Additional Compensation (Click to return to Index)
There are several opportunities for you to receive compensation above your 180-day base contract:
For employees new to the district, 3 days of new staff orientation is paid at per diem.
All employees have 6 days of supplemental pay--three before school starts and three during the year. Leaves do not apply on these days. If an employee is unable to work a supplemental day, the supervisor will provide make up opportunities. A one-week prior notification by the employee is required, except for illness or emergency. Make up opportunities will be scheduled and designed by the supervisor with input by the staff member. Part time staff have the option to work a full day and be paid for a full day on these days, but it is not required.
21 Hours Separate Contract--All employees have 21 hours of locally bargained, employee-directed time compensated time (pro-rated based on FTE) to spend on meetings, professional development, or extended opportunities to learn for students. A separate form must be completed and turned into Human Resources by June 30th.
Professional Growth Stipend--Employees who are on Comprehensive or Long Form evaluation will receive a $500 stipend, and employees who are on Focused or PGAP evaluation will receive a $250 stipend. There is no paperwork to complete. This stipend will be automatically paid on your January pay warrant. Employees hired after January 1st will have the stipend paid on their July paycheck.
Discretionary Supplies Allocation--All employees who are employed by the district on October 1st are eligible to be reimbursed for $400 (pro-rated based on FTE) of materials and supplies for their classroom. A separate form must be completed and turned in to Human Resources by May 15th. Receipts are not required. This is a one-time payment once the total amount has been spent.
- Professional Development Reimbursement--All certificated employees have $100 available to be used for reimbursement of professional development activities such as credits, clock hours, National Board fees, ProTeach fees, conference registration fees, etc. Receipts are needed for reimbursement once the total amount has been spent. The Professional Development Reimbursement form must be submitted to Human Resources by August 31st.
WEA Attorney Referral Program (Click to return to Index)
The NEA provides WEA/NEA members with the services of an attorney at a discounted hourly rate. The Attorney Referral Program (ARP) is a service provided to NEA members, their spouses, and dependent children who need services of an attorney on personal legal matters, not employment-related. Participating ARP attorneys provide each member with two free 30-minute consultation sessions during each year of the program (Sept. 1 through Aug. 31). These two free consultations are taken separately and deal with two different questions. This benefit allows you to discuss your problem with an attorney to determine whether you need additional legal services.
If your problem falls within any of the following areas, the attorney's fees are discounted 30%: real estate matters; wills and estates; domestic relations; consumer protection; or traffic violations (includes DWI citations).
For a complete list of guidelines and to see a full list of participating law firms, look under the "Your Membership" menu on the WEA home page at http://www.washingtonea.org.
The firm that EEA most often refers members to is:
Cogdill, Nichols, Rein, Wartelle & Andrews
3232 Rockefeller Avenue
Everett, WA 98201
Compensated Leaves (Click to return to Index)
Annual Leave—Employees are granted 4 days of annual (personal) leave each year. If you do not use these days in a school year, you can carry over 1 day to the next year (you can have have a maximum of 5 days/35hours of Annual Leave at any one time), or you can cash out your Annual Leave days. Annual Leave is cashed out at the 120-day substitute teacher rate, and it is paid on the August paycheck.
Sick Leave—Employees are granted 12 days of sick leave each school year. Unused sick leave carries over to the next year.
Family Care Leave—An employee may use accumulated sick leave and other paid leave to care for a child with a health condition that requires treatment or supervision, or a spouse, parent, parent-in-law, grandchild, or grandparent of the employee who has a serious health condition or an emergency condition.
Paternity Leave—Spouses/domestic partners are granted 1 day of paternity leave for the birth of a child, and parents are granted 1 day of leave for the adoption of a child. Spouses/domestic partners can use accumulated sick leave to care for the child or the mother after childbirth.
Bereavement Leave—There are many types of bereavement leave granted to employees:
Up to 3 days in situations in which the attending physician or licensed practitioner deems that death is imminent for a member of the employee's immediate family. The immediate family shall consist of spouse, domestic partner, children, parents, grandparents, grandchildren, and siblings of the employee or spouse/domestic partner.
Up to 5 days in the event of the death of a member of the immediate family, excluding spouse/domestic partner and child.
Up to 10 days in the event of the death of a chilld, spouse, or domestic partner (as defined by the benefit program).
Up to 2 additional days will be allowed for travel outside the State of Washington.
Up to 1 day for attendance at the funeral or memorial service for another relative (non-immediate family) or close personal friend.
Employee Assistance Program (Family Services) (Click to return to Index)
Each member is entitled to eight free counseling sessions per year for the employee and/or family members through Far West Family Services. http://www.farwestfamilyservices.com 206-682-8149.
Student Discipline (Click to return to Index)
Student discipline is one area that we receive lots of questions. Following is a list of some of the most common concerns and the contract language and Washington State statutes that apply:
You have the right to exclude disruptive students from your classroom as part of your classroom management process. The purpose of WAC 392-400-205 and our contract language is to guarantee your right to teach and all students’ right to learn. Before you exclude a student from class, you must first attempt at least one other intervention, except in extreme situations. As part of classroom management, a student can be excluded from your classroom for the balance of the class period (secondary) or the rest of the day (elementary), or until the principal confers with you about the incident and the stipulations for the student re-entering the class. If you intend for the student to remain out of class for the remainder of the period or day, make sure you let your administrator and office manager know that you are acting under WAC 392-400-205 or Article 5.1.C of the collective bargaining agreement so that they do not send the student back after a few minutes.Previously the exclusion could last up to two days or until the conference occurred, but a recent change in state law eliminates the two-day option.
State law requires the school to inform teachers of any incoming transfer student's history of disciplinary actions, criminal or violent behavior, or other behavior that indicates the student could be a threat to the safety of educational staff or other students (RCW 28A.225.330).
A student convicted of committing an offense such as assault, malicious harassment, malicious mischief, or other crimes against a teacher shall not be assigned to that teacher's classroom for the duration of the student's attendance at that school or any other school where the teacher is assigned. (RCW 28A.600.460)
You have the right to obtain an Anti-harassment Protection Order against a student or a student's parent if those individuals engage in behaviors that are abusive; threatening; seriously alarm, annoy or harass; or would cause a reasonable person to suffer substantial emotional distress (RCW 10.14.020).
Inappropriate acts/behaviors directed toward EEA staff, as a result of their employment with the Edmonds School District, whether occurring on or off school premises, shall be subject to building/district level investigation and may result in disciplinary or other appropriate action toward the perpetrator, as determined by the District (Collective Bargaining Agreement, Article V).
- RCW 28A635.010 protects teachers on school premises while carrying out their duties: "Any person who shall insult or abuse a teacher anywhere on the school premises while such teacher is carrying out his or her official duties, shall be guilty of a misdemeanor."
As always, if you need any assistance in exercising your rights under our contract and/or the law, contact EEA immediately.