CV Teachers Contract

CONESTOGA VALLEY SCHOOL DISTRICT
2110 HORSESHOE ROAD

LANCASTER, PA 17601
AGREEMENT
2024-2025, 2025-2026, 2026-2027, 2027-2028, 2028-2029
between the
CONESTOGA VALLEY BOARD OF EDUCATION
and the
CONESTOGA VALLEY EDUCATION ASSOCIATION

TABLE OF CONTENTS
PREAMBLE 7
WITNESSETH THAT 7
ARTICLE I: RECOGNITION 7
ARTICLE II: NEGOTIATION OF A SUCCESSOR AGREEMENT 7
A. Relationship of Act 88 7
ARTICLE III: GRIEVANCE PROCEDURE 7
A. Purpose 7
B. Definitions 8
(1) Grievance 8
(2) Aggrieved Person 8
(3) Party In Interest 8
(4) Days 8
C. General Procedure 8
(1) Time Limits 8
(2) Year-End Grievances 8
(3) Association and Aggrieved Person’s Right to Representation 8
(4) Group Grievance 9
(5) Written Decisions 9
(6) Separate Grievance File 9
D. Initiation and Processing 9
(1) Level I – Principal 9
(2) Level II – Superintendent 9
(3) Level III – Board of Education 10
(4) Level IV – Arbitration 10
ARTICLE IV: RIGHTS OF PARTIES 11
A. Rights of Employees 11
(1) Statutory Savings Clause 11
(2) Just Cause Provision 11
(3) Criticism of Teachers 11
(4) Personnel Files 11
B. Board’s Prerogative and Responsibilities 12
ARTICLE V: ASSOCIATION RIGHTS AND PRIVILEGES 12
A. Information 12
B. Released Time for Meetings 12
C. Communication 12
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D. President’s Exemption from Duties 12
E. Release Time 13
ARTICLE VI: TEACHER WORK YEAR 13
A. School Work Year 13
(1) Description of Days 13
(2) Student Days 13
(3) Professional Development Days 13
(4) Clerical Days 13
(5) Guidance Counselors, School Psychologists, and Nurses 14
ARTICLE VII: HOURS AND TEACHING LOAD 14
A. Professional Employee Day 14
B. Preparation Time 14
C. Exceptions 15
(1) Faculty Meetings 15
(2) Student Conferences 15
(3) Parent Teacher Conferences 15
(4) Other School Related Obligations 15
(5) Other Meetings 15
(6) IEP, GIEP, Section 504, and MTSS Advanced Tier Meetings 15
D. Working Conditions 16
(1) Moving 16
(2) Traveling Teachers 16
(3) Coverage of Unfilled Substitute Positions 16
(4) Teaching Long-term Unfilled Substitute Positions 17
(5) Unsafe Working Conditions 17
ARTICLE VIII: PROFESSIONAL COMPENSATION 17
A. Salary Schedules 17
B. Retirement 18
C. Additional Duty Pay 18
ARTICLE IX: INSURANCE PROTECTION 18
A. Insurance 18
ARTICLE X: EDUCATIONAL LEAVE WITH PAY 18
A. Provisions 18
B. Other Sabbaticals 19
ARTICLE XI: PROFESSIONAL DEVELOPMENT 19
A. Tuition Reimbursement 19
B. Professional Libraries 20
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ARTICLE XII: TEMPORARY LEAVES OF ABSENCE 20
A. Personal Leave 20
B. Sick Leave 22
C. Bereavement Leave 22
(1) Immediate family 22
(2) Near Relatives 22
D. Family Medical Leave (FMLA) 22
ATRICLE XIII: UNPAID LEAVES OF ABSENCE 22
A. Professional Study 23
B. Extensions and Renewals 23
ARTICLE XIV: VACANCIES AND TRANSFERS 23
A. Request for Transfer 23
B. Posting of Vacancies 23
C. Involuntary Transfer 24
ARTICLE XV: LABOR-MANAGEMENT MEETINGS 24
A. Procedures 24
B. Committee Selection and Operation 24
ARTICLE XVI: MEMBERSHIP DUES DEDUCTION 24
A. Deduction from Salary 24
B. Authorization 25
C. Period and Amounts of Deduction 25
D. Payment of Deduction 25
ARTICLE XVII: MISCELLANEOUS PROVISIONS 25
A. Separability 25
B. Publication of Agreement 25
C. Tax Sheltered Annuity 25
D. Direct Deposit 26
E. Section 125 Plan – Medical Reimbursement Plan 26
F. Flexible Spending Account 26
ARTICLE XVIII: DURATION OF AGREEMENT 26
ARTICLE XIX: SIGNATURES 26
APPENDIX A: PROFESSIONAL COMPENSATION 27
A. Salary Schedules 27
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B. Work Above 190 Contracted Days 27
C. Individualized Education Program (IEP) Case Manager Stipend 27
D. Mentors of New Employees 27
SALARY SCHEDULE FOR 2024-2025 28
APPENDIX B: RETIREMENT 33
A. Retirement 33
(1) Conditions 33
(2) Compensation 33
B. Other Retirement 34
C. Heathcare and Dental Coverage 34
APPENDIX C: EXTRA DUTY PAY 35
A. Post Season Pay for Athletics 35
Athletics Positions and Salary Classifications 35
Fine Arts Positions and Salary Classifications 38
Publications, Advisors and Other Positions and Salary Classifications 39
Administrative Assistant/District Positions and Salary Classifications 40
APPENDIX D: INSURANCE PROTECTION 41
A. Insurance 41
(1) Life 41
(2) Dependent Spouse Rule 41
(3) Healthcare Plan 41
(4) Health Savings Account (HSA) 42
(5) Employee Premium Share Contribution 42
(6) Retirement Coverage 42
(7) Dependent’s Coverage 43
(8) Income Protection 43
B. Dental 44
C. Vision 45
D. Disputed Claims 45
E. Benefits for Retirees and Resignees 45
APPENDIX E: CONESTOGA VALLEY ONLINE COURSES 47
A. Online courses 47
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B. Instruction Outside of Contractual Day 47
C. Instruction within Contractual Day 48
D. Responsibilities of CVVA Advisor 48
E. Responsibilities of Teachers of Online Courses 48
F. Teacher Pay for Online Summer School Courses 48
APPENDIX F: JOB SHARE 49
A. Reasons for Job Share 49
B. Duration of Job Share 49
C. Description of Job Share 49
SUMMARY OF CORESOURCE QHDHP MEDICAL PLAN 51
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PREAMBLE
This Agreement entered into this 1st day of July 2024 by and between the Board of School
Directors of the Conestoga Valley School District, Pennsylvania, hereinafter called the “Board,”
and the Conestoga Valley Education Association, herein after called “Association,”
WITNESSETH THAT
WHEREAS, the parties have reached certain understandings, which they desire to confirm in the
Agreement, in consideration of the following mutual covenants, it is hereby agreed as follows:
ARTICLE I: RECOGNITION
The Board of Education of the Conestoga Valley School District (hereinafter called “Board”)
recognizes the Conestoga Valley Education Association (hereinafter called “Association”) as the
exclusive representative for all full-time and regular part-time professional employees as
clarified by the Pennsylvania Labor Relations Board under the Public Employee Relations Act
(Act 195) for the purpose of collective bargaining on all matters with respect to wages, hours,
and other terms and conditions of employment to the extent required by the Public Employee
Relations Act and other applicable laws. Both parties aver that this Agreement sets forth the
terms and conditions to which each party agrees to be bound.
ARTICLE II: NEGOTIATION OF A SUCCESSOR AGREEMENT
A. Relationship of Act 88
Successor Agreement will be negotiated under the terms of the "Public Employee
Relations Act" (Act 195 and Act 88) in effect as of the date of this contract's signing.
ARTICLE III: GRIEVANCE PROCEDURE
A. Purpose
In the event of dispute or disagreement between the parties hereto, this procedure is to
secure, at the lowest possible level, an equitable solution to said dispute or disagreement.
Both parties agree that these proceedings will be kept as informal and confidential as may
be appropriate for the procedure.
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B. Definitions
(1) Grievance
A "grievance" is hereby defined as a complaint concerning the violation,
misinterpretation, or improper application of any provision of this
Agreement, or that there has been a discriminatory or inequitable
application of the established policy or practice governing or affecting the
employees covered by this Agreement.
(2) Aggrieved Person
An "aggrieved person" is the person or persons making the claim.
(3) Party In Interest
A "party in interest" is a person or persons making the claim and any
person who might be required to take action or against whom action might
be taken in order to resolve the claim.
(4) Days
During the school year, the term "days" as used in this Agreement shall
mean days when school is in session. During the summer break, the term
“days” will mean days when administrative offices are open.
C. General Procedure
(1) Time Limits
It is important that a grievance be processed as rapidly as possible;
therefore, the number of days indicated should be considered a maximum.
The time limits specified may, however, be extended by mutual
agreement.
(2) Year-End Grievances
Because of the possible irreparable harm to a party in interest by failure to
complete procedural steps which would expedite the disposition of a
grievance by the end of the school year, the time limits set forth herein
shall be reduced so that the grievance procedure may be exhausted prior to
the end of the school year or as soon thereafter as possible.
(3) Association and Aggrieved Person’s Right to Representation
There shall be in each building a grievance representative appointed by the
chairperson of the Grievance Committee and designated by the
Association, who shall be informed of and authorized to accompany
and/or represent the aggrieved person at a Level I hearing. At all other
stages of the grievance procedure, the aggrieved person may be
represented by a representative selected or approved by the Association.
When the aggrieved person is not represented by the Association, the
Association shall have the right to be present and to state its view at all
stages of the grievance procedure.
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(4) Group Grievance
If in the judgment of the Association a grievance affects a group or class
of certified persons, the Association may submit such grievance in writing
to the Superintendent and the processing of such grievance shall begin at
Level II.
(5) Written Decisions
Decisions rendered at Level I that are unsatisfactory to the Association
and all decisions rendered at Levels II and III of the grievance procedure
shall be in writing, setting forth the decision and the reasons thereof, and
shall be transmitted promptly to all parties in interest and to the
Association.
(6) Separate Grievance File
All documents, communications and records dealing with the processing
of a grievance shall be filed in a separate grievance file and shall not be
kept in the personnel file of any of the participants.
D. Initiation and Processing
(1) Level I – Principal
(a) An employee covered by this Agreement with a grievance will first
discuss it with his principal, either individually or with the designated
Association representative, with the object of resolving the matter
informally.
(b) In the event that the informal discussion with the principal does not
resolve the grievance, the aggrieved person shall petition, in writing within
five (5) days of the termination of informal discussion, the principal to
schedule a formal hearing. Within five (5) days of the receipt of the
petition, which shall contain in summarized form points at issue, the
individual's principal shall schedule a hearing. If a hearing is held, the
principal shall send his decision in writing within five (5) days following
the hearing to the aggrieved person and all official persons present at the
hearing; otherwise, he shall render his decision within five (5) days from
the receipt of the grievance petition.
(2) Level II – Superintendent
(a) If the Association is not satisfied with the disposition of the grievance at
Level I, or if no decision has been rendered within five (5) days after
presentation of the grievance, he may file the grievance in writing with the
Association within five (5) days after a decision has been rendered at
Level I or within ten (10) days of filing the initial petition. Within five (5)
days after receiving the written grievance, the Association shall petition
the Superintendent of Schools to schedule a hearing.
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(b) Within ten (10) days of receipt of the formal request, the Superintendent
shall hold a hearing. Written notice of the time and place shall be given at
least five (5) days prior to the hearing to the aggrieved person, his/her
representative, and the Association. The Superintendent of Schools shall,
within five (5) days of termination of said hearing, communicate to the
aggrieved person and to all official persons present his written decision,
which shall include supporting reasons thereof.
(3) Level III – Board of Education
A grievance dispute which is not resolved at the level of the
Superintendent under the grievance procedure herein may be appealed to
the Board of Education of the Conestoga Valley School District. The
appeal, in written form, shall be addressed to the President of the Board of
Education. The President of the Board shall schedule a hearing, which
shall be held within thirty (30) days; and said hearing shall be held at a
special Board meeting of the committee of the whole. Written notice of
the time and place shall be given at least fifteen (15) days prior to the
hearing to the aggrieved person and his representative. The decision of the
Board shall be prepared in writing and sent to the aggrieved person, the
Association, and to all other official persons present within ten (10) days
of expiration of the hearing. The Association shall have ten (10) days after
the receipt of the Board’s decision to request arbitration.
(4) Level IV – Arbitration
Within ten (10) days of such notice of submission to arbitration, the Board
and the Association shall attempt to agree upon a mutually acceptable
arbitrator and shall obtain a commitment from said arbitrator to serve. If
the parties are unable to agree upon an arbitrator within the specified
period, either party may make a request for a list of arbitrators to the
Pennsylvania Bureau of Mediation. The list of names submitted must
include seven (7) names and such names must be restricted to individuals
living in the counties of Lancaster, York, Dauphin, Chester, Berks, and
Montgomery. If the first list is unacceptable, either party may request a
second list. If either party finds the second list unacceptable, the
Pennsylvania Bureau of Mediation shall provide a third list of three (3)
names. Each party shall alternately strike a name until one remains. The
Board shall strike the first name. The person remaining shall be the
arbitrator. The parties shall then be bound by the rules and procedures of
the Pennsylvania Bureau of Mediation.
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ARTICLE IV: RIGHTS OF PARTIES
A. Rights of Employees
(1) Statutory Savings Clause
Nothing contained herein shall be construed to deny or restrict to any
employee such rights as he may have under the Public School Code of
1949 as amended, or the Public Employee Relations Act (Act 195 and Act
88), or other applicable laws and regulations. The rights granted to
employees hereunder shall be deemed to be in addition to those provided
elsewhere.
(2) Just Cause Provision
No professional employee shall be disciplined, reprimanded, or reduced in
compensation without just cause. Upon request by the employee,
information forming the basis for disciplinary action will be made
available to the professional employee.
(3) Criticism of Teachers
Supervisors, Administrators and Board members will take a reasonable
approach in the criticism of teachers and will avoid criticizing teachers in
the presence of students, parents or public gatherings except in situations
where it is apparent to the Supervisor, Administrator or Board member
that failure to take immediate action might result in injury to persons,
damage to property or significant harm to the educational program and
except when, at formal open Board meetings, statements or
announcements by the Board are made in the normal course of business.
Criticism of Supervisors, Administrators and Board members by teachers
shall be subject to the same guidelines.
(4) Personnel Files
(a) Upon written request and during regular administrative office hours, an
employee will be afforded the right to review his or her personnel file. The
employee may assign this same right to his or her chosen representative by
a written authorization. The employee shall also have the right to submit a
written response to such material, which shall become a part of the
employee's permanent personnel file.
(b) Personnel files will only be located at the District Office in a secure
manner. Only one official personnel file will be kept for each employee.
(c) Only that employee, their representative, or Administration (and
appropriate District Office staff) may access that file. The Superintendent
will be responsible for keeping a log of those accessing the official
personnel files.
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B. Board’s Prerogative and Responsibilities
It is understood by both the Board and the Association that any of the rights, powers,
authority or duties that the Board is provided by law is retained by the Board except as
restricted by this Agreement. These powers include such areas of discretion or policy as
the function and programs of the Board, standards of services, its overall budget,
utilization of technology, the organizational structure and selection and direction of
personnel.
Both parties agree, however, that if the exercise of such rights, powers, authority or duties
affects or has an impact upon wages, hours and terms and conditions of employment
within the meaning of Section 702 of Act 195, the Board will notify the Association of its
intent to exercise such rights, power, authority or duty. Upon request by the Association,
the Board and the Association agree to meet and discuss the impact of the exercise of the
right, power, authority or duty upon wages, hours and terms and conditions of
employment.
ARTICLE V: ASSOCIATION RIGHTS AND PRIVILEGES
A. Information
Both parties agree to make available, in response to each other's reasonable requests from
time to time, available information concerning the educational program and the financial
resources of the district, and such other relevant information that shall assist both parties
in developing collective bargaining proposals.
B. Released Time for Meetings
Whenever any representative of the Association or any teacher participates during
working hours in negotiations or grievance proceedings, he/she shall suffer no loss in
pay. The Association will pay for substitute teachers for any representative of the
Association or teacher beyond two in number released during working hours.
C. Communication
The Association shall have, in each school building, the ability to post information in
each faculty lounge. The Association may use electronic communication (e.g. district
email) to communicate with employees. All materials to be delivered electronically shall
be copied to the building principal, but no approval shall be required, provided no
material of a partisan political nature or derogatory to the Board or the Administration
shall be posted.
D. President’s Exemption from Duties
The principal under whom the Association president is assigned will free the president
from non-teaching assignments where possible so long as it does not require the addition
of any staff or non-professional employees to accomplish this, or require any other staff
member to assume additional duties over and above their normal workload.
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E. Release Time
The Board shall grant the Association a total of seventeen (17) teaching days (no more
than 5 of which shall be taken at any one time) as release time for Association
representatives for attendance at State and National Conventions of PSEA and NEA and
additional conferences of a noneducational nature as designated by the Association. In
addition, a maximum of two unused days may be carried over from the preceding year.
The Association shall reimburse the Board for the cost of substitutes. Notice of intent to
attend such conferences or conventions shall be given to the appropriate building
principal at least two weeks in advance.
ARTICLE VI: TEACHER WORK YEAR
A. School Work Year

(1) Description of Days
The regular school work year will be 190 days and 180 of the days will be
days when pupils are in attendance (student day). The Board and the
Association must mutually agree if the District wants to convert student
days into professional development, clerical, or collaborative days. Of the
remaining ten (10) teacher days, three and one-half (3½) days will be
designated for professional development, two (2) days will be
individualized summer professional development days, one and one-half
(1½) days will be for classroom clerical purposes, and three (3) days will
be collaborative professional development days. Collaborative days will
be teacher directed and require administrative approval.
(2) Student Days
The student days will be seven and three-quarters (7¾) hours.
(3) Professional Development Days
The professional development days will be seven and three-quarters (7¾)
hours with a one and one-quarter (1¼) hour lunch. The Superintendent
will determine the start and end times of these professional development
days. The individualized summer professional development days and
collaborative days will be six and one half (6½) hours and do not include
lunch. Teachers will be permitted to start the collaborative days at a time
that is agreed upon by teachers within collaborating groups.
(4) Clerical Days
The clerical day will be six and one half (6½) hours and does not include
lunch. Teachers will be permitted to start the clerical day at a time they
determine. At the elementary and middle schools, the full clerical day
shall be individually scheduled by the teacher with principal approval and
shall occur in the summer prior to the first day of school when the
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principal is present in the building. At the high school, the full clerical
day shall be scheduled as close to the end of the first semester as possible.
For the district, the half clerical day will occur on the day before the first
student day.
(5) Guidance Counselors, School Psychologists, and Nurses
Guidance counselors, school psychologists, and nurses will be notified by
May 1 of each school year as to the number of additional hours required to
work for a maximum of 65 hours. High school guidance counselors will
work 65 additional hours, middle school guidance counselors will work 52
additional hours, and elementary school guidance counselors will work
32.5 additional hours. Some of these hours may be done virtually (i.e.
electronically at home) with building principal approval. Any change to
the above number of additional hours needs to be agreed upon by both the
employee and administration.
ARTICLE VII: HOURS AND TEACHING LOAD
A. Professional Employee Day

The normal workday for professional employees shall not exceed seven and three-fourths
(7¾) consecutive hours, including 30 minutes of duty-free lunch. An employee’s duty-
free lunch must be scheduled during hours in which meals are being served in the
cafeteria except for a day when lunch is not being served to students due to an early
dismissal or extenuating circumstance. In such circumstances, staff lunch will occur by
1:30 pm. However, nothing in this paragraph shall be construed to diminish the Board's
discretion, to adjust the start and finish time of a professional employee's day in the
public, educational, or operational interest of the School District. However, any such
adjustment in the schedule shall not increase the total number of working hours for any
professional employee in the school day.
B. Preparation Time
All full-time employees who have teaching assignments will receive a minimum of 300
minutes per regular five (5) school day week which must include forty-two (42)
contiguous minutes per regular instructional schedule school day.
All attempts will be made to have planning time in a teacher’s home building.
All attempts will be made to give specialists a minimum of 15 minutes of duty-free time
while students are in the building.
Elementary teachers will receive forty-two (42) minutes of planning prior to student
arrival and forty-five (45) contiguous minutes of planning per day while students are in
attendance. Teachers of special populations (examples include but not limited to: ES,
ESL, AS, Special Education teacher) may split the 45 contiguous minutes into smaller
blocks based on student needs and schedules.
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Expressive Arts teachers at the elementary level will teach no more than 6 class periods
per day.
C. Exceptions
Exceptions to the provisions of Section A and B of this Article may be made only in case
of emergency; further exceptions to the provisions in Section A will be made for the
following reasons:
(1) Faculty Meetings
Meetings called by the Administration. Administration reserves the right
to hold a faculty meeting outside of contractual hours for middle school
and high school. High school and middle school faculty meetings will not
be more than one per month and will not last longer than 30 minutes past
the 7 ¾ contracted day. Elementary faculty meetings will not be more than
one per month and will be held within the contracted day.
(2) Student Conferences
Conferences with students.
(3) Parent Teacher Conferences
Conferences with parents.
(4) Other School Related Obligations
There will be a maximum of 2 school related obligations per year outside
of the 7¾ hour day - such as, but not limited to, Parents’ Night, and Open
Houses, etc.
(5) Other Meetings
Teachers may be required to attend a maximum of five (5) building
meetings per month during the contracted day. One time each trimester the
maximum number of meetings may increase to six (6) per month.
Examples of such meetings include, but are not limited to committee, data,
literacy, technology, PBIS, collaboration and elementary faculty meetings
Individual meetings related to supervision and evaluation will not be
included in the meeting per month total. The monthly elementary faculty
meeting during the contracted day will count toward the maximum
number of building meetings.
(6) IEP, GIEP, Section 504, and MTSS Advanced Tier Meetings
These meetings will only be scheduled during contract time unless
otherwise requested by parent/guardian and with approval by the building
principal. Any IEP or GIEP meeting which a teacher is required to attend
outside of the contracted day will be paid at the curriculum rate. If a
general education teacher is required to attend an IEP, GIEP, or Section
504 meeting during the contracted day and that meeting exceeds the
maximum number of meetings described in Article XII Section C (5), they
will be paid at the curriculum rate.
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D. Working Conditions
(1) Moving
(a) For an employee who is required to move from one building to another
due to an involuntary transfer, unforeseen circumstances (e.g. natural
disasters, building damage, etc.), or building construction, teachers will be
compensated at the curriculum rate for a maximum of 15 hours per move
for packing and unpacking. If more time is needed the employee must
receive building principal approval prior to packing and unpacking. If the
move must occur during the school year, the employee and the district
may instead agree upon substitute coverage for one day rather than
compensation.
(b) For an employee who is required to move from one classroom to another
within the same building due to an involuntary transfer, unforeseen
circumstances (e.g. natural disasters, building damage, etc.), or building
construction, teachers will be compensated at the curriculum rate for a
maximum of 15 hours per move for packing and unpacking. If more time
is needed the employee must receive building principal approval prior to
packing and unpacking. If the move must occur during the school year, the
employee and the district may instead agree upon substitute coverage for
one day rather than compensation.
(c) The district reserves the right to hire professional moving services in lieu
of the above compensation in letters (a) and (b).
(2) Traveling Teachers
(a) Traveling teachers will be provided 30 minutes to travel from one campus
to another exclusive from preparation time. Traveling teachers will be
provided 20 minutes to travel within the same campus exclusive from
preparation time.
(b) Traveling teachers will be assigned to no more than three (3) different
buildings in one day unless under extenuating circumstances.
(3) Coverage of Day-to-Day Unfilled Substitute Positions
(a) At the elementary schools, teachers and non-teaching professionals who
take on additional students due to an unfilled substitute position will split
the daily substitute rate. The daily rate will be divided evenly by the
number of teachers and non-teaching professionals accepting students
from the absent teacher’s class.
(b) At the middle and high schools, teachers and non teaching professionals
who cover a class during their preparation time will split the daily sub rate.
The daily sub rate will be divided by the number of periods or blocks
covered.
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(4) Teaching Long-term Unfilled Substitute Positions
(a) Teachers and non-teaching professionals may volunteer to teach an extra
class. They are responsible for planning, assessing, and instruction for
that class. Teachers who volunteer to cover such a position during a
planning period will forego that planning period.
(b) High school teachers and non-teaching professionals will receive twenty-
five (25) percent of their per diem salary to teach one additional block.
(c) Middle school teachers and non-teaching professionals will receive twenty
(20) percent of their per diem salary to teach one additional period.
(d) Elementary and non-teaching professionals will receive a prorated per
diem based on the number of students added to their classes due to the
unfilled position.
(5) Unsafe Working Conditions
The district will take reasonable measures to ensure school buildings are
free from unsafe or hazardous conditions. Employees are strongly
encouraged to immediately report any unsafe or hazardous conditions
within school buildings to their immediate supervisor, so any necessary
investigation can occur to determine what, if any, steps are necessary to
address any verified issues. The District may allow an employee up to
seven (7) days of paid leave if the employee suffers physical injuries while
reasonably attempting to quell a physical altercation between students or if
the employee is the victim of an assault by a student if an appropriate
medical professional certifies the need for the absence. The District
reserves the right to have a medical professional of its choosing, at the
District’s expense, examine the employee in such cases. In instances
where an employee has personal property damaged or ruined while in the
act of quelling a physical disturbance or while being assaulted by a
student, and the District can substantially verify the damage occurred
while the employee was carrying out their professional responsibilities to
keep students safe, or was caused by student vandalism or burglary, the
District will pay to repair or replace the damaged property up to a cost not
to exceed five hundred dollars ($500).
ARTICLE VIII: PROFESSIONAL COMPENSATION
A. Salary Schedules
Professional employees shall be paid according to the schedule shown in Appendix A,
attached hereto.
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B. Retirement
Retirement payments shall be paid according to the schedule shown in Appendix B,
attached hereto.
C. Additional Duty Pay
Professional employees shall be paid according to the schedule shown in Appendix C,
attached hereto.
ARTICLE IX: INSURANCE PROTECTION
A. Insurance
The Board agrees to select appropriate insurance plans to provide insurance according to
Appendix D, attached hereto. Nothing in this Agreement precludes the Board from
providing the same or equal coverage through self-funded insurance or other similar
types of arrangements.
ARTICLE X: EDUCATIONAL LEAVE WITH PAY
A. Provisions
Full pay, half year sabbatical leaves for study will be granted at two (2) per year. One
half year at full pay constitutes the total sabbatical. A minimum of twelve graduate
credits must be taken during the leave. Only those employees will be eligible who are
enrolled in a master’s degree, doctoral degree, or PA certificate program or in
coursework related to a specific district initiative based on district goals with the approval
of the Superintendent.
An employee electing this type of sabbatical shall present their written request to the
Superintendent by March 1 of the preceding school year to qualify for the sabbatical.
This sabbatical shall be available only once during the employee's career with the district
and shall not be available with any other leave of absence.
If any employee is granted this sabbatical and some circumstance causes the employee to
not take the sabbatical, at least 60 calendar days written notice must be given to the
Superintendent. If the proper 60 calendar day notice is given, the sabbatical will be
offered to the next employee determined by the criteria below who had applied. If the 60
calendar days are not given for a first semester leave, the leave will be carried to the
second semester; if the 60 calendar days are not given for the second semester leave, the
sabbatical will not be granted to anyone. An employee who refuses the sabbatical may
reapply the following year; however, a second refusal, if for any reason other than
personal illness or illness in the immediate family that would prevent the employee from
meeting the sabbatical obligations, will disqualify that employee from any future
consideration for this sabbatical. Applications will not be carried over from year to year;
new applications will be required and reviewed each year.
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The following criteria will be used to determine which employee shall be granted this
sabbatical in the event that there are more applications than available sabbaticals:
1. An eligible employee denied approval in the previous year;
2. Years of service since the last sabbatical leave;
3. Years of service in the district;
4. Determination by lot of employees whose selection criteria is identical.
The foregoing guidelines are not intended to create any additional employee rights
relative to sabbatical leaves of absence. They are designed to provide a method for the
employer to determine which employees will be selected when the number of applicants
exceeds the available sabbaticals.
B. Other Sabbaticals
Employees shall be eligible to apply for other sabbaticals in accordance with the School
Code.
ARTICLE XI: PROFESSIONAL DEVELOPMENT
A. Tuition Reimbursement
Prior to the Masters column and upon receipt by the School District of satisfactory
evidence of the successful completion of courses at the college or university level, the
School Board agrees to reimburse the employee completing such course or courses for
the expense of tuition, provided, however, that such reimbursement shall not exceed the
sum of the equivalent of nine (9) credits at the Penn State University Main Campus for
the current academic year. Any course from any accredited college or university is
accepted with a grade of B or better. On-line courses will be reimbursed the same as
traditional courses. After the Masters column, all of the above applies except that the
maximum reimbursement shall not exceed the sum of the equivalent of six (6) credits at
the Penn State University Main Campus for the current academic year.
The Superintendent retains discretion to reject payment for courses whose program of
study has, in his/her opinion, less educational value than one in a traditionally recognized
degree program. Employees should submit requests for reimbursement within sixty (60)
days after grades are posted. Payment of all courses will be paid by the Board within
forty-five (45) days after receiving proof of payment and successful completion of
courses. If the employee resigns his or her position, the Board shall have the right to
retain the amount of this reimbursement from the employee's final paycheck for courses
taken during the last 12 months of employment.
Long-term substitute teachers will only be eligible for reimbursement for courses
completed during the term of the school year in which they are teaching if they are not
returning to Conestoga Valley service in the next school year. Part-time staff shall receive
a prorated amount of the full-time allotment equal to their part-time percentage unless
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their percentage qualifies them for full-time benefits, or they are full-time employees
temporarily on a job share assignment.
B. Professional Libraries
A professional library shall be established in each building and the provision of
periodicals, books and other publications of a professional nature shall be funded by the
Board.
ARTICLE XII: TEMPORARY LEAVES OF ABSENCE
A. Personal Leave
(1) The Board will grant five (5) personal days per year to all professional employees.
Personal leave may accumulate to only eight (8) days in any year. Employees will
be paid the daily substitute rate for any unused personal days not carried over to the
following year. Retirees will also be paid the daily substitute rate per day for any
unused personal days at the end of their term of service. Guidelines for
administering this policy will be as follows:
(a) Priority for granting leave for personal reasons will be based on seniority in
the Conestoga Valley School District.
(b) In cases where the requests for absences are more than quota permits,
seniority and priority advantages are only effective if an application is
submitted at least two months in advance.
(c) The Superintendent may waive the maximum number limitation.
(2) Typical extenuating circumstances may include, but are not limited to, the
following:
(a) Illness or accident in the immediate family (present household plus father
or mother) requiring presence at home or hospital.
(b) Additional days over and above those granted by law for bereavement.
(c) Required court or other legal proceedings that cannot be scheduled in
nonworking hours.
(d) Attendance at graduation from high school or college for father, mother,
son, daughter, husband, wife or self.
(e) One day per year to accompany son or daughter to or from school outside
of Lancaster County when it cannot be scheduled on nonworking days.
(f) One day per year will be permitted for participation in required educational
activities for graduate courses that can be scheduled only during school
hours.
(g) One day may be used for taking or meeting a member of the immediate
family leaving for or arriving from overseas duty in military service.
(h) One day may be used for attending a funeral of a close friend.
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(i) One day may be used for a religious holiday where total abstinence from
work is required.
(j) Weather conditions making travel impossible for public conveyances when
employees are using such conveyances and/or when the main highway
arteries are closed by the highway department. Such excused leave is only
effective when the employee is out of Lancaster County. It does not cover
travel conditions between place of residence and school.
(k) One day may be used for household emergency, i.e. emergency repairs, fire,
flood damage, burglary or similar property damage that requires immediate
attention.
(l) The Superintendent shall have the discretion to grant one day for any
emergency situation not listed above.
(3) Employees may take personal leave in half-day increments.
(4) Personal days may not be taken the first ten (10) student days and the last ten (10)
student days unless approved by the Superintendent.
(5) When possible, employee should give one (1) week notice of planned personal
days.
(6) The maximum number permitted to take personal days on Mondays and Fridays
will be one (1) personal day per ten (10) professional staff per building or fraction
thereof.
(7) In the month of May, personal days will be limited to one (1) personal day per
twenty (20) professional staff on Mondays and Fridays. Special requests for
personal days to be taken on a Monday or Friday in May, such as for an emergency,
must be approved by the Superintendent.
(8) The administration reserves the right to refuse such requests where suitable
substitutes cannot be obtained.
(9) Healthcare Waivers
(a) Employees may elect to voluntarily waive healthcare coverage under this
Agreement for themselves and/or their eligible children, so long as the
employees and/or eligible children are covered by another healthcare plan.
If such waivers are made, the District agrees to provide an employee with
additional personal leave for each year said waiver is in effect as follows:
1. Waiver for eligible children: The District will grant one additional
personal day per year cumulative to a maximum of eight (8). This
personal day may not be credited towards the cumulative provisions
listed under Personal Leave A(1).
2. Waiver for employee: The District will grant one additional personal
day per year cumulative to a maximum of eight (8). This personal day
may not be credited towards the cumulative provisions listed under
Personal Leave A(1).
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3. Waiver for employee and child(ren): The District will grant two
additional personal days per year cumulative to a maximum of eight (8).
These personal days may not be credited towards the cumulative
provisions listed under Personal Leave A(1).
B. Sick Leave
Full-time employees shall receive ten (10) days of sick leave each school year; part-time
employees shall receive a pro-rated allotment of sick leave commensurate with the amount of
time they work. Employees may use up to ten (10) sick days each school year to care for a sick
immediate family member. Family sick leave days shall not accumulate from one school year
to the next.
C. Bereavement Leave
(1) Immediate family
There shall be no reduction in the salary for an absence up to three days due to a
death in an employee’s immediate family. Immediate family is defined as father,
mother, brother, sister, son, daughter, husband, wife, parent-in-law or near relative
who resides in the same household, or any person with whom the employee has
made their home. The above applies to step, half, and foster relationships.
(2) Near Relatives
In the case of the death of a near relative, there shall be no deduction in your salary
for the absence the day of the funeral. Near relatives shall be defined as an
employee’s first cousin, grandfather, grandmother, grandchild, aunt, uncle, niece,
nephew, son-in-law, daughter-in-law, brother-in-law or sister-in-law. The above
applies to step, half, and foster relationships.
D. Family Medical Leave (FMLA)
(1) Employees are eligible for twelve (12) weeks of FMLA leave according to federal
law and board policy. The employee shall be permitted to use intermittent leave.
The FMLA leave time shall not count against an employee’s respective FMLA
leave during any time when business activity has temporarily ceased.
(2) The FMLA shall interact with an employee’s leave entitlements in the following
manner:
(a) If the individual employee is unable to work due to a serious health
condition, illness of a family member, adoption, foster care, or the birth of
a child, the employee shall utilize any paid personal days and paid sick days
up to twelve (12) weeks during FMLA leave. FMLA will be used
concurrently with paid sick and personal days. At the employee’s request,
the superintendent may approve the use of fewer sick and personal days in
order to preserve the use of ten paid sick and personal days.
ARTICLE XIII: UNPAID LEAVES OF ABSENCE
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A. Professional Study
A leave of absence, not to exceed (2) years in length, may be granted to any teacher for
the purpose of engaging in study at an accredited college or university in a prescribed
graduate program in the field in which the teacher is currently teaching. Similar leaves
for advanced study in other fields may also be granted, at the discretion of the Board.
Requests for a leave under the provisions of this paragraph shall be submitted to the
Board no later than six (6) months prior to the date on which the leave is to commence.
B. Extensions and Renewals
All extensions or renewals of leaves shall be applied for and granted in writing. Granting
of extensions and renewals is at Board discretion.
ARTICLE XIV: VACANCIES AND TRANSFERS
A. Request for Transfer

The Board recognizes that it is desirable in making assignments to consider the interests
and aspirations of its employees. Requests by such an employee for transfer to a different
class, building or position shall be made in writing, one copy of which shall be filed with
the Superintendent and one copy of which shall be filed with the Association. The
application shall set forth the reason for transfer, the school, grade or position sought, and
the applicant's academic qualifications. Request for transfer letters will be due two (2)
weeks after the date of retirement letters as noted in Appendix B. The Board and/or
Administration shall respond to such requests within a timely manner.
B. Posting of Vacancies
The Board will continue to notify the staff through districtwide email of any teaching
vacancies, secondary additional curricular activity assignments or new positions
occurring for which staff members may be qualified. Any employee interested should
contact the Human Resources Director concerning the job requirements and
qualifications. The Board will refrain from filling such vacancies or new positions for at
least three (3) weeks after notification has been given except in unusual or emergency
situations. Consideration will be given to experience, competency, qualifications, and
other relevant factors. All decisions of the Board with respect to the filling of vacancies
will be final.
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C. Involuntary Transfer
If no employee applies for an open position and no outside candidate applies for the
position, the thirty (30) least senior qualified teachers in the district shall be considered
for transfer. If Title I funding is impacted, the district may increase this pool of teachers,
but will first consider the least senior teacher in the larger group who is qualified and not
impacted by Title I funding.
No employee shall be transferred involuntarily more than one time in any two (2) year
period.
Teachers will be given thirty (30) days’ notice prior to position change except in unusual
or emergency situations.
No involuntary transfer of any employee shall be made by the Board unless said
employee is notified before a transfer is made and is granted the opportunity to meet with
the administration and to discuss such a transfer.
ARTICLE XV: LABOR-MANAGEMENT MEETINGS
A. Procedures
The parties to this Agreement agree to establish a Labor-Management Committee, which
shall meet periodically, for the purpose of meeting and discussing matters affecting
wages, hours and terms and conditions of employment, as well as the impact thereon, as
provided in Section 702 of Act 195 and Act 88.
B. Committee Selection and Operation
The Association and the Employer will each appoint four (4) members to said committee;
each party shall designate its chairperson. The Association agrees to appoint, in addition
to its chairperson, one member from an elementary school, one member from the middle
school and one member from the high school. The Employer agrees to appoint, in
addition to its chairperson, one elementary school administrator, one secondary
administrator and one school board member. Substitution shall be permitted by either
party at any time. Any additions to the committee shall be made with the consent of the
co-chairperson. Each party shall submit to the chairperson of the other party, not less than
one (1) week prior to a scheduled meeting, such items as it wishes to be discussed at the
next meeting.
ARTICLE XVI: MEMBERSHIP DUES DEDUCTION
A. Deduction from Salary

The Board agrees to deduct dues of the Association, the Pennsylvania State Education
Association, and the National Education Association from the salaries of members of the
professional staff of the Conestoga Valley School District.
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B. Authorization
No later than September 30 of the current school year the Association will provide the
business office with a list of those employees who have authorized the Board to deduct
dues as listed in paragraph A. The listing will contain the names of the employees, the
amount to be deducted from each employee and the accumulated total of all deductions.
The Association shall also include with the listing completed signed authorization forms
for each employee listed.
C. Period and Amounts of Deduction
Deductions referred to in paragraph A will be made equally or almost equally over a
period of twenty (20) pays beginning no later than November. All dues totaling less than
$20 will be deducted on the first pay with the Director of Administrative Services
retaining the right to waive or alter this requirement. The period and dates of deduction
may be altered for a member of the Association if by mutual consent between the
member and the business office.
D. Payment of Deduction
The dues deductions will be transmitted to the Conestoga Valley Education Association
prior to the 15th of the month following the month in which the deduction was made.
Employees shall have the option of paying dues by payroll deduction or through the
Pennsylvania State Education Association’s (PSEA) Direct Dues program. It is
understood that the Direct Dues program option is subject to the Agreement and
implementation schedule of the PSEA.
ARTICLE XVII: MISCELLANEOUS PROVISIONS
A. Separability
If any provision of this Agreement or any application of this Agreement to any employee
or group of employees is held to be contrary to law, then such provision or application
shall not be deemed valid and subsisting, except to the extent permitted by law, but all
other provisions or applications shall continue in full force and effect.
B. Publication of Agreement
After the parties agree on the format of the Agreement, and within thirty (30) days after
the Agreement is signed, this Agreement shall be reproduced electronically and posted.
The Agreement shall be presented to all teachers now employed or hereafter employed in
this electronic format.
C. Tax Sheltered Annuity
The Board will provide the opportunity to participate in the Tax Sheltered Annuity
Program provided that at least five (5) members participate. Guidelines for administering
the program will be mutually developed.
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D. Direct Deposit
Direct Deposit is required for all employees providing banking regulations permit the
District to transfer the money on the same date as pay day. The Board will provide the
opportunity to have payroll deductions made for and deposited into up to four specific
savings and/or checking accounts.
E. Section 125 Plan – Medical Reimbursement Plan
The District will provide Health Insurance as provided in Article IX of the Collective
Bargaining Agreement. The District agrees to establish a cafeteria plan, which meets all
the requirements of Section 125 of the Internal Revenue Code such that employee
contributions to insurance premiums included in this CBA will be made on a pre-tax
basis.
F. Flexible Spending Account
The District agrees to make available to full-time employees a Flexible Spending
Account for Section 125 IRS qualified eligible expenses. The Board will cover the cost
of plan administration up to $10,000 after which point employees will pay costs over that
amount. The district will make no contributions to employee accounts. All contributions
and withdrawals from individual accounts will be governed by current IRS regulations.
ARTICLE XVIII: DURATION OF AGREEMENT
All provisions of this Agreement, except those relating to professional compensation (Article
VIII) and insurance protection (Article IX) shall be effective as of July 1, 2024, and shall
continue in effect until June 30, 2029. Certain changes to the healthcare plan will begin on July
1, 2024, as identified in Appendix D. The provisions of this Agreement relating to professional
compensation (Article VIII) and insurance protection (Article IX) shall become effective on the
first day of employment for the 2024-2025 school year unless another date is specified on an
appropriate appendix and shall terminate on August 31, 2029, or the last day of employment, if
sooner.
ARTICLE XIX: SIGNATURES

Signed, sealed and dated at 2110 Horseshoe Road, Lancaster, Pennsylvania this 23rd day of
February 2024.
Conestoga Valley Education Association Conestoga Valley School District

Employee Representative Public Employer
BY__________________________ BY__________________________
President President
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APPENDIX A: PROFESSIONAL COMPENSATION
A. Salary Schedules
Salary Schedules are on the next five (5) pages.
(1) In the 2024 – 2025 year, step placement will be shown in the 2024-2025 Salary
Schedule. In each year thereafter, employees move one step each school year
providing they worked at least fifty percent of the preceding school year.
(2) A master's equivalency, which is 36 credits post bachelor’s degree, may be used
to enter the master’s degree column beginning in 2026- 2027 and continuing in
perpetuity without further advancement into other columns of the salary schedule.
Someone with a master’s equivalency cannot move additional columns beyond
the master’s column unless they earn a master’s degree.
(3) Graduate credits beyond the master’s level must be earned after a master’s degree
has been obtained.
(4) The Board reserves the right to pay a new teacher above or below the payment of
his peers in years of credited experience as long as it is on a step of the contracted
schedule based upon the Board's sole determination.
B. Work Above 190 Contracted Days
(1) Non-teaching professionals and teachers cannot be required to work above the
190 contracted days; however, counselors, school psychologists, and nurses are
required to work according to Article VI Section A(5).
(2) All non-teaching professionals and teachers will be paid per diem for days worked
above the contracted 190 days. Examples of this include counselors, extended
school year, kindergarten screening, kindergarten orientation, and other
kindergarten onboarding programs. If other situations or initiatives arise requiring
work beyond the 190 days, the per diem rate must be approved by the
superintendent prior to the work being done.
(3) All non-teaching professionals and teachers will be paid at the curriculum rate for
facilitating or participating in professional development, new teacher induction,
writing curriculum, and LINK crew (freshmen orientation).
C. Individualized Education Program (IEP) Case Manager Stipend
Teaching and non-teaching professionals who are case managers will receive an annual
stipend of $1,500.
D. Mentors of New Employees
Employees who agree to be a mentor of a new employee will be paid a stipend of $950
for a full year.
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SALARY SCHEDULES
2024 – 2025
2023-2024 2024-2025
BS BS+24 MS MS+15 MS+30 MS+45 MS+60
Step Step
1, 2, 3, & 4 1 $63,000 $65,070 $67,140 $69,210 $71,280 $73,350 $75,420
5 2 $64,625 $66,695 $68,765 $70,835 $72,905 $74,975 $77,045
6 3 $66,250 $68,320 $70,390 $72,460 $74,530 $76,600 $78,670
7 4 $67,875 $69,945 $72,015 $74,085 $76,155 $78,225 $80,295
8 5 $69,500 $71,570 $73,640 $75,710 $77,780 $79,850 $81,920
9 6 $71,125 $73,195 $75,265 $77,335 $79,405 $81,475 $83,545
10 7 $72,750 $74,820 $76,890 $78,960 $81,030 $83,100 $85,170
11 8 $74,375 $76,445 $78,515 $80,585 $82,655 $84,725 $86,795
12 9 $76,000 $78,070 $80,140 $82,210 $84,280 $86,350 $88,420
13 10 $77,625 $79,695 $81,765 $83,835 $85,905 $87,975 $90,045
14 11 $79,250 $81,320 $83,390 $85,460 $87,530 $89,600 $91,670
15 12 $80,875 $82,945 $85,015 $87,085 $89,155 $91,225 $93,295
16 13 $82,500 $84,570 $86,640 $88,710 $90,780 $92,850 $94,920
17 14 $84,125 $86,195 $88,265 $90,335 $92,405 $94,475 $96,545
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2025 – 2026
Step BS BS+24 MS MS+15 MS+30 MS+45 MS+60
1 $64,000 $66,525 $69,050 $71,575 $74,100 $76,625 $79,150
2 $65,580 $68,105 $70,630 $73,155 $75,680 $78,205 $80,730
3 $67,160 $69,685 $72,210 $74,735 $77,260 $79,785 $82,310
4 $68,740 $71,265 $73,790 $76,315 $78,840 $81,365 $83,890
5 $70,320 $72,845 $75,370 $77,895 $80,420 $82,945 $85,470
6 $71,900 $74,425 $76,950 $79,475 $82,000 $84,525 $87,050
7 $73,480 $76,005 $78,530 $81,055 $83,580 $86,105 $88,630
8 $75,060 $77,585 $80,110 $82,635 $85,160 $87,685 $90,210
9 $76,640 $79,165 $81,690 $84,215 $86,740 $89,265 $91,790
10 $78,220 $80,745 $83,270 $85,795 $88,320 $90,845 $93,370
11 $79,800 $82,325 $84,850 $87,375 $89,900 $92,425 $94,950
12 $81,380 $83,905 $86,430 $88,955 $91,480 $94,005 $96,530
13 $82,960 $85,485 $88,010 $90,535 $93,060 $95,585 $98,110
14 $84,540 $87,065 $89,590 $92,115 $94,640 $97,165 $99,690
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2026 – 2027
Step BS BS+24 MS/ME MS+15 MS+30 MS+45 MS+60
1 $67,000 $69,845 $72,690 $75,535 $78,380 $81,225 $84,070
2 $68,400 $71,245 $74,090 $76,935 $79,780 $82,625 $85,470
3 $69,800 $72,645 $75,490 $78,335 $81,180 $84,025 $86,870
4 $71,200 $74,045 $76,890 $79,735 $82,580 $85,425 $88,270
5 $72,600 $75,445 $78,290 $81,135 $83,980 $86,825 $89,670
6 $74,000 $76,845 $79,690 $82,535 $85,380 $88,225 $91,070
7 $75,400 $78,245 $81,090 $83,935 $86,780 $89,625 $92,470
8 $76,800 $79,645 $82,490 $85,335 $88,180 $91,025 $93,870
9 $78,200 $81,045 $83,890 $86,735 $89,580 $92,425 $95,270
10 $79,600 $82,445 $85,290 $88,135 $90,980 $93,825 $96,670
11 $81,000 $83,845 $86,690 $89,535 $92,380 $95,225 $98,070
12 $82,400 $85,245 $88,090 $90,935 $93,780 $96,625 $99,470
13 $83,800 $86,645 $89,490 $92,335 $95,180 $98,025 $100,870
14 $85,200 $88,045 $90,890 $93,735 $96,580 $99,425 $102,270
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2027 – 2028
1 $69,260 $72,875 $76,490 $80,105 $83,720 $87,335 $90,950
2 $70,490 $74,105 $77,720 $81,335 $84,950 $88,565 $92,180
3 $71,720 $75,335 $78,950 $82,565 $86,180 $89,795 $93,410
4 $72,950 $76,565 $80,180 $83,795 $87,410 $91,025 $94,640
5 $74,180 $77,795 $81,410 $85,025 $88,640 $92,255 $95,870
6 $75,410 $79,025 $82,640 $86,255 $89,870 $93,485 $97,100
7 $76,640 $80,255 $83,870 $87,485 $91,100 $94,715 $98,330
8 $77,870 $81,485 $85,100 $88,715 $92,330 $95,945 $99,560
9 $79,100 $82,715 $86,330 $89,945 $93,560 $97,175 $100,790
10 $80,330 $83,945 $87,560 $91,175 $94,790 $98,405 $102,020
11 $81,560 $85,175 $88,790 $92,405 $96,020 $99,635 $103,250
12 $82,790 $86,405 $90,020 $93,635 $97,250 $100,865 $104,480
13 $84,020 $87,635 $91,250 $94,865 $98,480 $102,095 $105,710
14 $85,250 $88,865 $92,480 $96,095 $99,710 $103,325 $106,940
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2028 – 2029
1 $72,490 $76,930 $81,370 $85,810 $90,250 $94,690 $99,130
2 $73,475 $77,915 $82,355 $86,795 $91,235 $95,675 $100,115
3 $74,460 $78,900 $83,340 $87,780 $92,220 $96,660 $101,100
4 $75,445 $79,885 $84,325 $88,765 $93,205 $97,645 $102,085
5 $76,430 $80,870 $85,310 $89,750 $94,190 $98,630 $103,070
6 $77,415 $81,855 $86,295 $90,735 $95,175 $99,615 $104,055
7 $78,400 $82,840 $87,280 $91,720 $96,160 $100,600 $105,040
8 $79,385 $83,825 $88,265 $92,705 $97,145 $101,585 $106,025
9 $80,370 $84,810 $89,250 $93,690 $98,130 $102,570 $107,010
10 $81,355 $85,795 $90,235 $94,675 $99,115 $103,555 $107,995
11 $82,340 $86,780 $91,220 $95,660 $100,100 $104,540 $108,980
12 $83,325 $87,765 $92,205 $96,645 $101,085 $105,525 $109,965
13 $84,310 $88,750 $93,190 $97,630 $102,070 $106,510 $110,950
14 $85,295 $89,735 $94,175 $98,615 $103,055 $107,495 $111,935
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APPENDIX B: RETIREMENT
A. Retirement
At the effective date of retirement, a teacher who retires, i.e. who terminates his/her
employment under the Public School Employees' Retirement System (PSERS) shall be
entitled to a retirement payment in accordance with the following conditions:
(1) Conditions
(a) To be eligible, the professional employee must meet the definition
of normal or early retirement and must have at least twenty-five
(25) and not more than forty-three (43) years of credited service as
defined by the PSERS including a minimum of 10 years of service
at Conestoga Valley School District.
(b) Retirement shall be at the end of a school year and written notice
of retirement must be given to the Superintendent no later than
four (4) full calendar months preceding the retirement date. For
reasons of employee health, health of a family member, the
relocation of a spouse, or similar circumstances, the District
reserves the right to grant a retirement date at times other than the
end of the year with approval from the Superintendent and School
Board.
(c) The retirement must be absolutely voluntary on the employee’s
part.
(d) This amount shall not be considered as part of the annual salary in
the year of retirement for purposes of computing retirement
benefits.
(2) Compensation
The employee will be paid a bonus per year of PSERS credited service up
to a maximum of 35 years as described in the table below, plus the
employee will be paid for unused sick and personal days. The employee
will receive $60 per day for unused accumulated sick leave and the daily
sub rate per day for unused personal leave.
Year Bonus per PSERS Year

2024-2025 $450
2025-2026 $500
2026-2027 $525
2027-2028 $550
2028-2029 $575
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B. Other Retirement
Those who meet the above conditions except for years of credited service will be given
the following at retirement:
$60 per day for unused accumulated sick leave and the daily sub rate per day of for
unused personal leave.
C. Healthcare and Dental Coverage
Healthcare and dental coverage will be offered to retirees at cost as defined in Appendix
D, Section E, as set forth herein.
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APPENDIX C: EXTRA DUTY PAY
Final installment of coaching pay will be made after Athletic Director/Principal or
Supervisor/Principal has notified the business office that all responsibilities have been
completed.
Steps Defined:
Step I Individual new to additional duty role/No experience in role at this level
Step II Individual not new to additional duty role but no head management
experience at this level
Step III Individual not new to additional duty role with head management experience
in role at this level
Step IV Advancement Step
All individuals will advance one step per year of experience after their initial step placement.
One step equals one year of experience so that Step 10 equals ten years of experience. The Board
reserves the right to pay above these rates in both the athletic and non-athletic activities.
Club advisors that go beyond the school year with their involvement in national academic
competitions can petition the School Board for a stipend for their additional time. The
Superintendent will be responsible for recommending a procedure for this process to the Board.
Progression to Step 20 of the extracurricular salary schedule will be limited to only those
positions at an index of 1.0 or higher. All positions at 0.9 or lower will not progress beyond Step
15 of the schedule.
Stipends will be prorated for employees who go on an extended leave, begin employment during
the course of the school year, or who separate from employment before the end of the school
year. This will be based on the normal duration of the position’s workload (e.g. semester,
season, school year etc.).
All teacher coaches who will need to leave early from his/her teaching responsibilities for away
contests will be granted coverage.
A. Post Season Pay for Athletics
(1) When an athletic coach’s season is extended for an athlete(s) and/or athletic team
beyond the last scheduled league contest, which shall include the league
championship contest, the head coach and that team’s assistant coach(es), as
approved by the Athletic Director and high school principal following a
discussion with the head coach, shall be compensated by the Board
(2) When the coach takes a team/players greater than 50% of the varsity team, the
pay shall be determined by calculating 1% of their regular season coaching salary
for each day of extended season competition. This daily rate multiplied by the
number of extended season days will determine the amount of post-season pay.
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(3) When the coach takes a team/players with a number less than or equal to 50% of
the varsity team, the pay shall be determined by calculating 0.75% of their regular
season coaching salary for each day of the extended season competition. This
daily rate multiplied by the number of extended season days will determine the
amount of post-season pay.
Salary Matrix Based on Index of Position and Step

Step 1 Step 2 Step 3 Step 4 Step 5 Step 10 Step 15 Step 20
Index
$2,050 $2,350 $2,650 $2,950 $550 $1,050 $1,050 $1,050
2.4 $4,920 $5,640 $6,360 $7,080 $7,630 $8,680 $9,730 $10,780
2.3 $4,715 $5,405 $6,095 $6,785 $7,335 $8,385 $9,435 $10,485
2.2 $4,510 $5,170 $5,830 $6,490 $7,040 $8,090 $9,140 $10,190
2.1 $4,305 $4,935 $5,565 $6,195 $6,745 $7,795 $8,845 $9,895
2.0 $4,100 $4,700 $5,300 $5,900 $6,450 $7,500 $8,550 $9,600
1.9 $3,895 $4,465 $5,035 $5,605 $6,155 $7,205 $8,255 $9,305
1.8 $3,690 $4,230 $4,770 $5,310 $5,860 $6,910 $7,960 $9,010
1.7 $3,485 $3,995 $4,505 $5,015 $5,565 $6,615 $7,665 $8,715
1.6 $3,280 $3,760 $4,240 $4,720 $5,270 $6,320 $7,370 $8,420
1.5 $3,075 $3,525 $3,975 $4,425 $4,975 $6,025 $7,075 $8,125
1.4 $2,870 $3,290 $3,710 $4,130 $4,680 $5,730 $6,780 $7,830
1.3 $2,665 $3,055 $3,445 $3,835 $4,385 $5,435 $6,485 $7,535
1.2 $2,460 $2,820 $3,180 $3,540 $4,090 $5,140 $6,190 $7,240
1.1 $2,255 $2,585 $2,915 $3,245 $3,795 $4,845 $5,895 $6,945
1.0 $2,050 $2,350 $2,650 $2,950 $3,500 $4,550 $5,600 $6,650
0.9 $1,845 $2,115 $2,385 $2,655 $3,205 $4,255 $5,305 $6,355
0.8 $1,640 $1,880 $2,120 $2,360 $2,910 $3,960 $5,010 $6,060
0.7 $1,435 $1,645 $1,855 $2,065 $2,615 $3,665 $4,715 $5,765
0.6 $1,230 $1,410 $1,590 $1,770 $2,320 $3,370 $4,420 $5,470
0.5 $1,025 $1,175 $1,325 $1,475 $2,025 $3,075 $4,125 $5,175
0.4 $820 $940 $1,060 $1,180 $1,730 $2,780 $3,830 $4,880
0.3 $615 $705 $795 $885 $1,435 $2,485 $3,535 $4,585
0.2 $410 $470 $530 $590 $1,140 $2,190 $3,240 $4,290
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Athletics Positions and Indexes
Class A
Football
Head HS – 2.4
Coordinator – 1.8
Assistant – 1.7
Head MS – 1.6
Assistant MS – 1.2
Class B
B/G Basketball B/G Soccer
Head HS – 2.2 Head HS – 2.0
Assistant – 1.5 Assistant – 1.5
Head MS – 1.5 Head MS – 1.5
Assistant MS – 1.2 Assistant MS – 1.2
Wrestling Field Hockey

Head MS – 1.5 Head MS – 1.5
Assistant MS – 1.2 Assistant MS – 1.2
Class C
Track & Field
Head HS – 1.9 B/G Volleyball
Assistant – 1.4 Head HS – 1.9
Head MS – 1.4 Assistant – 1.4
Assistant MS – 1.0
B/G Swimming
B/G Lacrosse Head HS – 1.9
Head HS – 1.9 Assistant – 1.4
Assistant – 1.4
Baseball Softball
Assistant - 1.4 Assistant - 1.4
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Class D
Cross Country Fall Cheerleading
Head MS – 1.3
B/G Tennis
Head HS – 1.7 Winter Cheerleading
Assistant – 1.3 Head HS – 1.7
Assistant – 1.3
Head MS – 1.3
Class E
Golf Rifle Bowling
Head HS – 1.3 Head HS – 1.2 Head HS – 0.8
FLAT
Game/Event Personnel
FEES
Tickets (Seller or Taker) Per Game $42
Tickets (Seller or Taker) Per Event $52
Scorers and Timers - Home Games Per Game $52
Scorers and Timers - Home Games Per Event $70
Scorers and Timers - Away Games Per Game $62
Scorers and Timers - Away Games Per Event $80
Game Manager Per Event $85
Game Security Per Event $70
Hourly Rates Per Hour

Intramurals Per Hour $30
Fitness Center Per Hour $30
Strength and Conditioning Coach Per Hour $35
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Fine Arts Positions and Indexes
Class A
Band
Director – 2.1
Assistant – 1.2
Front Advisors – 0.8
Show Design – 0.8
Show Assistant – 0.7
Class B
HS Musical HS and MS School Play
Director – 1.2 Director – 0.8
Orchestra – 1.0 Costumer – 0.5
Chorus – 1.0 Technician – 0.3
Choreographer – 0.5 Set Design – 0.3
Costumer – 0.5
Technician – 0.3 Stage Manager
Set Design – 0.3 HS – 0.5
MS – 0.5
Class C
HS Chorus – 0.6
HS Orchestra – 0.6
Hourly Rates
MS Band/Chorus/Orchestra – $25 per hour
Publications, Advisors, and Other Positions and Indexes

Class A
Publications
HS Yearbook – 1.3
MS Yearbook – 1.0
HS Newspaper – 1.0
MS Newspaper – 1.0
Class B
Student Council HS – 1.0
Student Council MS – 0.6
TSA Advisor HS – 1.0
TSA Advisor MS – 1.0
National Honor Society – 1.0
Science National Honor Society – 0.7
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Class C
Prom Advisor – 0.7
HS Literary Magazine – 0.7
Class Advisor 11th & 12th – 0.4
Class Advisor 9th & 10th – 0.3
Quiz Bowl – 0.4
Scholarship Coordinator – 0.3
Commencement – 0.2
HS TV Studio Advisor – 0.3
MS TV Studio Advisor – 0.3
Science Olympiad – 0.3
Envirothon – 0.3
Tri-M Music Honor Society – 0.2
Model UN – 0.3
Mock Trial – 0.3
Hourly Rates
Professional Curriculum and Detention Rate
$36 per hour in 2024 – 2025
$37 per hour in 2025 – 2026
$38 per hour in 2026 – 2027
$39 per hour in 2027 – 2028
$40 per hour in 2028 – 2029
Administrative Assistant/District Positions and Indexes

Faculty Manager – 2.0
Equipment Manager – 1.0
Head Teacher Elem – 1.0
Team Leader – 1.1
Wellness Coordinator – 0.2
Department Chair – 1.1
HS CVVA Coordinator – 1.1
40
APPENDIX D: INSURANCE PROTECTION
A. Insurance
The Board agrees to select appropriate insurance carriers to provide the following health
care insurance. It is expressly understood that all insurance is provided under and subject
to the terms and conditions of said policies and these policies are incorporated herein and
made a part of this Agreement.
(1) Life
Group term life insurance, with accidental death and dismemberment shall be
provided for each full-time employee at $50,000.
(2) Dependent Spouse Rule
A dependent spouse who is eligible for coverage under his/her employer’s plan,
but elects not to enroll, is not eligible for primary coverage under Conestoga
Valley’s plan. The primary coverage exception is for plans where spouse must
pay for fifty-one percent or more of the plan. “Eligible” means coverage is
available but is declined by the spouse for some reason. If the spouse elects to
enroll in his/her employer’s plan, the employee may elect secondary coverage for
the spouse under Conestoga Valley’s plan, and Conestoga Valley will coordinate
benefits as a secondary payer subject to the following premium payment
provisions. If the dependent spouse is enrolled with the Conestoga Valley
healthcare plan as the secondary coverage provider, the cost to the employee will
be $2625 per year and said payment shall be withdrawn directly from the
employee’s paycheck in equal installments.
(3) Healthcare Plan

(a) Employees will be provided with a Qualified High Deductible Healthcare
Plan (QHDHP). The deductible will be $2,000 for employee only
coverage and $4,000 for family coverage. The QHDHP Benefits Summary
is attached hereto.
(b) The Board shall have the right to establish direct contracts with healthcare
providers to establish lower rates and, where applicable, decreases in or
waivers of deductibles and/or copays, so long as such changes do not
impact the status of the QHDHP under applicable IRS provisions. A
direct contract between the Board and a healthcare provider may consist of
the Board paying the healthcare provider a set amount, per covered
employee per month, the intent of which is to achieve lower health care
costs while maintaining or improving the quality of care for covered
employees and their dependents. Participation by covered employees and
their dependents in Direct Contract Incentives shall either be voluntary or
mandatory, shall require the consent of the Association and shall not
reduce coverage or services.
(c) Consistent with the provisions of subparagraph (b) above, the Board shall
enter into a Direct Incentive Contract with PriceMDs, which shall be
mandatory for covered employees and their dependents. Covered
employees and their dependents are required to use Price MDs for all
41
Schedule C medications. Schedule C medications may change from time
to time, at the direction of PriceMDs.
(4) Health Savings Account (HSA)
(a) The Board shall fund the Health Savings Account as a match of up to fifty
percent (50%) of the deductible.
(b) The matches shall be made on or about May 31st of each school year.
(c) A Health Reimbursement Account (HRA) will be offered to those
employees that are ineligible for an HSA as per IRS guidelines.
(d) New employees initially enrolled in the District’s QHDHP Plan on or after
the effective date of this Agreement shall be eligible for employer
contributions into their HSA account (or HRA account, where applicable)
in the amount of 100% of their applicable QHDHP Plan deductible for
their initial plan year of enrollment only. This contribution for new
employees will be made on or about 90 days after the start date.
Thereafter, for each plan year employees are enrolled in the District’s
QHDHP Plan said employees shall only be eligible for employer
contributions based on the chart in Section (a) above.
(5) Employee Premium Share Contribution
(a) Employee premium contributions shall be set. Lower contribution levels
will be available to employees who accomplish wellness goals, which
shall be established by mutual agreement of the Board and the
Association. The contribution will be three (3) percent for employees who
have accomplished the wellness goal and nine (9) percent for employees
who have not accomplished the wellness goal.
(b) Employees shall be permitted to change health care plans during open
enrollment period and will enter their new plan in the existing contract
year.
(c) Employees who return to Conestoga Valley after a leave may use the
wellness criteria from their last year worked to earn the wellness discount
on the employee premium share.
(d) All other benefits shall remain unchanged unless noted otherwise in this
Agreement.
(6) Retirement Coverage
The Board agrees to permit group hospitalization under its group plan for
employees retiring prior to qualifying for alternative medical coverage where said
employees are eligible for superannuation or have at least 25 years of service
under the Public School Employees' Retirement Code. Coverage will be optional
and will not include life insurance and will terminate at the end of the month in
which the employee becomes eligible for alternative medical coverage. Retiring
employees will be able to purchase dental coverage until they become eligible for
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alternative medical coverage. Coverage will also terminate upon non-receipt of
amounts due within thirty (30) days of due date. The employee is eligible to
continue the coverage on the family unit if there is a history of their prior
coverage. A spouse will be covered until the spouse is eligible for termination for
the same reasons retirees are no longer eligible for the plan as identified in the
plan booklet. Dependent children are covered only as long as they are eligible as
a dependent as defined by the plan booklet. Spouses or dependents may not be
added after retirement nor included for this provision unless covered at the time of
written notification to the Superintendent of intent to retire. The total cost of the
insurance will be at the employee's expense payable to the Board on a monthly
basis. The Board has the sole right to waive any of the above in extenuating
circumstances.
(7) Dependent’s Coverage
The Board shall enroll all employees of the bargaining unit and their dependents,
regardless of other insurance coverage, unless the employee requests a waiver.
Also, see special provisions on Article XII, Section A(9) concerning waiver of
coverage.
Married couples employed by Conestoga Valley School District shall be entitled
to cross coordination of their benefits.
(8) Income Protection
In the event of a prolonged period of illness which is not due to an occupational
sickness or injury, and which is not covered in whole or in part by worker’s
compensation, the Board will provide extended sick leave payments to full-time
teaching employees under and subject to the following conditions:
(a) Only full-time teaching employees who have been employed by the Board
for one (1) full school year shall be eligible for this benefit.
(b) The teacher must first have exhausted his or her sick leave benefits as
provided in the Pennsylvania School Code.
(c) To be eligible for this coverage, the employee must be absent a minimum
of five (5) consecutive school days regardless if these five (5) days are
covered by sick leave or not.
(d) Reimbursement shall be at the rate of fifty percent of salary (days on
which the teacher would normally be paid had he or she worked).
(e) The maximum total payment per employee under this provision shall not
exceed three hundred eighty (380) school days nor more than one hundred
and ninety (190) school days in any one school year affected.
(f) Coverage under this provision shall not extend beyond the employee’s
retirement date and persons on leaves of absence which are not paid by the
board, whether covered under the terms of this Agreement or not (e.g.
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retirement disability, unpaid child rearing leave, unpaid educational leave,
etc.), shall not be eligible for any benefit hereunder.
(g) The Board will, at its discretion, require a doctor’s written verification
with respect to the beginning and termination of the illness or injury. The
Board also reserves the right, at its discretion, to use a school physician for
such certification.
(h) Where possible, all payments under this provision shall be paid at the
same time the teacher’s normal salary would otherwise have been paid.
B. Dental
The employee will contribute $26 per year for individual coverage or $52 per year for
employee and dependent dental coverage. A dependent for dental insurance is defined as
under 19 years old or a full-time student. Employee deduction is authorized for payroll
deduction per paycheck for the employee share of the cost of coverage.
Dental Treatment Costs

Dental Services
Paid By Insurer Paid By Patient
Diagnostic 100% 0
Denture Repair 100% 0
Preventive 100% 0
Restorative – Simple 100% 0
Restorative – Major 80% 20%
Oral Surgery 80% 20%
Endodontic 80% 20%
Periodontic 80% 20%
Prosthodontics 50% 50%
Orthodontics 50% 50%
Deductible – There is a deductible of $25 per person for anyone who utilizes the
orthodontics coverage. Otherwise, there is no deductible in this plan.
Maximum – The maximum dental coverage is $1,500 per calendar year, per person.
The Board will provide dependent dental identical to the employee plan.
44
C. Vision
The Board will reimburse the employee, his/her spouse, and his/her dependent children
for vision care expenses for 50% of the expenses incurred each year (July 1 through June
30) up to a maximum cost to the Board per year, per family as seen in the chart below.
Reimbursement shall be limited to payment for examinations, contacts and/or glasses.
Maximum Cost to
Year
the Board
2024-2025 $500
2025-2026 $600
2026-2027 $700
2027-2028 $800
2028-2029 $800
D. Disputed Claims
The Board agrees to provide insurance coverages as outlined above. Payment of claims
based on these coverages shall not be subject to the grievance procedure but may be
appealed only as outlined in the insurance plan.
Insurance coverages are per date of new contract and subject to current administrator’s
determination.
E. Benefits for Retirees and Resignees
(1) Benefit-eligible employees who retire or resign after working for the entirety of the
regular school year (as defined in Article VI(A) of the Collective Bargaining
Agreement) shall be eligible to continue their existing District-paid medical,
prescription drug, and dental benefits at the employee premium rate charged to
active employees without interruption until the day before the first district-wide
professional development day of the next school year.
(2) These rights shall accrue to all employees who retire or resign upon performance
of the following:
(a) The employee actively worked, was on an approved leave of absence or
some combination thereof, for the entirety of the regular school year
immediately before the effective date of his/her retirement/resignation;
(b) The employee was enrolled as a participant in the medical/prescription
drug, and dental plans during the regular school year immediately before
retirement/resignation for which he/she is seeking the extended coverage
contemplated herein;
(c) The employee must pay all applicable employee premium contributions for
his/her extended medical/prescription drug and dental coverage either
through authorized payroll deduction or a lump-sum payment by check by
45
no later than June 30th. Employees shall be placed automatically on payroll
deduction if they do not submit a lump-sum payment by June 30th.
(d) A benefit-eligible employee shall not be eligible for the extended health
and/or dental insurance coverage under Paragraph (1) if he/she is eligible
for Medicare coverage at the time of retirement/resignation. A benefit-
eligible employee shall not be eligible for the extended health and/or dental
insurance coverage under Paragraph (1) if he/she begins employment
elsewhere and is eligible or has received employer provided health care
coverage.
(e) If an employee is benefit-eligible at the time of retirement/resignation, and
becomes Medicare eligible or becomes eligible for employer provided
health care coverage at some time prior to the day before the beginning of
the next school year, extended District-paid coverage provided herein shall
be terminated as of the date he/she becomes Medicare eligible or becomes
eligible for employer provided health care coverage.
(f) A benefit-eligible employee who retires or resigns shall not be eligible to
receive any District-provided monetary contributions that may occur on or
after July 1st made to a Health Saving Account, Health Reimbursement
Account or similar accounts. The district provided monetary contributions
are benefits intended for the next school year, which commences after the
employee’s retirement or resignation.
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APPENDIX E: CONESTOGA VALLEY ONLINE COURSES
A. Online courses
(1) An online course is defined as the use of technology for the instruction of a class
with pre-determined lessons, activities, and assignments taught through the
Internet. Online courses are often part of the Conestoga Valley Virtual Academy
(CVVA).
(2) All online courses shall be taught by highly qualified bargaining unit employees
or school district administrators unless no such employee has the proper teaching
certification for the course or is interested in the position.
(3) Online courses will be offered to the professional employees for a stipend and on
a voluntary basis when outside the regularly assigned course load. They may also
be offered as part of the regularly assigned course load as determined by the
District.
(4) The Board and the Association agree that no bargaining unit employees(s) shall
be furloughed as a result of the District’s creation of an online learning program.
(5) To promote success of the online program, the District shall provide appropriate
technology and the training necessary to create and implement courses.
Compensation for any training that falls outside the normal workday or work
year, as defined in the Collective Bargaining Agreement, shall be in accordance
with the Professional Curriculum Rate, as set forth in the Collective Bargaining
Agreement.
(6) In accordance with ACT 82, online students will be attributed to their teacher of
record. If online instructors are not meeting instructor guidelines, the Board has
the right to document the unmet guidelines and/or remove the instructor from the
program in accordance with the just cause provisions of the CBA.
(7) The Board will work with the Association to address any additional issues,
modifications or adaptations that emerge as a result of participating in an online
learning program.
(8) All meetings between online instructors and parent(s), guardian(s), and/or
student(s) shall take place on school grounds and recommended during school
hours in a space provided by the Board for such meetings.
B. Instruction Outside of Contractual Day
(a) The rate of compensation for instructing an online course that is in
addition to the employee’s traditional workload shall be $350 per student
per 1 credit course (18 weeks), $700 per 2 credit course (36 weeks), $175
per ½ credit course (9 weeks), and $233.33 per trimester course (12
weeks).
(b) Teacher compensation will be prorated based on student completion of a
course.
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(c) Teachers who teach online courses outside of the contractual day will have
a maximum of 25 online students on their caseload at any one time unless
the teachers volunteer to have additional students.
C. Instruction within Contractual Day
(1) The Board will attempt to assign the online course to be either the first or the last
block/period of the school day.
(2) Teachers will have a maximum of 25 online students on their caseload per class
period at any one time.
(3) Teachers will teach no more than 3 different online courses in one class period.
(4) Different levels of the same online course (e.g. traditional biology and general
biology) are not considered different courses for payment purposes.
(5) If a teacher’s online caseload or number of different online courses goes over the
parameters above, they will be paid at the rate specified in Section B above.
D. Responsibilities of CVVA Advisor
(1) CVVA Advisor responsibilities will be placed within their schedules with no
additional payment required. The CVVA Advisor will not be assigned a larger
caseload than 150 full-time students. CVVA Advisors will be paid for any
additional students who do not fit within scheduled periods of the advisor’s
schedule. This caseload will be evaluated at the request of either the CVVA
Advisor or the administration.
(2) The CVVA Administrator can approve up to 24 hours at curriculum rate at the
start of the academic year and up to 24 hours at the end of the academic year for
CVVA Advisor duties.
E. Responsibilities of Teachers of Online Courses
(1) Whenever possible, teachers will be assigned online courses as part of their
contractual day. Teachers will use that time to work on various needs of
facilitating learning through the online provider.
(2) Teachers of online courses may be assigned to cover the Online Café. This duty
shall be equitably divided among teachers who have online courses during that
block or period unless otherwise mutually agreed upon.
F. Teacher Pay for Online Summer School Courses
(1) Summer school credit recovery will typically run for six weeks. Since online
credit recovery is mastery based, students may not need to participate all six
weeks. In some rare cases administration may approve up to three (3) weeks on a
case-by-case basis.
(2) The teachers will be paid $100 per student enrolled in credit recovery courses
prorated at forty percent or above.
48
APPENDIX F: JOB SHARE
A. Reasons for Job Share

Job share situations may only be requested for specific reasons:
1. Child rearing
2. Personal illness
3. Care of sick parent, child, or spouse
4. Special circumstances as approved by the Superintendent and School Board
B. Duration of Job Share
The total duration of job share situations will be limited to a defined number of years, per
employee:
1. Four years for child rearing not to exceed two separate terms
2. Two years for any type of health-related reason
3. Special circumstances as approved by the Superintendent and Board
4. Each employee will be eligible for only one job share experience, which can
include two separate terms not exceeding four years.
C. Description of Job Share
(1) A job share situation will consist of a permanent employee and a long-term
substitute who share the permanent employee’s full-time teaching position. If two
permanent/full-time employees request to share one teaching position, then a
substitute teacher will fill the remaining percentages of the two permanent
positions as a full-time substitute.
(2) No long-term or full-time substitute teacher will have a permanent claim to a
Conestoga Valley position. If two permanent employees share one teaching
assignment, then the full-time substitute teacher filling the remaining percentages
of their original positions will not have a permanent claim to a Conestoga Valley
position.
(3) All permanent employees involved in a job share situation at Conestoga Valley
shall be paid on a part-time percentage or prorated basis according to the
Agreement and the part-time formula established by the Board. All substitutes
will be reimbursed in a similar manner according to the salary level approved by
the Board.
(4) All job share requests must be approved by the administration, and the
Superintendent must approve the final scheduling arrangement. In all cases, the
administration will have the final decision in any scheduling matters related to a
job share situation. The job share program should not dictate constraints or impact
negatively on the educational program in any way.
(5) Assignments will be reviewed on a case-by-case basis annually. Participants must
request in writing each spring to continue in this program for the next academic
49
year. Unless special circumstances exist (and only then with the approval of the
Superintendent), job share requests will not be considered for implementation in
the middle of a school year.
(6) All members of a job share situation will be required to attend all faculty
meetings, grade level meetings, department meetings, parents’ nights, in-service
days, parent conferences, and all other appropriate responsibilities as designated
by the administration.
(7) As a general rule, employees in a job share situation will not qualify for fringe
benefits. Any district employee in a part-time assignment must hold at least 80%
of a full-time position to receive fringe benefits. District employees in a part-time
assignment below 80% of a full-time position will only be eligible for tuition
reimbursement and child rearing leave. State retirement service may also be
credited to such district employees based on the amount of time worked and the
standards set by the PSERS.
(8) With any requests involving health reasons in applying for a job share situation,
the Board will require a letter from the employee’s doctor certifying the health
conditions and supporting the job share request. The Board also reserves the right
to request a second doctor’s opinion at the Board’s expense.
(9) At the end of the designated time period for a job share, the permanent employee
must return to full-time service or resign the full-time contract.
(10) The administration will endeavor to implement this program in the best interest of
students and the educational program. In such a light, the administration will
strive to limit the impact of job share situations to the primary grades to ensure
consistency of instruction as much as possible for that age group. The
administration also reserves the right to limit the impact of job share situations
when necessary, in any grade level or school.
(11) All substitutes will be recruited and recommended for Board approval by the
administration.
(12) The administration reserves the right of assignment in all situations.
(13) The administration, when requested by the employee, shall provide an explanation
in writing as to the rationale for any actions related to these Job Share Guidelines
within ten (10) business days of the employee’s request.
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SUMMARY OF LUMINARE HEALTH QHDHP MEDICAL PLAN
EFFECTIVE 7/1/2024
IN-NETWORK OUT-OF-NETWORK
PLAN FEATURES COVERAGE COVERAGE
Benefit Period July 1st thru June 30th
Deductible (per benefit period)
This is an aggregate deductible. Once
family deductible is met, all family
members will be considered as having $2,000 Individual $4,000 Individual
met their deductible. There is no $4,000 Family $8,000 Family
individual deductible to satisfy within the
family.
Coinsurance 100%; after deductible 80%; after deductible
Out of Pocket Limit (per benefit period)
Once met plan pays 100% coinsurance None $3,000
for remainder of the benefit period. None Individual
$6,000 Family
Total Maximum Out of Pocket (per
benefit period)
Includes deductible, coinsurance, copays,
prescription drug cost sharing and other
qualified medical expenses. For Network
only - Once met plan pays 100% of
covered services for remainder of the
$2,000 Individual Not Applicable
benefit period. If enrolled in the family
$4,000 Family Not Applicable
plan the entire family TMOOP must be
satisfied before claims will pay at 100%
for remainder of the benefit period.
There is no individual TMOOP to satisfy
within the family
51
OUT-OF-NETWORK
PREVENTIVE CARE IN-NETWORK COVERAGE COVERAGE
Routine Adult Physical
Exams/Immunizations Covered 100%, deductible waived 80%; after deductible
Routine Well Child Exams Covered 100%, deductible waived 80%; after deductible
Routine Well Child Immunizations Covered 100%, deductible waived 80%; deductible waived
Routine Diagnostic Services &
Procedures (Adult & Child) Covered 100%, deductible waived 80%; after deductible
Routine Gynecological Exams,
including Pap Test Covered 100%, deductible waived 80%; deductible waived
Routine Mammograms Covered 100%, deductible waived 80%; after deductible
Colorectal Cancer Screening Covered 100%, deductible waived 80%; after deductible
OFFICE/CLINIC/URGENT CARE OUT-OF-NETWORK
VISITS IN-NETWORK COVERAGE COVERAGE
Retail Clinics Covered 100%; after deductible 80%; after deductible
Primary Care Office Visits Covered 100%; after deductible 80%; after deductible
Specialist Care Office Visits Covered 100%; after deductible 80%; after deductible
Urgent Care Center Visits Covered 100%; after deductible 80%; after deductible
Telemedicine Covered 100%; after deductible Not Covered
OUT-OF-NETWORK
DIAGNOSTIC PROCEDURES IN-NETWORK COVERAGE COVERAGE
Basic Diagnostic Services
(standard imaging, diagnostic Covered 100%; after deductible 80%; after deductible
medical, lab/pathology, allergy
testing)
Advanced Diagnostic Services
Covered 100%; after deductible 80%; after deductible
(MRI, CAT, PET scan, etc.)
OUT-OF-NETWORK
EMERGENCY MEDICAL CARE IN-NETWORK COVERAGE COVERAGE
Covered 100%; after in-
Emergency Room Services Covered 100%; after deductible network deductible
Emergencies -Covered
100% after in-network
deductible;
Ambulance - Emergency & Non-
Covered 100%; after deductible Non-emergencies - 80%
Emergency
after out-of-network
deductible for non-
emergencies
52
HOSPITAL & MEDICAL/SURGICAL IN-NETWORK OUT-OF-NETWORK
EXPENSES COVERAGE COVERAGE
Hospital Inpatient
Covered 100%; after deductible 80%; after deductible
Hospital Outpatient Covered 100%; after deductible 80%; after deductible
Maternity Coverage (non-preventative
facility &professional services) Covered 100%; after deductible 80%; after deductible
Includes Dependent Daughter
Medical Care/Surgical Expenses Covered 100%; after deductible 80%; after deductible
MENTAL HEALTH/SUBSTANCE IN-NETWORK OUT-OF-NETWORK
ABUSE COVERAGE COVERAGE
Inpatient Mental Health Services Covered 100%; after deductible 80%; after deductible
Inpatient Detoxification/Rehabilitation Covered 100%; after deductible 80%; after deductible
Outpatient Mental Health Services Covered 100%; after deductible 80%; after deductible
Outpatient Substance Abuse Services Covered 100%; after deductible 80%; after deductible
THERAPY & REHABILITATION IN-NETWORK OUT-OF-NETWORK
SERVICES COVERAGE COVERAGE
Physical Medicine Covered 100%; after deductible 80%; after deductible

Limit: 104 visits/benefit period aggregate with speech and
occupational therapy
Respiratory Therapy Covered 100%; after deductible 80%; after deductible
Speech Therapy Covered 100%; after deductible 80%; after deductible

Limit: 104 visits/benefit period aggregate with physical
medicine and occupational therapy
Occupational Therapy Covered 100%; after deductible 80%; after deductible

Limit: 104 visits/benefit period aggregate with physical
medicine and speech therapy
Spinal Manipulation Therapy Covered 100%; after deductible 80%; after deductible
Limit: 36 visits/benefit period
Other Therapy Services
(Cardiac Rehab, Infusion Therapy, Covered 100%; after deductible 80%; after deductible
Chemotherapy, Radiation Therapy,
Dialysis)
53
IN-NETWORK OUT-OF-NETWORK
OTHER SERVICES COVERAGE COVERAGE
Covered 100%; after
Allergy Extracts & Injections deductible 80%; after deductible
Autism Spectrum Disorder (including Covered 100%; after
Applied Behavioral Analysis) deductible 80%; after deductible
Infertility Counseling, Testing &
Treatment
Covered 100%; after
80%; after deductible
Coverage for correction of physical or deductible
medical problem associated with
infertility
Dental Services Related to Accidental Covered 100%; after
Injury deductible 80%; after deductible
Covered 100%; after
Diabetes Treatment deductible 80%; after deductible
Durable Medical Equipment, Orthotics Covered 100%; after
and Prosthetics deductible 80%; after deductible
Covered 100%; after
Home Health Care deductible 80%; after deductible
Limited to 90 visits per benefit period aggregate with visiting
nurse
Covered 100%; after
Hospice Care deductible 80%; after deductible
Covered 100%; after
Oral Surgery deductible 80%; after deductible
Covered 100%; after
Private Duty Nursing deductible 80%; after deductible
Limited to 240 hours/benefit period
Covered 100%; after
Skilled Nursing Facility deductible 80%; after deductible
Limited to 100 days/benefit period
Covered 100%; after
TMJ deductible 80%; after deductible
Covered 100%; after
Transplant Services deductible 80%; after deductible
Precertification Requirements Yes Yes
54
PHARMACY (Administered by OUT-OF-NETWORK
Express Scripts) IN-NETWORK COVERAGE COVERAGE
Prescription Drug Deductible
Integrated with medical
Individual deductible Not Applicable
Integrated with medical
Family deductible
Retail (31/60/90 - day supply)
Generic $0 copay after deductible Not Applicable
Brand $0 copay after deductible
Maintenance Medication through

Mail Order (90-day supply)
Specialty Medications (30-day
supply)
PHARMACY PROGRAM
INCLUDES:
Plan includes coverage for fertility agents, fluorine products, prescription smoking deterrents,
prescription vitamins and weight loss drugs.
Diabetic supplies and Contraceptive drugs/devices obtainable from a pharmacy.
Specialty Medications - Up to 30 day supply from specialty pharmacy vendor, Accredo.
Precertification required.
Prescriptions filled at a non-network pharmacy are not covered
For Additional information on the Prescription Drug Program call Express Scripts Customer
Service at
(844) 826-5576 or visit www.Express-Scripts.com
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CONESTOGA VALLEY SCHOOL DISTRICT

2110 HORSESHOE ROAD

2024-2025, 2025-2026, 2026-2027, 2027-2028, 2028-2029

CONESTOGA VALLEY BOARD OF EDUCATION

CONESTOGA VALLEY EDUCATION ASSOCIATION

ARTICLE II: NEGOTIATION OF A SUCCESSOR AGREEMENT

ARTICLE III: GRIEVANCE PROCEDURE

ARTICLE V: ASSOCIATION RIGHTS AND PRIVILEGES

ARTICLE VI: TEACHER WORK YEAR

A. School Work Year

ARTICLE VII: HOURS AND TEACHING LOAD

A. Professional Employee Day

ARTICLE VIII: PROFESSIONAL COMPENSATION

ARTICLE IX: INSURANCE PROTECTION

ARTICLE X: EDUCATIONAL LEAVE WITH PAY

ARTICLE XI: PROFESSIONAL DEVELOPMENT

ARTICLE XII: TEMPORARY LEAVES OF ABSENCE

ARTICLE XIII: UNPAID LEAVES OF ABSENCE

ARTICLE XIV: VACANCIES AND TRANSFERS

A. Request for Transfer

ARTICLE XV: LABOR-MANAGEMENT MEETINGS

ARTICLE XVI: MEMBERSHIP DUES DEDUCTION

A. Deduction from Salary

ARTICLE XVII: MISCELLANEOUS PROVISIONS

ARTICLE XVIII: DURATION OF AGREEMENT

ARTICLE XIX: SIGNATURES

Conestoga Valley Education Association Conestoga Valley School District

Year Bonus per PSERS Year

Salary Matrix Based on Index of Position and Step

Wrestling Field Hockey

Hourly Rates Per Hour

Publications, Advisors, and Other Positions and Indexes

Administrative Assistant/District Positions and Indexes

(3) Healthcare Plan

Dental Treatment Costs

A. Reasons for Job Share

Physical Medicine Covered 100%; after deductible 80%; after deductible

Respiratory Therapy Covered 100%; after deductible 80%; after deductible

Speech Therapy Covered 100%; after deductible 80%; after deductible

Occupational Therapy Covered 100%; after deductible 80%; after deductible

Maintenance Medication through

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