SRP Special Education Teacher

4936-4194-7767, v. 1

AGREEMENT

between

TRUMBULL BOARD OF EDUCATION

AND

TRUMBULL EDUCATION ASSOCIATION

EFFECTIVE JULY 1, 2026 - JUNE 30, 2029

4936-4194-7767, v. 1 TABLE OF CONTENTS

ARTICLE I PURPOSE ..................................................................................................................................... 2 ARTICLE II RECOGNITION ........................................................................................................................... 2 ARTICLE III NEGOTIATIONS ......................................................................................................................... 3 ARTICLE IV GRIEVANCE PROCEDURE ...................................................................................................... 3 ARTICLE V SALARIES ................................................................................................................................... 6 ARTICLE VI PAYROLL DEDUCTIONS ....................................................................................................... 10 ARTICLE VII GROUP INSURANCE ............................................................................................................... 11 ARTICLE VIII LEAVES ..................................................................................................................................... 13 ARTICLE IX CONDITIONS OF EMPLOYMENT ......................................................................................... 18 ARTICLE X REDUCTION IN CERTIFIED PERSONNEL .......................................................................... 23 ARTICLE XI STAFF PARTICIPATION IN CURRICULUM IMPLEMENTATION AND REVISION ...... 27 ARTICLE XII STRIKES ................................................................................................................................... 28 ARTICLE XIII ASSOCIATION'S OBLIGATIONS ........................................................................................... 28 ARTICLE XV DURATION ............................................................................................................................... 30 APPENDIX A-1 TRUMBULL TEACHERS' SALARY SCHEDULE 2026-27 ................................................. 31 APPENDIX A-2 TRUMBULL TEACHERS' SALARY SCHEDULE 2027-28 ................................................. 32 APPENDIX A-3 TRUMBULL TEACHERS' SALARY SCHEDULE 2028-29 ................................................. 33 APPENDIX B EXTRA COMPENSATION SCHEDULE ................................................................................. 34 APPENDIX C-1 COMPENSATION SCHEDULE FOR COACHING POSITIONS ........................................... 37 IMPORTANT PHONE NUMBERS ........................................................................................................................... 43 MEMORANDUM OF AGREEMENT ....................................................................................................................... 44

4936-4194-7767, v. 1 1

P R E A M B L E

This AGREEMENT is made and entered into this ___ day of October, 2025 by and between the TRUMBULL BOARD OF EDUCATION (hereinafter called the "Board") and the TRUMBULL EDUCATION ASSOCIATION (hereinafter called the "Association"), affiliated with the CONNECTICUT EDUCATION ASSOCIATION AND THE NATIONAL EDUCATION ASSOCIATION.

4936-4194-7767, v. 1 2 ARTICLE I PURPOSE

SECTION 1

The Agreement is negotiated pursuant to the relevant provisions of Section 10 -153 of the Connecticut General Statutes, as amended, in order:

1.1 To fix for its terms the salaries, hours and other conditions of employment provided herein, and

1.2 To encourage and abet effective and harmonious working relationships between the Board and the Association and the professional staff in order that the cause of public education may be best served in Trumbull.

SECTION 2

Except as expressly provided otherwise by the terms of this Agreement, the determination and administration of educational policy, the operation of the schools, and the direction of the professional staff are vested exclusively in the Board acting by itself or through the Superintendent of Schools or his/her designee.

SECTION 3

One member of the Association, selected by the Association, shall sit on the Board Policy Committee, and if the Committee is renamed or disbanded, on any similar successor committee.

ARTICLE II RECOGNITION

SECTION 1

Pursuant to the Certification of Results of an Election which took place on December 1, 1965 under the auspices of the American Arbitration Association and in accordance with the provisions of Public Act No. 298 of the 1965 Connecticut General Assembly, Connecticut General Statutes Section 10 -153b, (1965 as amended), the Board recognizes the Association as the exclusive representative of the certified professional employees of the Board (including, subject to the limitations set forth in Section 3 hereof, those certified employees w ith employment contracts of fixed duration of not less than a full normal work year) who are employed by the Board in a position requiring a teaching certificate; excluding the Superintendent of Schools, the Assistant Superintendents of Schools, temporary substitutes, certified professional employees who act for the Board in negotiations with certified professional personnel, employees directly responsible to the Board for personnel relations or budget preparation or both, all non -certified employees of the Board and all certified professional employees of the Board who are employed by the Board in positions requiring an intermediate administrator or supervisor certificate or the equivalent thereof.

4936-4194-7767, v. 1 3 SECTION 2

The term "Teacher(s)" as used in this Agreement shall be defined as referring only to those certified professional employees of the Board who are included in the unit represented by the Association, as described in Section 1 above, who are not Long Term Replacements as defined in Section 3 hereof.

SECTION 3

Certified employees of the Board with employment contracts of one normal work year or less who are assigned to positions requiring a teaching certificate shall hereinafter be referred to as Long Term Replacements and, notwithstanding any other provision of this Agreement, shall only be included within the Teachers' bargaining unit for purposes of being covered by the following provisions of this Agreement and shall not be covered by any other provision of this Agreement:

a. Group Health Insurance b. Sick Leave c. Serious Illness or Death in Family Leave d. Personal Business Leave e. Jury Duty Leave f. Membership Dues

ARTICLE III NEGOTIATIONS

This Agreement shall remain in effect during its term and shall not be modified, except as the result of negotiations over proposed modifications which negotiations are consented to by both the Board and the Association. Additionally, any modification of this Agreement must be reduced to writing in the form of an Addendum and signed by the authorized representatives of the parties. Either party shall acknowledge receipt of a request to open negotiations in writing within five (5) working days thereafter. The Board and the Association shall arrange for a mutually satisfactory time and place to discuss such proposal within fifteen (15) days after the receipt of the proposal unless an extension of time is mutually agreed upon.

ARTICLE IV GRIEVANCE PROCEDURE

SECTION 1 Definitions

(a) A "Grievance" is hereby defined as any written complaint by a Teacher or a group of Teachers alleging that a specific provision of this Agreement has been misapplied or violated by the Board or by an Administrator acting within the scope of his or her authority.

(b) A "Grievant" is hereby defined as a Teacher or group of Teachers filing a Grievance.

(c) "Day(s)" shall, during the Grievant's normal work year, be defined as normal work days, and, during the period outside the Grievant's normal work year (for example, July and August), be defined as calendar days, excluding Winter/Spring breaks, Saturdays, Sundays and holidays recognized by Board.

4936-4194-7767, v. 1 4

SECTION 2 Purpose

The purpose of this procedure is to establish an exclusive method for the processing of Grievances arising during the term of this Agreement as an alternative to employing the tactic of self-help. The proceedings shall be conducted as informally and confidentially as possible.

SECTION 3 Procedure

LEVEL 1 Principal or Immediate Supervisor

The Grievant shall have no more than fifteen (15) consecutive days following the day of the event giving rise to the Grievance within which to submit the Grievance to his or her Principal or, if the Grievant's Immediate Supervisor is not a Principal, to his or her Immediate Supervisor. The Grievant's Pr incipal or Immediate Supervisor shall have no more than ten (10) consecutive days following his or her receipt of the Grievance either to meet with the Grievant to discuss the Grievance or to answer the Grievance or both. If the Grievant is not satisfied with the disposition of the Grievance at Level 1, or if the Principal or Immediate Supervisor does not answer the Grievance within the period specified herein, Grievant may proceed to Level 2, provided Grievant complies fully with the terms and conditions set forth at Level 2. Any resolution of the Grievance at Level 1 will be subject to rejection by the Superintendent and will not be used as precedent or evidence in any other dispute between the Board and a Teacher, group of Teachers, or the Association. If the Superintendent rejects a Grievance resolution reached at Level 1, the Grievant may process the Grievance to Level 2, even if, at the time of the Superintendent's rejection, the time limits for processing a Grievance to Level 2 have expired. In such event, the time limits for processing such a Grievance to Level 2 will begin to run from the date of the Superintendent's rejection.

LEVEL 2 Superintendent

The Grievant shall have no more than five (5) consecutive days following the expiration of the period for the Level 1 response to submit the Grievance to the Superintendent at Level 2. The Superintendent or the Superintendent's designee shall have no more than five (5) consecutive days following the Superintendent's receipt of the Grievance within which to meet with the Grievant or to answer the Grievance or both.

LEVEL 3 Board of Education

If the grievant and/or the Association is not satisfied with the Superintendent's (or his/her designee's) decision, he or she may, within five (5) days after the decision, submit the grievance for appeal with the Board. The Board shall, no later than its next scheduled meeting, meet with the grievant and any representative of the Association for the purpose of hearing the grievance and making a determination in the matter. The Board shall render its decision with the reasons, therefore, in writing to the aggrieved person, with copies to the Association, within five (5) days after such meeting.

Level 4 Arbitration

If the Grievant is not satisfied with the disposition of the Grievance at Level 3, the Grievant may submit a written request to the Association, with a copy transmitted simultaneously to the

4936-4194-7767, v. 1 5 Superintendent, to submit the Grievance to Arbitration. The Association may, upon receipt of such request, submit the Grievance to Arbitration, but, if it elects to do so, it must comply fully with the terms and conditions set forth in Level 4.

The Association shall have no more than ten (10) consecutive days following the expiration of the period for the Level 3 response within which to submit the Grievance to Arbitration. The submission to Arbitration must be made as set forth below and will be subject to the following terms and conditions:

1. The submission must be in writing and mailed, by certified mail, return receipt requested, to the American Arbitration Association or the American Dispute Resolution Center in Hartford within the ten (10) day submission period set forth herein. A copy of the submission must be provided simultaneously to the Superintendent.

2. The Arbitrator shall be selected in accordance with the Voluntary Labor Arbitration Rules of the American Arbitration Association or the American Dispute Resolution Center, which shall also govern the conduct of the Hearing.

3. The Grievance, to be arbitrable, must be the same Grievance submitted to the Superintendent at Level 2 and must arise out of and involve the interpretation or application of a specific provision expressed in this Agreement, and it will not be arbitrable if it claims a right, benefit, or obligation not expressly set forth in this Agreement.

4. The Arbitrator's authority will be limited to determining whether, by the allegations contained in the Grievance, either the Board or an Administrator acting within the scope of his or her authority, or both, violated a specific provision expressed in t his Agreement. The Arbitrator will not have any authority or power to add to, delete from, expand or modify in any way any provision expressed in this Agreement.

5. The cost of the first four (4) arbitrations in any given 12 month period beginning July 1 and ending June 30 of the following year will be shared equally by both parties. The cost for any further arbitrations in that same year will be borne by the non-prevailing party.

6. The Arbitrator's award shall be final and binding, provided nothing herein shall prevent the Board or the Association from attempting to modify, vacate, or enforce the award in Court.

7. The Arbitration Hearing shall be held in private.

SECTION 4 Representation

a) At any Level 1 discussion with Grievant's Principal or Immediate Supervisor, Grievant may be represented by Grievant's Local Association Representative. The Principal or Immediate Supervisor may be represented or accompanied by any administrator(s)/supervisor(s) of his or her choice.

b) At any Level 2 or Level 3 discussion with the Superintendent, the Superintendent's designee, or the Board, Grievant may be represented by any Association Representative and/or a Representative of the CEA. The Superintendent, and/or his or her designee, or the Board may be accompanied or represented by any person or persons of their choice.

4936-4194-7767, v. 1 6 c) At no time shall Grievant be accompanied by more than three (3) representatives at any Level of the Grievance Procedure.

d) The Association may file a Grievance on behalf of a Teacher or group of Teachers, and, in such event (i) the Association shall be the "Grievant" and (ii) the Association shall submit such Grievance directly to the Superintendent at Level 2. Thereafter the Grievance shall be processed in accordance with the procedures set forth herein.

SECTION 5 Time Limits

Any Grievance not initiated or appealed to the next Level of the Grievance Procedure in accordance with the time limits specified herein shall be deemed waived by the Grievant. Failure on the part of the Administration to meet or communicate an answer to the Grievant at any Level of the Grievance Procedure shall permit the Grievant to proceed to the next Level in accordance with the procedures set forth herein. The time limits specified herein may be extended only by written agreement between the Grievant or Grievant's Association Representative and the Administrator at the Level at which the Grievance is pending.

SECTION 6 Grievance Forms

Grievances shall be filed and processed on Grievance forms agreed to by the Association and the Superintendent or his or her Designee.

ARTICLE V SALARIES

SECTION 1

a) Salary rates payable to Teachers during the term of this Agreement shall be set forth on the schedules contained on Appendices A-1, A-2, and A-3, attached hereto.

b) The salaries set forth on Appendix A constitute remuneration for all work performed by Teachers during their respective normal work years for which no extra compensation is specifically provided for elsewhere in this Agreement, whether such work is perf ormed during the regular school day or the regular work day or at other times. Such salaries are referred to in this Agreement as the Teachers' "regular pay", respectively.

SECTION 2

Any Teacher performing work during the summer, outside his or her normal work year, involved in work experience and job -related activities such as curriculum work, professional growth, extended year schooling or tutoring, shall be paid according to the following schedule on an hourly basis.

a. For Classroom instruction:

Effective July 1, 2026: $48.14 per hour; effective as of the summer of 2027:$49.46; effective as of the summer of 2028:50.82.

4936-4194-7767, v. 1 7 b. For Curriculum writing/other:

Effective July 1, 2026: $42.77 per hour ; effective as of the summer of 2027:$43.95; effective as of the summer of 2028:$45.16.

c. Professional Learning - Teacher Trainers:

Preparation for new learning that has not been previously presented which occur outside of the regular work day shall be compensated at the rate of $100 per hour per person. This shall not apply to workshop facilitation.

Presentation of new learning that has not been previously presented shall be compensated at the rate of $100 per hour per person. This shall not apply to workshop facilitation.

d. Job Posting for Extended School Year (ESY):

Job postings for ESY shall first be open to current Trumbull bargaining unit employees following current contract language prior to being posted to the public.

e. Facilitator - Professional Learning Communities:

Each sole Facilitator of a Professional Learning Community will be compensated at a total rate of $50 per session to represent his or her work preparing to facilitate the professional learning community meetings, and providing relevant notes/materials subsequent to each meeting. Each co-facilitator of a Professional Learning Community will be compensated at a total rate of $25 (maximum of two). This provision shall apply to Tuesday sessions only. No payments shall be made if the session is cancelled or missed.

SECTION 3

If the Board changes the length of the regular school day, the Board and the Association shall, at the written request of either of them, each have a duty to bargain with respect to whether the regular pay for the Teachers directly affected by such change shall be adjusted as a result, and, if so, by what amount. Such bargaining shall be conducted pursuant to and shall be subject to the Teacher Bargaining Act. The Board reserves the right to rescind, within 30 days after receipt of an Award rendered by an Arbitrator or Arbitration Panel convened under the Teacher Bargaining Act in connection with such bargaining, the change or proposed change in the length of the regular school day and, if the Board rescinds the change or proposed change, such Award shall thereby be rendered void and unenforceable.

SECTION 4

Teachers shall be placed on the appropriate step of the salary schedule by the Superintendent, with the following considerations:

4.1 Degree status as defined in Section 5 below.

4.2 Previous teaching experience gained in public, private and military dependency schools after having acquired a teaching certificate in Connecticut or the equivalent in another State, provided that credit for a full step on the salary schedule need not be accorded to any Teacher who

4936-4194-7767, v. 1 8 was not actively engaged in teaching continuously for more than one -half (1/2) of the work year for which credit is sought. Intermittent or short -term substitute service need not be credited as previous teaching experience.

4.3 Credit for military service will be given up to two (2) years for service in the armed forces providing the Teacher has been honorably discharged and has had at least three (3) years' teaching experience when entering the Trumbull Public School System or when he/she gains tenure in the Trumbull School System. Teachers whose services in the Trumbul l Public Schools are interrupted by military service will be granted a leave of absence to carry out their military obligations and will receive credit on the salary schedule up to a maximum of two (2) years.

SECTION 5

The degrees set forth on Appendices A -1, A-2 and A-3 and referred to in this Agreement are defined as follows:

5.1 Bachelor: A Baccalaureate Degree earned at a college or university accredited in accordance with regulations established by the Connecticut State Department of Education.

5.2 Master: A Master's Degree earned at an accredited college or university; or the completion of thirty (30) credits beyond the Baccalaureate Degree in a planned program approved by an accredited college or university and approved by the Board.

5.3 (a) "Sixth Year": Shall be defined as certification earned through successful completion by a Teacher with a Masters Degree of a planned program, at an accredited college or university, consisting of thirty (30) credits beyond such Masters Degree, at least eighteen (18) of which strengthen the ability of the teacher to bring a deeper understanding of the subject and are in subject or content type courses in one of the following areas and are either directly related to the Teacher's current regular assig nment or, if not so related, are approved in writing in advance by the Superintendent:

For Elementary Teachers For Secondary Teachers a. Language Arts (English Literature or Reading) a. English or Reading b. Science (physical and natural) b. Science c. Social Sciences c. Social Studies d. Fine Arts d. Mathematics e. Mathematics e. Foreign Languages f. Foreign Languages f. Fine Arts g. Library Science/ Media Specialist g. Guidance h. Special Education h. Library Science/Media Specialist i. Physical Education and/or Health Sciences i. Special Education j. Computer Education j. Physical Education and/or Health Science k. Technology k. Industrial Arts/Home Economics l. Administration l. Vocational-Agriculture m. Gifted and Talented m. Business Education n. Computer Education o. Technology p. Administration q. Gifted and Talented

4936-4194-7767, v. 1 9

(b) Teachers who complete a Master's Degree consisting of at least sixty (60) credits also shall be considered to have attained Sixth Year status.

(c) This provision shall not be construed to remove Teachers from the Sixth Year Schedule who (i) are on the Sixth Year Schedule as of June 30, 1989 by virtue of having earned their Sixth Year Certificate in Supervision and/or Administration, or (ii) are, as of June 30, 1989, enrolled in a planned program leading to a Sixth Year Certificate in supervision and/or Administration and cannot change their program so as to earn a Sixth Year Certificate in a subject area directly related to their assignment in Trumbull without losing credit for courses already taken.

5.4 Sixth Year Plus Fifteen Credits: Sixth Year Plus Fifteen Credits shall be defined as a Sixth Year Certificate (or a 60 credit masters) earned in the Teacher's area of assignment as provided in Section 5.4 hereof plus fifteen (15) additional graduate credits earned after the aforementioned Sixth Year Certificate is granted and earned in subject or content type courses directly related to the Teacher's area of assignment or, if not so related, are approved in advance in writing by the Superintendent.

5.5 Doctorate: (a) A doctorate degree earned at an accredited college or university in an area of study set forth in Section 5.4 above, and directly related to the Teacher's current regular assignment or, if not so related, approved in writing in advance by the Superin tendent. (b) This provision shall not be construed to remove Teachers from the Doctorate schedule who (i) are on the Doctorate schedule as of June 30, 1989 or, (ii) are, as of June 30, 1989, enrolled in a planned program leading to a Doctorate Degree that does not meet the requirements of paragraph (a) hereof and cannot change their program so as to earn a Doctorate Degree in a subject area directly related to their assignment in Trumbull without losing credit for courses already taken.

SECTION 6

The Board and the Association will expect Teachers to adhere strictly to their individual contracts and salary agreements, except for good cause shown. Any Teacher wishing to resign his or her position must give to the Board at least thirty (30) calendar days' written notice of his or her intention to resign.

SECTION 7

Increments are not automatic. They are awarded on the basis of satisfactory service as determined by the Board. When an increment is to be withheld, a statement of reasons is to be given to the Teacher involved and the Teacher shall have the right to mee t with the Board. For those eligible for step advancement, movement shall occur according to the following schedule: 0.50 FTE or greater - every year 0.49 FTE to 0.01 - every other year

SECTION 8

Teachers will be given the option of choosing a twenty -one (21) or twenty -six (26) paycheck schedule. If a twenty-six (26) paycheck schedule is elected, a twenty-second check will be issued as a balloon payment which includes payments twenty -two through twenty-six (26) or receiving payments twenty-two through twenty-six (26) as individual checks paid every two weeks during the summer. All payments shall be made via direct deposit. The election as between the

4936-4194-7767, v. 1 10 two options shall remain in place unless the teacher notifies the Board in writing prior to the start of the school year that he/she wishes to change the option in place for the next school year.

SECTION 9 Conference and Workshop Expenses

The Board shall reimburse Teachers for the cost of conference and workshop expenses that are incurred in the pursuit of Professional Growth Activities, provided, however, such cost and expenses shall not be reimbursed unless they have previously been ident ified and agreed to between the Teacher and his/her supervisor and with the approval of the Superintendent, and have been documented and submitted in accordance with relevant Board policies and procedures.

ARTICLE VI PAYROLL DEDUCTIONS

SECTION 1 Membership Dues

1.1 Membership Dues

All Teachers who elect to join the Association shall pay in cash or sign and deliver to the Board and the Association, if they have not already done so, an authorization for the payroll deduction of membership dues of the TEA, the CEA and the NEA. The Boa rd agrees to deduct such dues from the salaries of each of its Teachers who have submitted to the Board written authorization. Said authorization shall continue in effect from year to year unless such Teacher shall revoke such authorization in writing submitted to the Board and the Association in the month of August of any year. If said notice is timely received, the dues for the ensuing work year(s) will not be deducted from the Teacher's salary by the Board, and the Teacher revoking such authorization shall be subject to the service fee requirements set forth in Section 1.2 hereof.

1.2 Indemnification

The Association agrees to defend, indemnify and hold harmless the Board against any and all expenses, liability suits or claims which arise under this Article and/or from the Board's action in compliance with the provisions of this Article, including but not limited to withholding any dues for a Teacher who did not revoke his/her authorization during the month of August and any or all expenses involved in the termination of a Teacher pursuant to this Article.

SECTION 2 Other Deductions

The Board agrees to deduct from the salaries of each of its Teachers who submits to the Board written authorization to do so, monies for one or any number of the following:

2.1 Group insurance premiums provided for under Article VII, of this Agreement 2.2 Tax sheltered annuity plans approved by the Board 2.3 United Way 2.4 Waterbury Teachers Credit Union 2.5 Connecticut Teacher Retirement Fund 2.6 Trumbull Municipal Employees Credit Union 2.7 The Board will offer a direct deposit plan to Teacher's bank of choice.

4936-4194-7767, v. 1 11 ARTICLE VII GROUP INSURANCE

SECTION 1 Group Insurance

1.1 As used in this Agreement, the term "group insurance" shall include the coverage provided under the State Partnership 2.0 Plan, or the equivalent provided by another carrier selected by the Board:

The parties acknowledge that domestic partners are not covered under the State plan.

1.2 Board's dental plan or its equivalent will be in effect on or after September 1, 2016. There will be no disruption in coverage.

1.2.1 Group term life insurance coverage in the amount of $50,000 for each eligible full- time Teacher.

1.3 Participation in the group insurance plans described in this Article shall be voluntary. Teachers who do not signify their desire to participate in said plans on forms provided by the Board shall not be eligible for benefits under said plans.

1.3.1 As long as the employee medical plan is fully pooled and/or community rated, a Teacher can waive his/her medical insurance coverage if he/she submits a written statement to that effect prior to July 1, of any given year; if waived, a Teacher will be given $1,250 in lieu of family medical coverage; $875 in lieu of two person medical coverage; $600 in lieu of single coverage. Also, a teacher who so waives his/her healthcare insurance coverage shall receive such payments commencing the 2016-17 school year. An employee whose spouse is covered under any Board health plan shall not be eligible for the waiver. Payment to those employees waiving one's health insurance coverage shall be made in two (2) equal installments, October and February.

1.3.2 If a Teacher decides to participate in this program, he/she cannot change his/her coverage during that particular school year and re -enter the Board adopted insurance program. (The only exceptions to this rule is when the employee or his or her spouse or dependent experiences a Qualifying Event as defined in COBRA, such as: if an individual's spouse were to pass away leaving the employee without coverage; if a spouse were to retire from his/her job without health care coverage for the bargaining unit member; if a divorce/separation were to occur; or if a spouse were to lose a job.)

1.4 Effective September 1, 2026, a 22% employee co-pay contribution for the group health plan cost for the plan described above, based upon the level of coverage selected (single, two person, family) will be implemented.

Effective September 1, 2027, a 22.5% employee co-pay contribution of the group health plan, for the plan described above based upon the level of coverage selected (single, two person or family), will be implemented.

Effective September 1, 2028, a 23% employee co-pay contribution of the group health plan, for the plan descried above based upon the level of coverage selected (single, two person or family), will be implemented.

4936-4194-7767, v. 1 12 For the above, "cost" shall be defined as the allocation rate published by the insurance administrator if the plan is self-insured and the premium charged by the provider if the plan is fully insured (for these purposes the Connecticut Partnership Plan shall be considered fully insured using blended rates).

1.5 Eligibility for and the amount of benefits to be paid pursuant to any of the policies purchased in accordance with the provisions of this Article shall be determined by the terms of the particular policies. Disputes concerning eligibility for or the amount of benefits payable pursuant to said policies shall not be subject to the Grievance and Arbitration Procedure contained in this Agreement.

1.6 The Board shall notify a Teacher of any change in said Teacher's insurance coverage, or status when the Board receives such notice from the insurance carrier as the case may be. Teachers shall promptly notify the Board of any change in their personal status which has an effect upon their status or coverage under the insurance plans provided by the Board pursuant to this article.

1.7 In the event the Board decides to change carriers during the term of this Agreement or to self -insure in whole or in part, the Board will provide the same coverage described in the Anthem plan at the time of these negotiations or their equivalent and will give the Association notice of its decision at least ninety (90) days in advance of the implementation; notwithstanding the above, if the Board so elects to leave the Partnership 2.0 Plan, the parties shall enter into mid- term bargaining prior to leaving the plan to have a healthcare plan that is equal to or better on an overall basis to the Anthem, a summary of which is highlighted in Article VII, Section 1.2 of the 2014-2017 collective bargaining agreement, as a starting point for both parties at mid -term bargaining.

1.8 Retirees and their eligible dependents shall be able to continue participation in the district's medical plan. Teachers electing to continue in the district's plan must pay the full cost of the plan and make arrangements with the Business Office to schedule quarterly payments.

1.9 The Board shall continue to work with the Trumbull Education Association, United Healthcare and the providers to bring additional providers into the plan to address the concerns of our bargaining unit members.

1.10 Medical and life insurance benefits shall be pro -rated for part -time teachers working 0.5 FTE or greater.

SECTION 2

The Trumbull Board of Education shall make available on an optional basis at no cost to Teachers a Section 125 Flexible Spending Account for Health Insurance (IRC Sections 105 and 106) and for Dependent Care Assistance (IRC Section 129).

4936-4194-7767, v. 1 13 ARTICLE VIII LEAVES SECTION 1 Sick Leave

1.1 Each Teacher shall be credited with fifteen (15) sick leave days in each normal work year and shall accumulate unused sick leave days from year to year up to a maximum of one hundred and ninety (190) sick leave days.

1.2 As used in this Agreement, the term "sick leave day" means a day on which the Teacher is permitted to be absent from work without loss of regular pay because of his/her bona fide illness or medical disability.

1.3 Absences which the Board feels it has reason to believe are not due to bona fide illness or medical disability, such as where the absences are frequent or continuous or demonstrate a pattern, and the absent Teacher makes a claim for a sick leave day or sick leave days for said period of absence, the Board shall retain the right to verify the reason for the absence, including but not limited to, requiring the Teacher to submit a doctor's certificate. In addition, a teacher shall be required to present a doctor's note on the sixth day, after any absence of five (5) or more consecutive days. Where the Board requires the Teacher to obtain a doctor's certificate under these circumstances and the Teacher has not consulted a physician in connection with the alleged illness or disability giving rise to the absence, the Board shall bear the cost o f the doctor's charge for the examination, but under no circumstances shall the Teacher be required to submit to a physical examination by a doctor other than one his or her own choice.

1.4 If the medical disability that is the cause for the Teacher's absence is compensable under the Worker's Compensation laws of the State of Connecticut, the Teacher may after the fifth workday missed apply his or her unused sick leave days to each day of such absence on a pro rata basis to make up the difference between the per diem he or she receives as Worker's Compensation payments and his or her regular daily pay as a Teacher, if any, calculated a s of his or her last day worked, up to a maximum of twelve (12) months.

1.5 In any case of absence for which a Teacher applies for sick leave disability benefits the Teacher shall, at the request of the Superintendent or his/her designee (hereinafter referred to as the Superintendent), supply the Superintendent with his/her ph ysician's statement attesting to the nature of the disability and the expected length of the period of disability. Such statement shall be in addition to the notice required pursuant to paragraph 1.8 below and shall be submitted to the superintendent as soon as possible in relation to the beginning of the period of disability and shall be based upon a physical examination of the Teacher by his/her physician at a time not remote from the beginning of the period of disability.

1.6 The Superintendent or his/her designee shall have the right to verify the nature and length of the disability, including but not limited to the appointment of a physician of its own choosing to investigate the matter. The Teacher applying for sick lea ve benefits shall cooperate with the Board in making such verification, including but not limited to allowing the physician appointed by the Board and competent in the medical area, to consult with the Teacher's own physician and to review whatever records , documents, charts, notes, data or other material that exist relative to the Teacher's illness or medical disability, but under no circumstances shall the Teacher be required to submit to a physical examination by a doctor other than one of his/her choice.

4936-4194-7767, v. 1 14 1.7 Teachers hired before June 30, 2007, who at the time of retirement are at least age 55 and have at least 15 years of service in Trumbull Public Schools, shall be paid for accumulated unused sick days in excess of 150. Payment shall be made at the teachers per diem rate, provided however, a teacher receiving a salary equal to or exceeding the MA Maximum in the year of retirement shall be paid at a rate of $500/day not to exceed $20,000.

Notwithstanding the above, any payment due a teacher for unused sick pay shall be placed in one of the following two options, the selection of which shall be determined by the Board:

a. a post-retirement medical expense Trust; or b. a 403(b) plan

The foregoing payments shall be paid out in four (4) equal annual payments.

Teachers who announce their retirement effective, prior to November 1 of their retirement year, retire effective June 30, and who enter their final year with 190 days of accumulated sick leave, shall be entitled to the full benefit above provided their absences in that year do not exceed five (5) days.

1.8 Notification

Any Teacher who is medically disabled or who anticipates being medically disabled shall notify the Board of his/her disability or anticipated disability and the expected duration of his/her absence from school resulting there from as soon as possible after he/she learns of the disability or that the disability is anticipated and shall keep the Board apprised of any changes in his/her status in accordance with the following:

1.8.1 If the disability is one that could not have been anticipated, the Teacher shall, as soon as possible after the event giving rise to the disability occurs, notify the superintendent as to the nature of the disability and the expected duration of the disability.

1.8.2 If the disability is one that can be anticipated (i.e., due to pregnancy or medical treatment or an operation which is scheduled in advance), the Teacher shall notify the superintendent of the nature of the disability and the anticipated duration of the disability as soon as possible after the Teacher has learned of the event which will give rise to the disability. Thereafter, the Teacher will keep the Superintendent apprised promptly as to the changes in status or anticipated duration of the disability.

1.8.3 In any case where a Teacher is absent as a result of a disability, the Teacher shall notify the Board as promptly as possible as to the date upon which his/her disability is expected to end and the date upon which he/she desires to return to work. Failure to notify the Superintendent in writing, prior to the termination of his/her disability, of his/her intentions relating to his/her return to work or failure to return to work within a reasonable period after the termination of his/her disability, shall relieve the Board of any obligation of returning the Teacher to active employment. In such cases, the Teacher's failure to act shall be deemed to be a resignation.

1.8.4 Any notification referred to above shall be in writing.

4936-4194-7767, v. 1 15 1.9 Return to Work After Period of Disability Has Ended. All Teachers absent as a result of a disability shall return to work within a reasonable period of time after the end of their disability provided that:

1.9.1 If, in the opinion of the Board, the end of the Teacher's period of disability or the date upon which the Teacher desires to return to school falls at a time in the pupil achievement reporting period which would be disruptive of the continuity or flow o f education for the pupils involved, the Board may delay the Teacher's return to work until the beginning of the next succeeding pupil achievement reporting period; however, any such extension of a Teacher's absence beyond the period of disability shall be with pay only if Teacher has sick leave available. If the Board does not delay the Teacher's return to work, said Teacher may return to his/her regular teaching position or be assigned to another teaching position, including substituting at the Teache r's regular rate of pay, that the Board, in its discretion, may deem appropriate until the end of the marking period or if after April 1, at the end of the school year. At that time, said Teacher will return to his/her regular teaching assignment.

1.9.2 If the Teacher desires to extend his/her absence beyond the period of disability in order to have time to put his/her personal affairs in order, the Board may grant the Teacher's request to do so for a reasonable period not to extend beyond the beginnin g of the next succeeding pupil achievement reporting period, and the Board shall not unreasonably withhold a request by a Teacher for such additional leave, provided further, however, that any additional leave beyond the period of disability shall be wi thout pay and without the application of accumulated sick leave benefits.

1.10 In all cases of absence due to disability, the Teacher shall, prior to returning to work, submit to the Superintendent a written statement by the Teacher's physician attesting to the fact that the disability has been terminated and the Teacher is fit to re turn to work. The Board shall have the right to verify such a statement in the same manner as provided in paragraph 1.7.

1.11 Nothing herein shall require the Board to pay "sick leave" benefits to any Teacher beyond his/her period of disability, regardless of the length of his/her period of absence; nor shall the provisions be construed so as to permit a disabled Teacher to return to work prior to satisfying the Board that his/her disability has been removed and he/she is physically able to resume his/her duties.

SECTION 2 Serious Illness or Death in Family

2.1 For each death in the Teacher's immediate family (parent, grandparent, sibling, spouse, child, step-child, step -parent, parent-in-law, brother and/or sister -in-law, and grandchild ) a Teacher may be absent for up to five (5) normal work days without loss of regular pay.

2.2 For a serious health condition (as defined in the FMLA) of a member of the Teacher's immediate family for whom the Teacher has custodial responsibility, a Teacher may be absent for up to ten (10) normal work days without loss of regular pay , which absences shall be charged to accumulated sick leave. This does not apply to minor illness of a family member. The Board may require the Teacher to submit documentation, to its satisfaction, of the family members serious illness.

2.3 In cases of death of a Teacher's relative not in the Teacher's immediate family or the serious illness of a member of the Teacher's immediate family for whom the Teacher does not have

4936-4194-7767, v. 1 16 custodial responsibility, up to two (2) days absence may be granted at the discretion of the Superintendent.

SECTION 3 Personal Business

3.1 Each Teacher shall be allowed up to a maximum of four (4) days off per year without loss of pay for the purpose of conducting personal business which cannot be conducted at a time other than when the Teacher is scheduled to be in school. These days may not be accumulated from year to year. During the month of June, no more than ten percent (10%) of the teaching staff will be granted personal business days in any one school.

3.2 The "personal business" referred to herein may include such compelling events as religious holidays, attendance at the Teacher's own graduation or the graduation of members of his/her immediate family (as defined in Section 3 hereof), attendance at his/ her own wedding or the wedding of a member of his/her immediate family (as defined in Section 3 hereof), legal business that cannot be conducted outside of the normal work day the death or illness of a Teacher's relative not from Teacher's immediate family and for whom the Teacher does not have custodial responsibility, or some other similarly compelling reason, but shall not include extension of a vacation or holiday period, an accommodation of travel plans connected with a vacation or holiday period, and shall not be taken the last ten (10) days of the school year unless special permission is granted by the Superintendent. Accordingly, these days shall not be used on the Teacher's last scheduled work day before or his/her first scheduled work day after a vacation or holiday (except for single religious observations as to which the Teacher shall give prior notice, oral or written, to the building administrator) except under the most compelling circumstances, and then only with the approval of the Superinte ndent. Teachers shall not take more than two (2) consecutive personal leave days without the approval of the Superintendent. The Teacher shall give 24 hours notice except in cases of emergency, to his/her principal.

Additional personal leave may be granted at the discretion of the Superintendent.

SECTION 4 Visiting Days

A maximum of four (4) days per year for visiting classrooms in other schools or attendance at education workshops may be allowed when directed or approved by the Superintendent or Principal. A written report on the observation of the day may be required.

SECTION 5 Jury Duty

Any Teacher who is required to serve on a jury before a state or federal court shall be granted leave for this purpose and such leave shall not be deducted from sick leave or personal days. Such Teacher shall receive a rate of pay for each day of jury service equal to the difference between his/her then current applicable salary calculated on a per diem basis and the pay he/she receives from the court as jury pay. In order to qualify for this pay the Teacher shall notify the Superintendent immediately and in writing when he/she is notified that he/she is required to report for jury duty.

SECTION 6 Adoption Leave

6.1 Any Teacher adopting a child shall be entitled upon written request to the Superintendent of Schools to twenty (20) days paid leave, said leave, to be deducted from sick

4936-4194-7767, v. 1 17 leave. In the event that both father and mother are employed by the school district, only one shall be entitled to the twenty-day adoption leave.

SECTION 7 Child Care Leave

A childcare leave may be granted to a Teacher upon birth or adoption of his or her child, subject to the following conditions:

7.1 The request to take such leave shall be in writing;

7.2 The request shall be filed with the Superintendent;

7.3 The request shall be filed as soon as practicable prior to the anticipated commencement of the leave but no later than thirty (30) days following the date of arrival of the child;

7.4 The leave for Teachers who give birth/adoption prior to April 30 will not extend beyond the end of the normal work year in which the child arrives. Teachers who give birth/adoption after April 30 also will be eligible for child care leave for a portion of the following year, provided such Teacher returns at the conclusion of the first semester, but in no case shall such leave extend beyond the end of the ensuing normal work year.

7.5 The leave shall be without pay or benefits;

7.6 During the period of such leave, the Teacher shall be eligible to participate, at his/her own expense, in any group insurance benefits in effect in this Agreement, to the extent permitted by such group insurance plans;

7.7 The Teacher on leave shall notify the Board in writing as soon as possible, but by no later than May 1, of his/her intent to return to his/her position for the following school year. Failure to do so will result in the loss of his/her position in the Trumbull School System;

7.8 Upon returning from such leave, the Teacher will be assigned to the position occupied as of his/her last day worked or to another position for which he/she is qualified in the judgment of the Board;

7.9 Notwithstanding any other provision of this Agreement, a Teacher granted a leave of absence shall not be exempt from the operation of the layoff procedures set forth in this Agreement; and

7.10 Any such leave shall not be considered as an interruption of service for seniority purposes under Article X of this Agreement.

7.11 Leave may be granted to a non-birth parent upon the birth of a child for up to five (5) days, to be deducted from their accumulated sick leave.

4936-4194-7767, v. 1 18 ARTICLE IX CONDITIONS OF EMPLOYMENT

SECTION 1 Multi-School-Schedules

1.1 In arranging schedules for Teachers who are assigned to more than one (1) school, an effort shall be made to limit the amount of interschool travel. Such Teachers shall be notified of any changes in their schedules as soon as practicable and, where possible, prior to June 15.

1.2 Any Teacher required to use his/her own automobile in traveling between schools for the purpose of performing his/her teaching duty as assigned by the Board or the Superintendent pursuant to paragraph 1.1 above shall be reimbursed for the use of his/he r automobile at the rate set by the Internal Revenue Service for business mileage deductions. During each calendar year covered by this Agreement, the IRS rate established as of January 1 of the applicable year shall be paid for the entire calendar year.

1.3 Travel time shall not constitute a preparation period.

SECTION 2 Teacher Assignments

2.1 The assignment of Teachers within the school system is the responsibility of the Superintendent of Schools. In making such assignments, the reasonable requests of the Teacher concerned shall be considered.

2.2 Teachers shall be notified of their programs for the coming year, including the schools to which they will be assigned, their grades and/or subjects they will teach and any special or unusual classes that they will have, as soon as is practicable and under normal circumstances, not later than June 1 if feasible, otherwise the last day of school . In the event of a change in circumstances or conditions during the months of June, July and August, such assignment may be changed with prompt notice in writing to the Teacher.

2.3 Changes in grade and/or subject assignment shall not be effected or announced without prior personal conference with the Teacher involved. Following such conference, the circumstances shall be communicated to the Teacher in writing and the Teacher may appeal such change(s) to the Superintendent.

2.4 Any teacher desiring a change in assignment within a given school from one grade to another shall make known his/her desire in writing to the principal of his or her school by March 1.

2.5 A Teacher's request for assignment to another school shall be made in writing to the Superintendent by March 1 or whatever later date is set by the Superintendent. The Superintendent shall notify the Teacher in writing by June 10 of the disposition of his /her request for assignment if a disposition has been made by that date.

2.6 When the employer determines that a vacancy exists, it shall be publicized through the school district's website and via e -mail both during the school year and in the summer months. Teachers who desire to apply for such vacancies shall file their application electronically within ten (10) school days of the date the vacancy is posted. Nothing herein shall require the Board to accept an internal candidate for any such vacancies over an outside candidate.

4936-4194-7767, v. 1 19

2.7 Whenever it is practicable and reasonable in terms of cost and educational suitability, the Board shall endeavor to hire full -time Teachers to reduce the number of part -time Teachers provided, however, that the Board retains the right to hire and retain pa rt-time Teachers when, in its sole discretion, it is desirable to do so to reduce costs and increase flexibility in scheduling.

SECTION 3 Promotions

3.1 Posting of Vacancies. All vacancies for advancement to those positions contained on the Administrative Salary Schedule shall be published in all schools at least ten (10) and ordinarily thirty (30) days in advance, except in the case of temporary or ac ting appointments. Temporary or acting appointments of Teachers to such administrative positions shall not exceed ninety (90) days except by mutual consent of the Board of Education and the Association. Requirements, such as statement of qualification an d job description, shall be part of this publication. When, if qualifications and attainments of two or more applicants are considered equal, preference will be given to members of the staff.

3.2 The Administration will consider, as prime qualifications for promotion, the following:

a. Proficiency in present assignment. b. Competence as a Teacher. c. Adaptability to the requirements of the position.

In addition, the following will be considered as part of the qualifications of system staff members:

d. Loyalty to the system. e. Contributions to administration in the operation of the school. f. Knowledge of the system and its operation. g. Participation in system activities. h. Length of Service. i. Cooperation.

3.3 Those Teachers of the school system who are qualified applicants for a new position, but who are not selected for the position, may at their request discuss the reasons for their non - selection with the Superintendent so that they may make efforts to st rengthen their future candidacy.

3.4 Teachers desiring to be informed of vacancies for advancement occurring during July and August shall prior to June 15 register their desire with the Superintendent's office indicating as specifically as possible their area(s) of interest. The Superint endent's office will then notify them of any such vacancies during these months.

SECTION 4 Substitutes

Substitutes will be provided (if available) for absentees in both the secondary and elementary schools.

4936-4194-7767, v. 1 20 SECTION 5 Outside Employment

The Board and the Association mutually agree that Teachers will engage in no outside employment that will impair the effective and proper execution of assigned professional duties in the Trumbull System.

SECTION 6 Teacher-Pupil Ratio

6.1 It is recognized that the size of academic classes is directly related to quality for instruction; therefore, the following goals for class sizes are to be strived for:

Kindergarten - 25 per class Grades 1 - 12 - 28 per class Developmental - 16 per class

6.2 The Board's goal in physical education classes will be a maximum of forty (40) students.

6.3 When class schedules are developed, the needs of the exceptional student shall be the prime consideration for classroom placement. The scheduling of these students shall be reasonable and provide an optimum learning environment.

6.4 A Teacher of any identified exceptional student who is mainstreamed shall be informed about the nature of the exceptionality and whether that student requires any specialized or individualized management or instruction within two (2) weeks of placement in the mainstreamed classroom. At the time an identified exceptional student is placed in a mainstreamed classroom, the receiving Teacher will be notified that the student is exceptional.

SECTION 7 Teacher Load

Whenever possible, Teachers in academic subject areas should not be assigned more than 140 students for instructional purposes.

SECTION 8 Preparation Periods

8.1 All Teachers shall, in addition to their lunch period, have at least one preparation period per day during which they will not be assigned any other duties. For elementary classroom school teachers one of their preparation periods per week will have a duration of no less than 60 continuous minutes. In a typical five day week, with no shortened days, elementary school teachers shall receive no less than 210 minutes of weekly preparation time.

8.2 All elementary regular classroom Teachers and special education Teachers shall receive one thirty (30) minute collaboration period per week.

8.3 Principals will make every reasonable effort to reduce or eliminate duties assigned to elementary unified arts teachers (art, music, physical education) on days when they teach nine (9) sessions, or the equivalent thereto. The safety of students will be the first priority when making such decisions.

4936-4194-7767, v. 1 21 SECTION 9 Secondary Teachers - Teaching Periods

9.1 Teachers of the major academic areas shall not be expected to teach more than five (5) periods per day. Such Teachers shall be assigned ancillary duties as in the past or a flexible period (student contact time) which does not require preparation, grading, or testing (except proctoring). Such teachers may volunteer to teach a sixth period per day and receive additional compensation for the sixth class equal to twelve and one-half percent (12.5%) of the teacher's base pay. If more than one (1) person volunteers, Teachers will be accepted by seniority on an annual rotating basis.

Effective with the 2027-28 school year, Business teachers and Technical Education teachers also, shall not be expected to teach more than five (5) periods per day. The parties agree to continue to explore in the future the feasibility of limiting other non -major academic teachers to five (5) periods, subject to budgetary constraints.

9.2 Secondary school Teachers who teach six periods per day on a regular basis will be released from performing ancillary duties such as, but not limited to, study hall, corridor duty and bus duty. High school Teachers who teach six periods may be assigned homeroom.

SECTION 10 Compliance

The Board will expect strict compliance with the school hours and regular attendance at in-service faculty meetings.

SECTION 11 Number of Preparations (Secondary)

Every reasonable effort shall be made to have Secondary Teachers teach no more than two (2) different subjects or have more than three (3) different preparations except where additional subjects or preparations are requested by the Teacher in writing.

SECTION 12 Cocurricular Activities

Teacher participation in co curricular activities for which no additional compensation is paid shall be voluntary. At the same time, Teachers recognize that their responsibility to their students and the profession requires the performance of duties that involve the expenditure of time beyond that of the regular school day.

SECTION 13 Normal Work Day

13.1.1 The workday for Teachers during the work year shall be no less than thirty (30) minutes longer than the length of the regular day for pupils. The building Administrator shall determine when the Teacher shall arrive and leave, provided that in no event shall the Teacher arrive less than fifteen (15) minutes prior to the start of school or leave less than fifteen (15) minutes after pupil dismissal. In addition, secondary school Teachers are required to provide extra help for forty-five (45) minutes one (1) day per week.

SECTION 14 Normal Work Year

Effective the 2004-05 school year, the normal work year shall consists of 186 normal work days for Teachers (181 student contact days), except for Teachers assigned to positions as

4936-4194-7767, v. 1 22 Guidance Counselors, Program Leaders, Department Chair Persons and Career/Vocational Education Teachers, for whom the normal work year shall consist of 196 normal work days.

SECTION 15 School Meetings

15.1 Teachers may be required to remain after the regularly scheduled workday up to seven (7) hours each month (a maximum of two (2) hours in any one-day) six (6) of those hours shall be for workshops, staff meetings and PPT's. A minimum of one (1) continuous hour shall be self - directed teacher time, including, but not limited to, grade input and case management requirements.

15.2 Workshop schedules will be published at least thirty (30) days in advance of the events. Workshops (both during and after the regularly scheduled work day) that are focused on the improvement of instructional practices and/or provide instruction/direction on educational law, policies, and practices shall be published at least thirty (30) days in advance of the event. In unforeseen circumstances, for the purpose of school meetings during the school day, the teacher shall be given the opportunity to opt-out of workshops that do not have a 30 -day advance notice; however, the BOE is committed to providing the aforementioned thirty (30) day notice in advance of events.

15.3 Attendance at any function which takes place in the evening or on a weekend or holiday (except for room visitations and parent/Teacher conferences) shall be voluntary.

SECTION 16 Lunch Duty

16.1 Elementary: No Teacher will be assigned to the cafeteria.

16.2 Secondary (Middle School and High School): Teachers may volunteer for cafeteria duty in lieu of other service assignments. If sufficient volunteers are not available, then Teachers may be assigned at the discretion of the Administration.

SECTION 17 Job Description

A copy of job descriptions for certified personnel (Teachers and Administrators) shall be available at the principal's office for examination by Teachers.

SECTION 18 Team Leaders/Department Chairs

18.1 The position of Department Chair shall be posted and applied for every three (3) years starting July 1, 2018. By June of every third year each Department Chair will be notified in writing by the Superintendent whether or not he/she will be appointed. The position of Team Leader may be posted and applied for annually. By June of each year Team Leader will be notified in writing by the Superintendent whether or not he/she will be appointed for the following year.

18.2 Team leaders will have a regular teaching load but will receive a stipend for their services as set forth on Appendix B attached hereto.

18.3 Department Chairs who supervise nine (9) or more Teachers shall work ten (10) additional days beyond the normal Teachers. Department Chairs who supervise eight or less Teachers shall work five (5) additional work days beyond the normal school year. Such time shall

4936-4194-7767, v. 1 23 be paid for in the same manner and form as for Program Leaders, Guidance Counselors , Career Vocational Education Teachers and Instructional Team Leaders for ten (10) days or 0.5 of such sum for five (5) days.

18.4 Department Chairs shall not perform supervisory/administrative duties for 50% or more of their time.

SECTION 19 Consultation Procedure

It is the desire of the Board and the Association to achieve continuous rapport and understanding between the parties and it is felt that one method of achieving this goal is to discuss peri