ABSA Summary of Benefits
- Association of Beaverton School Administrators
- 1.0 SALARIES
- 2.0 FAMILY HOSPITAL, MEDICAL AND VISION CARE
- 3.0 LONG TERM DISABILITY
- 4.0 LIFE INSURANCE
- 5.0 ABSENCES AND LEAVES
- 6.0 SUBSTITUTES FOR ADMINISTRATORS
- 7.0 TUITION REIMBURSEMENT AND PROFESSIONAL DEVELOPMENT
- 8.0 OTHER BENEFITS
- 9.0 RETIREMENT BENEFITS
- 10.0 RETIREMENT PLANNING FINANCIAL PRODUCT(S)
- CONTRACT FRONT/SIGNATURE PAGE
The purpose of this document is to list and briefly summarize the benefits which are provided to Beaverton School Administrators and Eligible Retired Administrators through Board policy, administrative regulations, the Confer and Consult process with the School Board, administrative practice, and Oregon Revised Statutes. Administrators are encouraged to examine the appropriate documents as referenced in the index, when further details are desired. The term “administrator”, as used in this document, includes all management personnel, both classified and certificated.
Salaries are determined through the Confer and Consult process by the School Board and the Association of Beaverton School Administrators. Administrative salaries are based on a point system applied to posi- tion descriptions. The system was implemented by the School Board with the assistance of Norman D. Willis and Associates, salary consultants, in 1977. A request was discussed during the Confer and Consult process in June 2001 for a reexamination of the points applied to administrative positions. As of July 1, 1998, administrators are placed at either 96% or 100% of control point on the administrative salary and will move toward control point.
Salary will be assigned as follows:
Salaries are paid by direct deposit, in accordance with the district’s payroll schedule.
In addition to salary, the district pays the employer portion of PERS and the social security contribution.
Full family medical, vision and dental coverage is available for each administrator. Administrators may choose between the District offered plans.
• Commencing July 1, 2019 the maximum annual District premium contribution for each full-time administrator shall be $1726 per month ($20,712 annually).
• Administrators shall be responsible through payroll deduction for that portion of the premiums which exceed the District contribution. No later than May 1 of each plan year ABSA shall determine what plan changes, if any, will be made in any plan to be offered. If a change in carrier is contemplated, the insurance carriers will be determined by a competitive bidding process to be completed by May 1 of each plan year.
• Coverage for new administrators will commence the first of the month following the date of hire (i.e. first day worked) or the month thereafter, provided they complete an application for coverage prior to the time coverage is to go into effect and it is received by the Human
Resources Department within 30 days of their date of hire. Health premiums will automatically be pre-tax unless employees opt-out in writing.
• Separation of Employment and Insurance Coverage:
If an administrator is separated from employment prior to the end of a school year, the District’s pay- ment of premiums for the employee’s coverage shall cease as of the last day of the month he/she is employed.
• Administrator retirees may purchase District insurance up until age 65 or Medicare eligible at the rates set by the District. Retirees will be subject to revisions in insurance offerings and costs implemented by the District.
• Insurance Committee:
During the term of this Agreement, ABSA will actively participate with the District’s Insurance Committee. ABSA will appoint up to three (3) representatives. The Insurance Committee will study and may recommend to the parties methods to contain costs in the group insurance benefits. Substantive changes are subject to ratification by the School Board and the consultation with membership of ABSA.
• Section 125:
The District agrees to offer a Section 125 flexible spending account. The plan will allow administrators to defer tax on the maximum income allowed by law and for all purposes allowed by law. The Insurance Committee will select and monitor the plan.
A district-paid income replacement and disability insurance program is provided for each administrator, subject to the terms and conditions of the plan. The maximum monthly benefit is two-thirds of the monthly salary after a waiting period of 90 days. Income from other sources, including earnings from the district or other employers, social security, and/or PERS disability payments, unemployment compensation, and Workers’ Compensation, will offset long-term disability benefits.
District-paid group term life insurance coverage is provided for each administrator, subject to the terms and conditions of the plan. The face value of the policy is two times the administrator’s annual salary rounded to the nearest $1,000. Administrators who are hired as Beaverton School District administrators on or after July 1, 2004, and who retire from the District will pay the true cost of the District life insurance. Administrators hired before July 1, 2004, will be grandfathered at the rate of $ .268 per thousand.
5.01 Sick Leave
For illness or non-job-related injury, each administrator is provided one day of sick leave per month for each month of employment up to 12 days per year, prorated from the first day of employment. Unused sick leave is accrued and carried forward from year-to-year.
Upon expiration of accumulated sick leave, the employee shall be granted additional sick leave compensation according to his/her years of experience within District. The following schedule will apply only once during an employee’s career with the District.
a. 1-5 years of District 48 experience: two-thirds salary for five days
b. 6-10 years of District 48 experience: two-thirds salary for ten days
c. 11 or more years of District 48 experience: two-thirds salary for twenty days
Any sick leave days at two-thirds pay used during one of the above periods (e.g., 1-5 years District experience) will be subtracted from the days available during another period (e.g., 6-10 years of District experience). Thus, an employee who used 5 days sick leave at two-thirds pay under this policy during his/ her first 5 years of District service would be eligible for an additional 5 days of sick leave at two-thirds pay when he/she reached 6-l0 years of experience with the District. This additional non-accumulative sick leave shall not apply to the calculation of retirement benefits under ORS 237.153.
An administrator shall have the right to use paid accumulated sick leave for parental leave during the first 12 weeks after the birth or adoption of a child, reduced by any period of leave taken by the other
parent, if that parent is a district employee. Such leave shall be subject to Oregon Law. The administrator requesting such leave shall give at least 30 days notice except in extenuating circumstances.
5.02 Emergency and Personal Business Leave
Five days of emergency non-accumulative paid leave are provided per year and reported through the District reporting system. Within the five emergency days, one day may be used for personal business leave. Other appropriate uses include religious observances, adoption, inclement weather, critical illness or injury of a family member, and bereavement. After exhaustion of the emergency leave to which the administrator is entitled, requests for up to an additional five (5) days of paid emergency leave will
be considered for the critical illness or death of an immediate family member which would require a prolonged absence from work.
5.03 Leave for Professional Purposes
Time for attendance at job-related professional development, course work and conferences is provided.
5.04 Jury and Subpoena
Time is provided from work for jury duty or subpoena as a witness without loss of pay. Any pay received for these services must be forwarded to the district, but the administrator may retain mileage fees and expense compensation.
5.05 Temporary Military Leave
The District will pay for up to fifteen days of military leave per calendar year without loss of pay or vacation if the District is given at least five days’ advance notice of the need for leave.
5.06 Administrator Absence Reporting
Administrators are responsible for reporting all absences on the District’s reporting system, absence verification and by notifying their supervisor. As an exempt (from overtime) employee, administrators must report any absences in excess of two hours, e.g. doctor or dentist appointments, personal business, etc.
5.07 Temporary Disability Leave
Administrators may be provided temporary leave for medical reasons which do not qualify under sick leave pay or when sick leave has been exhausted. Such leave is granted without pay and under specific criteria of the Family Medical Leave Act (FMLA) and/or the American with Disabilities Act (ADA) and/or any other applicable state or federal policy.
5.08 Extended Military Leave
The District complies with the Uniformed Services Employment and Reemployment Rights Act (“USERRA”) and employees on military leave will be reemployed consistent USERRA.
5.09 Leave for Child Adoption
Up to five (5) days of emergency leave may be taken to make arrangements for the placement of adopted children in the employee’s home and under specific criteria of the FMLA and/or any other applicable state or federal policy.
5.10 Personal Leave
Leave without pay may be granted for personal reasons.
Administrators are provided up to an equivalent of 10 semester hours equal to the usual and customary tuition rates for 10 semester hours at the University of Portland rate. Prior approval must be given by the supervisor for tuition expenditures. Tuition reimbursement allocation is for a three-year period beginning with date of hire.
Workshops, conferences, seminars and other activities relative to the administrator’s job, approved in advance by the supervisor, may be paid for with tuition reimbursement. The money can be used for registration, travel, lodging, meals and other related expenses. It is incumbent upon the administrator to demonstrate the appropriateness of the conference he/she plans to attend. These monies are to be dedicated to conferences, seminars or workshops of at least one half-day in length per single topic.
Total reimbursement for workshops, conferences or seminars will not exceed tuition expenses calculated by the cost of a single graduate unit times 10 using the University of Portland cost per semester hour
as a base figure. The monies available for an administrator will be calculated each year and the unused portion determined by using the current cost per unit hour.
Reimbursements for expenses other than tuition and registration must adhere to District guidelines and may not exceed established District rates. Items provided by the conference or seminar (such as meals, lodging, etc.) are not reimbursable.
8.01 Administrative Work Year
Administrator contracts are for 255 days, over twelve months (July 1 to June 30). Approximately five days of winter holiday closure are non-paid and non-work days. For the remaining winter break and spring break days, administrators have the choice of working or declaring vacation.
(a) Administrators are awarded 24 unearned vacation days (192 hours) on July 1 of each year. If the administrator is on unpaid status, the administrator forfeits rights to any unearned vacation and must repay any used but unearned vacation. Use of vacation requires prior approval of the supervisor.
(b) Repayment of Unearned Vacation: Upon termination of employment, it shall be the responsibility of the administrator to repay to the district all used, unearned vacation, pursuant to a written agreement the administrator must sign to take vacation that has not yet been earned.
(c) Vacation Carryover: Vacation is credited to administrators per item (a) above. After June 30, all earned but unused vacation in excess of 48 days (384 hours) will be deleted from the administrator’s vacation balance.
(d) Reporting Vacation Use: Administrators are responsible for reporting all vacation use through the District’s reporting system, absence verification and by notifying their supervisor.
(e) Payment for Unused Vacation: Administrators may carry a maximum of 48 days (384 hours) of earned vacation after June 30 in addition to vacation credited to administrators per item (a) above.
Up to five days (40 hours) of earned but unused vacation in excess of 48 days will be exchanged for additional salary in August at the per diem rate. If no vacation is lost, no additional pay will be received.
Upon termination of employment with the district, payment for unused vacation time is limited to a maximum of 48 earned but unused vacation days. See item (f) below.
(f) Retiring: For purposes of PERS calculation, administrators may choose to receive payment for a maximum of 48 days (384 hours) of earned, unused vacation time in December if they have declared their intent to retire during the ensuing calendar year. For example, if retirement is anticipated on July 1, the administrator may request to be paid for accrued vacation time in the previous December. Those wishing to exercise this option should notify the Chief Human Resource Officer in writing by December 1. Additional vacation time, up to a maximum of 24 days (192 hours), is reimbursable at the time of retirement.
Ten paid holidays as designated by the District are provided each fiscal year. The holidays are:
• Fourth of July • Christmas
• Labor Day • New Year’s Day
• Veteran’s Day • Martin Luther King Day
• Thanksgiving Day • President’s Day
• Day following Thanksgiving Day • Memorial Day
8.04 Mileage Reimbursement
Administrators will be given a $100 per month stipend to cover monthly mileage expenses, or on an annual (July 1) basis, they may elect to submit for mileage reimbursement at the current IRS rate.
Administrators are encouraged to submit these on a monthly basis.
8.05 Cell Phones
A monthly stipend of $60 for a cell phone for business use will be provided to each administrator. It is understood by accepting this stipend that each administrator will have a cell phone for Beaverton School District business purposes.
8.06 Professional Dues
Funds are provided to pay professional dues to the Confederation of Oregon School Administrators and an appropriate national affiliation for each administrator.
8.07 Salary Deductions and Options
Salary deductions and options are available through the district Payroll Office. Examples are deductions for Tax Sheltered Annuities, Beaverton Education Foundation (BEF), United Way, ABSA Scholarships and others as approved by the district.
Administrators are expected to notify their supervisor and Human Resources at least 120 days prior to retirement.
9.01 Oregon Public Employees Retirement System (PERS)
Retirement benefits are provided through the Oregon Public Employees Retirement System (PERS) and social security. “PERS Members’ Handbook” should be consulted for extensive details about Oregon Public Employees Retirement Benefits.
9.02 Term Life Insurance
Term life insurance may, at the option of the retired administrator, be maintained under the following conditions:
• The Business Office will send out a premium schedule and procedures for payment to each retired administrator desiring to continue the life insurance option.
• Premiums are paid by the District and are reimbursed by the insured party (retired administrator). Failure to provide timely reimbursement will result in a loss of this benefit.
• The total actuarial cost of continuing to purchase life insurance from age 70 to 75 will be borne by the participant. Participation terminates when the insured party reaches age 75.
• The amount of term insurance is limited to the coverage the administrator had during the last year of regular employment.
9.03 Recontracting of Retired Administrators
Retired administrators may be selected for administrative assignments for a period of time each year, not to exceed allowable limits in PERS. Compensation will be at 90% of the maximum salary (annual salary ÷ number of contracted days = daily rate x .9 = adjusted daily rate x number of days worked) of the administrative assignment. Selection to continue work after retirement is at the discretion of the District.
9.04 Family Medical, Dental and Vision Care
Administrators, upon retirement and until eligible for Medicare, may purchase at his/her own expense any medical/dental/vision insurance plan offered to active administrators.
Each administrator will receive $100 per month that may be used to purchase a retirement financial product(s).
Each administrator will receive a 5% of salary Employer Plan Contribution in the form of a non-elective 403(b). The contribution is not counted as salary and is not subject to FICA and PERS. The contribution to a 403(b) plan is mandatory.