Substitute Teacher Collective Bargaining Agreement​

A.     Recognition

The District recognizes the Beaverton Education Association as the exclusive collective bargaining representative with respect to wages, hours, and conditions of employment for all licensed substitute educators employed by the Beaverton School District 48, excluding supervisory and confidential employees.

B.     Precedence of Agreement

This Agreement shall take precedence over any policies, rules, regulations, procedures, or practices of the District which shall be contrary to or inconsistent with its terms.

C.     Separability

Except as otherwise provided in this Agreement, should any Article, Section or Clause of this Agreement be declared illegal by a court or agency of competent jurisdiction, said Article, Section or Clause, as the case may be, shall be automatically deleted from this Agreement to the extent that it violates the law, but the remaining Articles, Sections and Clauses shall remain in full force and effect for the duration of the Agreement, if not affected by the deleted Article, Section, or Clause. Only subjects of the deleted provisions and the affected provisions shall be subject to further collective bargaining during the term of this Agreement with respect to the period covered by this Agreement.

D.     Negotiations

1. This agreement may be added to, deleted from, or modified only through the voluntary mutual consent of the parties, and any agreement reached shall be reduced to writing and signed by the parties as an amendment to the Agreement.
2. The parties agree to negotiate a successor agreement during the 2027-2028 school year. The parties will meet prior to December 1, 2027, to discuss the process, timelines, and other related concerns.
3. The time substitute teachers on the bargaining team spend in negotiations shall count toward the total amount of time required for insurance, salary incentive, experience or days needed for premium pay eligibility. The period spent in negotiations shall not be viewed as a break in a multiple day assignment of the designated substitute teacher.

E.     Copies of Agreement

There shall be four signed copies of the final Agreement for the purpose of records. Two shall be retained by the District and two by the Association. The BEA and the District will post the current Agreement on their websites.

F.     Termination of Agreement

In the event this Agreement has not been renewed, modified, or extended by the date on which it would otherwise terminate, the Agreement shall be automatically extended until such time as its successor is put into effect or until either party gives the other ten (10) days written notice terminating the Agreement.

G.     Duration and Effect of Agreement

1. This agreement shall be effective as of July 1, 2025, and shall continue in effect through the 30th day of June, 2028.
2. Any provisions with a monetary or budgetary effect are contingent on sufficient funds. Until
   sufficient funds become available, the compensation and insurance provisions contained in this Agreement in effect during the most recent school year shall continue on a day-to-day basis so long as, in the Board’s judgment, there are sufficient funds to operate the schools and provide for all other obligations.
3. It is understood that both parties have had an opportunity to make proposals and counterproposals on all negotiable issues during negotiations, and that this written Agreement reached as a result represents the total of all understandings between the parties for the contract term. However, informal meetings may be held between the Association and the School Administration to clarify questions of policy, with the understanding that such informal sessions are not to be considered as negotiations.

H.     Peaceful Resolution of Differences

In consideration of this Agreement and its terms and conditions, the Association, its officers,
representatives, and members of the bargaining unit shall not, during the term of this Agreement, engage in or condone any strike, slowdown, work stoppage or other concerted refusal to perform any assignment on the part of any employee(s) represented hereunder, nor shall the Association or its members take part in or condone “sanctions” against the School Board or other School District.

A.     Scope

The District hereby retains and reserves unto itself all powers, rights and authority, duties and
responsibilities conferred upon and invested in it by the laws of the Constitution of the State of Oregon. Such powers, rights, authority, duties, and responsibilities shall include but are not limited to:

1. The executive management and administrative control of the school system and its properties and facilities;

2. The selection and assignment of all substitutes.

B.     Limitations

The exercise of the foregoing powers, rights, authority, duties and responsibilities by the District, the adoption of policies, rules, regulations, and practices shall be limited only by the specific terms of this Agreement and then only to the extent that such specific terms are in conformance with the Constitution and laws of the State of Oregon.

The Association, as long as it is the recognized bargaining representative for licensed substitutes regarding employment relations, shall have the following rights:

1. The District agrees to meet monthly with the president of the Association or their representative(s) to discuss issues and concerns. It is understood that these meetings are not a continuation of negotiations.
2. The District will share licensed substitute resources via the District website. The District will collaborate with the Association on the substitute webpage content.
3. The District will email to the president and the vice president of the Association a copy of School Board agenda, minutes, and related information.
4. The Association shall have, in each District facility where bargaining unit members are assigned, reasonable use of bulletin board space. Information of a District-wide concern must first receive the approval of a Human Resources Executive.
5. The Association shall have the right to a copy of all available public information concerning the District at no cost to the Association.
   1. The District shall provide to the Association an editable electronic database of each employee in the bargaining unit that includes each bargaining unit member’s name, date of birth, hire date, classification, dues deductions, residential address, email and phone number. Said data shall be updated at least every 120 days. After August 1, the District shall provide the association with the information for any new hire within ten (10) calendar days of the date of hire.
   2. During the academic year, the Association shall be permitted to conduct a monthly new employee orientation for the purpose of meeting with newly hired employees for a minimum of thirty (30) minutes within thirty (30) calendar days from their date of hire, in accordance with ORS 243.804. To facilitate the Association’s new employee orientation, the parties agree to the following process:
      1. The District and the Association shall mutually agree upon the date(s), time(s), and location(s) for the Association’s monthly new employee orientation meeting, with the goal of maximizing employee attendance and avoiding interference with District operations.
      2. The Association’s new employee orientation shall take place outside of student contact hours. No employee or Association representative shall suffer a loss of pay or benefits from participating in these Association orientation meetings. Participants not on paid work time will be paid the hourly sub rate for their participation for actual time attended, not to exceed sixty (60) minutes. These orientations shall be scheduled so as not to interfere with District operations.
      3. Prior to the Association’s new employee orientation meeting, the District shall send a communication to new employees and building administrators informing them of the following:
         • The meeting details including the date, time and location;
         •  The purpose of the meeting is for the Association to provide new employees with information about the rights and benefits provided in the contract between the District and BEA;

The parties may mutually agree to modify or update this language as needed. The District communication shall not indicate that attendance is voluntary or otherwise discourage employees from attending.

4. If the District receives inquiries from new employees regarding the meeting, the District shall refer the inquiry to the Association and inform the employee that BEA has the right to meet with new employees during regular work hours under Oregon law, and that the content for the meeting is determined by the Association.
5. If a new employee does not attend the Association’s orientation meeting, the Association has the right to independently schedule and conduct an alternate meeting directly with the employee for a minimum of thirty (30) minutes, without loss of compensation or benefits. Such meetings will be scheduled outside of student contact time. Substitutes not on paid work time will be compensated the hourly substitute rate for attending, per the parameters outlined above. The Association shall inform the District that it intends to meet with the new employee at the Association’s following orientation meeting if applicable, and the District shall include the employee on the District’s communication for the following Association orientation meeting.

6. The Association shall have the right to transact official Association business on District property at all reasonable times. When meeting rooms or other facilities or services are required, prior notice to and approval of the supervising executive shall be required. The District may make a reasonable charge when special services are required beyond normal operations. Any Association

Leave for President and Vice President

1. The President and Vice President of the Association will be released from their assigned duties if so requested by the Association. Such leaves may extend from part-time to full-time during the leave year. Requests should be forwarded in writing to the Administrators for Licensed Personnel in the Human Resources Department by June 1 preceding the leave year. Such leave arrangements must be cooperatively developed with the President and Vice President, their supervisor and the Human Resources Department.
2. The Association shall reimburse the District for the president’s and vice president’s salary and fixed charges (i.e., retirement, social security, group insurance, and state accident insurance). The Business Office shall be responsible for computing the appropriate reimbursement amount and sending a written bill to the Association. Reimbursement by the Association shall be made to the Business Office within thirty (30) days of receiving the invoice.
3. During the period of such leaves, sick leave will be accumulated pro rata to the extent of the leave. Leave time shall apply toward all other benefits.
4. Upon request, the President and Vice President shall be reinstated on the District’s master list of substitute teachers.

8. Appointments

The Superintendent will consult with the BEA President who will recommend members to serve on District Task Forces and Committees. In those instances where the BEA is entitled to representation, by contract or policy, the BEA President shall appoint the Association’s representatives.

9. Communications

The Superintendent and Association President shall meet regularly to discuss issues of concern to either party. The parties will endeavor to share information so that there is no unnecessary surprise and to engage in interest-based problem solving. Other Association and District representatives may be invited to attend.

10. Limitations

The communications and transactions described in sections D, F & I shall not create a clear and present danger, as determined by the administrator in charge of the District facility in question. This includes:

1. Clear evidence of disruption of the educational process;
2. Causing unlawful activities;
3. Interfering with the authority of the Board or Administration; or
4. Bringing students into disrespect in accordance with Board policy.

11. Association Representation

1. The District will deduct dues, fees, and any other authorized deductions to the union in accordance with the payroll deduction authorizations signed by members and provided to the Association. The Association will provide the District with a list identifying the employees who have signed such authorizations and the authorized deduction amounts no later than the first of each month. The District shall rely on the list to make the authorized deductions and to remit payment to the Association.
2. The Association shall hold the District harmless from any and all claims, orders, or judgments against the District as a result of deductions made and transmitted under this provision, provided that the District:
   1. gives timely notice of any claim to the Association, and
   2. fully cooperates with the Association and its designated counsel in the defense of the claim.

A.     Citizenship Freedom and Non-Discrimination

1. Citizenship – – Bargaining unit members shall be entitled to full rights of citizenship and no religious or political activities of any employees outside the school environment shall be grounds for any discrimination with respect to the professional employment
2. Non-discrimination – The provisions of this Agreement shall be equally applied to all substitute teachers without regard to an individual’s actual or perceived race, color, religion, gender, sexual orientation, gender identity, gender expression, national origin, marital status, age or disability or because of an association with any other persons within these protected classes.

B.   The Association will encourage substitute teachers to be available when called.

C.     Bargaining unit members are District employees when on assignment. As such, they will receive all materials necessary to perform their jobs and maintain student and staff safety, including keys, access to  attendance platforms (e.g. Synergy), access to online curriculum when possible, and access to electronic access devices and codes. When it is not possible to provide substitutes access to online curriculum,  substitutes will be given access to download or printed copies of curriculum. A bargaining unit member’s signature will be all that is required to secure necessary materials. Login and password privileges will also be provided for utilizing technology hardware and software, as deemed appropriate by the District. Bargaining unit members may utilize personal technological devices in accordance with District guidelines and policies. Daily subs are required to turn in laptop computers, keys and electronic access devices at the end of each day.

D.     The District maintains a personnel file on each bargaining unit member. Bargaining unit members may review the contents of this file upon request. Requests for such a review must be scheduled in advance through the Human Resources Department. The bargaining unit member may have an Association representative present during the file review.

E.     Bargaining unit members and the Association will be notified by the Human Resources office when a site administrator has made a recommendation for their removal from the building substitute list. Recommendations for removal will only be considered after confirmation the site administrator has conducted a preliminary inquiry. Upon request by the individual or the Association, the HR Executive will inform the bargaining unit member of the reasons for the recommended removal. The bargaining unit member may request a meeting/phone conference within five (5) days of the recommended removal with the HR Executive. In this meeting, the HR Executive will share the concerns collected and the bargaining unit member will be given the opportunity to provide a rebuttal. The HR Executive may consult with the site administrator before making a final decision regarding removal. Final removal from the sub list or building may take place after the meeting/phone conference or after this 5-day time period has passed. Should the HR Executive determine the bargaining unit member is able to return to the school, the site administrator will be notified. In this case, a bargaining unit member may choose to return to the school. A bargaining unit member who is excluded from a school, may request to be returned to that school after the end of the academic year in which the bargaining unit member was excluded. Such a request is to be in writing to the HR Executive. Requests for specific information regarding the exclusion should be made only through Human Resources.

F.     Beginning with the 2026-27 school year bargaining unit members who have not worked a minimum of five (5) full days the previous school year shall be removed from the substitute list no later than March 1st of the following year and must reapply. Any assignment of four (4) or more hours will count as a full day toward this requirement.

G.     Substitute teachers will follow the rules of the building according to the student conduct plan and will have the same right to administrative assistance and the same responsibilities in maintaining student discipline as regular building staff members. Substitutes must be informed of any students on their class list or caseload with severe behavioral or medical issues before experiencing student contact. When notified by law enforcement or juvenile authorities the District will provide information concerning adjudicated students enrolled in District schools and information about the nature of their offense. School officials will set up procedures so that information will be available, in accordance with the law, to members who “need to know” as a result of an assignment to teach or supervise the student.

H.     Between April 1 and the 3rd Monday in April, the District may hire long-term substitutes (into the position held by the substitute, if no one is returning to that position) during the hiring window for temporary employees.

A.     Purpose

The purpose of the procedure is to secure equitable solutions at the lowest level to grievances as defined in this Article.

B.     Definitions

1. Grievance: Any dispute about the interpretation or application of the terms of this Agreement.
2. Grievant: A “grievant” is the bargaining unit member who makes the claim.
3. Representative: A representative is any Beaverton Education Association representative working on behalf of the association and its members.

C.     Procedures

In the event a bargaining unit member and/or the Association believe the contract has been violated, the first step in resolving the matter shall be a problem-solving process with the site administrator, the substitute, and the Association representative. If the problem is unresolved, the substitute may initiate a meeting with the HR Executive. Prior to the meeting, the bargaining unit member will be informed of their right to have a representative of the Association present at the problem solving meeting. If the problem solving process does not resolve the problem for the bargaining unit member and/or the Association, the Association President may submit the grievance in writing to the Chief Human Resources Officer within fifteen (15) working days after the facts upon which the grievance is based, first
occurred, or first became known to the bargaining unit member.

1. If written notice is not served in accord with the time limits listed above, the grievance will be barred, except for instances of continuing grievances (in the sense the act complained of may be said to be repeated from day to day).
2. The written grievance will include a concise summary of the allegations, including reference to the specific contract provisions in dispute and the remedy sought. The written grievance shall be submitted to the Chief Human Resources Officer, who shall respond within fifteen (15) working days.
3. If the employee is not satisfied with the Chief Human Resources Officer’s determination, the employee may submit a written request for appeal to the Chief Human Resources Officer within fifteen (15) working days. An impartial panel consisting of five (5) individuals: two (2) substitutes appointed by the Association President, two (2) District employees who are not substitutes appointed by the Superintendent or designee, and a fifth person to be mutually acceptable to the District and the Association. The panel will meet with the employee and the Chief Human Resources Officer within fifteen (15) working days and determine if the contract has been violated. A majority vote of the panel would be necessary to overturn the Administrator’s decision.

D.     Grievance File

All documents, communications, and records dealing with a grievance shall be designated confidential information and shall be filed in a separate grievance file. No person other than parties in interest, their representatives, persons designated by the District to have responsibility for labor relations and contract management, and persons assigned to maintain the District’s grievance files shall have access to the separate grievance file without the consent of the grievant or Association unless disclosure is required by law.

D.     Reprisals

No reprisal of any kind shall be taken by the District or the Association against any participant in the grievance procedure by reason of such participation.

1. Work Day

   1. A bargaining unit member who is not on contract pay and who is asked to work beyond the regular working day, or to fulfill extracurricular responsibilities for which the regular teacher receives additional compensation, or to return in the evening for parent-teacher meetings or other school activities shall be paid at the hourly rate based upon the daily rate of that bargaining unit member’s salary category. Bargaining unit members who are on contract pay are required to return to school activities which occur beyond the regular working day and which are attended by regular teachers. In such instances, bargaining unit members on contract pay will not receive additional compensation.

   2. Bargaining unit members are scheduled by the District for a minimum of one-half day (4 hours) with such additional hours (up to 4) actually worked to be paid at a prorated rate (daily rate divided by 8). Pay will be assigned in thirty (30) minute increments. Bargaining unit members will be compensated for fifteen (15) minutes before and fifteen (15) minutes after their student contact time. Whenever possible, all substitutes should have fifteen (15) minutes to review plans before being directly responsible for students. Substitutes may flex their assigned hours by fifteen (15) minutes on both ends of the assignment in order to allow additional time for preparation before the assignment hours begin. Such flexibility must not interfere with direct student contact time. For example, if the assignment hours are 8:00-4:00 the substitute may elect to work from 7:45-3:45.

   3. When professional duties have been accomplished as assigned by the school administrator, and checkout procedures of the school are followed, the bargaining unit member may leave with no deduction of pay if it is within an hour of the contracted time. It is understood that substitutes will remain at their assignment during the student instructional day.

   4. If a bargaining unit member is called to work in an unfilled teaching position after the first planning week prior to the opening of the school year, the bargaining unit member will be eligible for up to sixteen (16) hours preparation pay at the contract rate with Human Resources approval. This substitute will be paid at the contract rate until a regular teacher is assigned.

   5. If a bargaining unit member is called with less than one (1) hour notice to a full day job and the bargaining unit member arrives by the beginning of the school student start time, the bargaining unit member will receive eight (8) hours pay. If a bargaining unit member is assigned a job, and it is canceled within thirty (30) minutes of start time, the substitute will receive a minimum of four (4) hours pay or will be assigned to another position if one is available.

   6. Bargaining unit members (with a job number) will be paid for the assigned hours as long as they complete the full hours of the job assignment. If school is cancelled after the beginning of the school start time, and the substitute arrives with a job number, the substitute will be paid for the duration of the assignment as posted.

   7. Bargaining unit members are expected to perform all of the normal duties and assignments of the teacher they are replacing; however, they are not expected under normal circumstances to cover supervisory duties for other teachers present in the building; i.e., recess, bus, cafeteria.

   8. Bargaining unit members in jobs less than ten (10) days shall not be expected nor directed to develop lesson plans.

2. Long-Term Substitute Teachers

   1. Long-term substitute teachers are teachers on a substitute assignment of ten (10) or more consecutive assigned working days for a given teacher.
   2. For long-term assignments in self-contained special education classrooms, the District shall provide Safety Care training to the bargaining unit member on paid time, upon request by the member or the building administrator.
   3. For all continuing assignments of ten (10) or more consecutive working days, long-term substitute teachers will be paid contract pay retroactive to the first day of the long-term assignment. A continuing assignment is one where the bargaining unit member is assigned to replace the same teacher in the same class over a period of ten (10) or more working days. Holidays, teacher work days, assessment days, grading days, staff development days, and days cancelled by the District are included both as days earned toward a long-term assignment designation and as paid days within a long-term assignment provided the bargaining unit member works the day before and the day following the closure. These five (5) holidays are Labor Day, Veterans Day, Thanksgiving Day, Presidents Day and Memorial Day.
   4. Bargaining unit members within a long-term assignment will receive a personal day at the rate of one (1) day per every ten (10) weeks; these days are non-accumulative except within each long-term assignment. When a bargaining unit member is serving in a long-term substitute assignment and uses a personal day, the day may not be used to extend winter or spring break, holiday weekends, or holiday periods. Additionally, the personal day may not be taken on the first or last day of the contract year or on the first or last student contact day of the year, unless the absence is for the observance of a religious holiday that falls on one of these restricted dates. These days are non-accumulative.
   5. Daily contract pay is computed on a yearly salary base, at the bargaining unit member’s appropriate step and column of the teacher salary schedule, divided by the number of licensed contract days on the teacher salary schedule. Part-time work, if it involves a continuous teaching assignment, will be paid proportionate daily contract rate after completing ten (10) or more working days on that assignment. Where a substitute is assigned on a continuing basis to part of a regular teacher’s job and is the sole teacher of that regular teacher’s classes to which they are assigned, they will be granted the contract rate when they have completed ten (10) teaching days of continuing instruction.
   6. On the date a long-term substitute assignment begins, the pay rate that is established is based on received verification of teaching experience (using the District Verification of Experience form) and official transcripts. If later, additional teaching experience and/or official transcripts are received, then pay will be adjusted from that date forward.
   7. Bargaining unit members in long-term assignments who are called for jury duty will normally be expected to serve during the period for which they are summoned. Bargaining unit members who are summoned shall be provided with paid leave by the District. A copy of the jury duty summons shall be filed with the District Human Resources Department. Any period of jury duty service will not be considered a break in service for their long-term substitute rate if the required documentation is provided.

A.     Sick Leave

1. Sick leave benefits provided under this contract will be administered in accordance with applicable Oregon sick leave law (ORS.332.507). Bargaining unit members accrue sick leave at the rate of one (1) day per month worked. For purposes of calculating a month worked, a bargaining unit member shall be considered to have worked a month if they work at least 1/10 of the total student contact days for the year.
2. Sick leave may be used for any reason set forth in the Oregon Sick Time Law.
3. There is no limit on the amount of sick leave bargaining unit members may accrue.
4. Newly hired bargaining unit members may use District-accrued sick leave beginning on their 31st calendar day of employment.
5. All sick leave absences must be taken in half-day or full-day increments.
6. A bargaining unit member who has accumulated sick leave in another Oregon school district shall be entitled to transfer up to seventy-five (75) days of accumulated sick leave days from their most recent employing school district upon proper verification, but only if the bargaining unit member agrees to substitute exclusively for Beaverton School District #48.
7. The bargaining unit member will facilitate the transfer of sick leave from their previous district using the provided form from BSD. The transfer of sick leave accumulated with another Oregon district shall be effective when the bargaining unit member has completed the equivalent of thirty (30) work days in the District.
8. Sick leave cannot be applied toward qualification for contract pay under a continuing assignment or for fringe benefits: i.e., sick leave is not counted as time worked except for purposes of maintaining eligibility for contract pay where sick leave is taken after ten (10) consecutive days of teaching.

1. Professional Development

   1. The District and BEA will work collaboratively to develop and schedule relevant substitute training and workshops.

   2. The District will provide a half-day professional development at the beginning of each school year if funding permits. This professional development shall be held on a non-student contact day.
   3. The District may annually require up to four (4) hours of online required District training for all substitutes, with no additional compensation.
   4. Voluntary attendance will be available for summer professional development, without compensation, based on space availability.
   5. Bargaining unit members may attend District-sponsored professional development under the same conditions as regular teaching employees if space is sufficient. Bargaining unit members may attend building-sponsored professional development upon approval of the principal. Bargaining unit members will not be paid for attendance at these workshops.
   6. The District will provide up to three (3) approximately ninety (90) minute optional professional development sessions on non-student contact days. This shall be without compensation.
   7. Professional Development Units (PDU) certificates will be available for all substitute professional development, workshops, and relevant training.
   8. The District will continue to orient newly hired bargaining unit members. The orientation is without compensation.

2. Tuition Reimbursement

   1. Bargaining unit members who have taught a minimum of 480 hours or the equivalent of sixty (60) full days in the District during the immediately preceding school year and who are employed by the District the following year will be eligible to be reimbursed for the tuition cost of up to four (4) graduate level credit hours of District approved course work and/or District approved workshops upon submission of evidence of successful completion.
   2. Coursework and workshops are eligible for tuition reimbursement only if pre-approved by the Human Resources Department.
   3. The dollar amount to be paid by District 48 may not exceed the lesser of the actual tuition costs charged or the Portland State University rate for the quarter in which the courses were taken, or the following maximum amounts to be reimbursed; i.e., same as teachers per credit hour completed.
   4. The period between September 1 and August 31 is considered a “reimbursement” year.
   5. Application for reimbursement and proof of course completion must be filed in the Human Resources Office prior to December 1 following the reimbursement year ending August 31.
   6. The employee must first pay the tuition to be eligible for reimbursement. Payments made by sources not personally paid by the employee will not be reimbursed.
   7. Evidence of successful completion - grade slip, transcript, letter from college - must be filed in the Human Resources Office before a request for reimbursement can be processed. Fee receipts are also required due to the variation in tuition charges.
   8. Allow at least fourteen (14) business days after evidence of completion is in the Human Resources Department for payments to be issued.
   9. Upon the written request of the eligible bargaining unit member, the District may approve the accumulation of unused credits for a maximum of three years, provided the bargaining unit member continues eligibility.

1. For each year of the Agreement compensation for substitutes shall be calculated as follows:

   1. During the 2025-2026 school year, the bargaining unit member daily rate will be $246 for work performed effective the date of full ratification. During the 2026-2027 school year, the bargaining unit member daily rate will be $251. During the 2027-2028 school year, the bargaining unit member daily rate will be $256.50. If the published Oregon Department of Education minimum substitute daily rate exceeds the BSD rates during any year of this contract, the BSD bargaining unit member daily rate shall be adjusted to match the state rate.
   2. Premium payment for bargaining unit member service to the District: After completing the
      equivalent of 360 working days of eight (8) hours duration (2880 hours) as a bargaining unit member prior to the start of any school year and bargaining unit member teachers who are retired teachers from the Beaverton School District: five percent (5%) over the amount listed in A1.
   3. One hundred thirty-five (135) full days or the equivalent of 1080 hours in combined full and/or partial days of substitute teaching in Beaverton School District is equal to one year’s experience on the salary schedule when determining contract pay.

Bargaining unit members who have qualified for the service premium will continue to be paid at this rate in succeeding years as long as they remain available to substitute for the District. A bargaining unit member may request to take their name off the substitute list for temporary periods of up to one (1) year without losing eligibility for this service premium as long as the District is notified in advance.

2. Work Incentive

A bargaining unit member who has worked sixty-five percent (65%) of the student contact days (full or half days) in the first time period will receive a $350 cash incentive. A bargaining unit member who 2025–2028 LICENSED SUBSTITUTE COLLECTIVE BARGAINING AGREEMENT | BEAVERTON SCHOOL DISTRICT 15 has worked eighty-two percent (82%) of the student contact days (full or half days) in the first time period will receive an additional $250 cash incentive.

1. A bargaining unit member who has worked sixty-five percent (65%) of the student contact days (full or half days) in the second time period will receive a $550 cash incentive. A bargaining unit member who has worked eighty-two percent (82%) of the student contact days (full or half days) in the second time period will receive an additional $250 cash incentive.
2. A bargaining unit member who has worked sixty-five percent (65%) of the student contact days (full or half days) in the third time period will receive a $750 cash incentive. A bargaining unit member who has worked eighty-two percent (82%) of the student contact days (full or half days) in the third time period will receive an additional $250 cash incentive.
3. All incentives will be paid to the bargaining unit member in the payroll cycle following the applicable time period as follows. First time period incentive will be paid in February, second time period incentive will be paid in May and the third time period incentive will be paid in or before August. Bargaining unit members may earn incentives in each or all time periods and the earning of such incentives will not be dependent on having worked in another time period. Time periods and corresponding dates mutually agreed to by the district and BEA will be updated annually on the BSD Substitute webpage in the substitute handbook. After four (4) inclement weather closure days have occurred within any given time period, the required number of student contact days will be recalculated and may be reduced when determining eligibility for the incentive.

3. Paydays and cut-off dates for payroll periods are determined by the District. Payroll will be distributed by direct deposit.

Benefits for Bargaining Unit Members

1. Health Insurance

   1. Bargaining Unit Member Eligibility
      1. Bargaining unit members who have substituted a minimum of 480 hours, the equivalent of sixty (60) full days, in the Beaverton School District the previous year are eligible to participate in the District’s Kaiser group health insurance plans.
      2. Retired Beaverton School District teachers who do not qualify for insurance under Article 11, Section A3 (a) who have substituted a minimum of 400 hours, the equivalent of fifty (50) full days, in the Beaverton School District the previous year are eligible to participate in the District’s Kaiser group health insurance plans.
      3. Bargaining unit members hired January - June who substitute 280 hours, the equivalent of thirty five (35) days, in the Beaverton School District will be eligible for insurance the following school year. This provision A1 (c) applies only to substitute employees who have not been previously hired as a substitute in the District.
      4. If eligibility is established in a year of substituting and interrupted by a temporary position the following year, eligibility will be retained for the year immediately following the temporary position.
      5. To establish eligibility, bargaining unit members must also sign an agreement provided by the Human Resources Department that they will be available to substitute in the Beaverton District the entire school year during which coverage is provided and that they will be available to work a minimum of sixty (60) school days during that school year, except as outlined in Article 11, Section A1 (b). Failure to complete this availability requirement (except for incapacitating illness, injury or childbirth) when the opportunity for work has been made available, will result in that bargaining unit member being ineligible for health insurance coverage in the subsequent year.

   2. Coverage

      1. For eligible bargaining unit members electing such coverage, the District will pay up to one-half of the District licensed contribution for the level of medical coverage (single, two-party, and family) selected under the Kaiser plans and the eligible District-provided dental coverage plan. The bargaining unit member will pay any premium amount exceeding the District contribution.

      2. Eligible bargaining unit members who desire coverage on the plan must complete an application form, an availability form as described in Article 11, Section A1 (e), and a check for the first month’s share of required premiums, and send them to the Human Resources Department by September 30th of each year. Thereafter, the bargaining unit member’s share of required premiums will be deducted from their pay deposit each month. Bargaining unit members’ insurance eligibility extends from October to September each year, except as outlined in Article 11, Section A3 (a). Bargaining unit members are pre-deducted their monthly insurance premiums in their June pay deposit in order to pay for July, August and September coverage. If the bargaining unit
         member would like to waive their insurance coverage for July, August and September, they must contact Human Resources to waive their coverage by May 31st. Bargaining unit members who will not receive a pay deposit in any month, or where their pay deposit after deductions may not cover the bargaining unit member’s share of required premium, must make payment to the District no later than the 20th of the following month. This also applies to coverage for July, August and September.

      3. Bargaining unit members that meet the ACA requirements for hours worked for their initial measurement period (12 month look back from hire date) will have a 30-day administrative period to accept or decline the ACA medical coverage.

   3. Retired Teachers
      1. Retired teachers, who have been full-time teachers in the Beaverton School District in the immediately preceding school year, and who are selected by Beaverton School District to sub, will qualify for substitute insurance benefits effective October 1st through February. If they sub for a minimum of twenty-five (25) full days or 200 hours from September – January, the bargaining unit member will continue to qualify for substitute insurance benefits from March 1st through September. If these criteria are not met, they will no longer receive the substitute insurance benefit effective March 1st until such time as they qualify under Article 11, Section A1 (b).
      2. Retired teachers as described in Article 11, Section A3 (a) and Article 11, Section A1 (b) who are enrolled in Early Retiree Insurance will have their monthly premium credited by the maximum amount of dollars allowed for bargaining unit members under the health plans equivalent to the tier of coverage they’re enrolled in. Those enrolled in Early Retiree Insurance are eligible to hold that coverage until age sixty-five (65), or Medicare eligible, whichever comes first.

2. District Benefits Committee

During the term of this Agreement, the Association will actively participate with the District Benefits Committee. BEA may appoint one bargaining unit representative. The District Benefits Committee will study and may recommend methods to contain costs in group insurance benefits. In the event that the committee is unable to agree on the selection, the District shall make the final selection of carriers and plans no less than one month prior to the annual open enrollment period.

3. Section 125: Flexible Spending Account

   1. The District agrees to provide a pre-tax benefit plan for all bargaining unit members. The plan will allow bargaining unit members to defer tax on the maximum income allowed by law.
   2. The District Benefits Committee will select and monitor the plan and may recommend modifications. Any administrative fee not paid for by the carrier shall be paid by the participating employees.

4. Mileage Allowance

   1. The District shall reimburse any bargaining unit member for all reasonable miles driven on behalf of the District required either as part of a bargaining unit member’s regularly assigned duties or any special assignment.
      1. Travel to and from classes at a college or university will be excluded unless the bargaining unit member receives prior written approval.
      2. Occasional travel to a District meeting or in-service will be excluded unless the meeting or in-service class meets more than three (3) times in any fiscal year.
      3. Travel to and from a District work site and a bargaining unit member’s own residence will be excluded.
   2. The bargaining unit member shall submit a request for reimbursement on the District’s form to his or her immediate supervisor who shall review the request to verify the travel and shall forward the request to the Business Office. Verification means the miles driven were necessary and the bargaining unit member completed the travel. Reimbursement shall be made by the Business Office within fourteen (14) working days after the voucher has been received.
   3. Mileage shall be reimbursed based on the District’s mileage chart or, if not listed, at the actual miles driven. The bargaining unit member shall receive the IRS allowed rate.

5. Employee Assistance Program

   1. Bargaining unit members who meet hours as defined in Article 11, Section A1 (a-c) and section A3 (a) who elect substitute medical and/or dental insurance effective October 1st will be eligible for the District-provided Employee Assistance Program at no cost to the bargaining unit member.