GCTA Contract

1. Pursuant to the New York State Public Employees' Fair Employment Act, the Gates Chili Board of Education recognizes the Gates Chili Teachers' Association as the exclusive negotiating representative for all employees in the Teachers' Unit, including certified teachers, classified caseworker personnel, Occupational Therapists, Physical Therapists, Social Workers, Registered Nurses, Licensed Practical Nurses and Teaching Assistants.
2. The Gates Chili Teachers' Association shall enjoy the maximum period of unchallenged representation status as prescribed in Section 208 (2) of the Taylor Law.

As used in this Agreement:

1. Board shall mean the Board of Education of the Gates Chili Central School District.
2. Superintendent shall mean the Superintendent of Schools, or their designee, of the Gates Chili Central School District.
3. Association shall mean the Gates Chili Teachers' Association.
4. Teacher shall mean all full-time and part-time certified personnel, except those serving under the titles of Superintendent of Schools, Associate and Assistant Superintendents, Directors, Coordinators, Principals, and Assistant Principals.
5. Caseworker shall mean all full-time and part-time classified personnel employed as Caseworkers, pursuant to Civil Service definition.
6. Occupational and Physical Therapist shall mean all full-time and part-time classified personnel employed as Therapists, pursuant to Civil Service definition.
7. Registered Nurses and Licensed Practical Nurses shall mean all full-time and part-time classified personnel employed as school nurses, pursuant to Civil Service definition.
8. Teaching Assistant shall mean all full-time and part-time certified personnel employed as teaching assistant pursuant to Education Law.

1. The term "Parties" refers to the Gates Chili Central School District Superintendent and the Gates Chili Teachers' Association.
2. Neither party in any negotiations shall have any control over the selection of the negotiating team of the other party.
3. 1. By no later than December 1 of the year prior to the termination of this contract, the Association President and the Superintendent will meet to discuss negotiations for a successor agreement.  An additional Association representative shall have the right to attend this meeting. If both parties agree, negotiations will begin by no later than the second Friday in January with each party submitting a maximum of five proposals. One of the proposals may represent all of the articles for which members are compensated or receive a stipend.  For the purpose of this article, proposals will be defined as specific changes to or a deletion of a current article or the addition of a new article. Proposals will be in such detail and in the form that the proposing party wishes them to be written in the contract.
   2. If either party requests to open negotiations early, and not according to the stipulations in 3a, and the other party agrees, the party requesting to open will present its proposals in detail at the first meeting. The proposals will be in such detail and in the form that the proposing party wishes them to be written in the contract.  At the second meeting, the other party will respond in the same manner. The first meeting and all necessary subsequent meetings shall be called at times mutually agreeable to both parties.
   3. If there is not a mutual agreement to begin negotiations as described in Section 3a and 3b of this article, then meetings for a successor agreement will begin with the exchange of proposals on the fourth Friday in January prior to the termination of this contract.
4. The parties shall submit to each other a letter of certification stating the name of its chief spokesperson and empowering said individual to act as Chief Negotiator to make, consider, alter and tentatively agree to all proposals at the negotiating table.  This letter of certification shall be presented to each party prior to the first formal negotiations meeting.
5. All tentatively agreed upon items must be initialed by each respective spokesperson prior to the conclusion of each meeting.
6. Before the conclusion of each meeting, the time, date, and place for the next meeting shall be established by mutual consent of the spokesperson of both parties.
7. All negotiating procedures shall terminate with the declaration of an impasse by either party.
8. Any release of the tentative agreement reached or the contents of the final Agreement shall be done by mutual consent of both parties.
9. Upon completion of the negotiation process, all Agreements tentatively reached by the negotiating teams shall be submitted in writing to the Superintendent of Schools and the Association members for ratification.
10. Upon ratification, the Agreement shall be signed by the President of the Gates Chili Teachers' Association and the Superintendent of Schools.
11. The designation of personnel, materials, method of reproduction and distribution of copies of this Agreement will be by mutual consent of both parties. The Association agrees to pay one-half the total cost of typing, materials and reproduction of said Agreement for their membership. 
12. The Association does not assert the right to strike against any government, to assist in participation in any such strike, or impose any obligation to conduct, assist, or participate in such a strike.
13. Both parties shall negotiate in good faith.
14. Meetings of negotiating teams shall be closed to the general public, students and news media.

1. In an effort to improve communications and solve problems as they arise, a joint District level labor/management committee shall be established starting in the 2019-20 school year.  This committee shall meet at least quarterly at times and locations that are mutually agreed upon.  Agendas will be established prior to the start of each meeting by committee members. 
2. It is understood that the committee is intended to focus on problem-solving, brainstorming, and reviewing trends in the field of education.  It is further understood that the committee may address issues that arise between contract negotiations, including potential grievances. 
3. The committee shall consist of the Superintendent and up to two (2) additional administrators of their choosing and the Association President and up to two (2) additional unit members of their choosing.  The District requests that there be representation from both secondary and elementary.

1. After October 1 and during negotiations, the Association shall have the right, upon reasonable request of time, and for use in the negotiations process, to see and copy financial and budgetary information of the District which is available to the public.
2. Both parties mutually agree they will exchange any information pertinent to costing out proposals that will aid in understanding the parties' position in negotiations.

1. The Association shall have the right to use school buildings at reasonable times for meetings.  A request for the use of buildings shall be submitted to the principal of the building involved at least two (2) days prior to the meeting.
2. Any costs incurred by the District due to building use by the Association shall be borne by the Association.
3. The Association shall have the right to use the regular school district delivery service and to place notices, circulars and other material on a bulletin board in the faculty room designated by the building principal, and in members’ mail boxes.
4. It is agreed that a telephone line will be provided to the Association.  Subject to space availability and access limited to when the building is open, the telephone line will be in the district building location of the Association President. The cost to install the service and the monthly usage charge will be borne by the Association.
5. The Superintendent shall not discriminate in any way, nor permit any member of the Administrative staff to discriminate against any members by reason of their membership in the Association, or their exercise of rights granted under this Agreement.
6. The Association or any of its members shall not discriminate in any way against any other member, administrative staff, or Board of Education members in the performance of their duties under the terms of this Agreement and/or Board of Education policy and District regulations.

1. The Superintendent agrees to release the President and/or their designee for a cumulative total of twenty (20) half days per year for Association business upon two (2) days’ notice, when possible, to the building principal.  Such released time is contingent upon the availability of a substitute. The cost of paying the substitute shall be borne by the District, provided the Association President documents these days with the Assistant Superintendent for Personnel & Labor Relations.
2. In addition, the Association President will be released from one fifth of their teaching duties to conduct Association business.  If the Association President is a unit member who works in the elementary school, the Association President and Superintendent or designee will meet to discuss an agreed upon release time.
3. The Superintendent agrees that the President of the Gates Chili Teachers’ Association will be given no supervisory assignments.

1. Release time for NYSTRS Delegates to attend the Annual Meeting shall be given without loss of pay.
2. Release time for NYSUT Delegates to attend the Annual Meeting of the Representative Assembly shall be given without loss of pay.
3. Release time for American Federation of Teachers’ Delegates to attend the Annual Convention shall be given without loss of pay.
4. The Association agrees to pay the cost of substitutes for members of the Association attending the American Federation of Teachers’ convention as delegates.

1. The District agrees to deduct membership dues for the Association from the wages of such active members.
   1. Payroll deductions of the Association dues shall take place each pay period during the school year beginning with the second pay period in September.  New employee dues will be deducted no later than thirty (30) days after signing a membership form.
   2. Dues deductions shall continue without interruption unless and until a member withdraws membership in accordance the policies and procedures of the Association and its affiliates.
   3. The District shall supply the Association President and Treasurer with any new unit member’s name, title, school assignment, start date, home address, phone number (if available) and salary within thirty (30) days of hire.
   4. Within thirty (30) days of hiring, the District will allow for release time for the new hire and an Association representative to discuss membership in the Association.
   5. The Association shall provide the District with a list of unit members for whom dues should be deducted and the signed authorization forms for such unit members who have voluntarily authorized the District to deduct dues.
   6. The District, upon request on a monthly basis, shall furnish the Association with a list containing member names and the amount deducted from each respective pay check.
   7. The Association will protect, defend, indemnify, and save harmless the District from any and all claims, damages, disputes, and liability as a result of administering this section.
2. Payroll deduction shall be permitted for voluntary United Way and VOTE/COPE contributions.
3. Payroll deduction shall be permitted for voluntary participation in the NYSUT Member Benefits Trust.
4. Payroll deduction shall be permitted for voluntary Gates Chili Education Foundation contributions.

The primary purpose of this procedure is to secure equitable solutions in a rapid and orderly manner to the problems which might arise between members and an immediate supervisor at the lowest possible level.

BASIC PRINCIPLES

1. A member shall have the right to present grievances in accordance with these procedures, free from coercion, interference, restraint, discrimination or reprisal.
2. A member shall have the right to be represented at any of the procedures by a person or persons of their own choice.  A member of the Association shall have the right to be present at any of the procedures.  This member shall be designated by the President of the Association.
3. Each party to a grievance shall have access at reasonable times to all written statements and records pertaining to each case.
4. All hearings shall be confidential, unless an open hearing is desired by mutual agreement.
5. If the aggrieved member does not act within the specified time limit at each level, they shall forfeit the right to continue the grievance.  The grievance shall be considered resolved at the last level of action.
6. Each administrator shall have the responsibility to consider each grievance presented to them and render a disposition within the time specified in these procedures.  If the disposition is not forthcoming within the specified time limit, the aggrieved member may continue to the succeeding level.
7. All forms for the filing of grievances will be prepared jointly by the Association and the Superintendent, and will be given appropriate distribution.
8. The preparation and processing of grievances shall not be conducted during the hours of employment.  All parties will avoid interruption of classroom activity and involvement of students in any phase of the grievance procedure.
9. The existence of the procedure as hereby established shall not be deemed to require any member to pursue the remedies herein provided.
10. No written grievance will be entertained as described herein, and such grievance shall be deemed waived, unless the written grievance is forwarded at the first available stage within twenty-five (25) working days after the member has been requested to fulfill the act or condition upon which the alleged grievance is based. For class size grievances, the written grievance is forwarded at the first available stage within sixty (60) working days after the member has been requested to fulfill the act or condition upon which the alleged grievance is based.
11. Nothing contained herein will be construed as limiting the right of any member having a grievance to discuss the matter informally with any appropriate member of the administration and having the grievance informally adjusted without intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement.
12. If a grievance affects a group of members and appears to be associated with system-wide policies, it may be submitted by the Association directly at Stage 2 as defined within "Procedure."
13. In the event a grievance is filed on or after June 1, upon request by or on behalf of the aggrieved party, the time limits set forth herein will be reduced pro rata so that the grievance procedure may be exhausted prior to the end of the school term or as soon thereafter as is possible.

DEFINITIONS

1. Grievance.  There are two (2) types of grievance under this procedure.  A Type 1 grievance is a complaint by an employee or group of employees of an alleged violation or misapplication of the terms and conditions of employment covered by this Agreement.  A Type 2 grievance is any other complaint by an employee or group of employees about any term or condition of employment not covered by this Agreement.
2. Administrator shall mean building principal and/or their designee and the Superintendent or their designee.
3. A Party in Interest shall be any party named in a grievance who is not the aggrieved party.
4. Immediate Supervisor shall include the Director, Assistant Principal, or Principal as is applicable regarding the nature of the grievance.
5. Working Days shall mean those days when school is in session.
6. The Association Grievance Committee will consist of three (3) members, one from the high school, one from the middle school and one from elementary. The Association President will notify the Superintendent and the Human Resources office by September 1 of each year regarding who is serving on the Grievance Committee.

PROCEDURE

Stage 1

1. The member and/or their representative must discuss the alleged grievance with the building principal or their designee prior to submitting the alleged grievance in writing on the Grievance Form to the building principal.

1. The member’s written grievance shall include the name and position of the aggrieved party, the time when, and the place where the alleged events or conditions constituting the grievance existed, the identity of the party responsible for causing the said events or conditions, if known to the aggrieved party, the identity of the Article alleged to be violated, and a general statement of the nature of the grievance and the redress sought by the aggrieved party.  The building principal or their designee will return a written disposition on the Grievance Form within five (5) working days of the receipt of the written grievance.  The aggrieved member within five (5) working days after receipt of the disposition of their grievance will proceed to Stage 2 unless the member has decided to withdraw the grievance.

Stage 2

2. If the member is not satisfied with the disposition of the building principal, they will submit the grievance to the Association Grievance Committee. The Grievance Committee will determine whether or not to move forward with the grievance.  The chair of the Grievance Committee will, within five (5) working days of receiving the written disposition, present the grievance to the Superintendent of Schools, or designee.  The Superintendent, or designee, shall be provided with complete written records up to this point that the Grievance committee has access to. The Superintendent, or designee, will render a disposition on the Grievance Form within twelve (12) working days of receipt of all pertinent information. 

Stage 3

3. Impartial Third Party

1. If the Association Grievance Committee is not satisfied with the disposition of the Superintendent or designee, they may submit the grievance to the consideration of an impartial third party by written notice to the Superintendent or designee within ten (10) working days of receiving the Superintendent’s written disposition of the grievance.
2. Within five (5) working days after such written notice of submission of the grievance to the consideration of a third party, the Superintendent and the Association shall request a list of seven (7) impartial third parties from the American Arbitration Association. The parties will then mutually select the impartial third party by alternate striking throughout the list.
3. The selected third party will hear the matter and will issue their disposition. The third party's decision will be in writing and set forth their findings of fact, reasoning, conclusions and disposition of the issues.
4. The third party shall have no power or authority to make any decision which requires the commission of an act prohibited by law or which is violative of the terms of this Agreement.
5. The third party shall have no power to add to, to subtract from, or to modify any of the provisions of this Agreement.
6. The decision and award of the third party shall be binding upon the parties for all grievances.
7. Any possible costs for the services of the third party, including expenses, if any, will be borne one-half (1/2) by the Board and one-half (1/2) by the Association.

4. The time sequence at any stage may be waived by mutual agreement in writing.

1. In the event that a member is absent from school as a result of an assault by students, non-students or parents then the member shall be paid their full salary less any Workers' Compensation benefits to which they may be entitled for a period not to exceed one (1) year from the date of injury. Any sick days taken by a member for purposes covered by this paragraph will be fully restored upon the member’s return to work.  The provisions of this paragraph apply only if the member was acting in the discharge of their assigned duties as a member and has not been personally negligent.
2. In the event a member suffers a work-related illness or injury other than an assault covered by Workers' Compensation, the District will restore sick leave according to the following formula: total days restored will be determined by dividing the total award by 1/200 of the member’s salary for the year in which the leave for the illness began; any fraction of a day resulting from the division will be restored as one (1) complete day.
3. In cases of work-related injuries not covered by Workers' Compensation, the District will make a reasonable adjustment toward replacement or repair of dental work, eyeglasses and hearing aids damaged or destroyed as a result of an assault or accident sustained while the member was acting in the discharge of their assigned duties.

1. Disabilities caused by or attributed to pregnancy, miscarriage, abortion, childbirth and recovery from childbirth are, for all job-related purposes, temporary disabilities and should be treated as such under any health or temporary disability insurance or sick leave plan available in connection with employment.
2. Members disabled due to pregnancy will be expected to return to their member duties as soon as their physician/school physician considers them to be no longer disabled.
3. Commencing July 1, 2026, after the birth of a child, the unit member may receive up to ten (10) paid days following a vaginal birth and up to fifteen (15) paid days following a c-section, not to be deducted from the unit member’s accumulated sick leave, provided the unit member provides the district with medical documentation as needed in order to award said days. Said days will be accounted for by the district separately from the from the Sick Leave Reserve Fund (SLRF). The number of days provided shall coincide with the type of birth as indicated by the unit member’s medical provider. Said days must be used consecutively and concurrently with the period of disability following the birth of the child (i.e. maximum 10 district paid days during a six-week leave following a vaginal birth or maximum 15 district paid days during an eight-week leave following a c-section). 
   
   Example A:  A unit member has a baby on June 17 via c-section. The unit member uses five (5) days from the district to cover their days through the end of the school year. The unit member’s period of disability, as per their doctor, ends on August 10. The unit member may not use additional paid time at the start of the school year to extend their paid leave, as their period of disability has ended.  
   
   Example B:  A unit member has a vaginal birth on April 10. The unit member uses ten (10) days from the district. The unit member’s six-week period of disability ends on May 22. The unit member uses an additional twenty (20) sick days of their own time to cover their remaining disability leave.

4. Extensions of disability leaves beyond six weeks (vaginal) or eight weeks (c-section), will require the unit member to use their own sick time and will require additional medical documentation to justify the continued medical leave from work. 

5. A unit member is not obligated to utilize the aforementioned benefit. 

6. A unit member may not transfer this benefit to another unit member. 

7. A unit member must return to regular employment and remain employed for two (2) full school years after the semester in which the maternity leave is completed. This period restarts with each subsequent maternity leave. A unit member taking such leave must sign a promissory note evidencing their understanding of, and agreement to, the repayment provisions as set forth above. The Superintendent of Schools or designee may waive this upon request. Such determination is not subject to the grievance and arbitration provisions of this Agreement. 
8. A unit member who utilizes the aforementioned benefit and leaves the District prior to the expiration of the required employment period will be required to pay back the value of the benefit, which will be calculated by determining the total number of days provided multiplied by the unit member’s daily rate at the time the leave was taken. To pay back said time, the unit member may do so by: 
   1. Using their own accumulated sick leave; or 
   2. If the unit member does not have accumulated sick leave to cover the balance owed, the unit member’s payroll will be reduced; or 
   3. The unit member may pay back said days by check payable to the district. 
9. Current unit members who have given birth during their employment with Gates Chili CSD (prior to July 1, 2026) will be awarded five (5) sick days per occurrence to be credited at the time of the annual rollover in July of 2027. Determinations regarding who is eligible and in what amount shall be made and finalized based on a combination of surveying the membership and verification through district records during the 2026-27 school year.
10. Unit members whose spouse/partner has a child may use up to five (5) of their sick days immediately following the birth of the child.

Adoption Leave

The Superintendent of Schools agrees to grant leaves of absence for the purpose of adopting a child of less than school age under the following conditions:

1. Commencing July 1, 2026, after the adoption of a child, the unit member may receive up to ten (10) paid days, not to be deducted from the unit member’s accumulated sick leave, provided the unit member provides the district with proof of adoption. Said days will be accounted for by the district separately from the from the Sick Leave Reserve Fund (SLRF). Said days must be used consecutively and concurrently, immediately following the adoption of the child. This shall be applicable to one unit member if both spouses/partners work for the district. The other unit member may use up to five (5) of their sick days immediately following the adoption of the child.
2. Members requesting such leave shall submit written notice to the Assistant Superintendent for Personnel and Labor Relations as soon as practical. 

Child Rearing Leave

1. Members desiring a child rearing leave of absence may make application for such leave to the Superintendent of Schools.
2. Child rearing leaves will be granted under the following conditions:
   1. Such child rearing leave will be granted without pay or paid benefits.
   2. Requests for all child rearing leaves must be made in writing at least 40 days prior to the beginning of such leave unless medical conditions preclude such notice.  Such child rearing leave may be granted at the member’s option for the balance of the semester in which the birth occurs and/or additionally for one to four full semesters.
   3. Requests for  child rearing leave during the school year in which the child is born must indicate the total amount of time, for that school year, that the member will be on leave.  Thus, if the member is to be on leave for the remainder of school year in which the child is born, the written request must reflect that fact.  Requests for additional leave time during the school year of the birth of the child made after the initial request will only be approved due to extraordinary circumstances.  If a catastrophic event occurs, as defined by the Superintendent, during the approved child rearing leave, a member may return earlier than the approved leave.  
   4. Requests for a child rearing leave for the year(s) following the birth of the child must be made by July 1 and must clearly indicate the date of return. Requests for additional leave time will only be approved due to extraordinary circumstances.  If a catastrophic event occurs, as defined by the Superintendent, during the approved child rearing leave, a member may return earlier than the approved leave. 
   5. All teachers returning from approved child rearing leave shall upon request, be restored to the same or equivalent position within their tenure area, which they held at the time the leave was granted, if at all possible.  Caseworkers/Occupational and Physical Therapists will be restored to positions pursuant to Civil Service law.
   6. A member on child rearing leave may continue in the District's group health insurance plan upon their payment of premiums.
   7. Upon return to work, unit members who are granted an unpaid child rearing leave will have their salaries adjusted by the applicable salary increase reflected in the Agreement.

1. It is the purpose of this section to authorize the payment of full salary for a period of up to five (5) days to any member who is absent as a result of death in the immediate family.
   For the purpose of this section, the term “immediate family” shall include: parent, spouse, child, sibling, parent-in-law, step parent, step-children, grandparent and grandparent-in-law. 
2. It is the purpose of this section to authorize the payment of full salary for a period not to exceed three (3) days to any member who is absent as a result of death in the family.
   For the purpose of this section, the term "family" shall include:  child in-law, sibling-in-law, grandchildren, pibling (parent’s sibling, formerly known as aunt or uncle), nibling (child of one’s sibling, formerly known as niece or nephew), and step-grandchildren.
3. In the case of a death of other person(s) not covered by number 1 or 2 (above), who played a significant role in the life of a member, the Superintendent or their designee may, at their discretion, grant up to three (3) days of bereavement leave. In order to request said time, the unit member must email the Assistant Superintendent for Personnel and Labor Relations explaining the relationship they had with the deceased and specifying the number of bereavement days they are requesting. 
4. Notification shall be given to the building principal so that necessary arrangements for substitute teachers can be made.
5. Bereavement leaves of absence under this article are not deductible from the leave of absence allotments allowed for illness. The limit of three (3) or five (5) days is for each occurrence. 
6. Under extraordinary conditions, the Superintendent may, at their discretion, grant additional time.

1. The Superintendent of Schools recognizes that certain circumstances other than personal illness or injury are beyond an individual's control and may require absence from regular duties.  It is understood by both parties that these days are for the purpose of transacting or attending to personal, legal, business or family matters which require absence during the school hours.  The parties also recognize that the purpose of this leave is not for personal convenience or pleasure, including extending holidays and/or school break periods or going on vacations. Therefore, all members as defined in Article 2, Section 4 for compelling reasons - may be allowed up to a total of three (3) days’ absence, with pay, during the school year if approved. Unit members may not take EOL days on conference days, before or after Holidays, or school recess periods, but may request special consideration for once in a lifetime/special events.
2. Requests for extraordinary leave must be submitted in writing to the Assistant Superintendent for Personnel and Labor Relations.  The reason may be stated as "personal/family", “personal/business” or personal/legal”. Such reasons will be deemed sufficient unless there is suspected misuse by the unit member.  In the event that the request is denied, the Assistant Superintendent for Personnel and Labor Relations will furnish the individual with a written explanation.
3. At least three (3) days’ notice, except in an emergency, will be required.
4. In an emergency situation, the member must contact the building principal first so that a substitute may be called if needed.  Upon return to work the member will submit to the Assistant Superintendent for Personnel and Labor Relations a request for the said day(s) under the provisions of this article. 
5. The total time allowed for all extraordinary leave absences during any given school year shall be limited to three (3) days.  An individual may be granted additional time at the sole discretion of the Superintendent upon request.
6. The three (3) days’ allowance of this policy is not accumulative, but up to three (3) unused EOL days will be credited to cumulative sick leave each year if the maximum is not used by the member.
7. Leaves of absence under the provision of this article are not deducted from allowances for absences due to personal illness or injury.
8. Any intentional misuse of the extraordinary leave of absence policy will result in a loss of pay and may result in discipline, up to and including termination.  The District reserves the right to investigate instances of suspected misuse. Unit members must fully participate in such an investigation and provide any information/records deemed necessary by the Assistant Superintendent for Personnel and Labor Relations to resolve said matter.

1. Personal leave of absence for family obligations and personal reasons may be granted without pay or paid benefits to staff members at the discretion of the Board of Education upon the recommendation of the Superintendent of Schools.
2. A written request stating reasons and expected beginning date of such leave must be submitted to the Superintendent for their consideration, at least forty (40) days prior to the requested dates of the beginning of such leave unless personal or emergency circumstances preclude such notice.  If the Superintendent recommends such leave for approval, they shall determine the length of such leave and normally such leaves will not be granted for more than one (1) year in duration.
3. It is understood that the action of a member on such leave accepting a full-time position as a probationary member in any other school district/agency will constitute abandonment of their position in the Gates Chili Central School District.
4. If a member finds that a change of circumstances enables them to return to work sooner than anticipated, they may so notify the District. The District will grant said teacher per diem substitute work if it should become available or will offer a long-term substitute position if it should become available in the teacher's area of certification.   Caseworkers/ Occupational and Physical Therapists will be offered per diem or long term substitute work if it should become available in a Caseworker/Occupational and Physical Therapists positions.
5. Full-time tenured teachers may request part-time assignments.  If the request for part-time status is determined to be in the best interest of the instructional program and it is approved by the Superintendent, said teacher will be granted a one year leave of absence from their full-time teaching position.  Part-time assignments will be granted for one year in duration and may be extended along with the accompanying leave of absence in one year blocks of time only at the sole discretion of the Superintendent.  It is agreed that during the period of part-time assignment the teacher does not earn seniority and that their seniority earned prior to the part-time assignment will remain frozen.

1. Employees will be provided leave at full salary for jury duty during the work year.  Expenses incurred will not be the responsibility of the District.
2. Unit members must submit proof of service to Human Resources in order to be reimbursed for their Jury Duty time. 

1. Whenever a member receives a subpoena for purposes other than designated under Article 17, Jury Duty, to testify in any school-related court case or hearing, they shall be granted such day(s) of leave without loss of pay, and they shall not lose any provisions as stated in articles dealing with Extraordinary Leave or Sick Leave.
2. When a member receives said subpoena they should immediately notify the building principal so that arrangements may be made to cover their assignment.

1. Unit members will be allowed twelve (12) sick leave days per year with no maximum accumulation. These days may be used for either personal or family illness. For the purpose of this article, immediate family shall be defined as spouse, parent, child, and legal dependent.  Other relatives or a "significant other" living in the home shall also be included as individuals covered by this section.
2. Unit members may take sick leave in full or half day (am or pm) increments.
3. Unit member must follow call in/notification procedures for informing their building administration of their absence. Said notification must occur by 6:00 am in most cases, but it is understood that in extenuating circumstances this may not occur. In all cases, unit members must make said notification prior to the start of the work-day.
4. In addition to the above, unit members requiring a substitute will also make their request for a substitute in the substitute management system.
5. The district will make available to each member on the opening day of school an accounting of the number of unused sick days accrued including the present year. Said accounting will be made available through the district’s designated absence management system. 
6. The Superintendent of Schools agrees to continue the Sick Leave Reserve Fund (SLRF) of four hundred fifty (450) sick leave days for members.  If the balance of the SLRF falls below fifty (50) days in any school year, unit members will be asked to voluntarily donate days to cover the needs for the remainder of the school year. If not enough days are donated, each member will be deducted one day to cover the needs.
7. A unit member who has used up their sick leave by extended absence due to long-term illness or injury may apply to the Superintendent or designee for additional sick leave days from this fund. Upon approval of the Superintendent or designee, such additional leave may be granted to a maximum of sixty-five (65) school days per school year and one hundred ninety-five (195) school days per lifetime. Days from the SLRF may be used for family illness, long-term illness, or injury of an immediate family member solely at the discretion of the Superintendent or designee. In extenuating circumstances, a unit member may request extension beyond the lifetime maximum by contacting the Superintendent or designee. Determinations of the Superintendent or designee shall not be subject to the grievance provisions of this contract.
8. Upon retirement with fifteen (15) or more years of service to Gates Chili CSD, unused accumulated personal sick leave will be compensated for at the per diem rate of forty ($40) dollars. Said compensation shall be paid out to the unit member’s 403(b) with any other contractual retirement incentives. 

1. The work year for all unit members shall consist of 187 days.  For the opening of school, all unit members shall return for two (2) full days without students on the Tuesday and Wednesday prior to Labor Day.  The District shall have sole discretion to determine the activities for one of these days.  The second day will be utilized by unit members to conduct professional activities at their own discretion in their building.
2. Unit members will not be required to report to work on the Wednesday prior to Thanksgiving.
3. If no emergency closing days are called during a given school year prior to the Memorial Day Recess, then school will be closed on the day prior to Memorial Day Recess.
4. If make-up days are needed to meet the requirements of 180 aided days, they shall occur during the Spring Recess as determined by the Superintendent and the Association President.
5. If additional make-up days are needed, the Superintendent and the Association President shall mutually agree upon such days.
6. Contingent upon the requirement of 180 aided days being met, there will be no school for elementary and middle school students on the last two days of the Board approved student calendar.
7. When a member is required to work beyond the scheduled work year, they will be paid 1/200 of their annual salary for each day worked.  This does not apply where there are other agreed upon rates set forth in this agreement.
8. The Superintendent and the Association President will mutually agree to the scheduling of the 186 work day calendar. If the State Education Department or the State Legislature adopts a recommended increase in the length of the school year, the effect of that action shall then be negotiated between the Superintendent and the Association.
9. After summer programming and facilities work has ended, and prior to the first teacher workday, Elementary K-5 Grade-Level Classroom Teachers, Special Education Teachers and Special Area Teachers (Art, Music, PE, Library), shall have up to one six (6) hour day for purposes of classroom set-up and preparation for the beginning of the year at the rate set in Article 33 of the Agreement. The building administration will email staff to let them know when they are able to come in for set-up purposes. 
10. Unit members must make every effort to attend Open House/Meet the Teacher night (elementary unit members must attend one night). Unit members with extenuating circumstances must notify their administrator in advance whenever practicable.
11. Unit members in positions with content specific events must make every effort to attend these events (including chorus concerts, band concerts, and art shows). 

1. All members shall work a 7 hour and 40 minute day including a duty-free lunch of thirty-five (35) minutes.

2. a.     It is agreed that if the assignments of High School teachers are to be spread over eight (8) or nine (9) consecutive periods, exclusive of homeroom, bus supervision, etc., the teacher workday for High School teachers with a regular eight (8) period day shall consist of five (5) instructional periods, plus one (1) supervisory period, unless mutual agreement between the teacher and the principal results in a sixth instructional period.

   On a modified eight (8) period day, which includes eight regular periods for instruction and a block of time for advisement, the teacher workday shall consist of five (5) instructional periods, plus one (1) supervisory period and a block of time designated for advisement. No teacher will have more than five supervisory periods, including advisement, in a five day cycle, except under unique circumstances when requested by the administration. The advisement block may include such activities as assisting students, remediation of students, student assemblies, pep assemblies, group guidance, and/or activities related to occasional building needs.

   On a regular nine (9) period day, the teacher workday for High School teachers shall consist of five (5) instructional periods plus one (1) supervisory period and one (1) period designated for professional obligations.  The period designated for professional obligations may include assisting students, parent conferencing, activities related to departmental needs and/or occasional building needs.  Mutual agreement between the teacher and the principal can result in a sixth instructional period in the context of a nine (9) period day.

   b.     Prior to any possible implementation of a nine (9) period day at the High School, input would be requested from the Association before a final determination is made by the Superintendent.

   c.      It is understood that when a teacher accepts the sixth (6) instructional period in the context of an eight (8) or nine (9) period day, this would not result in another teacher(s) being assigned an additional supervisory period within the eight (8) or nine (9) consecutive periods assigned by the principal.

   d.     It is also agreed that in the context of an eight (8) or nine (9) period day teachers shall be available either before, during or after their regularly scheduled day to assist students who request extra help in their courses of study.

3. 6-12 Rotating Eight (8) Day Cycle:
   a.    Unit members will be assigned a maximum of thirty (30) instructional periods over a rotating eight (8) day cycle.
   b.    Unit members shall have a minimum of one individual planning period per day.
   c.    Unit members will be assigned to a maximum of three hundred and sixty (360) minutes of supervision per eight (8) day cycle.
   d.    Modified schedule days will be treated as exceptions to the above-detailed requirements.
   Examples of that shall include, but not be limited to conference days, emergencies, weather issues, testing days and half days. 
   The District shall put forward its best effort to limit discretionary events, like assemblies or advisement (ex. Upstander Days), that require a modified schedule, so as to avoid undo disruption to classroom instruction.
   e.         In addition, for the Middle School, it is agreed that the final schedule which is implemented will include more individual planning time and no additional time for supervision than assigned to Middle School teachers.

4. In an effort to provide for improved integration of regular and special education, allowing for a full continuum of services and to facilitate flexibility, staff training, planning time, and opportunities for collaboration, it is agreed that:

   a.       For K-6 teachers of blended classes, a common daily planning time of a minimum of 25 minutes shall be available unless another arrangement is agreed to by the teacher(s).  This planning time shall be within the student day and is inclusive of individual planning time as stated in Section 7 of this article.
   b.       Time outside the student day but within the teacher work day may be used for collaboration efforts.
   c.       Training will be provided for teachers at all levels which provide opportunities in various collaboration techniques. This training may include staff development courses, released time for participation in conference and workshop opportunities, and faculty meeting presentations.
5. Starting and leaving times for members shall be determined by the building principals within the defined work day. 
6.         a.      The schedule of normal faculty meetings as determined and announced by the principal shall not exceed one and one-half (1 1/2) hours. Such meetings will not be held during planning time unless agreed upon by the faculty. 
           b.      Notice of general faculty meetings shall take place at least two (2) days prior to the scheduled meeting. Emergency meetings will not require advanced notice. 
           c.      An agenda will be given to the staff at least one (1) day prior to the scheduled meeting.   The principal may add additional items to the agenda. 
7.         a.      An elementary kindergarten through fifth grade teacher shall be guaranteed a minimum daily fifty (50) minute block of individual planning time within the student day.  UPK teachers may have their fifty (50) minute block planning time scheduled outside of the student day, but within the contractual day. It is understood by all parties that there may infrequently be extenuating circumstances that interrupt such time (examples of this may include voluntary professional learning opportunities, attendance at conferences, field trips, emergencies or drills), but all parties will put forth their best efforts to ensure that this time is provided. Any exception to the scheduled planning time described in this article must be approved by the Superintendent and the Association President, excluding examples outlined above. 
        b.      In addition to the above, one day per week for up to fifty (50) minutes prior to outside the regular student day, shall be designated by the building principal for purposes of teacher-directed collaborative planning and preparation. It is further understood that the building principal will make their best effort to not schedule more than eleven (11) meetings per month for each unit member outside the regular student day. It is understood by all parties that there may infrequently be extenuating circumstances that interrupt such time, but all parties will both put forth their best efforts to ensure that this time is provided.
       c.     This section is not applicable to Teaching Assistants.
8. Members will be provided the opportunity to discuss their tentative schedules with the building principal prior to implementation. Changes may result in the individual's schedule if the building principal believes the changes to be in the best interest of the school program. 
9. The District and the Association must collectively bargain any Master Schedule language that is not specifically contained in the current contract.

1. A member may leave the building during their lunch period if they notify the building principal or their designee.
2. A member may leave the building during planning periods when prior approval has been obtained from the building principal or their designee.

1. Before the Board of Education adopts a change in policy which directly affects the intent of any of the articles of this Agreement, the Superintendent will notify the Association in writing that it is considering such a change. The Association and the Superintendent will meet to resolve such items, provided that the Association files a request for such a meeting within ten (10) days after receipt of said notice.

1. Each member will have the right, upon request and at reasonable times, with the Assistant Superintendent for Personnel & Labor Relations (or their designee) present, to personally review the contents of their complete personal file kept in the Human Resources Office.
2. A member may have a member of the Association accompany them during such review.
3. Any item which could reasonably be construed as negative that is placed in a member’s folder must be signed by the member or the member must be cc-ed on the item.  A duplicate copy of said item must be given to the member. If a member disagrees with said item, the member shall have the right to file a written statement on their behalf, with copies given to all concerned parties, and this statement shall become an attachment to said item.

1. Members’ shall be provided with two (2) weeks’ notice, whenever possible, for the preparation of budget requests.
2. When a member’s request for instructional materials, supplies or equipment has been rejected by the building principal, the member may make an appointment with the Assistant Superintendent for Instruction for the purpose of reviewing said rejection.

1. A change in a member’s position from one school to another may be requested by the member affected by filing a written statement of such desire with the Assistant Superintendent for Personnel and Labor Relations. Such request must include the school, grade and/or subject to which the teacher desires to be assigned. Preferences may be listed.  If a transfer is made, the approval of the losing Principal, the gaining Principal and the Superintendent of Schools is required.
2. An involuntary transfer shall be made only after a confidential meeting between the member involved and the Superintendent of Schools or their designee. Should such a transfer be implemented, and the member at a later date returns to their original area of probation, they at that time will be credited with the years of probation already completed in that area.\
3. The principal criterion for consideration of a request for transfer is whether or not the request will result in the best educational program for the District.  Previous assignments and seniority of the staff member will be taken into consideration.  If the member does not qualify for the existing vacancy, a request for transfer will not be granted.  Seniority is defined as the length of service with the Gates Chili Central School District and its components prior to centralization.
4. It is recognized that summer school results affecting pupil placement, new students and member’s availability may result in unavoidable changes in the member’s assignments.
5. Nothing in this Article shall be construed as limiting the right and responsibility of the District in making the member’s assignments as consistent with the educational goals and changing conditions within the District.
6. A member transferred full-time from their current classroom to another in any given school year shall be granted on a voluntary basis for up to two days of work for the purpose of relocating.
   a.     In order to be eligible for additional relocation time, the staff member must be informed by their principal that the relocation time cannot be accommodated during the normal work day.  
   b.     In order to be eligible for this additional time, the unit member must relocate outside of the normal contractual day at a date and time mutually agreed upon by the unit member and their principal.  
   c.     A member relocated full-time from their current office to another in any given school year shall be granted up to one day for the purpose of relocating. 
   d.     Payment shall be made at a per diem rate of eighty ($80) dollars for a full seven (7) hour day and forty ($40) dollars for a half day which shall be three and a half (3.5) hours. Unit members are responsible for completing appropriate timesheets within 30 days of relocation in order to be compensated for this time. 
7. Commencing in the 2019-20 school year, the District will internally post teaching vacancies with an effective start date for the beginning of the following year. Members wishing to be considered for teaching vacancies may submit an internal application through the District’s online application system.  Members will only be considered if the vacancy is effective at the start of the school year.  The District will not consider internal applicants for mid-year vacancies. Members selected for interviews will participate in the same interview process as external applicants and the best candidate for the position will be recommended for hire.

1. Members will be notified of their tentative assignments for the coming school year, including the schools to which they will be assigned, the grades and/or subjects they will teach, and any special or unusual classes they will have, not later than June 15.
2. The Administration reserves the right to make changes in assignments after June 15.   If changes are made in a member’s assignment after June 15, the member shall be informed of said change.
3. Members shall receive twenty (20) minutes of travel time, whenever possible, between elementary buildings and between elementary buildings and the High School or Middle School. Members shall receive fifteen (15) minutes of travel time, whenever possible, between the High School and the Middle School.  This travel time shall be exclusive of lunch and planning time. 
3. Members shall be reimbursed driving mileage for travel between buildings at the Board of Education approved rate.

1. As annual budget allows and at the discretion of the District, the District may set aside an annual fund equivalent to up to one-hundred dollars ($100) per unit member for staff appreciation purposes. At the Association President’s request the Superintendent or designee will provide an end-of-year accounting of the use of these funds. 

1. The District shall establish procedures whereby members of the professional certified and classified staff may take part in a tax-sheltered annuity program.   Each employee wishing to participate in the program shall have the right to determine the company with whom they wish to contract.
2. The District agrees to submit  payments to a common remitter per the deduction schedule selected by mutual agreement between the District and the Association. The common remitter would disburse the participant's deduction that is tax sheltered to the participant's choice of company.
   a.    It is understood that questions with respect to the submission of an individual participant's tax shelter annuity contribution shall be the responsibility of the common remitter.
   b.     It is the District's responsibility to ensure that the maximum allowable tax shelter annuity contribution is not exceeded on an annual basis, based upon the information provided by the employee.

1. Health insurance options members commencing employment with Gates Chili CSD on or before June 30, 2022:
   1. For all full-time unit members, the District will contribute 83.5% of the premium for RASHP Value health insurance plans at the applicable single, sponsor or family rate commencing on January 1, 2026. For all full-time unit members, the District will contribute 82.5% of the premium for RASHP Value health insurance plans at the applicable single, sponsor or family rate commencing on January 1, 2027.  For all full-time unit members, the District will contribute 81.5% of the premium or RASHP Value health insurance plans at the applicable single, sponsor or family rate commencing on January 1, 2028.   For all full-time unit members, the District will contribute 80.5% of the premium for RASHP Value health insurance plans at the applicable single, sponsor or family rate commencing on January 1, 2029.     
   2. Unit members who are enrolled in the RASHP Select plan will pay any difference between the District’s contribution to the Value premium (see 1.a.) and the Select premium at the applicable rate for single, sponsor or family. Only unit members enrolled in Select prior to July 1, 2019 will be permitted to continue enrollment in Select. Unit members will no longer be permitted to continue enrollment in Select and must change plans for an effective date of January 1, 2027. 
   3. Unit members wishing to enroll in the Simply Blue High Deductible (SBHD) plan, shall do so in accordance with the terms outlined in paragraph 2, below.  Once a unit member enrolls in the SBHD plan, it becomes their base plan. If the unit member chooses to return to the RASHP Value plan at a later date, they will be responsible for payment of the difference in premium cost between SBHD and RASHP Value.
2. Health insurance options members commencing employment with Gates Chili CSD on or after July 1, 2022:

1. Commencing January 1, 2020, all full-time unit members shall be eligible for a District medical insurance plan in accordance with the following:  The District will contribute 100% of the premium for Simply Blue High Deductible (SBHD) for the unit member’s first two (2) years of enrollment.  Thereafter, the District shall contribute 95% of the premium costs. Years shall be defined as plan years (i.e. January 1^st -December 31^st).  Completion of partial plan years shall be counted as full years of enrollment for members with enrollment start dates that do not coincide with the plan year.
2. Additionally, the District will establish a Health Savings Account (HSA) for active members enrolled in the SBHD plan, with the District contributing the following annually to the HSA:
   1. Years 1 and 2 of member’s enrollment: $1,800 for Single and $3,600 for 2 Person, Family No Spouse and Family;
   2. Each year thereafter: $900 for Single and $1,800 for 2 Person, Family No Spouse and Family.
3. Such contributions shall be in January of each year, provided the unit member remains enrolled in the plan at the time of payment. New members with enrollment start dates that do not coincide with the plan year shall receive the full HSA contribution in the month of their enrollment.
4. Provided IRS rules are met, unit members will retain their HSA contributions, even if they leave their employment with the District. HSA contributions may be used in retirement towards health insurance premiums.
5. Any unit member commencing employment prior to July 1, 2022, who commits to switching from Value to SBHD by January 1, 2027, shall receive an additional .25% increase in their base pay effective July 1, 2026.
6. Commencing July 1, 2022, Simply Blue High Deductible (SBHD) shall become the base plan for all           unit members commencing employment on or after July 1, 2022.

3. Effective July 1, 2026, the district will no longer contribute to HRA (105 accounts) for members, with the exception of paragraph 4.b., below. Unit members wishing to use funds already deposited in these accounts must do so by December 31, 2029. If a unit member has funds remaining after December 31, 2029, they may continue to spend the funds, but they must pay the District the administrative fee. Said fees will be deducted from the employee’s paycheck.
4. Major Medical:

1. Effective January 1, 2013, and thereafter, the District will contribute 50% towards the premium for major medical for only those members currently enrolled in major medical and enrolled as of December 1, 2003.  No new enrollees will be allowed.
2. The District will make an annual contribution of $625 for a single major medical plan or $1550 for a family major medical plan to a HRA (105 accounts), only to those members currently enrolled in major medical and enrolled as of December 1, 2003, who elect to opt out of District coverage of major medical.  Once the member opts out of major medical, they cannot re-enroll.

5. Dental and Vision: The District will provide 85% of the premium cost for dental and vision insurance coverage. The particular plan(s) will be ones that are mutually acceptable to the Association and Superintendent.
6. Opt-Out:

1. If a unit member as described in paragraphs 1 or 2 above elects not to continue their medical insurance benefit through the District, then the member is eligible for an opt-out payment. The member needs to provide evidence of other medical coverage by completing the necessary opt-out paperwork annually during open enrollment. 
2. The District will provide two payments semi-annually, each January 1st and July 1st respectively, as long as the member remains covered by a qualifying medical plan provided by a source outside of the District and the member remains employed on a full-time basis by the District.  This payment will be prorated when the unit member separates service with the District for any reason, or elects to join a District medical insurance program during the year.  This benefit is subject to the restrictions noted below if applicable.  
3. Yearly Health Insurance Opt-out payment schedule:
   1. Commencing in January of 2023, there will be a $2,125 annual contribution for Single and $3,250 annual contribution for 2 Person, Family No Spouse and Family, provided proof of dependent is produced prior to payment of Opt-out.
   2. Beginning December 1, 2009, unit members whose spouse or dependent also works in the District will receive an annual opt out payment in the amount of $600.

7. Part-time Members: Part time employees shall be eligible for the benefits as outlined in paragraphs 1, 2, and  4 above, except they will have such benefits prorated in accordance with their full time equivalent work status.
8. Comparable Coverage: If the employee has comparable medical insurance coverage under any other means or policy, the District shall not provide this health insurance for the employee.
9. Retirement Benefits:

1. Members retiring after age 55, with at least 15 years of service, will have the same premium contribution as when they were last active, except that Health Insurance Opt-Out and Major Medical Opt-Out payments shall not continue in retirement.  
2. If a comparable insurance policy is available for less than the combined premium cost of the applicable health, dental and vision insurance as specified in paragraphs 1, 2, and 4 above, the District will pay up to that amount for out of service area coverage.  Twice a year, the retiree must submit proof by receipt and the District will send two lump sum payments to the retiree or health insurance agency providing the coverage.  
3. Effective January 1, 2024, the district will provide Medicare Advantage Plans through Aetna. For retirees reaching Medicare eligibility on or after January 1, 2024, the choice of Aetna Medicare Advantage Plan 3 or Aetna Medicare Advantage Plan 5 will be made available to them at no cost. The district reserves the right to change insurance carriers or become self-insured, except that the district agrees to provide benefits substantially similar to the Medicare coverage and cost which the retiree was entitled, pursuant to the contract in place when they retired. The district will provide notice to the retirees prior to any change being made and an opportunity to discuss the changes with the District.

10. Deceased Employees/Retirees: Premium payments for benefits described will be provided for the families of deceased employees/retirees for a period of twelve months following the death of the employee/retiree. Thereafter the family of the deceased employee/retiree may continue on the District’s plan by paying 100% of the cost.
11. Early Retirement: Those members who qualify for retirement benefits without penalty with the New York State Retirement System and retire before attaining fifty-five (55) years of age, and have at least fifteen (15) years of service to the Gates Chili Central School District will be allowed to continue participation in the District’s medical insurance plan as noted: 

1. Members who retire before attaining fifty-five (55) years of age will pay the full cost of their elected medical insurance plan commencing from the effective date of their retirement until they attain fifty-five (55) years of age.
2. Premium payments for medical insurance benefits by the District will resume at the same rate as that agreed upon by the Association and the District after the member has attained fifty-five (55) years of age.
3. It will be the obligation of the member to provide written notice to the District that they have attained fifty-five years of age.

12. Claims information filed by a unit member shall be confidential and the District will not attempt to obtain personal identification or other information on claims except that which is currently provided by law.
13. On an annual basis, prior to March 1, representatives of the Association and Superintendent may meet and review the District's participation in the health insurance plan(s).  The Association agrees to cooperate with the District in its efforts to contain health insurance costs.  It is understood that the Association President will be involved in any internal study regarding health plans provided to members of the unit.  
14. The District will continue to make available to unit members a Section 125 "flexible spending arrangement" benefits plan.  This shall be a limited purpose FSA for those enrolled in the SBHD plan.

1. The establishment of Teacher Leader positions will be based on the recommendation of the Assistant Superintendent for Instruction with the approval of the Superintendent and the Board of Education. The 2025-2027 list of Teacher Leader positions shall be as follows. Prior to the District changing positions, the Assistant Superintendent for Instruction and the Association President shall meet to discuss. 

District Teacher Leaders:  

• K-5 District Literacy Leader  
• 6-12 District Literacy Leader  
• K-12 Instructional Leader 
• K-12 Math Leader  
• K-12 Science Leader  
• K-12 Social Studies Leader  
• K-12 Autism Specialist  
• K-12 Behavioral Specialist   
• K-12 Transition Specialist  
• K-12 Instructional Technology Specialist

Building-Level Teacher Leaders: 

• K-5 Building Literacy Leader 
• K-5 Building Math Leader 
• 6-8 Building Literacy Department Leader  
• 9-12 Building Literacy Department Leader 
• 6-12 Special Education Teacher Leader 

Elementary Grade-Level and Department Teacher Leaders:  

• Grade K Department Leader (1 per building)  
• Grade 1 Department Leader (1 per building)  
• Grade 2 Department Leader (1 per building)
• Grade 3 Department Leader (1 per building)  
• Grade 4 Department Leader (1 per building)   
• Grade 5 Department Leader (1 per building)   
• K-5 Art Department Leader  
• K-5 Counseling Department Leader  
• K-5 ESOL Department Leader  
• K-5 Music Department Leader  
• K-5 Physical Education Department Leader  
• K-5 Special Education Department Leader 

6-8 Department Teacher Leaders:  

• 6-8 Counseling Department Leader  
• 6-8 ESOL Department Leader  
• 6-8 English Department Leader  
• 6-8 Math Department Leader  
• 6-8 Science Department Leader  
• 6-8 Social Studies Department Leader  
• 6-8 Special Education Department Leader  

6-12 Department Teacher Leaders: 

• 6-12 Art Department Leader  
• 6-12 FACS Department Leader  
• 6-12 Health Department Leader  
• 6-12 Music Department Leader  
• 6-12 Physical Education Department Leader  
• 6-12 Technology Department Leader  
• 6-12 World Language Department Leader  

9-12 Department Teacher Leaders:  

• 9-12 Business Department Leader  
• 9-12 Counseling Department Leader  
• 9-12 Crossroads Department Leader  
• 9-12 ESOL Department Leader  
• 9-12 English Department Leader  
• 9-12 Math Department Leader  
• 9-12 Science Department Leader  
• 9-12 Social Studies Department Leader  
• 9-12 Special Education Department Leader  

K-12 Department Teacher Leaders:  

• K-12 Library Department Leader  
• K-12 Speech Therapy Department Leader  
• K-12 Occupational/Physical Therapy Department Leader  
• K-12 Caseworker/Social Worker Department Leader  
• K-12 School Psychologist Department Leader

2. There shall be District-Wide (position covers K-12 departments), Building-Based (position is specific to a school building), Elementary (position covers K-5 departments/grade levels), and Secondary (position covers 6-8, 9-12 or 6-12 departments) Teacher Leaders. 
3. Teacher Leader candidates must submit an internal application in accordance with the job posting to be considered for the position.  Principals and Directors will make recommendations regarding successful candidates to the Assistant Superintendent for Instruction. 
4.  

1. Appointments to Teacher Leader positions will be for three (3) years, with the exception of the 2025-2027 term, which shall be for two (2) years.  
2. “District Teacher Leaders” will be filled for a minimum of a three (3) year period. These positions shall be posted internally and externally when vacant. All other factors considered equal, the position will be awarded to the internal candidate.  

5. Teacher leaders shall be responsible for following the job description, as developed by the Assistant Superintendent for Instruction.

6. Whenever possible, Secondary Teacher Leaders will not be scheduled for supervision. 

7. For Teacher Leaders who are responsible for multiple buildings, the district will make every effort to ensure their schedule will allow periodic attendance of department meetings in any buildings in which they work.  

8. Teacher Leaders shall not evaluate the performance of any instructional staff. 

9. Whenever possible, Teacher Leaders will be asked to participate in interviews for the hiring of new instructional staff in their department. 

10. Each Teacher Leader shall be approved for a minimum of two (2) summer workdays. 

11. Those listed under “District Teacher Leaders” and “Building-Level Teacher Leaders” above shall receive a $4,500.00 stipend/full year of service, which also covers development and leading of professional learning opportunities during the 10-month school year. Those with department leader duties will also receive an additional $1,500.00 stipend/full year of service.

12. Those listed under “6-12 Department Leaders” above shall receive a $4,700.00 annual stipend/full year of service. 

13. All other Teacher Leaders shall be compensated based on the number of members in the department. This shall be determined as follows: 

1. 1 – 4 members: $3,400.00 annual stipend/full year of service 
2. 5 – 9 members: $4,000.00 annual stipend/full year of service 
3. 10+ members: $4,400.00 annual stipend/full year of service, with an additional $275/additional member.

Salaries for teachers during summer school sessions shall be as follows:

1. The rate shall be $55 per hour of teaching time. Teachers shall also be compensated for one (1) day of preparation prior to the start of the session and one (1) day of wrap up at the end of the session.
2. Teachers shall earn one (1) sick day provided the assignment lasts for more than two (2) weeks.    Said sick day shall not accumulate in any manner.  
3. Gates Chili teachers will be given priority over other teachers in filling of summer school positions, provided the summer school Principal determines they are certified and equally qualified to fill the positions they are seeking. 

1. Any curriculum-related work, approved by the District and completed by the teaching staff, such as curriculum writing, curriculum evaluations, data analysis and program evaluations will be offered at a rate of $39.00 per hour effective July 1, 2026. This rate will increase to $40.00 per hour effective July 1, 2027.  The workday will be six (6) hours.
2. The Assistant Superintendent for Instruction will determine the time and place for curriculum work to be written.  Under special circumstances, the Assistant Superintendent for Instruction may grant approval for teachers to work alternate times and places for said work.
3. Any other work that is not part of a unit member’s normal day and duties and does not have a separate approved rate or stipend, shall be paid at $39.00 per hour effective July 1, 2026. This rate will increase to $40.00 per hour effective July 1, 2027.
    

1. Commencing July 1, 2026, percentages for experience increments are based on $40,500 in accordance with the following groupings.

GROUP A:

SPORT, POSITION, LEVEL

• Football, Head Coach, Varsity
• Boys Basketball, Head Coach, Varsity 
• Winter Competitive Cheer, Head Coach, Varsity
• Wrestling, Head Coach, Varsity
• Boys Swimming, Head Coach, Varsity
• Indoor Track, Head Coach, Varsity
• Ice Hockey, Head Coach, Varsity    
• Girls Basketball, Head Coach, Varsity

GROUP B:

SPORT, POSITION, LEVEL

• Boys Volleyball, Head Coach, Varsity
• Girls Volleyball, Head Coach, Varsity                
• Gymnastics, Head Coach, Varsity
• Outdoor Boys & Girls Track, Head Coach, Varsity
• Baseball, Head Coach, Varsity
• Golf, Head Coach, Varsity
• Softball, Head Coach, Varsity
• Boys Soccer, Head Coach, Varsity
• Girls Soccer, Head Coach, Varsity
• Girls & Boys Bowling, Head Coach, Varsity
• Winter Competitive Cheer, Head Coach, Junior Varsity
• Boys Tennis, Head Coach, Varsity 
• Girls Tennis, Head Coach, Varsity
• Girls Swimming, Head Coach, Varsity
• Boys Lacrosse, Head Coach, Varsity  
• Girls Lacrosse, Head Coach, Varsity
• Fall Competitive Cheer, Head Coach, Varsity
• Indoor Track & Field, Head Coach, Junior Varsity
• Field Hockey, Head Coach, Varsity
• Girls Cross Country, Head Coach, Varsity
• Boys Cross Country, Head Coach, Varsity
• Flag Football, Head Coach, Varsity

GROUP C:

SPORT, POSITION, LEVEL

• Indoor Track & Field,  Assistant Coach, Varsity
• Boys Basketball, Head Coach, Junior Varsity
• Football, Head Coach, Junior Varsity
• Wrestling, Head Coach, Junior Varsity
• Football, Head Coach, Junior Varsity
• Football (4),  Assistant Coach, Varsity
• Girls Basketball, Head Coach, Junior Varsity
• Wrestling,  Assistant Coach, Varsity
• Boys Swimming, Head Coach, Junior Varsity
• Ice Hockey, Assistant Coach, Varsity
• Boys Track & Field, Head Coach, Junior Varsity
• Girls Track & Field, Head Coach, Junior Varsity
• Boys Diving, Head Coach, Varsity
• Girls Diving, Head Coach, Varsity
• Boys Lacrosse,  Assistant Coach, Varsity
• Girls Lacrosse,  Assistant Coach, Varsity
• Girls & Boys Bowling,  Assistant Coach, Varsity

GROUP D:

SPORT, POSITION, LEVEL

• Boys Soccer, Head Coach, Junior Varsity
• Boys Soccer, Program Assistant, Varsity
• Girls Soccer, Program Assistant, Varsity
• Girls Soccer, Head Coach, Junior Varsity
• Baseball, Head Coach, Junior Varsity
• Softball, Head Coach, Junior Varsity 
• Girls Track & Field, Assistant Coach, Varsity
• Boys Track & Field, Assistant Coach, Varsity
• Football, Head Coach, Mod A (Freshman )
• Girls Volleyball, Head Coach, Junior Varsity
• Girls Swimming, Head Coach, Junior Varsity
• Football, Assistant Coach, Mod A (Freshman)
• Boys Volleyball, Head Coach, Junior Varsity
• Boys Lacrosse, Head Coach, Junior Varsity
• Girls Lacrosse, Head Coach, Junior Varsity
• Field Hockey, Head Coach, Junior Varsity
• Boys Tennis, Head Coach, Junior Varsity
• Girls Tennis, Head Coach, Junior Varsity
• Golf, Head Coach, Junior Varsity
• Fall Competitive Cheer, Head Coach, Junior Varsity
• Flag Football, Head Coach, Junior Varsity

GROUP E:

SPORT, POSITION, LEVEL

• Girls Basketball, Head Coach, Mod A (Freshman)
• Boys Basketball, Head Coach, Mod A (Freshman)
• Girls Tennis, Head Coach, Mod A (Freshman)
• Football, Head Coach, 7th & 8th Grade
• Boys Baseball, Head Coach, Mod A (Freshman)
• Girls Soccer, Head Coach, Mod A (Freshman)
• Boys Soccer, Head Coach, Mod A (Freshman)
• Boys Tennis, Head Coach, Mod A (Freshman)
• Football Program Assistant (2), Assistant Coach, 7th & 8th Grade
• Winter Competitive Cheer, Head Coach, Freshman
• Flag Football, Program Assistant, Varsity

GROUP F:

SPORT, POSITION, LEVEL

• Cross Country, Head Coach, 7th & 8th Grade
• Girls Swimming, Head Coach, 7th & 8th Grade
• Track & Field, Head Coach, 7th & 8th Grade
• Wrestling, Head Coach, 7th & 8th Grade
• Boys Basketball, Head Coach, 8th Grade
• Boys Basketball, Head Coach, 7th Grade
• Girls Basketball (2), Head Coach, 7th & 8th Grade
• Boys Lacrosse, Head Coach, 7th & 8th Grade
• Girls Lacrosse, Head Coach, 7th & 8th Grade
• Baseball, Head Coach, 7th & 8th Grade
• Boys Soccer, Head Coach, 7th & 8th Grade
• Softball (2), Head Coach, 7th & 8th Grade
• Girls Soccer, Head Coach, 7th & 8th Grade
• Track & Field (2), Assistant Coach, 7th & 8th Grade
• Girls Volleyball, Head Coach, 7th Grade
• Girls Volleyball, Head Coach, 8th Grade
• Boys Volleyball, Head Coach, 7th & 8th Grade
• Fall Competitive Cheer, Head Coach, Freshman
• Gymnastics, Head Coach, 7th & 8th Grade
• Field Hockey, Head Coach, 7th & 8th Grade
• Cross Country, Head Coach, 7th & 8th Grade

GROUP G:

SPORT, POSITION, LEVEL

• Swimming, Assistant Coach, 7th & 8th Grade
• Wrestling, Assistant Coach, 7th & 8th Grade
• Boys Lacrosse, Assistant Coach, 7th & 8th Grade
• Girls Lacrosse, Assistant Coach, 7th & 8th Grade
• Unified Programs, Head Coach                                                                     
• Cheer, Assistant Coach, 7th & 8th Grade

2. There is a maximum of nine (9) experience increments.
3. Commencing in the 2019-20 school year, a $100 cumulative longevity payment shall be paid to coaches at year 10, 15 and 20. This payment shall be prospective only.
   
   Example 1 (for illustrative purposes only) In 2019-20 Coach A is serving their 13th year in the Volleyball program. They are currently earning $1,000 base coaching pay.  Assuming they stay in the position, their compensation with longevity added shall be as follows:

Year 13:    $1,000
Year 14:    $1,000        
Year 15:    $1,100
Year 16:    $1,100
Year 17:    $1,100
Year 18:    $1,100        
Year 19:    $1,100
Year 20 and each year thereafter: $1,200

Example 2 (for illustrative purposes only) In 2019-20 Coach B is serving their 10th year in the Football program. They are currently earning $2,000 base coaching pay.  Assuming they stay in the position, their compensation with longevity added shall be as follows:

Year 10:    $2,100
Year 11:    $2,100        
Year 12:    $2,100
Year 13:    $2,100
Year 14:    $2,100
Year 15:    $2,200        
Year 16:    $2,200
Year 17:    $2,200
Year 18:    $2,200
Year 19:    $2,200
Year 20 and each year thereafter: $2,300

4. Special assignment stipends per event/session/year will be established as listed: 

Supervisor Home Athletic Contests: $68
Supervisor Away Athletic Contest: $75
After-school Athletic Team Supervision: $20/hour (1.5 hrs./day) 3:00 – 4:00 PM

Assigner Fall, Winter & Spring Athletic Contests: $3,500 total
Elementary Intramural Instructor: $32
Secondary Intramural Instructor: $32
Time Keeper: $64
Announcer: $64
Scorekeeper: $50
Seasonal Athletic Supervisor Fall, Winter, Spring (per job description): $5,000 each
Social Emotional Trainer (Fall, Winter, & Spring Sports Seasons): $2,000 each
Shot Clock Operator: $50

5. For the position of scorekeeper and timekeeper, the coach is responsible to seek volunteers first from parents, community members, spectators, students, and other non-unit member staff.  If a coach is unable to secure a volunteer, the coach will inform the Athletic Director.  The Athletic Director will attempt to secure a volunteer and if unsuccessful will hire a unit member for the position.  The coach will not hire a scorekeeper unless directed by the Athletic Director.
6. Any coach transferring into the Gates Chili School District as a coach or any coach presently in the District who transfers from one sport to a different sport will receive one-half year credit for each year of previous coaching experience. This procedure will determine the step the coach will begin on, with a maximum starting level of up to one-half the total number of steps. 
7. A person coaching within the Gates Chili School District who moves from one level to a higher level in the same sport, will receive one year credit for each full year of coaching experience in that sport. 
8. In the two previous statements, the coach's credit will be rounded off to the higher full year.
9. All salaries will be computed to the nearest dollar.
10.  

1. Unit members wishing to apply for a coaching position must submit an application by the date indicated by the Director of Physical Education and Athletics in order to be considered.  Gates Chili teachers will be granted interviews for coaching positions held in the prior year by non-unit coaches, provided the Director of Physical Education and Athletics determines they are certified and qualified to fill the positions they are seeking. Upon completion of interviews for a coaching position, the Superintendent, with input from the Director of Physical Education and Athletics, will choose the candidate who is best suited for the position.  This candidate will be recommended to the Board of Education for annual appointment. Unit members who are granted an interview are not guaranteed appointment to that position.
2. Gates Chili teachers will be given priority in filling coaching positions provided the Director of Physical Education and Athletics determines they are certified and qualified to fill the positions they are seeking. Gates Chili Caseworkers and Physical/Occupational Therapists who are certified and as qualified as other individuals from outside the district will be considered for coaching positions after Gates Chili teachers

14. Coaches will have the option of receiving two paychecks for approved coaching assignments. If a coach elects to have two payments, the first will include 40% of the stipend for the position and  will be paid approximately halfway through the respective season. The remaining 60% of the stipend will be paid at the conclusion of the respective season. The Director of Physical Education and Athletics will approve all coaching payments prior to District authorization. 

1. It is understood by both parties that extracurricular/co-curricular activities that are considered to be officially sponsored by the District are those that have been formally approved by the Superintendent and/or the Board of Education on an annual basis. 
2. In order to initiate the creation of a formal extracurricular/co-curricular activity the appropriate staff member shall notify the building Principal in writing of such desire.  The written request shall contain a synopsis of the proposed club/activity including, but not limited to, the advisor, approved number of participants, meeting dates, and special activities planned for the year. 
3. If approved by the building Principal, said recommendation, including the written synopsis, shall be forwarded to the Superintendent's office. The Superintendent and/or their designee, prior to approving or not approving the recommendation, shall inform the Association President in writing of said request. 

1. Formal Activities that Require Payment for Advisors:
           Those extracurricular/co-curricular activities that require payment for advisors will not begin to function until: 
   1. The Superintendent and/or the Board of Education approve said activity. 
   2. A salary for the advisor position has been negotiated between the Superintendent or their designee and the Association President and/or their designee. 
   3. The position of advisor has been filled.
2. Formal Activities That May Not Require Payment for Advisors:
   1. It is recognized that some formal activities, which are not listed in this agreement or its amendment as paid activities, will have advisors that do serve on a volunteer basis at no cost to the District.  It is also recognized that there will exist numerous informal activities for which members will receive no extra remuneration.  For formal activities, the determination as to whether or not the advisor will serve on a volunteer basis or be paid will be made mutually by the Superintendent and Association President. If it is to be a paid activity, it will be negotiated pursuant to the procedure described in this contract. 
   2. It is understood that some newly established formal activities will be required to function for a year without compensation, unless otherwise agreed to between the District and the Association.

4. Under all circumstances listed above, all necessary written details required for recommending the formation of a club/activity must follow Board of Education guidelines. 

5. Please refer to Appendix A at the end of the contract. In order to receive payment, the form (See Appendix B) agreed to by the District and Association must be fully completed by any member seeking compensation for an intramural, club or activity.  Forms must be submitted by the end of May in order to receive compensation by the end of each school year. 

6. Stipends included in this article will be paid to members only if they have been officially appointed by the Board of Education to fill these specific positions.  In the event that the Superintendent and/or Board officially approve any activity not listed above, it shall be added as an addendum to this contract. Stipends for additional activities shall be negotiated. 

7. The District will commit to a 3.0% overall increase for the 2027-28 school year in the total funds provided for Appendix A stipends that were funded in the 2026-27 school year by the Board of Education. The Labor Relations Committee will focus their efforts in the 2026-27 school year on properly categorizing all co-curricular and extra-curricular activities and determining which activities will get increases or decreases in the 2027-28 school year. 

A. Graduate Courses:

1. Graduate hours must be taken in a recognized educational institution and must be in the general field of the member’s work or in the general field of education.

2. Graduate hour credit requests beyond sixty (60) hours must be submitted through the District’s Professional Learning Management System at least two weeks in advance of the first meeting of the course on the appropriate form. Criteria for approving salary for graduate credit for beyond sixty (60) hours are as follows:

1. The course is offered by a recognized institution of higher learning.
2. The course is appropriate to the member's job responsibility.     
3. The course is at an appropriate level based upon the individual's prior training.
4. The courses could have a positive impact on student learning.

3. Salary requests for graduate hour credit beyond sixty (60) hours must receive prior approval. After approval has been received, and once the course has been completed, credit will be granted when the Human Resource Office receives an official transcript for a graduate course.  Credits will be granted when the Office of Instruction receives a certificate of completion from the instructor for an out of District professional learning course.  The Office of Instruction will then submit the approved application with the appropriate documentation verifying course completion to the Human Resource Office indicating that salary credit should be granted.
4. Graduate credit shall be compensated in accordance with the scale provided in Section II, Article 18, or Section III, Article 6.
5. Approved graduate hours, submitted to the Human Resources Department prior to the last pay date in October, will be credited retroactively to the first semester of the contract year. Approved graduate hours, submitted to the Human Resources Department after the last pay date in October and prior to the last pay date in February will be credited retroactively to the start of the second semester of the contract year.

B. Professional Learning:

1. Professional learning experiences done during the school year shall be compensated as follows:

1. When a member accumulates seventy-five (75) hours, they shall be entitled to an increase in their base pay of $300.
2. Unit members will be allowed payment for no more than seventy-five (75) hours per year.  Unpaid courses will be rolled into the following year.
3. All unit members will be required to take a minimum of fifteen (15) hours by the expiration of the current contract, when a contract has a duration of two (2) or more years.
   1. The course may be either graduate study, professional learning coursework, committee work or a collegial circle approved for credit by the Office of Instruction and must be directly related to their assignment or performance as determined by the administration.
   2. Approved professional learning credit submitted to the Office of Instruction prior to the last pay date in October will be credited retroactively to the first semester of the contract year. Approved professional learning credit submitted to the Office of Instruction after the last pay date in October and prior to the last pay date in February will be credited retroactively to the start of the second semester of the contract year.

2. Professional learning experiences done during the summer recess shall be compensated as follows: 

1. A rate of $39.00/hour commencing on July 1, 2026 shall apply, as professional learning credit may only be earned during the school year. The rate of compensation will be $40.00/hour commencing on July 1, 2027.
2. No more than twenty (20) hours may be taken per member during summer recess, unless the member is pre-approved for additional hours or requested to participate by the Office of Instruction.  
3. Hours beyond twenty (20) completed over summer recess shall not be compensated or carried over for professional learning credit. 
4. The District does not pay the tuition or any related expense. 
5. The course, conference, or workshop is related to specific job responsibilities. 
6. A minimum of 1 hour and a maximum of 15 hours will be approved for one (1) professional learning experience. 
7. No compensation will be granted for partially completed professional learning experiences.

3. Unit members shall be awarded credit in one (1) hour increments.
4. Once a professional learning activity is completed, unit members must complete the final steps in the District’s Professional Learning management system to complete an evaluation, mark it complete and submit for final processing for compensation. This step must be completed within thirty (30) days of completing the professional learning experience in order to be compensated.
5. Out of District professional learning credit requests must be submitted to the Office of Instruction at least two weeks in advance of the first meeting of the professional learning course on the appropriate form with a copy of the course outline or syllabus.  Criteria for approving an Out of District professional learning course is as follows:

1. The course, conference, or workshop is not during working hours.
2. The District does not pay the tuition or any related expense.
3. The course, conference, or workshop is related to specific job responsibilities. 
4. A minimum of 1 hour and a maximum of 15 hours will be approved for one (1) professional learning experience. Experiences above 15 hours will require additional approval and are at the district’s discretion.
5. No credit is granted for partially completed professional learning experiences. 

6. In-district professional learning credit may also be awarded for courses or collegial circles pre-approved by the Office of Instruction, by the deadline set forth annually. Criteria for approving is as follows:

1. The course, collegial circle, conference, or workshop is not during working hours. 
2. The District does not pay the tuition or any related expense.
3. The course, collegial circle, conference, or workshop is related to specific job responsibilities.
4. Course attendance of a minimum one (1) hour and a maximum of fifteen (15) hours is required for each professional learning course.
5. Collegial Circle attendance of a minimum five (5) hours and a maximum of fifteen (15) hours is required for each collegial circle.
6. No credit is granted for incomplete courses or collegial circles. 

7. In-district professional learning credit may also be awarded for service on a District-wide committee that has been pre-approved by the Superintendent or their designee. Criteria for approving is as follows:

1. The District-wide committee does not meet during working hours. 
2. District-wide Committee attendance of a minimum of five (5) hours is required for credit purposes.
3. Members wishing to receive credit for service on District-wide committees must serve for the entire year on said committee, complete the necessary form, and attend at least 80% of the committee meetings in order to receive credit.
4. The Administrator in charge of the committee will be responsible for submitting proof of attendance to the Office of Instruction at the conclusion of the school year.

8. Attendance requirements for professional learning experiences shall be communicated at the start of a course, collegial circle, conference or workshop. 
9. A committee of six (6) members, one from each building, shall be appointed by the Association President, plus additional state mandated members will serve on the District Professional Learning Plan Team. The purpose of the team is to support the planning and clarity of professional learning in the district as well as make recommendations for what professional learning opportunities are offered in the district. 

C. Teaching and Facilitating: 

1. All courses and collegial circles must be pre-approved by the Office of Instruction.
2. When creating and running/facilitating a course for the first time, a member may be paid for their time in preparing and teaching a course in the amounts of: $60/hour of class up to a maximum of 15 hours. If the course is approved to run for subsequent sessions, the member shall then earn professional learning hours (during the school year) as described in Section B., above or the summer professional learning rate (during the summer).
3. A member who facilitates a collegial circle shall receive professional learning credit for participating if it is the first time the collegial circle has run. If the collegial circle is approved to run for subsequent sessions, the member shall then earn $20/hour of facilitated circle time.
4. A member who creates content to present on a conference day shall receive $60 per hour of preparatory time up to a maximum of $240. Hours of preparatory time shall correspond with presentation time (i.e. 1 hour presentation =$60 preparatory compensation)
5. The district will pay up to two (2) instructors per course, without them having to split compensation.

The District may establish additional support positions associated with the High School’s Science Atrium.  The stipends and release time associated with the various positions will be as follows:

1. Science Atrium Curator

1. This is a 12-month assignment.  The Science Atrium Curator’s teaching load will be reduced by one section.  Their supervision assignment will be designated for atrium related responsibilities.
2. Effective July 1, 2026, the annual stipend for this position will be $7,500.
3. The Science Atrium Curator’s duties will include the responsibility for care and upkeep of the plants and animals during the regular school year, over school recess, and summer months.

2. Aquatics Group Leader

1. They will chair the Aquatics Club payment for which is included in the stipend stated below.
2. Their supervision assignment will be designated for aquatics related responsibilities.
3. The annual stipend for this position will be $5,500.
4. The Aquatics Group Leader’s duties will include the responsibility for care and upkeep of the plants and animals during the regular school year, over school recess, and during summer months.

3. Botany Group Leader

1. They will chair the Botany Club, payment for which is included in the stipend stated below.
2. Their supervision assignment will be designated for botany area responsibilities.
3. The annual stipend for this position will be $5,500
4. The Botany Group Leader’s duties will include the responsibility for care and upkeep of the plants and animals during the regular school year, over school recess, and during summer months.

Each year the three positions will jointly determine a schedule of who will be responsible for care and upkeep over school recesses and during summer. Said schedule will be shared with the High School Principal by July 1 annually.

1. This Agreement and all provisions herein are subject to applicable laws. In the event, any provision of this Agreement is held to violate such laws, said provisions shall not bind either of the parties, but the remainder of this Agreement shall remain in full force and effect as if the invalid provision had not been a part of this Agreement. 

1. This contract shall be effective as of July 1, 2026, and shall continue in effect through June 30, 2029.
2. This Agreement between both parties may be altered, changed, added to, deleted from, or modified only through the voluntary mutual consent of the parties in a written and signed amendment to this Agreement.

IT IS AGREED UPON BY AND BETWEEN THE PARTIES THAT ANY PROVISION OF THIS AGREEMENT REQUIRING LEGISLATIVE ACTION TO PERMIT ITS IMPLEMENTATION BY AMENDMENT OF LAW OR BY PROVIDING THE ADDITIONAL FUNDS, THEREFORE, SHALL NOT BECOME EFFECTIVE UNTIL THE APPROPRIATE LEGISLATIVE BODY HAS GIVEN APPROVAL.

ASSOCIATION: Stacey Burnett,  Association President (date signed 8/20/2026)

SUPERINTENDENT OF SCHOOLS: Mitchell J. Ball, Superintendent of Schools (date signed: 8/21/2026)

1. All staff new to Gates Chili will be required to participate in seminar meetings up to once per month for the purpose of covering topics related to policy, protocols and expectations during the first year of employment in the District. In the second year of employment in the District, new teachers must complete a course focused on instruction/pedagogy, assessment practices, classroom management and/or content specific learning. The second year course will be agreed upon between the teacher and the Office of Instruction.
2. All teaching staff new to Gates Chili School District are required to participate in two or more days of training/orientation in the summer prior to opening day.  The rate of compensation will be $39.00/hour commencing on July 1, 2026. The rate of compensation will be $40.00/hour commencing on July 1, 2027.
3. To inform new teachers of this contractual agreement, and to explain the services available through the Association, the Association shall be the exclusive teacher organization, having time for orientation of new teachers for a period of one (1) hour.  This one hour period of time shall be scheduled by the Superintendent during orientation week.  If no orientation week is held, the one hour time period shall be scheduled by the Superintendent during the first workday of the school year.

1. Mentors will be paid a stipend of $1500 per mentee per school year for mentees who are new to teaching and have not previously had a mentor.  Mentors are to provide at least twenty hours of direct contact time meeting with their mentee or coaching within the mentee’s classroom to each mentee during the school year.
2. Mentors will be paid a stipend of $750 per mentee per school year for mentees who are not new to teaching and have previously had a mentor.  Mentors are to provide at least ten hours of direct contact time meeting with their mentee or coaching within the mentee’s classroom to each mentee during the school year.

2. Mentors must participate in mentor training in order to be added to the list of approved mentors.  Mentors must participate in refresher training every 3 years in order to remain on the list of approved mentors. Mentors will be eligible for professional learning credit for attending required mentor training.
3. All full-time teachers new to Gates Chili shall receive a mentor in their first year with the District.  

1.  In the event that a unit member is needed for substitute coverage and as a last resort, not to become common practice, any teacher within the Gates Chili Central School District who will forego their planning and/or lunch period to provide instruction for an additional class as a substitute will be compensated as follows: A stipend of $40 will be paid per class period or opportunity worked.  This stipend will increase to $45 for 21st through 30th class periods or opportunities worked, and $55 stipend beyond the 30th class period or opportunity worked. Teachers must fill out the appropriate form, to be signed by the Principal in order to be compensated.
2. Elementary

1. Any unit member who fills in for an absent classroom teacher and is required to utilize their planning time to prepare materials and/or perform duties for that classroom, will be provided the stipend for substitute coverage as described in paragraph 1, above.
2. Unit members will not be compensated when they have additional plan time and are required to cover a class.

1.  
2. All teaching personnel who have served six (6) years within the District, upon the recommendation of the Superintendent and with the approval of the Board of Education, may be granted a leave of absence for study and/or travel.
3. The leave may be taken for a half (1/2) year at full pay, or for a full year at half (1/2) pay.
4. A sabbatical leave may be taken for a period not to exceed two (2) summer sessions.  The rate of pay for such sabbatical leave will be one-tenth (1/10) of the teacher's annual salary for each month on sabbatical leave not to exceed a total of two-tenths (2/10) in any one (1) summer.  An individual must specify in their application whether the sabbatical will be for one summer or two summers.  They must take the two summer sabbaticals in consecutive summers.
5. Regular annual salary increments shall be given for time of leave the same as for regular service in the school.
6. A maximum of one and one-half (1 1/2) percent of the teachers from within the District may be granted such leaves in any one (1) year.
7. Whenever possible, a 2 to 1 ratio of full and half-year leaves will apply.  Summer sabbaticals will be considered in the category of half-year leaves.  Two (2) summer sabbaticals will be equivalent to one (1) sabbatical for assigning the percentage as stated in Section 5.
8. It is understood that any teacher taking a leave of absence under these provisions will return to their work at Gates Chili Schools for a period of at least one (1) year.
9. The teachers taking a Sabbatical Leave of Absence may be asked upon return to make available to the Board of Education and/or other district personnel, the information acquired during the leave.
10. Applications for sabbatical leaves shall be submitted to the Superintendent of Schools no later than February 1.
11. Notification of approval or disapproval for sabbaticals will be given on or before March 15.
12.  

1. Secondary Release time for parent conferences: Both parties recognize that in order for various educational programs to be flexible, each school should have the prerogative of coordinating the reporting to parent program including the scheduling of parent conferences. Each principal and teacher(s) will jointly agree as to the procedure which they deem necessary and effective for them to fulfill their building goals and objectives. The total number of days needed to accomplish building goals and objectives regarding parent conferences are to be decided jointly by the teacher and the building principal. 

1. Each building principal in working with the building’s staff will be responsible for coordinating the reporting to parent program, including the scheduling of parent conferences. 
2. Each teacher working within the total narrative and/or conferencing reporting system will be given a maximum of one (1) compensatory day during the year for a minimum of seven (7) hours of parent conferences, scheduled with the Principal's approval, which are held beyond the individual teacher's defined day.
3. Each Literacy teacher working within the total narrative and/or conferencing reporting system will be given a maximum of two (2) compensatory days during the year for a minimum of seven (7) hours of parent conferences per compensatory day, scheduled with the Principal's approval, which are held beyond the individual teacher's defined day.
4. It is understood that this compensatory day will not be taken the day before or the day after a vacation period.  An unused compensatory day will be added to accumulated sick leave at the conclusion of each school year.

2. Elementary (P-5) Parent – Teacher Conference Model

1. Parent-Teacher conferences shall begin and be scheduled no sooner than three weeks prior to the December Holiday Recess and will coincide with the distribution of the Elementary Report Card unless the Association and the District mutually agree upon the change.
2. Designate one full day and one-half day where all Elementary Teachers conduct and complete Parent-Teacher Conferences preceding the December Holiday Recess. The one-half day is designated on an afternoon of the day immediately preceding the December Holiday Recess.  School will be in session during the morning from 9:00 AM until 11:45 AM for Elementary with Parent -Teacher Conferences being held in the afternoon for the half-day.
3. Preference will be given for the District to not hold the evening conferences on the same day of the week as the designated full day conferences.
4. Teachers will be able to complete conferences with clerical support from the office (greet people, give directions, receive cancellations, reconfirm appointments, etc.)
5. There would be consistent security on site, administrative support and related service providers available to meet with parents in tandem with classroom teachers.
6. An extended workday for Elementary staff will be offered to accommodate evening conferences for a larger number of working parents.  The evening conferences will begin no later than 5:00 PM, but may start as soon as the contractual workday is completed.  Due to differences in class sizes, teacher will have the flexibility to be permitted to complete their conferences outside of the designated day and evening times.  Teachers will keep track of the number of hours outside the designated days which they need to complete their Parent-Teachers conferences and will provide this to their Principal. These teachers will be given compensatory time which shall be provided in the form of a half day on the last day prior to the December Holiday Recess.
7. Teachers will be released from their teaching duties on the half-day prior to the December Holiday Recess if they participate in the non-mandatory District identified evening parent teacher conferences and if they have parent conference that day.

3. Annually, the District will provide two half days for collaboration to elementary teachers (K-5).  Said days will be agreed upon by requesting members and building administration for purposes of grade-level, building and District coordination. Days will be scheduled by the building administration.
   
   Collaboration during these sessions shall focus on:

• Using student data to address identified learning needs
• Improving student outcomes
• Aligning instructional actions with District goals
• Data-informed adjustments to Tier 1 instruction or
• Targeted support for specific student groups

4. Release time for special education teachers: The District will grant up to two days per year release time to special education teachers when their IEP case management load is equal to or greater than five students, to complete tasks associated with the Individualized Education Plan. These days and location will be mutually agreed upon by the teacher and the building administrator.

5. The teacher will give their building principal at least five (5) days’ notice in advance of the day they propose to take.  

6. The provisions of this article shall not be deducted from any provisions as stated in articles dealing with Extraordinary Leave or Sick Leave. 

7. Substitutes will relieve teachers of their normal teaching duties for release days scheduled during the regular school day.

1. All teachers shall write lesson plans covering at least one (1) week's lessons.
2. If a teacher's lesson plans are not acceptable to the building administrator, the building administrator shall explain in writing the reason(s) why the lesson plans are unsatisfactory and shall provide the specific recommendation for improvement.  The teacher shall improve the lesson plans until they are acceptable to the building administrator.
3. As a general rule, lesson plans will not be handed in on a weekly basis. The building administrator may call for lesson plans of selected individuals at any time.
4. Lesson plans and supportive instructional material will be available for substitute teachers in some accessible location. This will be determined at the building level and may vary between buildings.
5. Lesson plans will be available for immediate review by the Supervisor.
6. Lesson plans should reflect the assignment for each day of the week.

1. At the High School and Middle School level, and in the best interest of the students, the principal will attempt to limit the number of preparations per teacher to three (3) per semester. 

1. Elementary Band and Chorus Teachers will hold two (2) rehearsals per week outside of the normal student day for Band and Chorus, respectively.  Additionally, they will hold two (2) concerts per year (Winter and Spring).  Rehearsals and concerts will be scheduled with the Building Principal. A $2,500 annual stipend shall be paid at the end of the school year to each Elementary Music Teacher as compensation for rehearsal time.

1. In general, facilities permitting, the Administration shall be guided by the following class sizes in the respective schools: 

1. Kindergarten: 25 per teacher 
2. Primary: 25 per teacher
3. Intermediate: 30 per teacher 
4. Secondary Schools: 30 per teacher
   (7th thru 12th)

2. A committee of three (3) teachers appointed by the Association and three (3) persons appointed by the Superintendent shall be created.  Said committee shall make recommendations to the Superintendent regarding possible resolution of any alleged class size overage. 

3. It is understood that these committees shall in no way prevent any aggrieved party from initiating an action pursuant to the grievance procedure.  

1. The Administration will notify School Counselors of the District's proposed plan of summer guidance work dates by June 1 of each year of this Agreement. 
2. Implementation of said plan will be contingent on passage of the budget. 
3. Elementary School Counselors shall be assigned a minimum of five (5) days of summer work per building.
4. Secondary School Counselors assigned a minimum of fifteen (15) days of summer counselor work shall receive one (1) sick day which may be used during the summer assignment. The day is in addition to the provisions of the article entitled Sick Leave.  If unused, this day will be added to the counselor's accumulated sick leave at the conclusion of each summer's assigned work. 

1. Unit members will make every effort to update the student grading system weekly.

1. The District will bear the cost of licenses for Speech Language Therapists required by the District to maintain such license for the purpose of Medicaid. The Speech Language Therapist must provide a copy of the application and proof that they have made payment for such license prior to district reimbursement.
2. Effective July 1, 2016, the District will reimburse the cost of the license of any Social Worker who received such license on or after July 1, 2015, to address Medicaid reimbursement claims in relation to their work.

1. Teacher evaluation and observation will be in compliance with the District’s Annual Professional Performance Plan as required under Education Law, sections 3012-c and 3012-d or 3012-e.

1. No teacher shall be dismissed without justification.  In the event that the Superintendent is considering the dismissal of a teacher because of unsatisfactory job performance, the Superintendent shall follow the requirements of the Education law regarding notification to the teacher and the process for Board action.
2. Dismissal of any tenured teacher will be in accordance with Education Laws 3013 and 3020A. 
3. The decision of the Board regarding all probationary teachers, acting on the recommendation of the Superintendent, is not subject to revocation, modification or review under the terms of the grievance procedure as contained in this contract.

1. If the Board of Education abolishes a position and creates another position for the performance of duties similar to those performed in the position abolished, the person filling such position at the time of its abolishment shall be appointed to the position thus created without reduction in salary or increment, provided the record of such person has been one of faithful, competent service in the position they have filled. 
2. Whenever the Board of Education abolishes a position, the services of the teacher having the least seniority in the system within the tenure area of the position abolished shall be discontinued. 
3. If a position is abolished or if it is consolidated with another position without creating a  new position, the person filling such position at the  time of its abolishment or consolidation shall be placed upon a preferred eligibility list of candidates for appointment to a vacancy that then exists or that may thereafter occur in a position similar to the one which such person filled without reduction in salary or increment, provided the record of such person has been of faithful, competent service in the position they filled. The persons on such preferred list shall be reinstated or appointed to such vacancies in such corresponding or similar positions in the order of their length of service in the system at any time within seven (7) years from the date of abolition or consolidation of such position. 
4. Any teacher who is excessed at the end of the school year due to the District's reduction of positions shall continue in the health insurance program until September 15 of the next school year at no cost to the teacher. 
5. If it is known that a vacancy exists for a semester or more, the District will offer that opening to the certified teacher having the greatest number of years of service in the tenure area in which the vacancy exists.

1. Those certified unit members who apply for and are approved to tutor students for academic purposes outside of the normal school day, shall be compensated at the rate of $39.00 per hour commencing on July 1, 2026. The rate of compensation will be $40.00 per hour commencing on July 1, 2027.

1.  Effective July 1, 2022 (for a teacher retiring at the end of the 2022-23 school year or later) and subject to the following provisions, the District will offer a retirement incentive of $18,000.

1. Teachers are eligible for this incentive if they are at least 55 years of age and are eligible to retire pursuant to the requirements of the New York State Teachers’ Retirement System without penalty.  Except as noted below, an eligible employee may elect this benefit only during the school year (September – June) in which they first meet both the minimum age and New York State Teachers' Retirement System eligibility requirements.  
2. Teachers who elect this incentive pursuant to the terms in Section 2a. of this article must file an irrevocable letter of retirement with the Superintendent of Schools by December 1st of the year of eligibility with the final date of employment to be June 30th of that same year.  

3. Payment of the retirement incentive will be made within the same calendar year as the effective date of retirement.  The payment of this incentive will be made to a non-elective 403(b).
4. Notice Incentive for those beyond first eligibility:
   Teachers who submit their irrevocable letter of their intention to retire at the end of the school year by the last workday before February Break shall be eligible to receive $2,000 deposited in a 403(b), provided they meet the requirements set forth below.

1. Teachers who are eligible to receive the retirement incentive made available under numbers 1, 2 and 3 above will not be eligible to receive this Notice Incentive.
2.  
3. The teacher must complete the school year in which they are retiring.
4. The teacher must be at least 55 years of age and must have completed at least 15 years of service in the District.
5. All irrevocable letters of retirement must be signed, dated and received by the Assistant Superintendent for Personnel and Labor Relations by 4:00 pm on the last workday before February Break in order to be considered.  
6. The deposit of the notice incentive will be made in the July or August following the unit member’s retirement. Unit members are responsible for following the instructions given by Payroll to set up the 403(b) account before payment can be made.

1. Effective July 1, 2026, each returning member’s salary will be increased by the following:
   Members with fewer than 10 years of credited service at Gates Chili School District as of June 30, 2026, will have their salary increased by 3.75% of their 2025-26 school year base salary. 
   Members with 10 years or more of credited years of service at Gates Chili School District as of June 30, 2026, will have their salary increased by 3.5% of their 2025-26 school year base salary plus $50 for each year of credited service at Gates Chili School District.
2. Effective July 1, 2027, each returning member’s salary will be increased by 3.0% + $900 of their 2026-27 school year base salary.
3. Effective July 1, 2028, each returning member’s salary will be increased by 3.0% +$950 of their 2027-28 school year base salary.

2. Stipends for new Masters and/or Doctorate degrees will be paid at the rate of $600 for each degree earned.
3. Graduate credits will be paid at the following rates:

1. $265 for each new block of five (5) credits up to thirty (30) credits.
2. $300 for each new block of five (5) credits from thirty-one (31) to thirty-five (35) credits.
3. $316 for each new block of five (5) credits from thirty-six (36) credits and beyond.

4. Payment for new incentives for anyone who has received at least Incentive I under the schedule below prior to July 1, 2019, will be as follows: 

INCENTIVE – Schedule 1:

1. INCENTIVE I - $437 - Teachers are eligible after fifteen (15) years of service as a teacher; five (5) years of which have been in the Gates Chili Central School District.
2. INCENTIVE II - $582 - Twenty (20) years of service as a teacher; ten (10) years in the Gates Chili Central School District
3. INCENTIVE III - $582 – Twenty-five (25) years of service as a teacher; fifteen (15)  years in the Gates Chili Central School District.
4. INCENTIVE IV - $437 - Thirty (30) years of service as a teacher; twenty (20) years in the Gates Chili Central School District.
5. INCENTIVE V - $600 - Thirty-five (35) years of service as a teacher; twenty-five  (25) years in the Gates Chili Central School District.

4. Payment for new incentives for anyone who has not received at least Incentive I under the schedule above prior to July 1, 2019, will be as follows:

INCENTIVE – Schedule 2:

1. INCENTIVE I - $400 - Teachers are eligible upon completion of five (5) consecutive years of teaching for Gates Chili Central School District.
2. INCENTIVE II - $500 - Teachers are eligible upon completion of ten (10) consecutive years of teaching for Gates Chili Central School District.
3. INCENTIVE III - $575 - Teachers are eligible upon completion of fifteen (15) consecutive years of teaching for Gates Chili Central School District.
4. INCENTIVE IV - $650 - Teachers are eligible upon completion of twenty (20) consecutive years of teaching for Gates Chili Central School District.
5. INCENTIVE V - $725 - Teachers are eligible upon completion of twenty-five (25) consecutive years of teaching for Gates Chili Central School District.

5. Effective July 1, 2026, the minimum hiring salary for a teacher with a Bachelor’s Degree will be $44,500.
   Effective July 1, 2027, the minimum hiring salary for a teacher with a Bachelor’s Degree will be $45,500.
   Effective July 1, 2028, the minimum hiring salary for a teacher with a Bachelor’s Degree will be $46,500. 

6. Teachers, other than new hires, who do not receive their regular salary for an entire school year will receive the negotiated salary increase for the year in which they return based upon their departing salary.  

7. In contemplation of the concentrated instructional, behavioral, and programmatic complexity inherent in special class programs, special education teachers assigned as the primary instructional authority in 6:1:1, 8:1:1, 12:1:1, and 15:1 programs shall receive an annual stipend of $1,250, not added to base salary. Eligibility requires active assignment to and service in the special class placement for more than 50% of the school year. Stipends shall be paid in June.

8. Payroll shall be done on the 15th and 30th of each month, commencing July 1, 2027, or at a later date, if communicated by the District to the Association.

1. In contemplation of New York State Education Department’s “New York Inspires”, the following advanced graduation designations/recognitions are approved. The District and Association agree that the continuation of these programs and stipends will be solely at the discretion of the District and shall be determined annually by the District. Should these programs be approved annually, the stipends will be as follows:

1. The District will approve a minimum of one Independent Arts Assessment Pathway Advisor (hereinafter “IAAP Advisor”) who shall be responsible for guiding/assisting up to fifteen (15) students through attaining the Independent Arts Assessment Pathway Regents with Advanced Designation. 
   1. Each IAAP Advisor will comply with the Independent Arts Assessment Pathway Regents with Advanced Designation requirements, as set forth by the NYS State Education Department and the district.  
   2. Each IAAP Advisor will meet with and track their students’ progress through the repository in Schoology. 
   3. The District shall compensate each IAAP Advisor $5,550.

2. The District will approve up to eight (8) Seal of Civic Readiness Advisors (hereinafter “SOCR Advisor(s)”) who shall each be responsible for guiding/assisting between eight (8) and twelve (12) students through attaining the Seal of Civic Readiness. 
   1. Each SOCR Advisor will comply with the Seal of Civic Readiness requirements, as set forth by the NYS State Education Department and the district.  
   2. Each SOCR Advisor will meet with and track their students’ progress through the repository in Schoology. 
   3. The District shall compensate each SOCR Advisor $700. 

100. The District will approve up to five (5) Seal of Biliteracy Advisors (hereinafter “SOBL Advisor(s)”) who shall each be responsible for guiding/assisting up to twelve (12) students through attaining the Seal of Biliteracy.
     1. Each SOBL Advisor will comply with the Seal of Biliteracy requirements, as set forth by the NYS State Education Department and the district.
     2. Each SOBL Advisor will meet with and track their students’ progress through the repository in Schoology. 
     3. The District shall compensate each SOBL Advisor $250.

1. Student teachers will be assigned to teachers on a voluntary basis.

1. All staff new to Gates Chili School District are required to participate in two or more days of training in the summer prior to opening day.  The rate of compensation will be $39.00/hour commencing on July 1, 2026. The rate of compensation will be $40.00/hour commencing on July 1, 2027.
2. To inform new Occupational and Physical Therapists, Registered Nurses, Licensed Practical Nurses and Teaching Assistants of this contractual agreement, and to explain the services available through the Association, the Association shall be the exclusive organization, having time for orientation of new Occupational and Physical Therapists, Registered Nurses, Licensed Practical Nurses, and Teaching Assistants for a period of one (1) hour. This one hour period of time shall be scheduled by the Superintendent during orientation week. If no orientation week is held, the one hour time period shall be scheduled by the Superintendent during the first workday of the school year. 
3. All staff new to Gates Chili will be required to participate in seminar meetings up to once per month for the purpose of covering topics related to policy, protocols and expectations during the first year of employment in the District.

1. Caseworkers, Occupational and Physical Therapists, Registered Nurses, Licensed Practical Nurses and Teaching Assistants shall be observed and evaluated in writing at least once annually.

2. Caseworkers, Occupational and Physical Therapists, Registered Nurses, Licensed Practical Nurses and Teaching Assistants shall be given a copy of any written evaluation report prepared by their supervisor prior to submittal to the personnel file. Upon request, Caseworkers, Occupational and Physical Therapists, Registered Nurses, Licensed Practical Nurses and Teaching Assistants have the right to a conference with their supervisor to discuss their written evaluation report.

3. Any administrators employed by the district may observe and evaluate Caseworkers, Occupational Therapists, Physical Therapists, Registered Nurses, Licensed Practical Nurses and Teaching Assistants.

4. Caseworkers, Occupational Therapists, Physical Therapists, Registered Nurses, Licensed Practical Nurses and Teaching Assistants shall review each evaluation and attest to their review of the evaluation by affixing their signature to all copies. Caseworkers, Occupational Therapists, Physical Therapists, Registered Nurses, Licensed Practical Nurses and Teaching Assistants shall have the right to submit a written response to the evaluation which shall be attached to the evaluation.

1. Caseworkers, Occupational Therapists, Physical Therapists, Registered Nurses and Licensed Practical Nurses will be disciplined and/or dismissed pursuant to Civil Service regulations covering individuals in the competitive classification.
2. Teaching Assistants will be disciplined and/or dismissed pursuant to Education Law.
    

1. In the event that a reduction in the number of Caseworkers, Occupational Therapists, Physical Therapists, Registered Nurses or Licensed Practical Nurses is deemed necessary by the Superintendent, such reduction will be made pursuant to Civil Service Regulations covering individuals in the competitive classification.

2. Teaching Assistants subject to excessing and recall will be in accordance with Education Law. Any Teaching Assistant who is excessed at the end of the school year due to District’s reduction of positions shall continue in the health insurance program until September 15 of the next school year at no cost to the Teaching Assistant.

1. Effective July 1, 2022 (for a unit member retiring at the end of the 2022-23 school year or later) and subject to the following provisions, the District will offer a retirement incentive of $18,000.

1. Caseworkers, Occupational Therapists, Physical Therapists, Registered Nurses and Licensed Practical Nurses are eligible for this incentive if they are at least 55 years of age and are eligible to retire pursuant to the requirements of the New York State & Local Retirement System (ERS) without penalty.  Except as noted below, an eligible employee may elect this benefit only during the school year (September – June) in which they first meet both the minimum age and New York State & Local Retirement System (ERS) eligibility requirements.  

2. Caseworkers, Occupational Therapists, Physical Therapists, Registered Nurses and Licensed Practical Nurses who elect this incentive pursuant to the terms in Section 2a. of this article must file an irrevocable letter of retirement with the Superintendent of Schools by December 1st of the year of eligibility with the final date of employment to be June 30th of that same year.

3. Payment of the retirement incentive will be made within the same calendar year as the effective date of retirement.  The payment of this incentive will be made to a non-elective 403(b).

3. Notice Incentive for those beyond first eligibility and Teaching Assistants:
   Unit members who submit their irrevocable letter of their intention to retire at the end of the school year by the last workday before February Break shall be eligible to receive $2,000 deposited in a 403(b), provided they meet the requirements set forth below.

1. To be eligible the unit member must not be eligible for the retirement incentive made available under numbers 1 and 2 above.

2. Unit members who are eligible to receive the retirement incentive made available under numbers 1 and 2 above will not be eligible to receive this Notice Incentive.

3. The unit member must complete the school year in which they are retiring.

4. The unit member must be at least 55 years of age and must have completed at least 15 years of service in the District.

5. All irrevocable letters of retirement must be signed, dated and received by the Assistant Superintendent for Personnel and Labor Relations by 4:00 pm on the last workday before February Break in order to be considered.  

6. The deposit of the notice incentive will be made in  July or August following the unit member’s retirement. Unit members are responsible for following the instructions given by Payroll to set up the 403(b) account before payment can be made.

1. Effective July 1, 2026, each returning member’s salary will be increased by the following:

   Members with fewer than 10 years of credited service at Gates Chili School District as of June 30, 2026, will have their salary increased by 3.75% of their 2025-26 school year base salary. 

   Members with 10 years or more of credited years of service at Gates Chili School District as of June 30, 2026, will have their salary increased by 3.5% of their 2025-26 school year base salary plus $50 for each year of credited service at Gates Chili School District.

2. Effective July 1, 2027, each returning member’s salary will be increased by 3.0% + $900 of their 2026-27 school year base salary.

3. Effective July 1, 2028, each returning member’s salary will be increased by 3.0% +$950 of their 2027-28 school year base salary.

2. Stipends for new Masters and/or Doctorate degrees will be paid at the rate of $600 for each full-time Caseworker, Physical Therapists, Occupational Therapists, Registered Nurses and Teaching Assistants for any degree earned.

3.  Graduate credits earned will be paid at the following rates:

1. $265 for each new block of five (5) credits up to thirty (30) credits.
2. $300 for each new block of five (5) credits from thirty-one (31) to thirty- five (35) credits.
3. $316 for each new block of five (5) credits from thirty-six (36) credits and beyond.

4. Payment for new incentives for anyone who has received at least Incentive I under the schedule below prior to July 1, 2019, will be as follows:

INCENTIVE - Schedule 1:

1. INCENTIVE I - $437 - Caseworkers, Occupational Therapists, Physical Therapists, Teaching Assistants Registered Nurses and Licensed Practical Nurses are eligible after fifteen (15) years of service as a Caseworker, Occupational/Physical Therapist, or Registered Nurse/Licensed Practical Nurse, five (5) years of which have been in the Gates Chili Central School District.
2. INCENTIVE II - $582 - Twenty (20) years of service as a Caseworker, Occupational/Physical Therapist, Teaching Assistant, Licensed Practical Nurse or Registered Nurse; ten (10) years in the Gates Chili Central School District
3. INCENTIVE III - $582 - Twenty-five (25) years of service as a Caseworker, Occupational/Physical Therapist, Teaching Assistant Licensed Practical Nurse or Registered Nurse; fifteen (15) years in the Gates Chili Central School District.
4. INCENTIVE IV - $437 - Thirty (30) years of service as a Caseworker, Occupational/Physical Therapist, Teaching Assistant, Licensed Practical Nurse or Registered Nurse; twenty (20 years in the Gates Chili Central School District.
5. INCENTIVE V - $600 - Thirty-five (35) years of service as a Caseworker, Occupational/Physical Therapist, Teaching Assistant, Licensed Practical Nurse  or Registered Nurse; twenty-five (25) years in the Gates Chili Central School District.

Payment for new incentives for anyone who has not received at least Incentive I under the schedule above prior to July 1, 2019, will be as follows:

INCENTIVE – Schedule 2:

1. INCENTIVE I - $400 - Occupational/Physical Therapists, Teaching Assistants, Registered Nurses and Licensed Practical Nurses are eligible upon completion of five (5) consecutive years of service for Gates Chili Central School District. 
2. INCENTIVE II - $500 - Occupational/Physical Therapists, Teaching Assistants, Registered Nurses and Licensed Practical Nurses are eligible upon completion of ten (10) consecutive years of service for Gates Chili Central School District.
3. INCENTIVE III - $575 - Occupational/Physical Therapists, Teaching Assistants, Registered Nurses and Licensed Practical Nurses are eligible upon completion of fifteen (15) consecutive years of service for Gates Chili Central School District.
4. INCENTIVE IV - $650 - Occupational/Physical Therapists, Teaching Assistants, Registered Nurses and Licensed Practical Nurses are eligible upon completion of twenty (20) consecutive years of service for Gates Chili Central School District. 
5. INCENTIVE V - $725 - Occupational/Physical Therapists, Teaching Assistants, Registered Nurses and Licensed Practical Nurses are eligible upon completion of twenty-five (25) consecutive years of teaching for Gates Chili Central School District.

1. Effective July 1, 2026, the minimum hiring salary for Occupational or Physical Therapists, or Registered Nurses with a Bachelor’s Degree will be $44,500.   
   Effective July 1, 2027, the minimum hiring salary for Occupational or Physical Therapists, or Registered Nurses with a Bachelor’s Degree will be $45,500.   
   Effective July 1, 2028, the minimum hiring salary Occupational or Physical Therapists, or Registered Nurses with a Bachelor’s Degree will be $46,500.   
2. Effective July 1, 2026, the minimum hiring salary for Teaching Assistants shall be one-half the minimum hiring salary for a teacher with a Bachelor’s Degree.

6. Occupational or Physical Therapists, Caseworkers, Registered Nurses, and Teaching Assistants, other than new hires, who do not receive their regular salary for an entire school year will receive the negotiated salary increase for the year in which they return based upon their departing salary.   
7. Payroll shall be done on the 15th and 30th of each month, commencing July 1, 2027, or at a later date, if communicated by the District to the Association. 

1. Effective July 1, 2008, the District will reimburse the cost of the license to any Occupational or Physical Therapist who receives such license to address Medicaid reimbursement claims in relation to their work.

1. Effective July 1, 2024, the nurse assigned at the High School shall receive an annual stipend of $4,000 for time actively worked in contemplation of additional student load.  Said stipend shall be prorated for any time during any school year in which the nurse is not actively serving in this role. 
2. Effective July 1, 2024, the nurse assigned at the Middle School shall receive an annual stipend of $3,000 for time actively worked in contemplation of additional student load.  Said stipend shall be prorated for any time during any school year in which the nurse is not actively serving in this role. 
3. The above-referenced stipend shall be divided over all pay periods. 
    

1. Effective July 1, 2024, Teaching Assistants needing additional undergraduate courses to move from Teaching Assistant Level I Certification to Teaching Assistant Level II Certification and/or Teaching Assistant Level II Certification to Teaching Assistant Level III Certification with the New York State Education Department may be eligible for some monetary reimbursement in accordance with the following: 

1. Said Teaching Assistant must complete the Course Reimbursement Form prior to starting their coursework and have it approved by the District.  
   1. In order to be approved, said coursework must be deemed relevant to the unit member’s job duties and be taught by a District recognized institute of higher learning. 
2. Said Teaching Assistant must submit the following to the Finance Department once courses are completed in order to receive reimbursement:
   1. Updated transcripts showing completion of the approved coursework with a minimum GPA of 3.0;  
   2. An updated print out of their TEACH Account showing their Teaching Assistant Level II or Level III certification; and  
   3. An itemized receipt of payment for the approved coursework. 
3. Reimbursement requests must be made by no later than three months after finishing the coursework in question.  
4. Unit members may submit reimbursement requests twice, with each request covering up to nine (9) credits; once when the member earns Level II certification and once when the member earns Level III certification. 
5. Reimbursement amounts shall be based off of one-half of the current SUNY tuition rate per credit hour. 
6. Unit members must stay in the district for a minimum of five (5) years from the most recent date of reimbursement.  If the unit member leaves the district for any reason prior to the completion of the five (5) year period, they must repay the District 20% of the reimbursed dollar amount for each year not completed.  Partial years shall not be counted for this purpose.  

Click here to download the form

INTRAMURAL, CLUBS & ACTIVITIES FORM

Each Advisor shall complete this form and forward it to the Building Principal or Administrator in Charge. Co-advisors must each complete a form and cannot submit on the same form. If necessary, use a separate piece of paper for your answers and for the student attendance information.  All components of this must be completed and submitted prior to the end of May in order for payment to be processed by the end of the year.

ADVISOR NAME: 

BUILDING:  

ASSIGNMENT: 

DATE:  

1. What has the club/activity accomplished this year?

2. On what dates did the club/activity meet this year?

3. Attach completed Student Attendance Forms. Attendance must be completed 3 times per extra-curricular/intramural assignment (once at the beginning, once at the middle and once at the end of the club/activity). Attach attendance from 3 separate meetings of the club/activity to this form.

Additional comments:

SIGNATURE OF ADVISOR:

-----------------------------------------------------------------------------------------------------------------------------------------------------

TO BE COMPLETED BY THE PRINCIPAL/ADMINISTRATOR IN CHARGE:

Must verify completion and that attendance has been provided before signing and sending to HR.

Comments:

Signature of Principal/Administrator in Charge

The Principal/Administrator in Charge shall submit this form and attendance logs to the Assistant Superintendent for Personnel & Labor Relations after signing by the last Friday in June in order for payment to be processed by the end of the year.

ADVISOR NAME:

BUILDING:  

ASSIGNMENT:

DATE:  

STUDENT ATTENDANCE:

1) Name: _________________________________   Date in Attendance: _________________________________

2) Name: _________________________________   Date in Attendance: _________________________________

3) Name: _________________________________   Date in Attendance: _________________________________

4) Name: _________________________________   Date in Attendance: _________________________________

5) Name: _________________________________   Date in Attendance: _________________________________

6) Name: _________________________________   Date in Attendance: _________________________________

7) Name: _________________________________   Date in Attendance: _________________________________

8) Name: _________________________________   Date in Attendance: _________________________________

9) Name: _________________________________   Date in Attendance: _________________________________

10) Name: _________________________________   Date in Attendance: _________________________________

11) Name: _________________________________   Date in Attendance: _________________________________

12) Name: _________________________________   Date in Attendance: _________________________________

13) Name: _________________________________   Date in Attendance: _________________________________

14) Name: _________________________________   Date in Attendance: _________________________________

15) Name: _________________________________   Date in Attendance: _________________________________

16) Name: _________________________________   Date in Attendance: _________________________________

17) Name: _________________________________   Date in Attendance: _________________________________

18) Name: _________________________________   Date in Attendance: _________________________________

19) Name: _________________________________   Date in Attendance: _________________________________

20) Name: _________________________________   Date in Attendance: _________________________________

21) Name: _________________________________   Date in Attendance: _________________________________

22) Name: _________________________________   Date in Attendance: _________________________________

* Attach a separate sheet if needed.