3.

"Days" shall mean days when school is in session, cxccpt during the sumrner
vacation, when "days" shall mean those days when the central office is open. If
any deadline date under this article falls on a weekend or holiday, such date shall
be extended ro rhe next folloqdng weekday.

B. Timelimits

1. The time iimits indicated at each level are maxin:ums. Ali efforts should be
made to communicate and resolve disagreements in as short a dme span as
possible.

2. Tirne limits may be extended by mutual agreement, in writrng.

C. Infotmal Procedure

1. An administratorwho feels aggrieved shall initiate communication with his/her

imrnediate supervisot within rwenty (20) days of the time he/she knew or
shotr.ld have knorvn of the condition that caused the disagreement.

2. Ifa satisfactory resolution to the problem is not reached within fivc (5) days of
such cornmunicatioa, the administtator rn^y institute a fotmal grievance.

D. Formal Procedute

l. Supenntendent

a. All written grievances shall contain at least the following inforrnation:

i. The name of the grievant(s).

ii. The date(s) on which the alleged act or condition occured.
iii. The specific paragtaph of this Agreement which is alleged to
have been vrolated, misinterpreted or misapplied.
iv. A specific descdption of the acr or condition in issue.
v. The requested remedy.

b. The written grievance must be submitted to the Superintendent and the

OAA President wi*rin ttrirty (30) days ftom the time that the grievant
knew or should have know-n of the act or condition which caused the
disagreement.

c. $fithin ten (10) days of the receipt of the written gdevance, rhe
Supcrintcndcnt shall meet with rhe administrator and the OAA shail
have the right to be present in an effort to resolve the problem.

d. Within ten (10) days of this meeting, the Superintendent shall render a
written decision to the administrator and OAA President.
2. Board of Education

If the grievance is not satisfactorily resolved at the superintendentlel"el,

or if no decision has been rendered within the specified time, the
administratot, through the OAA President, may request a heating with
the Board of Education. Such request shall be made in wnting to the
chairman of the Board withn twenty (20) days of the receipt of the
written formal grievance by the Superintendent

b. The Board, or a desigrated subcommittee of the Board, shall meet with

the grievant and his/her representative within tv/enty (20) days of
receipt of the written appeal in an effort to resolve the grievance.

The Board shall render its decision in writing within ten (10) days of
that meetingwith copies serit to the aggrieved, the superintendenf and
the OAA President

Irnpartial Arbitratiorr

^. rf any such grievance is not satisfactorily resolved at the Board of

Education ievel or if no decision has been rendered urithin the specified
tirne, the grievant may request, in wtiting to the oAA ptesident, that the
matter be submitted to arbitration befote a single arbitrator.

b. Notice of jntent to submit the grievance to arbitration shall be rrrade in

writing by the oAA Presidenr (.r his/her designee) or rhe individual
grievant to the Superintendent of Schools, rvithin iifteen (15) days of
the meeting of the Board.

c- within ten (10) days of receipt of such written notifi.cation, the

Superintendent shall for a meeting to select a mutually agreeable
^uange
arbitrator. If thc partics cannot the Amedcan Arbitration
Association shall be tequested to name^gLee,
an arbitrator.

d. Arbitration shall be held in accordance witl the ruIes of the American

Arbitration Association. The decision of the atbittatorshall be final and
btnding.

e' The costs of the services of the arbtftator shall be borne equally by the
Board of Education and the Association.

f. The Superintendent and the Board shall have the right ro file a
gtievance in writing with the OAA, and such grievance shall thereafter
be processed in accordance with Level rhree of the Grievance
Procedure' The Boatd shall pay the arbitrator's fee fot such arbitranon.
 4. Miscellaneous

Any grievant mal' be represented at Levels One and Two of the

grievance procedure by a person of his/her own choosing, except rhat
he/she may not be tepresented by a representative or by an officer of
any admrnistratot's arganizaion other than tlle Association. \,X/hen a
gdevant is not teptesented by the Association, the Association shall be
immediately notified and have the dght to be present and to state its
views at all stages of thc proccdure. Any party in interest may be
represented arty level of the formal procedure.
^t
b. All documents, corffnunications and records shail be confidential and
shall be fi1ed separateiy from the personnel flles tn" participants.
"f

ARTICLE V. WORKING CONDITIONS

A. All administrators shail receive thfuty (30) working days vacation each school year,
exclusive of legai holidays, with such days to be taken dudng the schoolyeat following
that in which they are earned. In the event an administrator does not take his/her
earned vacation days, he/she may accumulate up to five (5) such unused earned
vacatjondays pcr yeat to a maximum of trventy-fir'e (25) days. The accumulated unused
eatned vacadon days nray be taken in subsequent years provided no more than thirty
(30) days vacation may be taken in ye r without Board of education approval upon
^
recomrnendation of the Superintendent of Schools. Upon retirement as defined by the
State Teachets Retkement Boatd, or if an Administrator with seruice for20 years, L 5 of
which were in the Oxford School system, Ieaves the employment of the Oxford Board
of Education, the Oxford Board of Educaton's obligation to pay the Adnrinistrator fot
accumulated vacation shall be limited to a maximum of 25 days."

B. Admirustrators shall be granted the following holidays during the work year:

Independence Day New Year's Eve

LzborDay NewYear's Day
Columbus Day Martin Luthet King Day
Veteran's Day Lincoln's Birthday
Thanksgiving Day Prcsidcnts Day
Day after Thanksgiving Good Friday
Christmas Eve N{emorial Day
Christmas Day

C. Board of Education meedngs -- Each administtator shall attend Board of Education

meedngs v'hen an agenda item tequires his/her presence or if he/shc is requested to be
prcscnt.
D. Prior to July 1 of the school year, cach adrninistrator shall present to dre Superintendent
a proposed vacation schedule for the year, subject to the approval of the Superintendent
of Schools. Alterations to such schedule shall be made by mutual agteemenr.

E. If the work year established for each adrninistratot in "A" above is extended with the
approval or at the direction of the Superintendent as a tesult of unusual or specialwork
demands, such administrator shall be compensated at lrrs/her per diem rate, based on
his/her contracted yeatlv salary

F. Vacancies and promodons shall be filled irr accordance with the following procedure:

The existence of vacancies ot positions shall be adequately publicizedrvithin the system

by posting a notice in each school of the District as far in advance of the date of filling
such vacancies as possible, but in no event Iess than ten (10) days in advance.

ARTICLE VI . ADMINISTRATIVB ASSAULT

A. Salary Payment

Whenever an administtator is absent fronr his/her responsibilid.es as a result of personal

miury caused by an assault arising out of and in the course of the administrator's
employrnent, the administrator shall be paid firll salary and benefits for t}re period of
such absence u'ithout having such absence be charged to annual or accumulated sick
leave. Any amount of salary payable pursuant to *ris article shall be reduced by the
amount of any lf61funen's Compensation award for temporary disability due to the said
injury. At nr: time, however, shall the administratof's take home pay after taxes exceed
what the adrrunisttator would have earled had he or she beeo working. The Board, at
their cost, shall have the right to have the administrator exarnined by a physician of theit
choosing for the pu{pose of cstablishing rhe length of time during which the
administtator is tempotadly disabled.

B. Reimbursement

In the event that an administtator gains temuneratron as a result of legal action which
has been pursued, the admirustlator agrees to reimbutse the Board of Education such
Payments which he has received undet the terms stated above. Ths reimbursement
shall not cxcced the remunetation of the amount of salary and benefit payments
received from the Board dudng the absence.

ARTICLE YII . LEAVE POLICIES

A. Extended Professional Leave

1,- Administtative personnel tn the Oxford Pubhc Schools may be granted an

extended professional leave for. a year or a half year for dre pulpose of

5
 educadonal study or rcscarch, No more than one adminis ftator one tin:e
will ^t^fly
be granted extended professio'al leave in any singre schoolyeat.

z. Each candidate must meet the follow-ing requirernents:

-lhe administrator must

be a firli-time certifi.ed person who has been
^- employed by the oxford Board of Education for four (4) consecutive
years as an administratot preceding the proposed sabbaticai lcave.

b' The adrninistrator will submit a signed statement indicating he/she fust
agrees to leturn to the Oxford School District for at least three (3) years
after the end of the sabbatical. During a full year extended professional
leave, the administtatot will receive a stipend equal. to tluee-fourths of
the expected annual salary. During a harf-year extended professional
leave, t]'e administrator wjll receive stipend equal to thirty-seven and
one-half percent of the expected annual salary amount. A gteater
stipend may be granted for an extended professional leave at the
discretion of the Oxfotd Board of Education. If the administrator does
riot returfl for one yeat, al\ costs related to salary, benefits and potential
legal expenses will be rejmbursed to the Board by the Administrator.

In the event the administrator leaves the Oxford District prior to the
completion of this three (3) year period, the admjnistratol agrees to
reimburse thc Board for the amount of his/her sabbatical salary. such
reimbursement to be proportioned to the duration of sewice after leave
Q/3 rctrnbursement for one yea4 1/3 reimbursement for two years,
etc.) Unless retutn or completion of the threeyear standardis precluded
by death or disability.

Each recipient of a sabtratical leave gtant shall subrnit to the Board a

written report oudining his/het studies and accomplishments dwing thc
sabbatical leave.

-'). Administrators on extended professional leave wjll advance on the salary

scheduie as if they were continuing to work in the Oxford public School system.
Sick leave accumulated prior to the start of the sabbaucal leave shall be
tetained,

4. While on extended professional leave, adminisftators shall receive all benefits

refeted to in Aticle [x and XII of this Agreement; except that sick leave
(Article vII, Section A-3.) rvrll not accumulate and will not be paid during a
sabbatical year.

5. Qualified adrninistrators shall apply for extended professronal leave not later
than four (4) months prior to the planned comlnencement of said leave.

6. Board action of cxtcndcd ptofessional leaves shall be completed not later than
forty-fne (45) days after the application for leave.
 7. Extenuating cfucumstances may be cause for reconsideration of the time spans
referred to in Items 2a,5 and 6 above.

L Each extended professional leave request will be reviewed by the

Superintendent. Based on this review, the Superintendent vzill submrt his
tecommendation to the Board of Education for final acdon.

9, Board denial of a request for sabbatical leave is not grievable.

B. General Leave Provisions

Certatn circumstances may warrant granting spccial lcavc, with ot v'ithout pay, to
administrati've personnel. Such leave shall be at the discretion of the Board after
consideration of dre Superintendent's tecommendation: denial of a GeneralLeave is not
grievable.

C. Personal Leave and Funeral Leave

1. Personal leaves rvrthout pay m^y be granted by the Superintendent to meet

serious personal problems.

2. Administrators w"il} be allowed three (3) work days each year, with pay, to be
used for personal business. The personal days provided hereia are to be used to
provide the administrator with necessary time off in order to fulfill bona fide
personal needs such as the pcrformance of legal, household or other business
which could not othetwise be legitimately performed outside the rvork day.

3. Whenever ptacticable, the request for the personal time off will be filed with the
Superintendent zl least 48 hours pdor to the time requested; but, in any event,
all applications fot such leave shall be in wdting. Personal leaves shall not be
requested as patt of a vacation or taken the day prior to a vacadon or hoJiday, or
the day following a vacadon or holiday. In unusual circumstances where thc
provisions hctcof caflrlot be rnet, the Superintendent may waive these
conditions.

4. A leave of absence not to exceed Eve (5) work days immediately following the
date of death shall be granted to any adrninistratot whose wife, husband, father,
rnother, brother, sister or ch.ild dies. Such leave shall be with pay. At the
discretion of the Superintendent, this limit may be extended due to
extfaordinary circurnstances.

5. Time off to attend the funeral of a mother-in-law, father-in-law, daughter-in-

law, son-in-law, of an existing matiage; aunt, uncle, step-mother, step-father,
grandparent or grandchild, shall be granted. Such leave shall be vith pay not to
 exceed one (1) day, except at the discrction of the Superintendent. This limit
may be extended due to extenuating circumstances.

D. Pregnancy DisabiJity Leave

1. Appropriately filedprcgnancy disabiliry leave requests will be granted approval

by the Superintendent of Schools.

2. Administrators must notifi7 the Superintendent as soon as they are aware of the
pfegnancy so that affangements may be made to propedy staff the school.
Notice to the Superintendent must be accompanied by a statement from rhe
adrninistrator's physician indicating the expecred date of birth.

5. A recommended starting date of pregnancy/disabiJity leave shall be indicated i3

the physicianrs statelrrent to the Superintendent (Item 1). Insofar as possible,
the Superintendent rvill grant leaves effective on the date recomm.nd.d. A
subsequent rcquest by an administratoi for a change in fhe recommended date
must be supported by a physician's statement which indicates the desirab:lity for
such change.

+. Pregnancy disability leave shall terminatc whcn, in the opinion of the physician,s
written statement to the Supelrntendent, the Adrninistrator is capable of
resuming their full-time administrative duties. The effective date of
reassignment to fulItime administrative duties will be mutually determined by
the admirustrator and Superintenden! takinginto considemtion the needs of the
shrdents and the effective operation of the school program.

5. Accumulated sick leave, as of the effective starting date of pregnancy disabiJ-ity

leave wili be charged against prcgnancy disability leave -time and each
administrator will teceive their fult salary andfiinge benefi.ts for the period equal
to accumulated sick leave. After the accumulated sick leave has been exhausied,
adminisftators will condnue on pregnancy disabiJity leave without salary or
fnnge benefits paid by the oxford Board of Education. Fringe benefits may be
paid at Boatd expense beyond the time of exhaustion of accumulated sick leave
at the discretion of the Board, based upon the Superintendent's
recommendation.

6. upon returri to rvork at the termination of pregnancy disabi]ity reave, an

administrator will be placed on tfre salary step effective at the time of the
comrnencement of the pregnancy disability leave, provided the administrator
returns duting the same school year in rvhrch pregnancy disability leave
corntnenced. If the administrator retums to full time duties in a subsequent
yea4plzcement on the salarv schedule will be at least at the same salary step as
was effective at the cornmeflccrncnt of pregnancy disability leave, Benifits
accumulated at the cofnmencement of the leave, and rrot used during the
Pregnancy disabiJity leave period, shall be credited to the adminisuator when rhe
administrator terurns from ptegnancy disability.
 Attendrng any meeting both the Administrator and Supcrintendent would feel
to be a benefit to the school system. These are not to be considered as personal
or sick days.

ARTICLE VITI . SALARY

Schedule

Step 1 Step 2 Step 3

Assistant Pnncipal

201.0-201.1. $101,052.96 $106,669.50 fi112,281.51

2071-2012 $103,074.02 $108,802.89 $1.14,527.20
2412-2013 $105,650.87 $111,522.96 $117,390.38

Elementary Principal

2010-2011 $ 105,268.16 $111,i 15.09 fil76,963.1,4

2071-2012 fi1.A7373.s2 $113,337.39 fi119,302.40
2072-2013 $110,057.86 $116,170.83 fi122,284.96

Middle School Principal & Director of Special Ed

2010-2071 fi709,476.65 $115,556.21 fi121,639.1,1

2011-2072 $111,666.18 $117,867.33 fi724,071.89
2012-2073 $1,1.4,457.84 $120,814.02 fi1,27,773.69

High School Principal

2010-201.1 fi730,292.07
20L7-20L2 fi132,897.97
2012-2013 $736,220.36

A drninis trative Po sitions

The Board of Education resefi-es the right to make new administrative appointments. The
Board resenres the right to place new appointees at an apptopriate level of the new salary

10
 schedule based on the assessment of thc Board on the appointee's exper{ence,
training, and
qualifications.

C. Tuition Reimbutsement

Duting the normal school year, administlators rvho, with the approval of the Board tnd/or
superintendent, undertake graduate studies beyond those needed?or certfication
for the benefit
of the Oxford schools shallreceive reimbursement for up to Two ThousandDollars ($2,000.00)
Perye^t for thc cost of tuition for those courses, upon successful completionwith a grade of B
ot better ol: "pass" in a pass/fail course; provided, Lo-..r.r, for each u,l-irrirt ,o-b*ittirrg u
claim for reimbursement, the admrnistratot shail sign a statement that he/she shall "to,
remain in the
employ of the Boatd for rrvo (2) school years following the school year in which the
administratot teceives the reimbutsement. In the event the alminisftator shall not be employed
with the Board for two (2) subsequent school
1,ears, the adminisuator shall teinburse the Board
firlly fot all teimbursement provided during the two (2) school yeats prior to separation of
employment, unless such separation was invoh:ntary or due to health r"lurorrr.

D. I{-12 Assessment/Data and Section 504 Coorclinators

A $5,000.00 annual stipend shall be pard ur recognidon of sewices provicled as I{-12

Assessment /Data Co-ordinator., The stipend u-o.rni*y be d.ivided unit membets
cofrlmerisutate with division of responsibiJities, as agreed upon by the"-trrg
Association and the
Superintendent. A$l,500.00annualstipendshallbepuidforseruiceasl{-l2DisuictWide$504
Coordinator. The strpends are merit bascd, and the aiministrator(s) provrding the sewices there
-
undet are subject to annual evaluadon. The stipends may b. to another
adrniflistrator(s) if the Superintendent determines that ti. p.rformance is ^*urd.d
notsatisfactory. The
stipends are payable in thirds in each contract year: Noiember, February and
June. These
stipends shall sunset effectirte close of businessJune 30,2013 or at such tjrne as the
Curriculurn
Coordinatot or equivalent position is appointed, whichevet occurs fust. These stipends shail
not continue in a successo-t agreement unless murually ar,d affrtmatively agreed of on by the
Parties.

E EffectiveJuly 1, 2010, the Boatd shail pay the annual sum of

$8,000 as a stipend to the
Administrator performing the functions of t-he Athletic Director. This stipend shall expire at
the
time that a full time Athletic Director is appointed, or when the Adminisffator currentlv
performing the functions, leaves the position, whichever frrst occurs.

ARTICLE IX. MEDICAL BENEFITS

A. Health Plan

The Board shall continue to maintain and conttibutc to the qualified HSA plan that
became effective on Octobet 1,2009 (pet signed settlement lgreement berweel
the
Board of Education and the Oxford Administrator's Associauon). Effective
July 1,
2010, the Board shall pay eighty-fir'e (s5%) percent of the insurznce premium and"the
adrninisttator shallpay fifteen Wn p.t..tri EffectiveJu\y 1,Z)llthe Boarcl shallpay

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 Boatd-ptovided insutance coverage upon written notice to the Board of Education.
Upon tcccipt of such nod.ce, insurance coverage shall be reinstated. as soon as possible,
sub ject, however, to any regulations or restrictions, inclucling rvaiting periods wiich rnay
then be prescribed by the appropriate insurance carders. Election-to waive insurance
and/ or election to tesume coverage during the school
)rear shall result in a proration of
the above referenced annual payment.

E Individuai Life Insutance

All administrators shall receive tetm life insurance coverage in the amount of 2-1/2
times thef salarv rounded to the next thousand, provided the individual is insurable.
Double indemnity wdl be paid for accidental death. The Board wdl pay the ful1
premium costs of the administratots'individual life insurance. The administtators may
contiaue their cutent Lifc & Accidental Death and Disability insurance after tetiremeni;
provided , it is a tme retirement under tire STRB; and only to the extent allowed by the
catrier' It is further understood that the administrator shall pay the .ntire cost of
whatever life insurance is continued after retirement with no cost to the Boatd of
Education whatsoever or in any regard, and with the unrlerstanding that the
administratots pay 1007o of the cost regardless of what that cost may be or how it rnay
increase ovet time.

F. Disability Irrsurance

Each adrninisftator shall receive an annual dollar amount to be used to purchase Cash
Value Return Disability Insurance. Each adrninistrator will receive $1,850. The
decision as to the disabrliw program that is available to each administrator is bascd on
an individual need andmav be evaluated annually. The Boardwillmake its contribution
directly to the admirristrator identi{ied insurance company or the company's designated
agents.

ARTICLE X - PROTECTION OF ADMINISTRATORS

A. The Board will Protect and save harmless any administ:ator frorn any financial loss and
expense, including legal fees and costs arising out of any claim, dernand, suit or
judgment, as provided by the Statutes of thc State of Connecd.cut,

B. If an administratot is inr.olved in an automobile accident while uansporting children to

and from a related school activity, the Board of Education will be r"rponiibl. for the
damage to the administrator's owfl vehicle in an amount equal to the deductible, not to
exceed $500, in the adrnirustrator's own jnsurance policy.

1,3
 ARTICLE XI - TRAVEL

Allnecessary business travel, rncludrng Board of Education rneetings and regulady scheduled
adrninisttative staff meedngs, but excluding travel between the district and the administrator's
home, shall be reimbursed on the basis of actual rnilcagc at the published IRS rate per mile.

ARTICLE XII . PROFESSIONAL ORGANIZATIONS/ INSTITUTIONAL

MEMBERSHIPS

The Board rvill assume the financial cost of cach admjnistratot's rnembership, as pat of the staff
development plan, professional orgarizattons of the member's choice, subject to the
Superintendentr s approval.

ARTICLE XIII - EVAIUATIONS

All evaluations shall be conducted in accordance with the evaluation procedures of the Board.
Nothing herein shall preclude modification of evaluation procedures in accoldance with State
guidelines.

ARTICLE XIV - SEVERANCE PAY

EffectiveJuly 1,2AO1,upon retirement as defined by the State Teacher's RetirementBoard, any

administrator rvho retires ftorn his/her dudes after service for twenty Q0) years, fifteen (15) of
vdich were in the Oxfotd School Systetr, shall receive foty perceflt (40'/r) of his/her
accumulated sick leave as severalrce pay. Such payment shall be based on 1/23A of the
employees annual salary atthe time of retirement.

ARTICLE XV - REDUCTION IN FORCE

In the event that positions coveted by this contract are elirninated or reduced, the following
procedure will be used in the order listed:

A. Any adrninistratot relier.ed of his/her duties because of reducdon of staff or elimination

of position shall be offered an administrative opening, if one exists, in his/her
classification for which he/she is certified and qualified.

B. If thete is no existing administrative opening in his/her classification, the displaced

administrator shall be offered the position of an adrninistrator with the least seniorityin
the same classification as the displaced admrnistrator in a position for which the
displaced administratot is certjfied and qualified.

74
 C. If there is no position available fot the displaced admimstator under paragraphs a or b
hereto, he/shervill be offetcd an administrative opening, if one exists,t oth.r
administrative classification for wluch he/she is cernfiecl an<l qualifiecl "ty
provided,
however, such appointment does not constifute a promotion to a hrgher classification.

D. If an adminisftator is telieved of his/her duties because of a reduction in staff or

elimination of position and another admrristrative position is not otherwir" xl,rilable as
aforesaid, he/she rr,'ill be offered a teaching position subject to the Reduction in Force
provision of the Oxford Education Association's Agrccrncntwith the OxfordBoardof
Education.

E. If an adminisftator is relieved of his/her duties because of reduction in staff or an

elirnination of position and employed as a teacher, he/she wili be given the erperience
credit on the salary schedule according to the teacher's Labor Agreement foihis/her
administtative and teaching experience within the school system and shall retain all
accumulated sick leave, providing the accumulated and ye rry acquired sickleave does
not exceed the lirnit in the tcachcrs' Labor Agreement and does not violate pertinent
state statutes.

F. Failure to accept 2n offer or to receive an administrative position as provided above w-ill

result in termination of the adrninistrator's employment as an admimstrator.

G. Any adrninistrator who has been tetminated as aforesaid or who takes a teaching
position shall be placed on a reappointment list for two (2) years. While on thc list, air
admjnistratot shall bc rccalled to his/her former admjrristrative position if it becomes
open or to other administtative positions for rvhich he/she is certified and qualified
according to administrative seniority in the Oxford School system pioviding
appointment to such a position does not constitute a promotion to a hrghei
classification. If a reappointment is offeted consistentwith the above and is reftised by
the administr^tor, he/she shall thereupon be removed from the reappointment list.

H. For purposes of this Article, administrative classifi.cations shall be as follows:

1. A{iddle School Principat

2. Elementary School Pdncipal / Director of Special Education

3. Assistant Principal

The Superintendent of Schools shall dctctrnine u'hether an admilistrator is qualified

under this Article ptovided that his decision shall not be arbttnry or capricious.

l. Seruodty is defined as the length of tirne in an administrative position both within and
without the Oxford Schooi System.

K. In the event that an administrator is displaced to an administrative classi{ication with a

lowet salary *l.an that which the displaced Adrninistrator pteviously enjoyed or to a
tcaching position, such Administratorrs salarT shall not be reduced nrore that $2,000

15
 (Iwo Thousand l)ollars) per year until the appropriate level on such new salary
schedule is reached. If the displaced adrninisttator is reduced to the level of a teaching
position, the RIFed administrator will be required to rvork up to 30 additional days per
year beyond the days stipulated in the teachets' Labor Agreement in consideration for
the difference between his/her adjusted annual salary and the salary to which he/she
would be otherwise entided rn that teaching position.

ARTICLE XVI . JUST CAUSE

Except as may otherwise be permitted elsewhere herein, no admrnistratol shall be reduced in

rank or compensation, or suspended without just cause. The ptovisions of Connecdcut General
Statute 510-151 set forth the specifically listed exclusive procedure for termination ot non-
renewal of employment contracts.

ARTICLE XVII - MANAGEMENT RIGHTS AND PRIOR PRACTICE

A. The Oxford School Boatd is a public body established under, and with the power
provided by, the General Statutes of thc Statc of Connecticut. As the elected
reptesentatives of the citizens of Oxford, charged widr dre responsibility for the qualiry
of educatjon in, and the efficient and economical operauon of the Oxford School
System, it is acknowledged that the Board has the final responsibility of establishing the
education pohcies of the public schools of Oxford.

B. The Boatd retains all dghts it had prior to the entering into tlis Agreement, except as
such rights are relinquished in, abridged by, or in conflict w'ith the other provisions of
this Agreement,

C. Nothing in this Agreement shall be construed as abridging any right, benefit ot privilege
that cerified administrative personnel have enjoyed heretofore, unless it is specificallv
stated that said practice has been superseded by a provision of this Agreement.

ARTICLE XVIII - TAX SHELTERED ANNUITY

The Board shall pay annually on behaif of each administuator to a tax sheltered annuity of each
administrator's choice, an amount equal to 5% of the administratot's base salary for eachyear of
this Agreement. The annuity shall be stated in a form acceptable to the teacher retiremenl
board to dre extent possible, for puqposes of being credited to the adminisuator pension
formula, and will be subject to statutofy retirement deductions.

16
 ARTICLE XIX. SUCCESSOR AGREEMENT

-Jihis
Agreement shail remain in effect until a successor agreement has been successfully
negotiated.

ARTICLE )O( - DURATION

This agreement shall be in full force and effect for the period commencingJoty 1, 2010 and,
endingJune 30,-2073,

ARTICLE )Oil - SIGNATURE PAGE

IN WITNESS WTHEREOF, the parties hereto have caused this Agteement to be executed by thet
duly authorized representadves.

OXFORD BOARD OF EDUCATION

,r,t,
Date "l'"1 '?
OXFORD ADMINISTRATORS ASSOCIATION

ll "l? "o?
Date

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