Hammond Teachers' Federation L#394 - School City of Hammond 2023-2024 CBA

Master Contract

between the

Hammond Teachers’ Federation

and the

School City of Hammond

July 1, 2023 to June 30, 2024

First Public Hearing held on September 12, 2023

Second Public Hearing held on May 8, 2024

Board Vote held on May 21, 2024

Article 1

Recognition

1.1 The Board of School Trustees recognizes the Hammond Teachers’ Federation, Local 394,

American Federation of Teachers, as the exclusive bargaining agent for all teachers in the

bargaining unit. The bargaining unit shall consist of all persons who are employed by the School

District under a Uniform Regular Teacher’s Contract or a Temporary Teacher’s Contract, except

the following who are excluded from the bargaining unit: Directors, Assistant Directors,

Principals, Assistant Principals, Coordinators, Psychologists or Psychometrists in the Psychology

Department, and Central Staff Administrators. (Directors and Assistant Directors refers to

administrative positions and does not refer to Directors listed in Appendix B, Extra Compensation

Stipends.)

1.2 Nothing contained herein shall be construed to deny or restrict Board rights or teacher rights

under Indiana law or other applicable laws or regulations.

Article 2

Definitions

2.1 The term “Board” shall refer to the Board of School Trustees of the School City of Hammond.

2.2 The term “Federation” shall refer to the Hammond Teachers’ Federation, Local 394,

American Federation of Teachers, AFL-CIO.

2.3 The term “Teacher” shall refer to all employees represented by the Federation in the

bargaining unit as defined.

2.4 The term “Employer” shall mean the Board, Administration, Supervisors, and any other

person(s) authorized to act on behalf of the Board in dealing with its employees.

2.5 When a reference is made to male teachers or administrators in this Contract, it also includes

female teachers and administrators.

Article 3

Federation Dues Deduction

3.1 Membership Dues/Representation Fee — Payroll Deduction

a. On or before October 10 of each school year, teachers may sign and deliver to the Employer an

assignment authorizing payroll deductions of Hammond Teachers’ Federation membership dues

or Hammond Teachers’ Federation representation fee in twenty-six (26) equal payments from the

regular salaries of the teachers. Teachers may also authorize the payroll deduction of voluntary

contributions to the Committee on Political Education. Teachers employed any time after October

10 may sign and deliver to the Employer an assignment authorizing payroll deductions of

membership dues or representation fees on a prorated basis. These authorization cards shall be

delivered to the Board on or before February 15, and deductions will thereafter be made. The dues

and representation fees deducted shall be remitted no less frequently than monthly to the

Federation. In addition, any teacher may, at his election, pay his annual dues or representation fee

directly to the Hammond Teachers’ Federation.

b. The Federation agrees to indemnify and hold the Employer harmless against any liability which

may arise by reason of any action taken by the Employer in complying with the provisions of this

Article.

Article 4

Mentor Teachers

4.1 Teachers shall receive a stipend of $900.00 from the School City of Hammond for actual

service as a mentor for a first or second year teacher.

Article 5

Substitute Teachers

5.1 [Effective January 1, 2023,] In the event it becomes necessary for a teacher to give up

planning time to serve as a substitute the teacher shall be paid at the rate of:

a. Elementary/Middle School - $60.00 per planning period

b. High School - $60.00 per planning period

5.2

[Effective upon ratification]

a substitute teacher is not provided and the

students from an absent teacher's class are redistributed to other teachers’

classes, the teacher will receive shall receive a total of sixty dollars ($60.00)

per day for a half day or less or ninety dollars ($90.00) per day for a full

day or any amount above a half (1/2) day, regardless of the number of

students or number of classes that are placed in the teacher’s classroom. To

clarify, a teacher shall no longer permitted to “stack” classes and be paid

$90.00 per class per day for students placed in the teacher’s class.

Article 6

Emergency School Closing

6.1 When the schools and school offices are officially closed by the Employer due to an

emergency, all licensed teachers will be paid in accordance with state statute, and teachers will not

be required to report to their respective schools. If the emergency arises during school hours,

teachers will be dismissed as soon as it has been established that all students have departed safely

from the school property. Teachers will assist in assuring safe and immediate departure of students.

This provision was not bargained and has been included for informational purposes only.

Article 7

On the Job Injury or Accident

7.1 In case of any accident or injury arising out of and in the course of employment, the involved

teacher should inform his principal or the principal’s designee of the accident or injury on the day

of occurrence. A Workmen’s Compensation Injury Report should be filled out by the principal or

the principal’s designee and immediately forwarded to the Business Office. The Board shall

continue the teacher’s wages in full until Workmen’s Compensation payments begin, and after

such payments begin, the Board shall then pay the difference between Workmen’s Compensation

payments and the contractual salary of the teacher for a period not to exceed one hundred eighty

(180) days.

7.2 All such payments shall be without reduction in accumulated leave of the teacher.

Article 8

High School Department Chairpersons/Middle School Team

Leaders

8.1 High School Department Chairpersons and Middle School Community Chairpersons, will be

compensated in the amount of $1,500. Middle School Academic Team Leaders approved by the

Employer for assignment to additional service will be compensated in the amount of $3,000. Duties

performed by High School Department Chairpersons, Middle School Community Chairpersons,

and Middle School Team Leaders are considered an ancillary duty.

Elementary Plan Team Leaders will be compensated in the amount of $500 dollars.

8.2 Lead Counselors will be compensated in the amount of $2,500. Duties performed by Lead

Counselors are considered an ancillary duty.

Article 9

Short-Term Paid Leave

9.1 Personal Illness

a. All full-time teachers shall be entitled to ten (10) days’ sick leave each year without loss of pay,

such leave to be cumulative from year to year without limit. Each fall, teachers shall be given an

accounting of accrued sick leave.

b. In the event any teacher shall have accumulated one (1) or more days of sick leave in another

school corporation, there shall be added during the school year and each succeeding year of

employment up to three (3) days of sick leave until the number of accumulated days to which the

teacher was entitled in the last place of employment shall be exhausted. The teacher shall present

written verification of such accumulated days.

c. A teacher on short-term paid sick leave anticipating a prolonged illness shall report the

anticipated length of the illness and the possible date for returning to work to the Employer.

d. A teacher absent from work because of a childhood communicable disease (except the common

cold) contracted in the course of the teacher’s employment shall suffer no reduction of

compensation and shall not be charged with sick leave, upon submission of evidence thereof.

[Effective August 15, 2022 through June 30, 2023] If a teacher provides proof of having received

the COVID-19 vaccine and is directed by the administration to quarantine, and following the CDC

and SCH protocols, due to a positive test for COVID-19, due to the teacher experiencing symptoms

of COVID-19 or due to exposure during the teacher’s workday to a student and/or other school

personnel that tested positive for COVID-19, the Superintendent shall authorize the teacher to get

paid for a period of up to five (5) calendar days without the use of paid personal illness leave.

In addition, if a vaccinated teacher is diagnosed with a prolonged illness due to COVID-19 the

superintendent shall have the discretion to allow the teacher to be absent for an extended period of

time without the use of sick leave.

[See also: Section 13.2 for use of sick leave during summer school]

9.2 Family Illness

a. Each full-time teacher shall be allowed up to five (5) days’ leave per year with pay (not

accumulative and not deducted from sick leave) in case of serious illness, major surgery, or serious

accident involving a member of the immediate family. Immediate family in this instance shall

mean: spouse, children, parents, grandparents, mother-in-law, father-in-law, brothers, sisters, and

or others living in the home with the employee. All part-time teachers shall be entitled to a

proportionate allotment of family illness leave each year. The teacher shall report the reasons for

family leave on the Employee Absence Report upon return from leave. If no family illness days

are used during a given school year, one (1) day will be added to the teacher’s accumulated sick

leave days at the end of the school year.

b. In the event emergency conditions arise, an extension of family illness leave without pay shall

be determined on individual merit by the Superintendent, provided that in all cases of approved

extension an application will be submitted before or immediately upon return, stating clearly all

details regarding the emergency.

c. A leave of absence without pay or increment of up to one (1) year shall be granted for the

purpose of caring for a sick member of the teacher’s immediate family.

9.3 Personal Business

Teachers shall be entitled to the following leaves of absence with each school year:

a. Three (3) days of absence for personal business may be granted with no loss of pay, two (2)

days allowed by Indiana State Statute, and one (1) day allowed by the Board. The three (3) days

shall be accumulative in sick leave if unused. Application for all personal business leave shall be

made at least twenty-four (24) hours before taking such leave (except in case of emergencies) and

the applicant will not be required to state the reason for taking such leave. The Employer shall

honor all requests regardless of reasons. Personal business leave days should not be used for the

purpose of extending vacations.

a. Days in excess of personal leave days may be granted to observe religious holidays.

b. Additional leave without pay may be granted by the Superintendent.

9.4 Bereavement

a. In case of death in the immediate family, a teacher shall be allowed seven (7) calendar days

without loss of pay to be taken immediately following the death. Immediate family in this instance

shall mean: spouse, children, others living in the home with the employee, and by blood or

marriage: parents, grandparents, brothers, and sisters. If more than one (1) death in the immediate

family should occur, seven (7) calendar days without loss of pay shall be granted for each. A

request for a variance from language requiring bereavement leave to be taken immediately

following the death of an immediate family member may be granted by the Employer.

b. One-day (1-day) leaves may be granted for funerals of other than members of the immediate

family. Application for such leave shall be made at least twenty-four (24) hours before taking such

leave.

c. Additional leave without pay may be granted by the Superintendent depending upon travel and

circumstances.

9.5 Military Duty

If National Guard or Reserve encampment or a period of active training due to emergency

situations should occur during the school year, the teacher required to participate shall be granted

a temporary leave of absence. The employee will receive regular salary for days spent in

government service during a school year to the extent allowable by statute.

9.6 Jury Duty

In the event a teacher is required to perform jury duty or is subpoenaed to appear in a court or

before an administrative tribunal, the teacher shall receive regular salary minus any remuneration

received; provided, however, this paragraph has no application if the teacher is the plaintiff in the

proceedings.

9.7 Professional Leave

a. Professional leave days may be granted at the discretion of the Superintendent for such purposes

as attending or participating in educational workshops, seminars, or conferences, or for visitation

to other school corporations or educational institutions for the purpose of observing instructional

techniques.

b. Teachers requesting professional leave days should make their requests in writing well in

advance, stating the nature of the activity, the dates involved, the place where the activity is to be

held, and the value to be derived by the school system.

9.8 Federation Leave

The Federation shall have thirty (30) days during each school year to use for Federation business.

These days are to be used at the discretion of the Federation as authorized by the President of the

Federation. These days will be without loss of pay and are non-accumulative. The Superintendent

may, in any given year, grant additional Federation days. The Federation shall give the Employer

reasonable notice and shall not use more than five (5) of these days on any given day without the

approval of the Superintendent. The Federation will pay substitute costs for these days.

9.9 In all cases involving annual allotment of leave (personal illness, family illness, personal

business, etc.), part-time teachers and those full-time teachers who commence employment after

the opening day of the regular school year shall be granted a proportionate allotment of such leave.

9.10 The teacher shall give proper notification of absence due to personal illness, family illness,

personal business, bereavement, military duty, jury duty, or professional leave to the Centralized

Substitute Service in keeping with established procedures as a prerequisite to leave without loss of

pay.

Article 10

Sick Leave Bank

10.1 A teacher sick leave bank will be established. Each new teacher will contribute one (1)

personal business day each year for five (5) years; however, in any school year in which the sick

leave bank accumulation is less than 2000 days as of the first day of the school year, each member

will contribute one personal business day. Upon exhaustion of accrued personal illness days, a

member may borrow additional personal illness days under the following schedule:

0 – 5 years' teaching service in Hammond 10 days

6 – 8 years' teaching service in Hammond 25 days

9 – 12 years' teaching service in Hammond 35 days

13 –16

years' teaching service in Hammond 45 days

17 –20 years' teaching service in Hammond 55 days

over 20 years' teaching service in Hammond 65 days

Upon exhaustion of accrued personal illness days, a member may borrow additional personal

illness days for each separate illness upon presentation of sufficient medical evidence to the Sick

Leave Bank Committee hereunder provided. Upon resumption of employment, said teacher will

repay personal illness days owed (number of days borrowed minus number of days contributed, at

the rate of two [2] days per year). Said teacher will also continue to contribute one (1) personal

business day each year for up to five (5) years. At no time shall any teacher be permitted to owe

the sick leave bank more days than the maximum number to which the teacher would be entitled

under the above schedule. If a member retires before the debt is repaid, the remainder of the debt

will be waived. If all the sick leave bank personal illness days are exhausted, each member will

be assessed annually one (1) day of personal illness leave, beyond which the School City of

Hammond will donate the number of personal illness days necessary to keep the sick leave bank

operating.

10.2 A Sick Leave Bank Committee consisting of three (3) Federation members and two (2)

Administration members will be established. The Sick Leave Bank Committee will review the

applications of teachers desiring to borrow personal illness days from the bank. The decision of

the Sick Leave Bank Committee shall be final.

10.3 Commencing with the school year 1990-91, all members of the sick leave bank shall remain

members, and all teachers new to the School City of Hammond will become members of the sick

leave bank.

Article 11

Professional Compensation

11.1 The basic salaries of teachers covered by this Contract shall be set in accordance with the

procedures set forth in this Agreement. There shall be no base salary increases for the 2023-2024

school year.

11.2 The salary of the teacher will be presumed correct as shown in the Uniform Teacher’s

Contract unless the teacher or the Employer furnishes evidence of error.

11.3 An explanation as to how contract salary figures are computed typically will be issued with

the first paycheck of each school year.

11.4 Basic salaries for teachers shall be paid in twenty-six (26) payments. Basic salaries for

teachers shall be paid in twenty-six (26) payments in a given calendar year. Exceptions may be

made with the approval of the Cash Flow Committee. A teacher may receive the balance due on

his contract with the first scheduled paycheck in July by written notice to the Business Office by

May 1. If May 1 occurs on a day that school is not in session, the deadline shall be the next regular

school day. A teacher who makes this election shall continue each year to receive the balance due

on his contract with the first scheduled paycheck in July unless he notifies the Business Office by

May 1 that he prefers to be paid in twenty-six (26) payments. Teachers will be notified by the

Cash Flow Committee of the Hammond Teachers’ Federation prior to June 1 in the event the

balance on teachers’ contracts due on the first scheduled paycheck in July cannot be paid.

11.5 New teachers will receive one half (½) of their first pay one payroll in advance and the

remaining one half (½) on the next pay date.

11.6 Effective January 1, 2009, teacher pay will be issued via direct deposit only.

11.7 The Superintendent may approve additional compensation for individual teachers who have

been authorized by the Superintendent to perform additional work assignments.

11.8 Payroll deductions for teachers shall be made as required by law or as mutually agreed to by

the parties. Teachers may authorize deductions for tax-sheltered annuities during open enrollment

periods of the carrier companies involved.

11.9 Deductions for daily absences not covered by provisions in the Contract shall be made at the

same rate as earned.

11.10 Effective January 1, 1993, the Board shall pay directly to the Indiana State Teachers

Retirement Fund each teacher’s three percent (3%) contribution to the fund.

11.11 The parties recognize that the salaries which appear on Regular Teacher’s Contracts and

Teacher’s Temporary Contracts will be inaccurate whenever a salary increase is approved after

these contracts have been executed. At the time of a teacher’s retirement, the Employer will review

these contracts and, when necessary, revise the contracts for the five (5) years of service before

retirement in which the teacher’s annual compensation was highest so they accurately reflect the

sums which the teacher earned in each of those five (5) years.

11.12 The parties recognize that students are entitled to be taught by fully qualified teachers, while

at the same time recognizing a professional responsibility to assist in the preparation of student

teachers. Therefore, supervision by a teacher of a student teacher shall be voluntary. No teacher

should serve as a supervising teacher more than one-half (1/2) of the total teaching time each year.

This provision was not bargained and has been included for informational purposes only. Should

the college or university provide funds for this service, such funds shall be paid to those teachers

involved with a particular student teacher on a prorated share according to the time for which the

supervising teachers are responsible.

11.13 If the Employer determines that any committee should continue its work during the

summer, teachers belonging to the committee performing such services shall be paid on the same

basis and in the same manner as summer school teachers. If the Employer determines that

professional development should occur in the summer, specific teachers invited to participate shall

be paid on the same basis as summer school teachers.

Article 12

Extra-Compensation Positions

12.1 Extra-compensation stipends for additional services are set forth in Appendix B.

12.2 A coach whose Appendix B, Section 4, extra-compensation responsibilities commence prior

to the beginning of the school year may begin to receive his extra-duty salary with the payroll prior

to the beginning of the school year upon filing a request on the appropriate form with the

Administrator for Student Services and Athletics.

12.3 Teachers who are certified by the National Board for Professional Teaching Standards will

be eligible for a stipend in an amount of two thousand dollars ($2,000.00). These stipends will be

paid during term of the current Master Contract. This stipend was bargained outside of the

compensation model in accordance with legal guidance and decisions issued by the Indiana

Education Employment Relations Board.

Candidates for National Board certification must possess a baccalaureate degree from an

accredited institution, must have completed three (3) years of successful teaching, and must hold

a valid state teaching license for each of those three (3) years. Board Certification is a process

designed to certify teachers who must complete a demanding demonstration of their knowledge

and skill. At the school site, this includes developing a portfolio, including student work samples;

videotapes of lessons; and reflective commentary about their progress and problems in helping

students learn. Unlike state licensing systems, which set entry-level standards for beginning

teachers, National Board Certification establishes advanced standards for experienced teachers.

Participation in the certification process is voluntary.

The development of the national Board’s standards and assessments is guided by five (5) core

propositions which state what the Board values and honors in teaching:

Teachers are committed to students and their learning.

Teachers know the subjects they teach and how to teach those subjects to students.

Teachers are responsible for managing and monitoring student learning.

Teachers think systematically about their practice and learn from experience.

Teachers are members of learning communities.

The School City of Hammond recognizes that teachers who acquire a National Teacher

Certification from the National Board for Professional Teaching Standards will enhance their

teaching capabilities. Teachers who wish to pursue National Board Certification are encouraged

to do so. The Board of School Trustees of the School City of Hammond agrees to support

candidates who apply for National Board Certification. The School City of Hammond will support

candidates through restricted professional development sources by providing up to five (5)

professional development leave days, and by providing access to supportive materials and

equipment such as video cameras and computers. Professional development leave days must fall

within the time frame of the assessment process and be used exclusively for activities related to

the National Board certification assessment process.

12.4 Teachers who are licensed by Indiana’s Professional Standards Board as Speech Language

Pathologists who also meet their requirements of IC 25-35.6-1-7 (f) will be eligible for a stipend

in an amount of two thousand dollars ($2,000).

12.5 Teachers who are licensed by the Indiana Department of Education and have received

certification as English Language Certification and are currently teaching English Language

Learners will be eligible for an annual stipend in an amount of two thousand dollars ($2,000).

12.6 The Employer will pay a yearly stipend in the amount of two thousand dollars ($2,000) to a

teacher (appropriately certified or otherwise qualified) who is assigned to provide instruction for

at least one (1) Dual Credit class or Advanced Placement class. In order to increase the number

of teachers who are appropriately certified to teach Dual Credit classes, the Superintendent may

also designate a reasonable number of teachers who are not currently assigned to teach a Dual

Credit class to receive a stipend. Any Teacher who receives this stipend, but who is not fully

credentialed with Higher Learning Commission to teach a Dual Credit course, must provide the

Employer with proof of progress toward the completion of the required graduate course of study

on a yearly basis. The parties have agreed that the completion of at least three (3) credit hours per

school year in the applicable graduate course of study shall constitute sufficient proof of progress.

This stipend was bargained outside of the compensation plan in accordance with legal guidance

and decisions issued by the Indiana Education Employment Relations Board.

12.7 Teachers who are licensed by the Indiana Department of Education and have received

certification as High Ability Teachers and are currently teaching a High Ability Designated

program will be eligible for an annual stipend in an amount of two thousand dollars ($2,000).

12.8 Special Education Teachers who are licensed by the Indiana Department of Education and

have received certification as a Special Education Teacher and are serving as the teacher of record

for Special Education Students, will be eligible for an annual stipend in an amount of two thousand

dollars ($2,000).

12.9 Teachers who are licensed by the Indiana Department of Education and have received

certification as a Deaf and Hard of Hearing Specialist and are currently acting as an instructor for

Deaf and Hard of Hearing Students, will be eligible for an annual stipend in an amount of two

thousand dollars ($2,000).

12.10 Teachers who are licensed by the Indiana Department of Education and have received

certification as a Vision Impaired Specialist and are currently acting as an instructor for Vision

Impaired Students, will be eligible for an annual stipend in an amount of two thousand dollars

($2,000).

Article 13

Summer School, Adult Education

13.1 Salaries of summer school teachers who are paid pursuant to a supplemental service teacher’s

contract, adult education teachers, and homebound instruction teachers will be computed on the

following stated formula: basic contract salary daily rate for the current calendar year x number

of days taught x 1/6 x number of hours taught per day. Compensation for teachers of remediation,

grant programs, and after-school lab programs shall be paid at the rate of forty-five dollars ($45.00)

an hour.

13.2 Teachers who become ill or disabled after receiving official notification of a summer school

assignment are eligible to use sick leave days during the term of summer school employment. Sick

leave days used during summer school shall be deducted at the fractional rate of the assignment

for each day of absence. If a teacher has used all accumulated sick leave during the regular school

year, two (2) additional summer school days shall be granted, non-accumulative, during summer

school.

13.3 Adult Education

Upon ratification, teachers of Adult Education shall be paid at the rate of forty-five dollars ($45.00)

an hour. Break time will not be deducted from teachers’ pay.

Article 14

Insurance Protection

14.1 Health Insurance

a. The Board shall make available a single or family membership for all teachers employed by the

School City of Hammond in a health insurance plan.

b. Effective May 1, 2024, the Board shall make the lesser contribution of either all but

$1.00 of the total premium or $9,120 annually toward the cost of a single membership in the

health insurance plan mutually agreed to by the parties for any teacher choosing a single

plan. The Board shall make the lesser contribution of all but $1.00 of the total premium or

$27,280 annually toward the cost of a family membership in the health insurance plan mutually

agreed to by the parties for any teacher choosing a family plan.

In the event the Board’s health insurance contributions are found to exceed the maximum allowable

contributions under Indiana Code 20-26-17-3, the parties agree they will meet and renegotiate the

Board’s contributions to comply with state law.

The Board shall make an annual contribution of $750.00 into the

Health Savings Account

(HSA) on behalf of any teacher electing to participate in the Single High

Deductible Health

Plan. The Board shall make an annual contribution of $1500.00 into the Health

Savings

Account (HSA) on behalf of any teacher electing to participate in the Family High

Deductible Health Plan.

c. A participating teacher who fulfills his teaching responsibilities for a given school year (185

days) shall continue as a participant in the School City of Hammond health insurance plan until

August 31.

d. Pursuant to Section 125 of the U.S. Internal Revenue Code, the Board will provide a Flexible

Benefit Spending Plan. This Flexible Benefit Spending Plan allows a teacher to convert his

contribution toward the group hospitalization, major medical, dental and vision plans to pre-tax

dollars. In addition, this Flexible Benefits Spending Plan allows some unreimbursed medical and

dependent daycare expenses to also be converted to pre-tax dollars. The costs of the administration

of this plan, if any, will be subject to negotiation.

e. The teacher shall be responsible for the completion of all necessary enrollment cards and keeping

enrollment information up to date. A new dependent (including a newborn child) must be reported

to the Insurance Department of the School City of Hammond. The teacher must obtain a

membership application from the Insurance Department, complete the change of membership

section of the application, and return the application to the Insurance Department. The Insurance

Department will then acknowledge receipt of the change and notify the insurance provider of the

change in coverage. No claim on behalf of a new dependent can be honored unless the insurance

provider has a record of the new dependent’s membership in the teacher’s family plan.

(1) [Single Plan] The teacher may participate in the single member group health insurance plan.

(2) [Family Plan] The teacher may participate in the family plan group health insurance plan.

(3) [Dental and Optical Plans Only] The teacher may elect to participate in the dental and optical

plans only (either single or family).

(4) The teacher may elect not to participate in the group health insurance plan.

f. The maximum benefit payable under major medical coverage shall be unlimited.

g. Teachers are reminded that they should sign up for Medicare coverage at their Social Security

Office just prior to attaining sixty-five (65) years of age in order to maintain optimum coverage

under the plan.

h. In the event that husband and wife are both employees eligible for the coverage mentioned

above, one spouse may enroll for the family membership plan and the other spouse may be carried

as a dependent.

i. A Citywide Health Insurance Committee will meet on not less than a monthly basis in order to

monitor the School City of Hammond Health Care Plan and be in a position, should it be necessary,

to recommend modifications of the plan in a timely manner. This committee shall also study the

feasibility of providing paid health care for retirees not yet eligible for Medicare coverage.

j. In the event a teacher dies while covered by a family health insurance plan pursuant to Subsection

14.1(b) & (c), for a period of eighteen (18) months following the death, the Board will continue to

provide, on a fully paid basis, the family’s health insurance plan in effect at the time of the teacher’s

death.

14.2 Retirees’ Major Medical Health Insurance Program

A Comprehensive Major Medical Group Health Insurance Program will be made available to

teachers who have retired from the School City of Hammond. A summary of benefits will be

available in the Human Resource office.

14.3 Wellness Program

The School City of Hammond will provide teachers and their spouses with the opportunity to

participate in the School City of Hammond Wellness Program.

14.4 Employee Assistance Plan

The School City of Hammond will provide teachers with the opportunity to participate in an

Employee Assistance Plan.

14.5 Term Life Insurance

The Board shall provide, on a fully paid basis, term life insurance in an amount no less than fifty

thousand dollars ($50,000) for all teachers plus an accidental death and dismemberment plan. For

teachers sixty-five (65) years of age and older, this amount shall be reduced in accordance with

standard insurance reduction schedules.

14.6 Liability

The Board shall provide, on a fully paid basis, liability insurance in the amount of one hundred

thousand dollars ($100,000) to all of the School City of Hammond teachers in case of suit arising

from or in the performance of their duties.

14.7 Long-Term Disability Insurance

The Board shall provide, on a fully paid basis, long-term disability insurance with an elimination

period of ninety (90) days.

Article 15

Severance Pay

15.1 Effective January 1, 2003, a Post-Retirement 403(b) Program (“the program”) will be

established. The Employer will make payments into the program on behalf of employees who are

eligible for severance pay as provided below.

15.2 Retirement severance pay shall be granted to eligible professional employees upon their

retirement. To be eligible for severance pay, a minimum of fifteen (15) years of employment in

the School City of Hammond is necessary except that a teacher retiring at age sixty-five (65) may

qualify with a minimum of ten (10) years of employment in the School City of Hammond.

Severance will be based on the number of unused accumulated sick days. The first one hundred

(100) unused sick days will be reimbursed at one-half (1/2) the person’s daily rate up to a

maximum of one hundred dollars ($100.00) per day. Days accumulated beyond one hundred (100)

will be reimbursed at seventy-five dollars ($75.00) per day.

15.3 A teacher shall receive $2,000.00 of his/her severance benefit at the time of his/her retirement

and the remainder shall be deposited into an account in the 403(b) Program on behalf of the teacher

in the first two (2) Januarys following his/her retirement.

15.4 In order to be eligible for retirement severance pay, a teacher must:

a. Meet minimum requirements in the Indiana State Teachers' Retirement system.

b. Submit to the Assistant Superintendent of Operations as soon as possible (preferably on or

before March 1) during the school year at the end of which retirement will occur, a notification, in

writing, of intent to retire.

15.5 In the event a teacher is unable to give timely notice of retirement as required and is forced

to retire as a result of ill health, accident, or other unforeseen event, the required notice of

retirement may be waived by the Board on the recommendation of the Superintendent.

15.6 A teacher of at least twenty (20) years’ experience who, by necessity, exhausts all of his

accumulated sick leave due to a prolonged illness during the last three (3) years of employment

shall be given $2,000.00 as severance pay.

15.7 Upon the death of any employee eligible for retirement severance pay, the severance pay to

which the employee would have been entitled shall be paid directly, in a lump sum, to person(s)

designated by the deceased in writing to the Employer. If no beneficiary has been named for

severance benefits specifically, the severance benefits will be paid to the beneficiary named on the

teacher’s life insurance policy. If no beneficiary has been named on the teacher’s life insurance

policy, the severance benefits will be paid to the beneficiary named on the teacher’s Teachers’

Retirement Fund. If no beneficiary has been named on the teacher’s Retirement Fund, payment

will be made to the estate of the deceased.

Article 16

Retirement

Plan

16.1 Effective the beginning of the 2003-2004 school year, the Board agrees to establish and

maintain a qualified retirement plan pursuant to Section 401(a) of the U.S. Internal Revenue Code

[hereinafter referred to as the “401(a) plan”] for all teachers. Effective the 2003-2004 school year,

the Board will contribute an amount equal to one percent (1%) of each teacher’s base salary

annually into the 401(a) plan on behalf of each teacher. This annual one percent (1%) contribution

will be deposited into the 401(a) plan on a monthly basis as the base salary is paid.

16.2 The contributions to the 401(a) plan on behalf of a teacher will vest with that teacher after the

teacher completes five (5) consecutive years of service with the School City of Hammond. For

purposes of this Article, one (1) year of service shall be credited upon the completion of one

hundred twenty (120) school days in a given school year.

16.3 At the time a teacher severs his/her employment relationship with the School City of

Hammond, the value of all contributions to the teacher’s 401(a) account plus an assumed rate of

return equal to a fixed rate account of the 401(a) plan (agreed to by the parties prior to the 2003-

2004 school year) shall be deducted from the total amount of severance pay to which the teacher

would be entitled pursuant to Article 14 of this Master Contract. The annual rate of return for the

fixed rate account of the 401(a) plan shall be determined each July 1 and shall be used for the

succeeding twelve (12) month period. The remaining severance pay shall be paid out pursuant to

Article 14 of this Master Contract.

If the 401(a) account is larger than the teacher’s severance pay pursuant to Article 14 of this Master

Contract or if the teacher is not entitled to severance pay pursuant to Article 14, the teacher will

receive the 401(a) amount only.

Article 17

Grievance Procedure

17.1 Definitions

a. A “Grievance” is a claim by a teacher, a group of teachers or the Federation that there has been

a violation, misinterpretation or misapplication of provisions of this Contract.

b. A “Grievant” is a teacher, a group of teachers or the Federation.

c. A “Supervisor” shall ordinarily be defined as the building principal; however, when the

grievance is on a system wide basis “Supervisor” shall mean the Assistant Superintendent of

Operations. In cases where members of the bargaining unit are not under a building principal,

“Supervisor” shall be defined as the director of the program under which the grievance arises.

d. The term “Days” when used in this grievance procedure shall be defined as calendar days unless

otherwise specified.

e. The term “Stage” when used in this grievance procedure shall refer to the separate and distinct

stages to be followed in the processing of grievances.

17.2 General Provisions

a. For the purposes of this Contract the grievant and the Board agree, as a matter of mechanics, to

use the “Grievance Report” shown in Appendix D.

b. Written grievances shall contain a clear and concise statement of the specific alleged violation,

misinterpretation or misapplication involved, and the relief sought.

c. Personnel material and school business data not of a confidential nature which bear on the issues

raised by a grievance shall be available to the grievant upon his request.

d. No documents, communications or records dealing with the processing of a grievance shall be

placed in the regular personnel file of the grievant except upon the written request of the grievant.

e. Released time without loss of pay shall be provided for teachers who must attend meetings

mutually agreed upon and scheduled by both parties under stages of this grievance procedure.

17.3 Purposes

The purpose of this procedure is to secure, at the lowest possible administrative level, resolution

of filed grievances which may arise. Details of grievance proceedings shall be kept confidential.

17.4 Procedure

a. Since it is agreed that grievances shall be processed as soon as possible, time limits stated in this

grievance procedure shall be an absolute maximum. Time limits may be extended only by mutual

agreement of the parties involved. Time limits falling during any school year vacation period shall

be extended to the second school day after vacation. Grievances filed after May 15 of any school

year shall be resolved within thirty (30) days following the end of the school term unless the

grievance goes to the fourth stage of the grievance procedure.

b. A grievance must be filed as soon as practicable after the grievant learns the facts which are the

basis of the grievance. In no case shall a grievance cite as an alleged violation, misinterpretation,

or misapplication a specific act which occurred more than thirty (30) days previous to the filing of

the written grievance. If, however, a teacher is disabled or otherwise physically incapable of filing

a grievance within this period, an extended time limit of up to ninety (90) days shall be allowed.

In the event an alleged violation, misinterpretation, or misapplication is determined to be one of a

continuing nature, any relief which may be granted can only include or be retroactive to the thirty

(30) days prior to the initial filing of the grievance.

c. Failure by the supervisor, Assistant Superintendent of Operations, or the Board to give a written

decision within the specified time limits in this procedure shall permit the grievant to take the

grievance to the next stage within specified time limits. Failure at any stage of this procedure to

take a grievance to the next stage within the specified time limits shall constitute waiver by the

grievant.

d. It is the desire of the Federation and the Board to limit, insofar as practicable and appropriate,

the number of formal grievances filed. To this end, both parties agree to encourage attempts to

informally resolve grievances before invoking the grievance procedure. A teacher or group of

teachers, who may request a Federation representative to be present, should first discuss the alleged

violation, misinterpretation, or misapplication with the immediate supervisor.

17.5 Stage 1

a. If it is determined that a grievance should be filed, the grievant must file with the supervisor a

completed Grievance Report [See Appendix D] in accordance with the aforementioned time limits.

The alleged violation(s) as set forth in the Grievance Report shall control the scope of the grievance

from Stage 1 through and including Stage 4. The supervisor shall meet with the grievant in an

effort to resolve the grievance. The supervisor shall indicate the disposition of the grievance within

fourteen (14) days after the filing of the grievance by completing Stage 1 of the Grievance Report

and returning it to the grievant. The Assistant Superintendent of Operations, and the Federation

shall both receive a copy of the disposition.

17.6 Stage 2

If not satisfied with the disposition of the grievance at Stage 1, the Federation may file within

seven (7) days Stage 2 of the Grievance Report with the Assistant Superintendent of Operations.

The Assistant Superintendent of Operations shall meet with the grievant. Within fourteen (14)

days after the filing of the grievance at Stage 2, the Assistant Superintendent of Operations shall

indicate the disposition by completing Stage 2 of the Grievance Report and returning it to the

grievant. The Federation shall be notified as to the disposition of the grievance.

17.7 Stage 3

If not satisfied with the disposition of the grievance at Stage 2, the Federation may file within

seven (7) days Stage 3 of the Grievance Report with the Superintendent. The Superintendent or

his designated representative shall meet with the grievant. Within twenty-eight (28) days after the

filing of the grievance at Stage 3, the Superintendent or his designated representative shall indicate

the disposition by completing Stage 3 of the Grievance Report and returning it to the grievant. The

Federation shall be notified as to the disposition of the grievance.

17.8 Stage 4

If the Federation is not satisfied with the disposition at Stage 3, the Federation may submit a written

appeal to the President of the Board of School Trustees within ten (10) working days of the receipt

of the written disposition by the Superintendent or his/her authorized representative, or in the event

the Superintendent or his/her authorized representative fails to issue a written disposition within

the time limit, within thirty (30) working days of the appeal of the grievance to Stage 3. Upon

written request to the President of the Board of School Trustees the Federation shall be entitled to

a meeting with the Board to discuss the grievance prior to the Board’s final decision. The Board

of School Trustees will review the grievance, make its decision, and notify the Federation at the

earliest opportunity. The decision of the Board shall be final.

Article

Term

Contract

18.1 This Contract shall be effective as

July 1, 2023 through June 30, 2024.

18.2 A public hearing was held on September

, 2023, in compliance with

20-29-6-1 (b ), and

electronic participation from the parties and/or public was not permitted; and

18.3 A public hearing was held on May 8, 2024 in compliance with

20-29-6-19 to discuss the

tentative agreement and electronic participation for the governing body was permitted and

electronic participation for the public was not permitted.

18.4 Should any Article, Section, or provision

this Contract be declared illegal, said Article,

Section

provision, as the case may be, shall be automatically deleted from this Contract to the

extent that

violates the law, but the remaining Articles, Sections, and clauses shall remain in full

force and effect

not affected by the deleted Article, Section, or provision.

18.5 This Contract

made and entered into at Hammond, Indiana, on this

day

May, 2024,

and between the Board

School Trustees, School City

Hammond, and the Hammond

Teachers' Federation, Local 394

the American Federation

Teachers.

18.6 This Contract

attested

by the parties whose signatures appear below.

Board

School Trustees

Executive Vice-President

J),A/nAJ

'tlfce_p,:es ident

Elementary School Trustee

~~\-

Secretary

::t:?

APPENDIX A

SCHOOL CITY OF HAMMOND

Teacher Compensation Model

Effective 2023-2024 school year (Salary Range: $49,000 - $86,000)

Base Salary: $49,000

Effective for the 2023-2024 school year, there shall be no base

salary increases.

The Teacher Compensation Model shall consist of three (3) factors used to determine increases in

teacher compensation:

1. Teacher Summative Evaluation

Teachers who score in the top two categories (Highly Effective or Effective) on the evaluation

instrument earn 70% of the increase in teacher compensation.

2. Experience

Teachers who had a minimum of 120 paid days the previous school year earn 30% of the

increase in teacher compensation.

3. Education

Possession of a master’s degree in education or in content area as defined by the Indiana

Department of Education.

Teachers who score in the bottom two categories (Needs Improvement or Ineffective) shall not be

eligible to receive any increase in compensation. The amount that would otherwise have been

allocated for increases in teacher compensation for teachers rated “Needs Improvement” or

“Ineffective” shall be allocated for increases in teacher compensation for teachers rated “Effective”

or “Highly Effective” based upon the teacher compensation model. This section does not apply to

a teacher in the first two (2) full school years that the teacher provides instruction to students in an

elementary school or high school.

Effective January 1, 2022, a salary schedule, with equal differentials, has been incorporated into

the compensation model (See Salary Schedule attached as Appendix C).

Effective the 2022-2023 school year, each teacher that is eligible for an increase in compensation

shall receive $5,000.00 (base and stipend combination). A teacher that satisfies the summative

evaluation factor and the experience factor will have $2,000.00 added to the teacher’s salary. Each

step will be increased by two thousand dollars and teachers will remain at their current step. A

teacher with a Bachelor’s degree will be placed in the Bachelor’s column. A teacher with a

Master’s degree in education or in content area as defined by the Indiana Department of Education

will be placed in the Master’s column.

Additional Compensation: For the 2022 – 2023 school year, a one-time stipend of three thousand

dollars ($3,000) will be awarded to teachers who meet the general eligibility requirements.

Each school year the School City of Hammond and the Hammond Teachers Federation will

negotiate the amount of money available for teacher salaries. This dollar amount will then be used

to determine the dollar amount for each base unit.

If the parties agree there are sufficient funds to afford to advance teachers in rows and columns,

then advancing on the salary schedule shall be as follows:

1. A teacher in the bachelor’s column who satisfies the summative evaluation factor and the

experience factor shall advance one row in the bachelor’s column.

2. A teacher in the master’s column who satisfies the summative evaluation factor and the

experience factor shall advance one row in the master’s column.

3. A teacher in the bachelor’s column who satisfies the summative evaluation factor and the

experience factor who is in the first year of possessing a master’s degree in education or in

content area as defined by the Indiana Department of Education will advance to the

Master’s column, but remain in the same row, unless the parties negotiate an advancement

to the Master’s column and an advancement in the row.

Effective 2022-2023 school year, a new teacher’s base salary shall be $49,000. The Superintendent

shall place a new teacher on the salary schedule in the appropriate education column starting at

row A. In the event a new teacher is hired with outside teaching experience, or in a hard to fill

teaching assignment, the Superintendent with the approval of the Board of School Trustees may

place a new teacher on the salary schedule within the salary range.

In the event, the Superintendent, with the approval of the Board of School Trustees, determines

the academic needs of the school corporation require a differentiated pay increase for a specific

teacher given the importance of retaining such teacher the superintendent with the approval of the

Board of School Trustees may grant an addition to the base salary in increments of $1,000.00 up

to a maximum of $5,000.00.

Effective the 2022 - 2023 school year a new teacher’s base salary shall be as follows:

$47,000 for Emergency Permit teachers

$49,000 for certified fully licensed teachers

Emergency Permit teachers that become certified during the school year will have their salary

prorated from the time in which they received their certification.

In addition to the above stated factors, the academic needs of students require that the school

corporation maintain an adequate staff of speech language pathologists to provide services that

meet the needs of students. Therefore, effective the 2022-2023 school year the salary range for

speech language pathologists shall be $67,000 to $86,000.

APPENDIX B

SALARY SCHEDULE

ROWS

49,000

50,000

51,000

52,000

53,000

54,000

55,000

56,000

57,000

58,000

59,000

60,000

61,000

62,000

63,000

64,000

65,000

66,000

67,000

68,000

69,000

70,000

71,000

72,000

73,000

74,000

75,000

76,000

77,000

78,000

79,000

80,000

81,000

82,000

83,000

84,000

85,000

86,000

Appendix C

Extra Compensation Stipends

Personnel approved by the Superintendent for assignment to additional service shall receive

additional pay as follows:

Section C-1

a. Counselors

High School and Middle School Counselors will be compensated on a daily contract rate for

services before or after the regular school year.

b. Special Education Teachers

Elementary/Secondary Special Education Coordinators shall be compensated for an extended

work day in the amount of four thousand dollars ($4,000).

c. Media Center

The Instructional Technology Coordinator shall be compensated in the amount of $5,000.00.

d. Assistant to the Principal

An Assistant to the Principal will be compensated on an index of .20 X Base on the Current Salary

Schedule.

e. Instructional Coach

A teacher assigned to the position of Literacy Coach and a teacher assigned to the position of Math

Coach shall receive additional compensation in the amount of $5,000 to compensate for an

extended school day and an extended school year. The parties recognize that any position which

is created with funds from a grant will be eliminated when the grant ends.

f. Elementary Behavior Specialist

The Elementary Behavior Specialist shall receive additional compensation in the amount of

$5,000.

g. For the 2023-2024 school year, on a trial basis, a teacher assigned to the position of Community

School Coordinator shall receive additional compensation in the amount of five thousand dollars

($5,000.00) to compensate for an extended school day or extended school year.

Section C-2 Expanded Studies Program

The Expanded Studies Program is a talent development program designed to help students develop

their talents in a stimulating and challenging environment. Teachers will be invited to submit

proposals for specific classes. The notice of this opportunity will include a deadline for submitting

proposals. These proposals will be reviewed by the Talent Development Committee who will

recommend to the Assistant Superintendent of Operations, teachers for employment on a

supplemental service contract. The seven-member (7-member) Talent Development Committee

will consist of the Director of Talent Development, three (3) administrators appointed by the

Superintendent, and three (3) teachers appointed by the President of the Hammond Teachers’

Federation. [This provision was not bargained and has been included for informational purposes

only.]

Teachers employed in the Expanded Studies Program will be compensated at their hourly rate of

pay. In the event a teacher is absent from a scheduled instructional period of the program at the

request of the Employer in order to participate in student-related activities or professional

development activities, the teacher shall not incur a loss of pay.

Section C-3 Extra-Duty Assignments

Compensation = Index X Base Salary

Base Salary = $33,598

A building principal may recommend to the Assistant Superintendent or Assistant Superintendent

for Academic Services assignment of a C-3 position or a Section 7.5 position in his building to a

dollar amount in a higher C-3 classification or a higher amount in a C-4 classification during a

given school year in recognition of program enhancement. This provision shall not be subject to

the grievance procedure.

Index

06/30/21

Class I Assignments

.1059

$3,558

High School Instrumental Music Director

High School Vocal Music Director

High School Theater Director

Student Activities Director

Class II Assignments .0529 $1,777

High School Assistant Debate/Speech Coach

High School Vocal Music Accompanist

Middle School Instrumental Music Director

(Assigned before-school and after-school activities)

Middle School Vocal Music/Drama Director

(Assigned before-school and after-school activities)

High School Assistant Theatre Director

High School Assistant Instrumental Director

High School Assistant Vocal Music Director

Secondary Science Olympiad District Coordinator

Elementary Science Olympiad District Coordinator

Middle School and Elementary Lego Robotics District Coordinator

Chess District Coordinator

Class III Assignments .0435 $1,462

Breakfast/Afternoon Supervision

Elementary Recess Supervisor

Class IV Assignments .0397 $1,334

High School Yearbook Sponsor

High School Newspaper Sponsor

Middle School Vocal Music Activity Director

(Assigned before-school and after-school activities)

Middle School Academic Coach

Class V Assignments .0318 $1,068

High School Vocational Teacher-Coordinator

Audio-Visual Materials Specialist

High School Computer Coordinator

High School Class Sponsor

High School Pom Pom Sponsor

Flag Corps Sponsor

High School Student Government Sponsor

Vocational Club Sponsor

Elementary Head Teacher

Special Needs Coach

High School National Honor Society Sponsor

School Data Management Teacher

High School, Middle School, Elementary School Technology Liaison

Class VI Assignments .0185 $622

High School Class Sponsor

High School Bookstore Supervisor

High School Intramurals (Per season)

High School Foods Coordinator (Other than Department Chairman)

High School Science Fair Sponsor

Middle School Newspaper Sponsor

Middle School Yearbook Sponsor

Middle School Foods Coordinator (Other than Department Chairman)

Middle School Intramurals (Per season)

Middle School Student Council Sponsor

Middle School Science Fair Sponsor

Elementary School Vocal Music Activity Director

(Assigned before-school and after-school activities)

Elementary School Patrol Sponsor

Elementary School Intramurals (Per season)

Elementary School Science Fair Sponsor

Elementary School Science Fun Day (Grades 1, 2, 3)

Social Media Specialist

Club Sponsor

Elementary Student Council Sponsor

Elementary School Music Activity Sponsor (Assigned before-school and after-school activities, including rehersals

and practices)

Traveling Elementary

Teachers and Occupational

Therapists

Two Schools Per Day

Three Schools Per Day

Index

06/30/21

Index

06/30/21

One day per week

.0032

$107.51

.0048

$161.27

Two days per week

.0064

$215.03

.0095

$319.18

Three days per week

.0095

$319.18

.0143

$480.45

Four days per week

.0127

$426.69

.0191

$641.72

Five days per week

.0159

$534.21

.0238

$799.63

In lieu of this extra compensation stipend for traveling elementary teachers,

kindergarten teachers who have a full instructional supervisory load as defined in

Section 9.1 and who are assigned to two (2) schools on a daily basis, shall receive

additional compensation of six hundred dollars ($600) per semester.

Traveling between schools is considered an ancillary duty.

Traveling High School and Middle School Teachers

High school and/or middle school teachers who have a full instructional supervisory

load as defined in Section 8.5 and who are assigned to two (2) schools on a daily basis

shall receive additional compensation of six hundred dollars ($600) per semester.

Traveling between schools is considered an ancillary duty.

Section C-4 Coaching Assignments

Compensation = Index X Base Salary

Base Salary = $33,598

Index

Middle School Athletic Director .2021 $ 6,790

Years of

Experience

Index

Class I Assignments

.2526

.2706

.2886

$8,487

$9,092

$9,696

High School Head Basketball High

School Head Football

Assistant High School Athletic

Director

Class II Assignments

.1684

.1853

.2021

$5,658

$6,226

$6,790

High School Head Girls Volleyball

High School Head Boys Volleyball

High School Head Baseball

High School Head Softball

High School Head Boys Wrestling

High School Head Girls Wrestling

High School Head Soccer

High School Head Track

High School Assistant Athletic Director

Class III Assignments

.1323

.1456

.1588

$4,445

$4,892

$5,335

Teacher Mentor Program Facilitators

Citywide Health Insurance Committee Chairman High

School Head Tennis

High School Head Swimming High

School Assistant Football High

School Assistant Basketball High

School Debate Coach

Fall Athletic Trainer Winter

Athletic Trainer Robotics

Coach

Years of

Experience

Index

Class IV Assignments

.0953

.1059

.1165

$3,202

$3,558

$3,914

High School Assistant Boys Wrestling

High School Assistant Girls Wrestling

High School Assistant Track

High School Assistant Baseball

High School Assistant Swimming

High School Assistant Girls Volleyball

High School Assistant Boys Volleyball

High School Head Freshman Football

High School Head Freshman Basketball (12 games or more)

High School Financial Manager

High School Assistant Soccer

High School Speech Coach (Forensics)

High School Science Coach

Middle School Science Coach

High School Academic Coach

High School Assistant Softball

Class V Assignments

.0741

.0847

.0953

$2,490

$2,846

$3,202

Teacher Center Director

High School Head Cross Country

High School Assistant Freshman Football

High School Head Golf

High School Head Freshman Volleyball

High School Head Freshman Basketball (11 games or less)

High School Head Freshman Baseball

High School Cheerleader Coach

High School eSports Coach

High School Chess Coach

Spring Athletic Trainer

High School Science Olympiad

Coach

Middle School Science

Olympiad Coach

Class VI Assignments

.0582

.0635

.0688

$1,955

$2,133

$2,312

High School Assistant Tennis

High School Assistant Cross Country

High School Assistant Golf

High School Assistant Cheerleading Coac

Middle School Head Football

Middle School Head Wrestling

Middle School Head Track

Middle School Head Cross Country

Middle School Head Volleyball

Middle School Head Basketball

Middle School Head Soccer

Elementary School Science Olympiad

Middle School Cheerleader Coach

Class VI Assignments (Continued)

Middle School eSports Coach

High School Assistant eSports Coach

Middle School, Elementary School Chess Coach

Junior Robotics Grades 5-9

Elementary Robotics Sponsor

Years of

Experience

Index

Class VII Assignments

.0529

.0582

.0635

$1,777

$1,955

$2,133

Middle School Assistant Football

Middle School Assistant Track

Middle School Assistant Wrestling

Middle School Assistant Cross Country

Middle School Assistant Soccer

Middle School Assistant eSports Coach

0 .0250 $840

Class VIII Assignments 2 .0303 $1,018

5 .0356 $1,196

Elementary Coed Wrestling

Elementary Boys Basketball

Elementary Girls Basketball

Elementary Boys Soccer

Elementary Girls Soccer

0 .0185 $622

Class IX Assignments 2 .0248 $833

5 .0301 $1,011

Elementary Assistant Coach for Boys Basketball

Elementary Assistant Coach for Girls Basketball

Elementary Assistant Coach for Boys Soccer

Elementary Assistant Coach for Girls Soccer

Appendix D

Grievance Report

Appendix E-1

Academy for the Performing Arts

The Board of School Trustees of the School City of Hammond and the Hammond Teachers’ Federation hereby agree

to the following additions to Section C-3 Extra Duty Assignments of the Master Contract between the Hammond

Teachers’ Federation and the School City of Hammond effective the 2010-2011 school year:

*Theatre Director - Per Performance (Maximum yearly allocation for

Small Production

$1,000

Theatre Director compensation is

Medium Production

$2,000

$8,000

Large Productions

$3,000

*Technical Director - Per Performance (Maximum yearly allocation for

Small Production

$1,000

Technical Director compensation is

Medium Production

$2,000

$8,000

Large Productions

$3,000

*Music Director - Per Performance (Maximum yearly allocation for

Small Production

$1,000

Musical Director compensation is

Medium Production

$2,000

$4,000

Large Productions

$3,000

*Production Choreographer - Per Performance (Maximum yearly allocation for

Small Production $1,000 Choreographer compensation is

Medium Production $2,000 $4,000

Large Productions $3,000

Dance Ensemble Troupe Director $3,000

Jazz Band Director $1,500 (Full Year)

Show Choir $1,500 (Full Year)

Accompanist/Orchestra $25 an hour ($2,500 allocated for the year)

Costumer (Maximum yearly allocation is $3,000)

*Size of Production to be determined by the director of “HAPA”

*An individual may only be responsible for one of these positions for any given performance.

*If an outside group rents or otherwise uses Hammond’s Performing Arts Space, the group shall retain a director

from the Academy for Performing Arts and shall reimburse the school corporation for the required hourly rate paid

to the director (which is the teacher’s hourly rate). That amount does not count toward the $8,000 maximum annual

compensation for the director. This provision was not bargained and is for informational purposes only.