This contract is made and entered into this 18^th day of November, 2025, by and between the Board of School Trustees of the Monroe County Community School Corporation and the Monroe County Education Association. This agreement supersedes all prior collective bargaining agreements.

The Board recognizes the Association as the exclusive representative for all full and part-time certificated personnel performing instructional functions, excluding supervisors. Supervisors shall include but not be limited to superintendents, assistant superintendents, business managers, directors, and assistant directors with school corporation-wide responsibilities, directors of individual schools, principals, assistant principals, athletic directors, and assistant athletic directors, non-certificated employees, confidential employee, and employees performing security work.

Nothing contained herein shall be interpreted as abrogating the rights, responsibilities and authority of the Board under any applicable law or regulation, governing but not promulgated by the Board.

As used in this agreement:

1. The term "Board" or "School Corporation" means the Board of School Trustees of the Monroe County Community School Corporation.

2. The term "Association" means the Monroe County Education Association.

3. The term "certificated personnel" means all employees of the Board who are required to be certificated by the State oflndiana to perform their job function and who perform non- supervisory instructional functions on a full time or part-time basis, on regular or temporary contracts, and with assignments inside or outside the corporation boundaries.

4. The term "teacher" means all certificated employees within the bargaining unit defined by Article 1.01.

5. All references to "days" mean "school days" unless specified otherwise.

6. The usage of the term "member" or "members" means all certificated employees within the bargaining unit defined by Article 1.01.

The Board agrees that teachers shall have the right to organize for the purpose of engaging in bargaining for mutual aid and protection. The Board further agrees that it shall not directly or indirectly discourage, deprive, or coerce any teacher in the enjoyment of any right conferred by this Contract, laws of Indiana, or the Constitutions of Indiana and the United States; that it shall not discriminate against any teacher by reason of employee membership, participation in employee organization activities or collective bargaining with the Board or institution of any grievance, complaint or proceeding under this Contract. All rights and privileges of the exclusive representative granted by law or this agreement shall be granted to the Association as the exclusive representative and not to any other teacher organization as defined in LC. 20-29-2-9. A teacher's and/or the Association's election to pursue a claimed violation of this paragraph as a grievance past Level II shall constitute a binding election of remedy which shall bar the teacher or Association from pursuing the same matter before the Indiana Education Employment Relations Board.

The teacher shall notify the School Corporation in writing of the intent to return on or before March 15 of the school year prior to such teacher's anticipated return to the service of the School Corporation.

The index is based on the individual teacher's base salary. The specific positions are for information only and were not bargained. The number of days listed are listed for information only.

Teachers who work with students on extended school year shall be paid at their daily rate.

Section 3 - Mileage

A traveling teacher who is required to travel between buildings during the course of a given school day shall have mileage between buildings reimbursed by the Board at the current IRS rate, once a mileage claim has been submitted.

[THE     NUMBER     OF    STUDENTS      IS    INCLUDED     IN    THIS     AGREEMENT      FOR INFORMATION PURPOSES ONLY AND IT HAS NOT BEEN BARGAINED.]

The building principal(s) may elect to designate a department head(s).

Department heads of English, Math, Science, Social Studies, Special Education and Fine Arts shall receive an annual stipend of four thousand, three hundred fifty dollars ($4,350).

Department heads of Practical Arts, Counseling, Physical Education and World Languages shall receive an annual stipend of three thousand, two hundred sixty-three dollars ($3,263).

Department Head stipends shall be prorated based on the number of days worked and FTE.

A teacher serving as Counselor shall receive an annual stipend of $3,316.00, prorated on number of days worked and FTE. A teacher serving as a Social Worker shall receive an annual stipend of

$1,880.00, prorated on number of days worked and FTE.

A teacher first assigned to serve as a counselor or social worker after the 2019-2020 school year shall not receive the stipend. A teacher who served as a counselor or social worker in the 2019- 2020 school year or previous thereto, and who seeks and accepts a different position, shall not receive the stipend if that teacher returns to service as a counselor or social worker after the 2019- 2020 school year.

Certified employees of the School Corporation may transfer their child(ren) to the MCCSC building of their choice unless class size prohibits.

Section 1 - Scope

1. A grievance is defined as an alleged misrepresentation or misapplication of any specific provision of this Agreement.
2. The primary functions of the grievance procedure are:
   1. To provide an orderly procedure for a certificated staff member(s) to present a grievance to appropriate administrative staff members.
   2. To secure solution of a grievance at the lowest procedural level whenever possible.
   3. To assure the staff member(s) that there are open channels for redressing a grievance without fear of intimidation, coercion, discrimination, or any form of reprisal. 

Although formalistic in structure, the parties view the grievance procedure as an additional problem-solving tool. At each level, the intent of the parties is to focus on educational concerns by identifying the parameters of the concerns including causes, recognized results and restraints upon potential solutions. In seeking resolutions, the parties will generate a variety of options that are based upon equitable standards through the exchange of information and perceptions. As needed, the parties will provide joint grievances administration training including problem solving techniques.

Section 2 - Regulations

5. In the interest of protecting the normal conduct of the educational program, the processing of a grievance shall take place, whenever possible, during times when the grievant and/or Association representative are free from assignment to classroom teaching. When it becomes necessary to hold conferences during the school day, all persons who participate shall be excused with pay for that purpose. In case of a group grievance, the number will be limited to two (2) administrators and two (2) representatives for the group grievance.

6. All documents, communications and records dealing with the processing of a grievance shall be filed separately from the personnel file of the participants.

7. The time limits provided in this grievance procedure shall be strictly observed except as provided in Regulation G) below. In the event a grievance is filed after May 5 and strict adherence to the time limits may result in hardship to any party, the administration and the Board shall use its best efforts to process such grievance prior to the end of the contracted year for all parties as soon thereafter as possible.

8. Grievance Report Form may be obtained from the Assistant Superintendent of Human Resource's Office, and from the grievance committee chairman and from the MCEA or UniServ Office. The Grievance Report Form shall be attached as Appendix B.

1. In the processing of any grievance, the parties may, upon mutual written consent, waive any of the time limits of this grievance procedure.

7. The parties shall produce relevant evidence at the lowest formal level. Documents or witnesses not submitted at the lowest level may not be used thereafter. Witnesses may be used and are subject to examination and cross examination. Documents and names of witnesses to be used shall be exchanged before the hearing. Except for the requirement of production of documents and witnesses at the lowest level, the parties may jointly waive all formal procedures that interfere with problem solving efforts.

Section 3 - Procedures

1. Level I

1. Within fifteen (15) school days of the time the grievant first knew or should have known of the act or conditions upon which the grievance is based, the grievant shall complete and submit "Grievance Report Form, Level I" showing the date of the occurrence, a statement of the nature of the grievance, and the relief sought. The grievance form shall be submitted to the principal or supervisor with a copy forwarded to the Association by the grievant.

2. Within ten (10) school days, the principal or supervisor shall conduct a meeting with the parties and render a decision written within five (5) school days by completing their portion of Level I and forwarding it to the grievant and the Association.

3. Level I may be bypassed for a non-building level grievance on the joint agreement of the parties.

1. Level II

1. Within ten (I 0) school days of the issuance of the decision at Level I, if the aggrieved is not satisfied with the disposition of the grievance at Level I, or if no decision is rendered within the above stated time limits, then the grievant and/or Association representative shall complete "Grievance Report Form, Level II," and submit the grievance to the Superintendent or the Superintendent's designee.

2. Within ten (10) school days the Superintendent or the Superintendent's designee, shall meet with the parties concerned (the grievant, Association representative and the principal or their designee) and render a decision within three (3) school days by completing their portion of Level II and forwarding it to the grievant, the principal or supervisor and the Association representative.

3. The Superintendent shall assign a designee to conduct the Level II proceedings if the Superintendent has demonstrated support for that decision prior to or during the grievance process and the Association request in writing the assignment to the designee.

2. Board

Within twenty (20) school days of the filing of the appeal, the Board shall hold a hearing, in executive session, with the grievant and/or Association representative, the principal or supervisor or their designee and the Superintendent. After examining the record, the Board may deliberate privately upon such record; such deliberation will be held in the presence only of members in attendance at the appeals proceedings but may be held in the presence of legal counsel who has not previously advised the Superintendent. The disposition by the Board shall be made known to the teacher by completing "Grievance Report Form, Level III," within seven (7) school days of the meeting. Notification of such disposition shall be furnished the grievant, the Association, the Superintendent, and the principal or supervisor.

Section 1 - Daily Absences

Each full-time teacher shall be granted twelve paid leave days each contract year to be absent from work without loss of compensation. Teachers with less than 1.0 FTE will have their paid leave days pro-rated (Rounding rules apply to nearest ½ day). Teachers who are hired for less than 185 days will have their paid leave days pro-rated in accordance with the number of their contractual days (Rounding rules apply to nearest ½ day).

Effective with the 2025-2026 school year, if day(s) is/are taken before or after these breaks, two (2) paid leave days will be charged for each day, for up to two (2) consecutive days taken before and/or after, immediately adjacent to the following school calendar breaks: Thanksgiving Break, Winter Break, Spring Break, Labor Day, Fall Break, Election/In-service Days, MLK Day, Memorial Day, Snow Make-Up Day). Should a teacher have an "unforeseen circumstance," a teacher may appeal this "two for one charge" by filing a written appeal with the School Corporation's Human Resource Office within ten (I 0) school days following the absence on those designated days. The written appeal should set forth an explanation of any "unforeseen circumstance(s)" and the written appeal should have attached to it any documentation to support the claim(s). The Superintendent or a Central Office Administrator designated by the Superintendent will review the appeal and respond to the teacher.

Section 2 - Accumulation

Days not used in any school year may accumulate in the teacher's sick leave bank until retirement or may be used in the event personal or family illness, quarantine or emergencies exceed the yearly grant. Emergency means a sudden, generally unexpected occurrence or set of occurrences demanding immediate action. Accumulated sick leave is transferable under Indiana law to other employing Indiana school corporations beginning with the second year of employment at the rate of three (3) days per year until the number of accumulated days has been transferred.

Accumulated Sick Leave (which shall include all previously accumulated sick leave and personal business leave and current unused paid leave days shall be tabulated and reported to each teacher at the beginning of each school year.

Section 1

No leave of absence shall be approved that extends a time of absence beyond 365 calendar days unless required by law or the administration and association find special circumstances and agree in writing that such extension shall occur. If there is no agreement reached, the 365 calendar day limit applies.

Section 2

The following leaves are subject to this section:

1. Article 4.03 - Leave of Absence, Health
2. Article 4.04 - Extended Professional Leave
3. Article 4.06 - Parental Leave
4. Article 4.12 - Extended Health Care Leave

Section 1 - Term

Subject to Article 4.02, a leave of absence without compensation will be granted for a period not to exceed one year to employees because of physical or mental disability or illness. The teacher shall provide documentation from a qualified professional supporting a request for leave. A consecutive leave of one year may be granted at the discretion of the Board. The leave shall be for absence without pay, authorized for a period of thirty (30) days or more. Upon return from the leave of absence, a position for which the employee is qualified will be made available.

Section 2 - Benefits

While on leave of absence, the staff member may continue membership in the various insurance plans if the staff member pays the entire premium and if not employed elsewhere and covered by group insurance. Sick leave credits do not accumulate while on leave of absence.

Section 2 - Use

This leave may not be used to extend any other type of leave, except in the case of leave to reduce RIF, and may be taken no more than once in a ten (10) year period.

Section 3 - Public School Employment

1. The teacher who applies for extended professional leave agrees to not sign a regular teacher's contract with another public or private school during the term of the leave.

2. The teacher who applies for this extended professional leave may, or may not, be permitted to continue in an ECA position during the leave, at the discretion of the school corporation. This paragraph is included for informational purposes only.

The teacher who applies for extended professional leave agrees to not sign a regular teacher's contract with another public or private school during the term of the leave.

2. Beginning with the eighth day of disability, the employee will receive compensation from the insurance company as provided by law. If the employee has accumulated sick leave, the employee will receive supplemental compensation from the corporation in an amount equal to the difference between the insurance compensation and the employee's regular compensation rate.

3. The duration of the supplement will depend upon the number of accumulated leave days when disability began. For each scheduled working day for which supplement is received, one-half day of accumulated sick leave will be deducted.

4. If such injury should arise out of an act of violence or battery on the part of a student or parent or guardian, during the first seven (7) days of disability, the teacher will receive compensation at the regular rate which will not be charged against accumulated sick leave and the School Corporation will then pay the difference between the compensation paid by the insurance company and the teacher's salary with no deduction from the teacher's accumulated sick leave. To qualify for this, a police report should be filed and the principal should certify that such injury was the result of student, parent, or guardian violence or battery.

A teacher adopting a child will be entitled upon request to a leave up to one (1) year without compensation to commence any time during the first year after receiving de facto custody of the child, or prior to receiving such custody if necessary in order to fulfill the requirements of adoption.

Section 4: Lactation Accommodation

In accordance with the federal PUMP Act and I.C. 5-l 0-6-2, the corporation shall:

• Provide reasonable paid break time each time an employee needs to express breast milk for the employee's child within the child's first year;
• Provide such employees with a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which can be used for the purpose of expressing milk; and
• Make reasonable efforts to provide a refrigerator or other cold storage space for keeping milk that has been expressed.

Section 5 - Jury Duty

1. Compensation

Teachers will be granted leave for jury duty. Leave will be with compensation for the difference between payment for jury duty exclusive of mileage and the teacher's regular salary. Upon notification of jury duty, teachers should immediately inform their principal. This notification should be made in sufficient time for a substitute to be obtained if one is required.

2. Remittance

Upon receiving payment from the County for jury duty, the teacher shall immediately notify the Business Affairs Office of the payment amount. The exact amount of the jury duty payment will be deducted from the employee's next regular pay check.

Military Leave will be granted in accord with current state statutes.

Each teacher may be absent with pay for bereavement leave for not more than five (5) school days. The teacher's professional judgment shall be used to determine the extent of the leave needed and under what circumstances the leave is taken. In taking the leave, the teacher will consider personal and/or family needs and the ability to meet instructional needs during difficult times.

Teachers who are granted unpaid leaves will be allowed to participate in the group insurance plans during the term of the leave provided the teacher elects to remain in the insurance plan and pays the full premium allocation for the insurance.

Leaves shall be used for designated purposes.

Subject to Article 4.02, leave to care for gravely or terminally ill members of the teacher's family or for a person for whom the teacher has been appointed as guardian may be granted without pay for the remainder of the semester. This leave may be extended for two (2) additional semesters provided the teacher applies for an extension of the leave ten (10) days prior to the end of the previous semester. The human resources administrator may require written proof from the attending physician that the person for whom the teacher is providing care is gravely or terminally ill before such leave is granted.

Section 1 - Terms

Teachers employed on a temporary contract shall be compensated on the teacher salary schedule and shall be offered insurance fringe benefits (Article 6.03). With the exceptions of provisions extending beyond the term of their temporary contract, all rights to this agreement shall apply to teachers on temporary contracts. No provision shall be used to extend the teachers' contract term. Teachers employed on a temporary contract, of at least 120 days, that is immediately followed by a regular teacher's contract shall be entitled to receive credit for the evaluation during the temporary year to allow movement on the salary schedule the following year.

Section 1 - Definitions

1. Retire - When a teacher on a regular teacher's contract leaves the employ of the Corporation at or after attaining age 55 and IO continuous years of service.
2. Retirement Date - The retirement date shall be the day on which the teacher ceases to be an employee of the Corporation.

Section 2 - Benefits

The Board shall maintain a retirement plan, the MCCSC Savings Plan, qualified under Section 40l(a) of the Internal Revenue Code.

The School Corporation shall:

1. Match the employee's 403(b) plan up to a 2.5% of the employee's contract amount;
2. Double the employee's contribution up to an employer match of 3.5% of those employee's contract amount who are on Step A through Step E of the Salary Grid. As an example, an employee contribution of I% will result in an employer contribution of 2% while an employee contribution of 2% will result in an employer contribution of 3.5%.

The school corporation's matching contribution shall be made to the employee's 40I (a) account under the Plan.

Section 3 - Procedures

1. Teachers are encouraged to submit a non-binding letter of intent to retire to the Assistant Superintendent for Human Resources and Personnel on or before July 1 of the calendar year preceding the year in which retirement is anticipated.

2. When a teacher in active service dies, any benefits due shall be paid in a lump sum to the beneficiary as filed with the Indiana State Teacher's Retirement Fund.

1. Teachers with a less than 1.0 FTE will have their board contribution prorated. Balance paid from salary reallocation or by the employee (24 deductions per year).
2. Beginning with the 2011-12 school year, two newly married persons working for the School Corporation who elect the medical benefit shall be entitled to the sum of one (1) family plan contribution plus one (1) single plan contribution. Married persons hired prior to the 2011-2012 school year shall be grandfathered and will continue to be entitled to two (2) family contributions.
3. The status quo at the end of this Agreement 1s the actual dollar School Corporation contribution to the single and family plans.

2. Dental Plan: The School Corporation agrees to the following contributions for 1.0 FTE teachers:

1. $269.16 for the single plan. Balance for the single plan paid from the salary reallocation plan or by the employee (24 deductions per year).
2. $868.71 for the family plan. Balance for the family plan paid from the salary reallocation plan or by the employee (24 deductions per year). Beginning with the 2011-12 school year, two newly married persons working for the School Corporation who elect this benefit shall be entitled to the sum of one (1) family plan contribution plus one (1) single plan contribution. Married persons hired prior to the 2011-2012 school year shall be grandfathered and will continue to be entitled to two (2) family contribution.
3. Teachers will less than 1.0 FTE will have their board contribution prorated.
4. The status quo at the end of this Agreement is the actual dollar School Corporation contribution to the single and family plans.

3. Vision Insurance: The School Corporation, commencing January 1, 2020, will make a voluntary vision plan available at the teacher's option and cost.

4. Term Life Insurance: Term Life Insurance for all bargaining unit members is available. The amount of such term life insurance shall be one times the bargaining unit member's annual salary or $30,000 whichever is greater. The major premium cost shall be paid by the School Corporation. Bargaining unit members will be required to make a monetary contribution of

$12.00 per year toward the premium cost. Bargaining unit members shall be allowed to purchase additional life insurance at their own expense through the school plan provided the carrier approves the purchase of additional insurance.

5. Short Term Disability: The School Corporation agrees to provide a short-term disability program for all teachers. Such policy shall have an elimination period of no more than fourteen

(14) calendar days. The School Corporation shall provide disability benefits pursuant to that policy of no less than $200 per week at no cost to the teacher. The teacher shall be enabled to purchase additional coverage up to 66 213rd of the teacher's salary pursuant to such policy at the rate established by the carrier.

6. Long Term Disability: The School Corporation agrees to provide a long-term disability program for all teachers. Teachers shall be required to pay one dollar ($1.00) annually from the salary reallocation plan or by the employee for this benefit.

the occurrence of certain qualifying events, individuals who cease to be covered under a plan of health insurance provided by their employer be permitted, at their own expense, to continue to participate in such health insurance plan for specified periods of time following the occurrence of such qualifying events. Several sections of this Agreement provide the opportunity for continued participation in the health insurance plans to which COBRA applies at times when the individual teacher is not actively at work either at the individual teacher's own expense or with the School Corporation continuing to pay its share of health insurance premiums. All such sections shall be considered amended as provided below to allow them to be administered consistently with COBRA, as it has been amended, or as it may be amended in the future.

1. Whenever, pursuant to a provision of this Agreement, the School Corporation continues to pay its portion of health insurance premiums on behalf of an individual teacher not actively at work (on a paid leave of absence during which health insurance benefits continue, for example), the coverage provided on such basis shall constitute satisfaction, in whole or in part, as applicable of the School Corporation's obligation to provide the opportunity for continued health insurance coverage to such teacher as required by COBRA.
2. Whenever, pursuant to a provision of this Agreement, an individual teacher not actively at work is permitted to continue group health insurance coverage at their own expense, such shall constitute satisfaction, in whole or in part, as applicable, of the School Corporation's obligation to provide the opportunity for continued group health insurance coverage as required by COBRA.
3. If disputes concerning group health coverage arise under provisions of this Agreement and are subject to resolution under the grievance procedure of Article 3.00, and such disputes also involve a question of whether the School Corporation has complied with its obligations under COBRA, only disputes concerning such COBRA obligations involving individual teachers are subject to resolution under said Article 3.00; disputes concerning such COBRA obligations involving non-employee spouses or dependents are not subject to resolution under Article 3.00.

Section 4 - Stipend

An annual, one-time stipend (subject to applicable withholdings) payable in the amounts listed below will be paid to teachers who are employed on the date of distribution, received a qualifying evaluation in this School Corporation in the prior contract year, and are not evaluated "ineffective" or "needs improvement" in the prior contract year:

2025-2026: $1,000 payable in two installments in December and June. 2026-2027: $1,000 payable in two installments in December and June.

Section 5-Sick Bank Leave/Short-Term Disability Salary Increase

Incorporated in a teacher's base salary beginning in 2023-2024, which is already incorporated in the compensation model described above, is an increase of $500 to compensate for the elimination of the Sick Leave Bank and intended substitution of short-term disability insurance.

Section 5 - Mileage Reimbursement

The Board agrees to pay the Internal Revenue Service rate per mile to all teachers required to use their personally owned vehicles for transportation between schools or other places of assignment when their regular school day assignment includes more than one location and also to pay this mileage when any teacher is authorized verbally or in writing by the administration to use personal automobile to transport students.

Section 6 - Grants and Professional Development

Any teacher completing assigned and approved non-instructional/professional development work outside of the regular contract day (i.e. writing curriculum, professional development) shall receive the minimum acceptable rates of twenty dollars ($20.00) per hour.

In grant-funded situations, an hourly amount may differ from the above if agreed upon by the Association and the Superintendent.

Section 7 - Expanded Criminal History Background Checks

The Board shall pay the cost for current employees of any and all expanded criminal history checks required by the School Corporation or per LC. 20-26-5-10.

Section 8 - Extended Day

Effective January I, 2026, for teachers with children enrolled in preK-6 grade in the MCCSC, the School Corporation will offer a discount of 20% off Ex-tended Day Program Rates during the months of September, October, November, December, January, February, March, and April. Full fees will apply during the months of August and May. The teachers' student-child(ren) must be present for the Extended Day Program for at least one session a minimum of three (3) days per week, as mandated by rules governing grants funding the Extended Day program. This fringe benefit is offered on the condition that grants funding this program on January I, 2026, are not reduced or eliminated.

Schedule IX

• High School Boys Football - Head Varsity
• High School Boys Basketball
• High School Girls Basketball High School Trainer

Section 5 - Regulations

1. No coach may receive more than one index assignment in a given sport.

2. The above co-curricular positions are the only such positions which have been created by the Board. No teacher will be asked to assume any co-curricular position which has not been created by the Board.
3. Extracurricular Activity appointments will be recommended by the principal to the Superintendent and Board of School Trustees for approval. In recommending coaching responsibilities, the principal will make the recommendation only if the sport program in question meets the necessary requirements for a regulation HSAA program equivalent in length to other schools within the system.

4. The job responsibilities for athletic coaches as related to length of season, practices, games, meets, tourneys, and other coaching requirements shall be those outlined in the MCCSC Athletic Handbook which shall be supplied to each coach. Such job responsibilities shall be regarded as the minimum requirements for each coaching assignment and shall be changed only with the approval of the Superintendent of Schools.
5. If a locker room supervisor is employed from the certificated staff, that supervisor shall receive one-half Schedule V. The Board retains the right to employ a locker room supervisor who is not a certificated staff member.