulated leave shall be used for sick leave purposes only. Any teacher who is initially

contracted on or after the first day of the second semester of any school year shall be entitled

to one-half (1/2) of the foregoing annual amount of sick leave for that school year.

Section 2: Family and Medical Leave Act. Notwithstanding the limitations on use of sick

leave described in Section 1 above, teachers must concurrently use accrued paid sick and

personal leave, in that order, with unpaid Family and Medical Leave Act (“FMLA”) leave.

IPS will continue to pay its portion of all benefits coverages provided for in this Agreement

while a teacher is on a FMLA leave.

Section 3: The Sick Leave Bank (“Bank”) is established for use by teachers who have

exhausted their own accumulated sick leave. Any teacher may participate by voluntarily

contributing seven (7) hours sick leave per year to the Bank. Hours shall be contributed by

September 15 (or thirty (30) days after the ratification of the Agreement, whichever is later)

of each year. Any new teacher hired after September 15 in any school year may contribute

seven (7) hours sick time to the Bank within their first thirty (30) school days of

employment. Only teachers who have contributed to the Bank shall be eligible to derive

benefits from the Bank. The Bank shall be administered by the Association, and any grant

approval received by IPS by 9:00 a.m. on the Friday of a regular payday shall be paid by

way of the adjustment procedure no later than the following Thursday. Grants under this

provision shall not exceed two hundred forty-one thousand one hundred thirty-six dollars

($241,136) during the term of this Agreement. IPS and IEA will each appoint two (2)

members to a committee that is charged with developing a new structure for the sick leave

bank. This Subsection 3 remains in effect until the committee completes its work.

Section 4: Any teacher employed in the summer school, intersession and/or the evening

school program may annually utilize not more than seven (7) hours of regularly accumulated

hours of sick leave or personal business leave for illness leave during the summer school,

intersession or evening school program. Each absence from an individual summer school,

intersession or evening school session shall be charged for the hours missed.

ARTICLE III

MISCELLANEOUS LEAVE PROVISIONS

Section 1: While on a leave of absence to serve as President of the Indianapolis Education

Association, such teacher shall be eligible to continue to receive full benefits under this

Agreement, and IPS shall be obligated to pay its portion of those benefits as set forth in this

Agreement. While on leave, IPS will adjust such teacher’s compensation consistent with

adjustments made for other similarly situated teachers who are not on leave to the extent

permitted by law.

Section 2: A teacher who is placed on suspension pending a decision by the Board under

Board Resolution No. 1043 shall continue to receive full pay and benefits pending said

decision.

Section 3: Return from Leave. Teachers are encouraged to give as much notice as possible

of their intent to return from a leave of absence and are required to provide timely

documentation of ability to return prior to the anticipated date of return. For teachers who are

on a paid leave of absence for one (1) year the following notification requirements apply:

1. By January 15, IPS will send by certified mail, return receipt requested, to the last

address the teacher provided to the Human Resource Division a form for the teacher to

declare for the upcoming school year if the teacher is going to return to work, extend the

leave (if an extension is available), or resign;

2. By March 1, the teacher must return the completed form to the Human Resource

Division;

3. If the teacher does not do so, then the teacher shall be deemed to have resigned their

employment with IPS.

Upon return from any paid leave, a teacher shall be assigned to a position comparable to their

previous position, if available. In no event will the teacher's base pay be less than it would be if

the teacher were to return to the position held prior to the leave. Benefits programs may be

retained at employee expense during the leave.

ARTICLE IV

JOB SHARING AND SUPPLEMENTAL COVERAGE

Section 1: Job Sharing.

A. The phrase "job sharing" shall mean two (2) bargaining unit members sharing one (1)

full-time position. Job sharers shall not be deemed part-time employees.

B. The Board shall pay, on behalf of each job-sharing teacher, fifty percent (50%) of the

amount toward the fringe benefits set forth in Article IX of the collective bargaining

agreement that the Board pays for full-time teachers. In addition, members of a job-

sharing team shall receive one-half (1/2) the number of sick hours, floating holidays,

and personal leave hours provided to full-time teachers. Both members of a job-

sharing team shall be responsible for attending all faculty meetings, parent-teacher

conferences, and in-service sessions which the full-time bargaining unit employees

assigned to their building are required to attend.

C. Absences of one (1) member of a job-sharing team of three (3) or fewer days at one

time may be covered by the other member of such team provided the job-sharers have

agreed to such a plan and properly notify the administration of the school of such

agreement and of each incident when such an absence is to be covered by the other

team member. If any absence is covered in this manner, the absent teacher shall not be

required to use sick leave or personal leave for such absences.

Section 2: Supplemental Coverage.

Teachers shall receive additional compensation for covering other duties/classes as follows:

A. Compensation for Long-Term Class Coverage

The Board may offer, and a fully-licensed teacher may choose to accept, a role as a

long-term substitute at their own or another IPS building to cover long-term vacancies

during periods in which the teacher is not performing or scheduled to perform classroom

instruction. Such assignment will continue until the end of the semester or until the

vacancy is filled, whichever is sooner. A teacher who accepts the long-term assignment

will be paid at their standard hourly rate [annual salary ÷ 192 ÷ 7] while fulfilling this

assignment. The Board will prioritize offering long-term substitute roles to teachers

whose schedule, licensure, endorsements, and similar considerations align with the

needs of the vacant position.

B. Compensation for Ad Hoc Class Coverage

i. Pilot – This is a pilot program for the 2023-24 and 2024-25 school years only. The

non-salary/non-wage parameters of this pilot program were not bargained and are

included for informational purposes only.

ii. Loss of Preparation Time – Teachers will receive compensation when they give up

District designated preparation periods (planning time) for class coverage due to the

absence of another teacher.

a. Academic coaches, interventionists, and International Baccalaureate (IB)

coordinators will only receive compensation for classroom coverage if they

cover another teacher’s class for a minimum of three (3) hours, such that they

lose their preparation time.

b. Job-sharing teachers will not receive compensation for classroom coverage

when their co-teachers are absent, unless the coverage requires the teachers

to lose their planning periods.

c. Special-area teachers will be compensated the same as any other teacher

when they cover for a teacher who is absent, and students are split among

specials.

iii. Splitting Classes – Teachers will receive additional compensation in accordance with

paragraph iv below when principals place additional students in their classes,

resulting in a class size increase of at least 30%, due to the absence of another

teacher.

iv. Compensation – Teacher will receive twenty-five dollars ($25.00) per hour

increment. Time accumulated will round down to the nearest hour increment. Any

amount of time accumulated during a school year less than one hour will not qualify

for reimbursement.

v. Payment of Compensation – Compensation for class coverage will be paid in June

at the end of the applicable school year. Only teachers who remain employed on the

last day of the applicable school year are eligible to receive compensation for

accumulated classroom coverage.

ARTICLE V

RETIREMENT PAY AND BENEFITS

Section 1: All teachers who are eligible to retire and submit their Intent to Retire shall, upon

retirement, receive fifty dollars ($50.00) for every seven (7) hours of unused sick time. This

amount shall be deposited in the teacher’s 403(b) account.

Section 2: In the event of death during the school year of a teacher who is otherwise eligible

for retirement pay and benefits under this Article, the amount of money, if any, to which such

teacher would have been entitled under Section 1, shall still be paid.

Section 3: Each teacher shall have the option to make contributions to the 403(b)

Retirement Savings Plan (“Plan”) by payroll deduction up to the maximum allowable by

federal law. IPS shall match 50% of the teacher’s contribution up to a maximum of 3% of

the teacher’s salary. For example:

Teacher Contribution Board Match

0.5%

2.5%

1.25%

3% (Maximum)

10% 3% (Maximum)

Teachers shall have the option of rolling into the Plan assets from other Tax Sheltered

Annuities, as permitted by federal law.

If a teacher first began work in IPS prior to the beginning of the 2000-2001 school year, that

teacher's Plan accounts shall be fully vested immediately. If a teacher first begins work in IPS

on or after the first day of the 2000-2001 school year, that teacher's Plan accounts attributable

to employer contributions shall become fully vested after five (5) years of service in IPS. If a

teacher terminates employment with IPS for any reason before his or her accounts have

become fully vested, those accounts will be forfeited. If such a teacher later returns to IPS

employment following a break in service of more than two (2) years, the returning teacher will

start with no account balance and must accumulate five (5) additional years of service after

returning to become fully vested in new account accruals attributable to employer

contributions. A teacher's absence under an authorized leave, paid or unpaid, will not be a

termination of employment.

Each teacher's Plan accounts attributable to teacher contributions and rollover contributions

shall be fully vested at all times.

For each pay period, IPS shall deposit the teacher's contribution and the employer's

contribution for each teacher into individual accounts for the teacher, as established by the

selected vendor.

In the event a teacher's employment is terminated, the teacher may choose to receive a

distribution of the vested balance of his or her Plan accounts, at any time and in any form

permitted by the selected investment provider and federal tax law, or to transfer that vested

balance under applicable federal law. In the event of death, the teacher's vested account

balance shall be distributed to the teacher's designated beneficiary, or estate, if no

beneficiary exists.

ARTICLE VI

SUMMER SCHOOL, INTERSESSION AND ADULT EDUCATION

This section is intentionally left blank to preserve continuity in Article numbering. Content from

this Article has been moved to Article II.

ARTICLE VII

PROFESSIONAL COMPENSATION

Section 1: Salary Range.

At the beginning of the 2023-2024 school year, the salaries of returning full-time teachers were

between $50,400 to $90,000.

The salary range for the 2023-2024 school year is anticipated to be $51,900 to $94,000, not

including TRF (the Indiana Teachers’ Retirement Fund, a division of the Indiana Public

Retirement System) contributions.

The salary range for the 2024-2025 school year is anticipated to be $53,460 to $94,000, not

including TRF contributions.

Section 2: Base Salary Increases.

A. General Eligibility

A teacher is not eligible for a salary increase and will remain at their prior year salary if:

i. The teacher received an evaluation rating of ineffective or improvement necessary

in the prior school year; or

ii. The teacher did not complete a year of service (120 contract days worked).

However, no teacher’s salary will be below the minimum ($51,900 for 2023-2024

and $53,460 for 2024-2025), unless the lower salary is a result of an ineffective or

needs improvement evaluation rating.

B. Factors and Definitions

i. Evaluation Rating – A teacher who was evaluated and received a rating of highly

effective or effective for the prior school year and did not receive an evaluation

with a rating of ineffective or improvement necessary.

ii. Year of Experience – The teacher was employed by IPS and worked as a

teacher for at least 120 contract days in the prior school year.

iii. Academic Needs – The importance of attracting and retaining teachers in IPS

who, as identified below in Section C (iii), teach in certain subject areas and/or

have effective IPS teaching service beyond novice years.

C. Distribution (Amounts to be Added to a Teacher’s Base Salary)

The total increase to a qualifying teacher’s base salary is a combination of the factors

outlined below. Base pay increases for qualifying teachers will range from $1,850 to

$2,790 for 2023-2024 and $1,900 to $2,870 for 2024-2025.

i. Evaluation Rating

a. Highly Effective Evaluation Rating:

 Year 1: $1,290

 Year 2: $1,310

b. Effective Evaluation Rating:

 Year 1: $1,050

 Year 2: $1,070

ii. Year of Experience:

 Year 1: $530

 Year 2: $550

iii. Academic Needs of Students:

a. Served as a certified Special Education Teacher, ENL Teacher, School

Psychologist, and/or Social Worker (in each case, excluding teachers on

emergency permits) in the prior school year:

 Year 1: $530

 Year 2: $550

b. Served as a certified STEM core content/STEM CTE teacher and/or

appropriately credentialed dual credit course (in each case, excluding

teachers on emergency permits) in the prior school year:

 Year 1: $530

 Year 2: $550

c. Completed one (1) to seven (7) years of effective IPS teaching service at

the time of the effective date of the salary increases for the corresponding

school year:

 Year 1: $440

 Year 2: $460

d. Completed eight (8) or more years of effective IPS teaching service at the

time of the effective date of the salary increases for the corresponding

school year:

 Year 1: $270

 Year 2: $280

D. The salary increases for the 2023-2024 school year are effective starting July 23,

2023. No other monetary provisions of this Agreement are retroactive. In order to

receive the retroactive payment for an increase, an eligible teacher must have been

employed with IPS as of the ratification date of this Agreement.

E. The salary increases for the 2024-2025 school year are effective starting the first

contract day of the 2024-2025 school year.

F. Redistribution. Based on anticipated evaluation results, the parties believe that all

funds will be distributed and that no redistribution will be necessary. However, in the

event that there are funds that were otherwise allocated for teachers rated

ineffective or improvement necessary, those funds will be redistributed equally to all

eligible teachers rated effective or highly effective. The redistribution will be paid in

the form of a stipend at the end of the school year.

Section 3: Newly Hired Teachers.

IPS has the discretion to set the salary for a newly hired teacher anywhere within the salary

range for the corresponding school year identified above in Section 1. IPS, when exercising

such discretion, shall (i) consider targeted investments in new hire compensation to maintain

competitiveness with the relevant labor market, and (ii) follow a fair and consistent process that

considers internal pay equity and pay band compression. IPS and IEA recognize the inherent

tension that exists between responding to the labor market and ensuring internal equity;

therefore, IPS will carefully balance both considerations and upon reasonable request provide

IEA data concerning IPS’ application of this provision to its salary decisions.

Section 4: 26 Pays.

Compensation earned by teachers during a school year will be paid in twenty-six (26) equal

installments during the year. The first pay date for the school year is the 2

Friday in August.

Section 5: Returning Teachers – Frozen Education Pay.

As required by I.C. 20-28-9-1.5, a teacher who was employed as a teacher at IPS before

October 1, 2014 and has remained employed by IPS as a teacher will continue to receive

educational or “lane” pay determined by degree status as of September 2, 2014.

Section 6: Teachers performing the following ancillary tutoring/workshop services will be

compensated as follows:

 Curriculum Writing/Planning: $30.00/hour

 Workshop Presentation: $40.00/hour

 Preparation for Workshop Presentation: $20.00/hour not to exceed $140.00

 Tutoring: $30.00/hour*

 Workshop Participant – Mandatory professional development outside of the school

day/week/year: $40.00/hour and Professional Growth Points (PGP)

 Workshop Participant – Voluntary professional development at any time: PGP points

and/or $20.00/hour

*IPS shall have the discretion to raise the tutoring hourly rate up to a maximum of $60.00 per

hour based on the availability of additional funds.

Section 7: Payment and Stipends for Summer School.

Teachers performing summer school duties will be paid at their hourly rate [annual salary ÷

192 ÷ 7] for each hour worked.

In addition to payment of a teacher’s hourly rate for performing summer school duties, IPS

shall have the discretion to provide stipends to teachers performing summer school duties

based on the availability of additional funds. The total amount of stipend payments received by

a teacher performing summer school duties may be up to, but shall not exceed, $3,000 during

the term of this Agreement. For example, if additional funds are available, a teacher performing

summer school duties may receive a stipend of $1,000 during Year 1 and $2,000 during Year

2 of the Agreement.

Section 8: Payment for Required Extra Days of Work.

In the event that a member of the certified staff is required to work on authorized IPS programs

or activities beyond the regular school calendar, the member will be paid at the member’s

hourly rate [annual salary ÷ 192 ÷ 7] for the day of work. Authorized IPS programs are defined

as assignments involving the staff member’s regular duties. (i.e. Counselor working additional

days during holiday breaks. “Regular duties” does not include attending professional

development sessions or workshops). Notwithstanding any other provision in this Agreement,

there shall be no additional compensation to teachers for the first twenty-five (25) hours of new

teacher orientation.

Section 9: Deductions for Certain Daily Absences.

Deductions for school year personnel for daily absences not covered by provisions listed in

this Agreement shall be made at the rate of 1/192 of the contracted salary.

Section 10: Stipend Payments for Ancillary District and School or District Teacher

Leader Roles.

If IPS places a teacher in a School or District Leadership Role, the teacher will receive an

additional stipend of $1,000, $2,000, $5,000 or $7,000 per year in compensation for the 2023-

2024 and 2024-2025 school years. If the teacher only serves in the role for a portion of a year,

the amount will be prorated. Teachers assigned to these ancillary roles will not be eligible for

the payments in Section 6 above since these duties will be part of their Leadership roles.

These roles and accompanying stipend payments are not available to any teacher who

receives an ineffective or needs improvement evaluation for the prior school year.

Section 11: Stipend Payments for Ancillary Opportunity Culture Teacher Roles.

Role Stipend Amount

Multi-Classroom Leader (“MCL”) Tier 3 $18,300

MCL Tier 2 $11,400

MCL Tier 1 $6,800

Expanded Impact Teacher (“EIT”) $6,800

Teachers who teach on a team under an

MCL, IF school can afford to do this on

each team in the school building.

Up to $1,300

These roles and accompanying payments are not available to any teacher who receives an

ineffective or needs improvement evaluation for the prior school year.

Section 12: Emerging Schools.

IPS has the discretion to provide stipend payments to teachers in emerging schools to address

the academic needs of IPS, which include the retention of teachers in emerging schools.

ARTICLE VIII

COACHING, ATHLETIC ACTIVITIES AND EXTRACURRICULAR ACTIVITIES

The Board will grant supplemental pay to those who are selected and who perform the

following coaching or extracurricular assignments beyond the routine school day. The

supplemental pay is not earned or payable until after the season or extracurricular activity has

been completed.

The Board shall have discretion to determine the amount of supplemental pay it will pay

teachers performing coaching or extracurricular assignments, provided that in no event shall

any such supplemental pay be for less than the applicable amounts listed in the tables below.

The Board will notify the Association when exercising discretion pursuant to this Article, and

internal salary equity will be considered before this provision is utilized for any position.

Section 1. Senior High School Athletics.

Role Stipend Amount

Tier 1

Football Head

$11,200

Football Coordinator $5,600

Football Assistant

$4,000

Basketball Head

1,200

Basketball Assistant $4,800

Tier 2

Baseball Head

$6,200

Baseball Assistant

$3,600

Softball Head $6,200

Softball Assistant

$3,600

Soccer Head

$6,200

Soccer Assistant $3,600

Wrestling Head

$6,200

Wrestling Assistant $3,600

Track Head

$6,200

Track Assistant

$3,600

Volleyball Head $6,200

Volleyball Assistant

$3,600

Swimming Head

$4,400

Swimming Assistant $2,400

Tier 3

Golf Head $4,400

Golf Assistant

$2,400

Cross Country Head

$4,400

Cross Country Assistant $2,400

Diving Head

$2,400

Tennis Head

$4,400

Tennis Assistant $2,400

Tier 4

Unified Sports Head

$3,600

Strength & Conditioning

$3,000

Alt.

Assistant Coordinator $2,000*

*Per Fall, Winter and Spring session

Section 2: Middle School Athletics.

Role Stipend Amount

Tier 1

Football

Head

3,200

Football Assistant $2,000

Basketball

Head

3,200

Basketball

Assistant

2,000

Volleyball Head $2,400

Volleyball Assistant $1,600

Soccer

Head

2,400

Soccer Assistant $1,600

Baseball Head $2,400

Baseball

Assistant

1,600

Softball Head $2,400

Softball

Assistant

1,600

Tier 2

Track

Head

2,400

Track Assistant $1,600

Wrestling

Head

2,400

Wrestling

Assistant

1,600

Cross Country Head $1,600

Golf

Head

1,600

Tennis

Head

1,600

Swim Head $2,400

Swim Assistant $1,600

Alt.

Athl

etic

Coordinator

3,500*

Select Team Coach $4,000

*Per Fall, Winter and Spring session

Section 3: Elementary Athletics.

Role Stipend Amount

Basketball $500

Soccer $500

Volleyball $500

Other

Elementary

Sports

500

Elem. Athletic Coordinator $1,000*

*Per Fall, Winter and Spring session

Section 4: Miscellaneous Coaching.

A. High school varsity head coaches are eligible for a $500 bonus for each consecutive

year in the position at a specific school after the first year (cap of $2,500 bonus).

B. Junior Varsity and Freshman level high school coaches will be paid the Assistant

Coach stipend for the sport.

C. Stipends may be split by coaches; however, individuals may not make more than a

full stipend for a particular sport for a particular season.

D. Any teacher who serves as a middle school official (referee, umpire, etc.) shall be

paid the standard rate per game/match/meet and shall be paid at the end of the

respective seasons.

Section 5: Extracurricular Activity Stipend Schedule.

Activity/Club Stipend

Amount

Tier 1

Position Type

Full

School Year Competitive Music Performance Director

$5,500

Anticipated

Scope

At least 20 students supervised and anticipated work of at least

180 hours

Examples of

Anticipated

Qualifying

Activities

Orchestra, Marching Band, Choir

Tier 2

Position Type

Director

Full School Year Competitive Other Performance

$4,500

Anticipated

Scope

At least 15 students supervised and anticipated work of at least

150 hours

Examples of

Anticipated

Qualifying

Activities

Cheerleading, Band-related Color Guard

Tier 3

Position Type

Director

Full School Year Non

Competitive Activity

$4,000

Anticipated

Scope

At least 10 students supervised and anticipated work of at least

125 hours

Examples of

Anticipated

Qualifying

Activities

Journalism, Yearbook, JROTC

Tier 4

Position Type Assistant Director - Full School Year Competitive Music

Performance

$3,500

Anticipated

Scope

At least 20 students supervised and anticipated work of at least

110 hours

Examples of

Anticipated

Qualifying

Activities

Asst. Orchestra Director

Activity/Club Stipend

Amount

Tier 5

Position Type Director - Full School Year Non-Competitive Performance $3,250

Anticipated

Scope

At least 10 students supervised and anticipated work of at least

100 hours

Examples of

Anticipated

Qualifying

Activities

Drama/Theater, Pep Band

Tier

Position Type Sponsor - Full School Year and/or Advanced Skill

Competitive Club

$2,500

Anticipated

Scope

At least 7 students supervised and anticipated

work of at least 80

hours

Examples of

Anticipated

Qualifying

Activities

Debate, Robotics

Tier

Position Type Assistant Director - Full School Year Competitive Non-

Music Performance

$2,000

Anticipated

Scope

At least 15 students supervised and anticipated work of at least

60 hours

Examples of

Anticipated

Qualifying

Activities

Asst. Cheerleading Coach, Academic Bowl Team Sponsor

Tier

Position Type Sponsor - Full Year Non-Competitive Academic and Other

Club

$1,500

Anticipated

Scope

At least 10 students supervised and anticipated work of at least

50 hours

Examples of

Anticipated

Qualifying

Activities

National Honor Society, Class Sponsor, Student Council, Key

Club

Activity/Club Stipend

Amount

Tier

Position Type Sponsor - Single Season or Short Duration Competitive Club

$1,000

Anticipated

Scope

At least 10 students supervised and anticipated work of at least

30 hours

Examples of

Anticipated

Qualifying

Activities

Chess Club (including competitions)

Tier 10*

Position Type Sponsor - Single Season / Short Duration Non- Competitive

Club

$500

Anticipated

Scope

At least 7 students supervised and anticipated work of at least 20

hours

Examples of

Anticipated

Qualifying

Activities

Chess Club (non-competing), Photography Club

*Stipend amount is per season

Any club or activity that serves less than seven (7) students or requires less than twenty (20)

hours of anticipated work will not be eligible for a stipend.

Section 6: Other Coaching or Extracurricular Activities.

The parties acknowledge that there may be some coaching and extracurricular activities that

are not addressed in this Article that may arise throughout the school year. The parties will

discuss these extracurricular activities as needed.

ARTICLE IX

INSURANCE

Section 1: Group Medical Program.

A. Plans

The Board will make available to teachers and their eligible dependents a group medical

program. Employees may select coverage from these two (2) plans:

 HealthSync Health Savings Account (“HSA”) Enhanced Plan

 HealthSync HSA Base Plan

For 2024 and 2025, for employees who choose the HealthSync HSA Base Plan, IPS will

make up to a $750 contribution to the employee’s HSA account if the employee selects

employee only coverage or will make up to a $1,500 contribution to the employee’s HSA

account if the employee chooses one of the other three (3) employee plus dependent(s)

coverages. The employee must be employed at the time of disbursement to receive the

payment.

The medical plan administration representatives shall be permitted to make contacts

through the schools with teachers in order to inform them of their plans. Such

contacts shall be limited to periods before and after the teacher's workday and

through the distribution of materials.

B. Types of Coverage

Coverage shall be available based on four (4) options:

 Employee

 Employee and Child or Children

 Employee and Spouse

 Employee and Family (Spouse and Children)

C. Payments to the Group Medical Program

Teachers shall be eligible for group medical insurance in accordance with the health

insurance offerings and employee-paid premium amounts below. For calendar year

2024:

Anthem HealthSync HSA Base Plan 2024

COVERAGE TYPE ANNUAL

PREMIUM

Employee

$1,228.16

Employee and Child/Children

$3,228.57

Employee and Spouse

$4,119.04

Employee and Family (Spouse and Children)

$5,192.32

Anthem HealthSync HSA Enhanced Plan 2024

COVERAGE TYPE ANNUAL

PREMIUM

Employee

$2,496.04

Employee and Child/Children

$5,502.91

Employee and Spouse

$7,265.02

Employee and Family (Spouse and Children)

$8,671.14

For calendar year 2025 only, if there is no increase in the cost of the self-funded medical

program, then the Board and employees shall contribute the same amounts as in

calendar year 2024. If there is an increase in the cost of the self-funded medical

program, then the Board may increase its contribution by one-half (1/2) of the

percentage increase to the medical program. Employees shall be responsible for paying

the remaining costs of the plans.

D. Wellness Credits

For calendar years 2024 and 2025, employees who participate in the wellness rewards

program shall receive up to a $600 credit annually to offset the employee share of the

medical program cost if the employee meets health screening and engagement goals

outlined by the parties’ health plan sub-committee. The employee must be employed at

the time of disbursement to receive the payment.

E. Special Rate

Teachers whose spouses also are IPS employees are eligible for the same coverage

options and the same Board contribution as other teachers; provided, however, that a

teacher cannot be both an employee and a dependent at the same time.

Section 2: A forty thousand dollar ($40,000) Group Term Life Insurance Plan shall be

available on the same terms and conditions for all teachers. This coverage will also be

made available at the same cost per thousand dollars of coverage and otherwise on the

same terms and conditions for all other IPS employees. Teachers desiring to participate will

contribute $.01 per pay period and the Board will contribute the remainder of the premiums.

Accidental Death and Dismemberment (AD&D) is included in this plan.

Section 3: Tax Deferred Annuity Programs are available for each teacher.

Section 4: The Board’s dental plan shall be available to each eligible employee and the

employee’s eligible dependents. The Board shall pay for the cost of the coverage except for

$.01 per pay period, which shall be paid by the employee. Employees who select the

Employee/Child(ren) or Employee/Family plans may elect an enhanced dental coverage

plan with a lifetime maximum child orthodontia benefit of $1,000, for which the Board shall

pay for the cost of coverage except for $5.57 (Employee/Child(ren)) or $6.67

(Employee/Family) per pay period, which shall be paid by the employee for respective

plan.

Section 5: The Board shall make available to eligible teachers a voluntary Long Term

Disability (LTD) plan.

Section 6: The Board’s vision plan shall be available to each eligible employee and the

employee’s eligible dependents. The Board shall pay the cost of employee only coverage

up to a maximum of $6.30 per employee per month with the exception of $.01 per pay

period paid by the employee. If an employee elects dependent coverage and/or coverage

with enhanced benefits, then the employee shall pay the additional cost of the dependent

coverage and/or enhanced benefit coverage.

Section 7: For teachers who are employed through the last teaching day of the school year

and will be an IPS employee for the succeeding school year, those teachers shall have

benefits coverages under this Article continued through the following July. For teachers who

will not be an IPS employee for the succeeding school year, those teachers shall have

insurance coverage continued through the end of the month in which the teacher receives final

payment.

Section 8: Eligibility for continuing in the benefit programs listed in this Article shall be

available to those teachers who retire prior to becoming eligible to obtain coverage under

Medicare, providing the applicant meets the requirements of I.C. 5-10-8-2.6(e). For such

teachers who do not meet these requirements, the coverage is available providing the

applicant has had coverage in the program for five (5) consecutive years immediately prior

to retirement, and providing that such continued coverage is not contrary to the agreement

with the medical plan. The teacher must pay the full cost of the coverage, and such

coverage ends when the teacher becomes eligible for Medicare. In addition, if IPS

determines that the law no longer permits participation in benefit coverages to end when a

retired teacher becomes Medicare eligible, then those benefit coverages will not be offered

to retirees, except as required by law. In addition, a retiring teacher will have any and all

conversion rights that may be available. The former employee shall be required to make

monthly payments in advance for such protection.

Section 9: For the 2025 calendar year, to enable the parties to contain costs for the benefit

plans in Article IX, the parties’ health plan sub-committee may change the specifications of

any program, including but not limited to vendors, plan administration, benefits, and network

structure, provided that the committee has discussed changes prior to implementation.

Section 10: The Association and the Board agree to continue the current Section 125 plan,

which allows for funding of certain insurance, health care, non-reimbursed medical and

dependent care expenses as permitted by Section 125 of the Internal Revenue Code.

Consistent with applicable law, the Section 125 plan will provide that employees have

automatically elected to pay their portion of the cost for group medical program coverage on a

pre-tax basis, unless they submit a waiver.

Section 11: An Employee Assistance Program (EAP) will be available to assist employees

and their immediate family members with confidential, short-term counseling and follow-up for

problems or personal concerns. The Board shall pay the cost of the EAP (at a maximum Board

contribution of Two Dollars and Ninety Cents ($2.90) per employee per month). The EAP will

provide initial counseling, diagnostic and prescriptive services to employees.

ARTICLE X

EMERGENCY SCHOOL CLOSING

Section 1: If a school or other work location is officially closed by IPS’ Superintendent

because of an emergency, all teachers shall receive full pay for each day on which school is

closed.

Section 2: Teachers are paid for Emergency School Closings (Article X, Section 1); therefore,

any scheduled make-up days are without pay. Teachers shall be allowed to use leave time

(such as personal, bereavement, or illness) on any scheduled make-up days subject to the

same conditions as on any other school day.

Section 3: If schools or work locations are closed and teachers are not required to report,

due to inclement weather or other emergency, on a day on which a teacher had

prearranged to take a paid leave, the teacher shall not be charged for such leave. If

schools are open on such a prearranged leave, but schools are then closed due to

inclement weather or other emergency so that students are dismissed early that day, the

teacher will be charged only for the hours missed.

ARTICLE XI

TEACHER'S PROTECTION

Section 1: As long as IPS' investigation shows that the teacher acted appropriately, the

Board shall, upon request, provide legal counsel and assistance for the defense of a teacher in

any civil or criminal action or threatened action against the teacher which arises out of or is

connected with such teacher's supervision of pupils during the regular school day or during any

school related activity approved by the Board or its representatives whenever occurring.

Section 2: Teachers shall suffer no loss of wages or reduction in accumulated leave when

appearing as a witness before a judicial body or legal authority for school-related cases.

Section 3: In case of an unprovoked assault on a teacher by student(s) or non-student(s) in

the scope of the teacher’s employment, the Board shall be responsible for making available

full reimbursement upon proof of value to the teacher for any item of personal property

damaged in such assault. Furthermore, any absence due to injury or disability as a result of

such assault shall not be charged against the teacher's sick leave or any other leave

provided for elsewhere in this Agreement, subject to the provisions of Article II, Section 3.

Benefits under this Section shall be available to teachers who certify their willingness to file

charges and pursue legal avenues in prosecuting such cases. Legal counsel and assistance

will be provided the teacher in prosecuting such cases to their final resolution.

ARTICLE XII

MISCELLANEOUS BENEFITS

Section 1: The cost of any examinations required by the Board or law shall be paid by the

Board.

Section 2: One hundred sixty-eight (168) hours in each academic year shall be available for

released time for teachers to work on legislative matters, including but not limited to visits to

the Indiana General Assembly, membership training, and meetings with the IPS Legislative

Liaison Office. The time off may be taken in hourly, half-day, or full-day increments. The

Association President will identify the individuals to be released under this provision, but no

teacher will be released more than thirty-five (35) hours in any academic year unless the

individual is an officer within the Association, in which case the teacher will be released no

more than forty-nine (49) hours in any academic year, provided that no more than four (4)

officers may be designated for the additional fourteen (14) hours of leave under this Section in

any academic year. The Association will continue to work cooperatively with IPS to develop

and promote a joint legislative program.

ARTICLE XIII

GRIEVANCE PROCEDURE

Section 1: Definition.

A. A "grievance" is any violation of a provision of this Agreement, including any violation

arising from a misapplication or misinterpretation of this Agreement.

B. "Day" or "days" refers to days when teachers are scheduled to be in attendance, except

that during the summer break, they mean weekdays (Monday through Friday) other

than holidays IPS observes.

Section 2: Procedure.

A. Step One. If a teacher believes they have a grievance, the teacher must present it to

their immediate supervisor. The teacher and supervisor then shall meet informally to

discuss the matter.

B. Step Two.

i. If the grievance is not settled at Step One, then within twenty (20) days of the

occurrence of facts giving rise to the grievance and/or the date on which the

grievant or the Association knew or through reasonable diligence should have

known of the facts giving rise to the grievance, the teacher may present a

formal written grievance by fully completing the form attached as Appendix A

and delivering it to the Director of Employee Relations. If the Director of

Employee Relations does not receive the grievance within the specified time,

then the grievance shall be deemed null and void, and there shall be no

further proceedings on it.

ii. If the Association believes there is a grievance that affects a whole class of

teachers, then within twenty (20) days of the occurrence of facts giving rise to

the grievance and/or the date on which any of the affected teachers or the

Association knew or through reasonable diligence should have known of facts

giving rise to the grievance, the Association may present a formal written

grievance by fully completing the form attached as Appendix A and delivering

it to the Director of Employee Relations. If the Director of Employee Relations

does not receive the grievance within the specified time, then the grievance

shall be deemed null and void, and there shall be no further proceedings on it.

iii. Within fifteen (15) days after receiving the written grievance, the Chief of Human

Resources or designee shall meet with the grievant to discuss the grievance. Within

fifteen (15) days of the conclusion of the meeting, the Chief of Human Resources

or designee shall provide a written response to the grievant and the Association. If

the Chief of Human Resources or designee does not respond within the

designated time, then the grievance shall be deemed denied at the expiration of the

fifteen (15) day period.

Section 3: Time Limits. The time limits provided in this Article shall be strictly observed and

may be extended only by written agreement of the parties. If a grievant fails to initiate a

grievance or appeal a decision at any level within the prescribed time limit, the grievance

shall be deemed null and void, and there shall be no further proceedings on the grievance. If

an administrator at any level fails to respond within the prescribed time limit, then the

grievance may be advanced to the next step of the procedure as long as it is done so within

the time limits specified in this Article.

Section 4: Mediation. At any point in the process, the parties may mutually agree to mediate

or use other alternative dispute resolution procedures in an attempt to amicably resolve the

grievance.

Section 5: Separate Files. All documents, communications, and records dealing with the

processing of a grievance shall be filed separately from the personnel files of the

participants.

Section 6: Scheduling Grievance Meetings. Every effort will be made to schedule all

grievance meetings at times which will not interfere with the regular work day of the

teachers involved. If any grievance meeting or hearing is scheduled during the school day,

any teacher required by either party to participate as a witness and/or grievant in such

meeting or hearing shall be released from regular duties without loss of pay. Such period

should be held to the minimum necessary absence.

Section 7: Association Representation. A teacher has the right to have an Association

representative present during any discussions, meetings or hearings under this Grievance

Procedure.

ARTICLE XIV

TERM OF AGREEMENT

This Agreement shall be effective as of July 1, 2023, and shall continue in effect through June

30, 2025. This contract was ratified by the IEA on October 30, 2023 and by IPS on November

14, 2023.

The undersigned attest to the following:

1. A public hearing was held in compliance with I.C. 20-29-6-1(b) on September 11, 2023,

and electronic participation from the parties and/or public was permitted; and

2. A public meeting in compliance with I.C. 20-29-6-19 was held on November 8, 2023 to

discuss the tentative agreement and electronic participation from the governing body

and/or public was permitted.

INDIANAPOLIS EDUCATION ASSOCIATION