What email address or phone number would you like to use to sign in to Docs.com?
If you already have an account that you use with Office or other Microsoft services, enter it here.
Or sign in with:
Signing in allows you to download and like content, and it provides the authors analytical data about your interactions with their content.
Embed code for: TA_TABCO Summary
Select a size
Collaboration – a process by which two parties work together in a timely manner to achieve shared goals.
Association’s Rights, Privileges, and Responsibilities
Association Representative Visits
3.3 In order for the Association to properly fulfill the terms of this Agreement for the benefit of all employees and the welfare of the school system, d [D]uly authorized representatives of the Association, Maryland State Education Association (MSEA), and National Education Association (NEA) shall be permitted to meet with teachers and transact Association business on school property if, in the judgment of the principal, there is no interruption to the program of instruction. Upon the representative’s arrival at any school he/she will notify the school office of his/her presence and if requested, confer with the appropriate administrator or his/her designee [in order to facilitate the visit].
3.9 The Board will provide the Association with the names and assignments of newly hired teachers on a weekly basis throughout the year.
3.9.1 The Association shall be provided advance notification of the date(s) and time(s) of new employee orientation meetings. In coordination with Human Resources, Association representatives shall be allowed to attend, distribute and explain Association membership information.
Collaboration [Superintendent – Association Meeting]
3.16 The Association and the Board are committed to fostering an organizational culture of respect throughout the school system. This culture is built on the belief that all employees are essential for the school system to attain equity and excellence for all students. To accomplish this there must be a system-wide commitment to fostering a culture of respect and accountability at all levels of the organization. The Association and the Board recognize that its collective bargaining relationship is essential to enhancing this culture, the principles of which are based on the following:
Trust in each other and the process
Use of collaborative processes
Recognition of every employee’s contributions
High expectations for all staff and students that are reasonable, clear and transparent
Open, honest contributions without fear of retribution
Open and effective communication
Respect for various points of view
Civility in all interactions
3.16.1 The Superintendent and his/her designated representatives shall meet quarterly with the President of the Association and his/her designated representatives. Either the representatives of the Board or the Association may recommend items of mutual concern for the agenda of such meetings. Additional meetings may be held upon mutual agreement of the Superintendent and the President of the Association.
Teachers Rights, Privileges and Responsibilities
6.3 No teacher shall be disciplined, reprimanded, reduced in compensation, or deprived of any professional advantage as defined in this Agreement, by anyone other than their immediate supervisor/administrator without just cause. Inherent in the concept of just cause is "progressive discipline.” Progressive discipline consists of counseling, oral reprimand, written reprimand, suspension and discharge and should be applied sequentially. Early steps may be skipped depending on the gravity of the infraction. If an immediate supervisor/administrator [the employer] has reason to reprimand an employee, it shall not be done in the presence of other non-administrative personnel, students, or the public.
6.10 When a meeting with a teacher is being called for the purpose of discipline, suspension, demotion, or discharge, the teacher shall be advised of his/her right to representation prior to the beginning of any such conference or meeting and be given time to arrange for representation.
5. Time Limits: If the immediate supervisor/administrator [employer] fails to answer within time limits provided, the grievance may be appealed to the next step. If the grievant fails to appeal
within the time limits provided, it shall be deemed as acceptance of the immediate supervisor/administrator’s [employer’s] disposition of the claim. Time limits may be extended by mutual agreement in writing.
ARTICLE X - Teaching Conditions
Health & Safety
10.1.1 When, in the judgment of the Faculty Council, any room, building or area presents a health or safety hazard, or a condition unsuitable for teaching or supervising children, duly qualified personnel shall be contacted by the principal and asked to make a timely inspection. As information from duly qualified personnel is shared with the principal regarding this inspection, the information will be shared with the chairperson of the Faculty Council and/or other initiating party within three (3) duty days.
10.5.2 Substitute teachers shall be provided for special area teachers of art, music, physical education, and for elementary library media specialists, on the same basis as substitute teachers are provided for other classroom teachers. Whenever possible and appropriate, [Every effort will be made, when appropriate, to provide] substitutes shall be provided for secondary library media specialists, special education resource teachers, and other teachers who provide direct instruction and/or services to students.
10.7.6 Attending evening professional meetings no more than once [twice] a year. Teachers may be exempted by the principal when extenuating circumstances prevent attendance.
10.9.2 Teachers who are traveling to more than one school within the school day shall be provided with adequate travel and set up time as well as the requisite lunch and planning time.
10.10.3 Teachers shall not be formally observed in classes in which curriculum is being piloted.
10.11.3 Teachers shall not be formally observed in classes in which technology is being piloted or field tested.
Preparation, Planning, and Duty-free Lunch
10.13.5 A special educator or related service provider may request his/her appropriate administrator for additional planning time for the purpose of completing case management duties. Together they shall collaborate to determine if time is needed and, whenever possible, additional time shall be provided.
Renumber current Article 10.13.5 as 10.13.6 and all following articles thereafter sequentially
10.28 Baltimore County Public Schools’ employees who do not wish to have their images/likenesses or personal information posted on the district’s or school’s website, Facebook account, Twitter account or any other form of social media shall opt out by making their preference(s) known to their principal and shall inform anyone engaged in the taking of photos, filming or video recording of classroom, school or system events in which they may be involved.
Maintenance of Classroom Control and Discipline
Authority of the Teacher
11.2.1 A student removed from a teacher’s classroom for a violation of the BCPS Student Handbook’s Code of Student Conduct [disruptive behavior] will not be placed in another teacher’s room or be allowed to return to their regular scheduled classes, without [conferring
in person with the receiving teacher prior to the student’s arrival] action being taken by the administration or his/her designee. Placement in another teacher’s room will not occur without conferring in person with the receiving teacher prior to the student’s arrival.
11.3 If the teacher disagrees with the decision of the principal in readmitting a pupil to his/her class, he/she may register [have] an immediate appeal directly to his/her Executive Director
[Assistant Superintendent]. The decision of the Executive Director [Assistant Superintendent] on the assignment of the pupil is not subject to arbitration.
11.3.1 When a teacher initiates an appeal to his/her Executive Director for a Category II offense where the student is displaying violent and/or seriously disruptive behavior, the student can only be returned to the classroom after the appropriate Category II disciplinary actions and/or interventions have been taken. While the student is out of the classroom for disciplinary action and/or interventions, the teacher will collaborate with the administration to provide appropriate instructional materials.
Observations, Evaluations and Files
13.3.3Teachers shall not be formally observed in classes in which curriculum or technology is being piloted or field tested.
Evaluation for Teachers with Unusual Assignments:
13.11.5 - Consulting Teachers (CT), Students and Teachers Accessing Tomorrow (S.T.A.T.) Teachers, Resource Teachers, Instructional Support Teachers (IST), and Lead Teachers shall:
220.127.116.11 - receive annual summative evaluations throughout their assignment in the aforementioned positions;
18.104.22.168 – be observed by two different qualified observers and will receive a post-observation conference within three duty days of the observation and a written Observation Report within 7 duty days of the conference;
22.214.171.124 – receive a final rating of highly effective, effective or ineffective;
126.96.36.199 – receive mid-year narrative feedback apprising them of performance concerns with written suggestions for improvement in areas of weakness;
188.8.131.52 – upon release from any of the aforementioned positions, be returned to a TABCO bargaining unit assignment in a summative year with the last earned rating as a classroom teacher.
184.108.40.206 – If an alternative observation is mutually agreed upon, the evaluation shall be based on two observations. One observation shall be of the teacher in their primary assignment with the second being the agreed upon alternative activity. The alternative activity must ensure planned interaction between the teacher and the appraisal team about the experience.
Professional Compensation and Teacher Responsibility Basic Salaries
16.3 Responsibility factors for all teachers eligible for such compensation are listed below. The amounts below will be increased each year by the same percentage as the increase in the basic salary schedule.
Supplemental Salary Schedule
Department chairmen and team leaders with 15 or more $5467  employees assigned to a department or team, consulting
teachers and the Peer Assistance and Review (PAR) panel
Psychologists, department chairmen and team leaders with 10 to $4688 
14 employees assigned to a department or team
Department chairmen and team leaders with 5 to 9 employees $3909  assigned to a department or team
Department chairmen and team leaders with 1 to 4 employees $3127  assigned to a department or team and a nurse with at least .4 FTE
health assistant assigned to the school
16.6 Teachers participating in any workshop activities during the summer, where curriculum is developed for countywide or school-wide use and in cooperation with the appropriate Baltimore
County Public School office, shall be compensated at the following rate:
17-18 [16-17] school year $280.50 [275.41] per day or $43.16 [42.37] per hour
No other summer workshop activity shall be approved at another salary rate. This rate shall increase in subsequent years by the same average percentage increase applied to the basic salary schedule.
16.6.1 Teachers attending staff development activities during the summer in which they are updating their knowledge and skills and/or developing materials for personal use shall be compensated at the following rate:
17-18 [16-17] school year $200.65 [196.72] per day or $30.87 [30.26] per hour for attendees
$240.81 [236.09] per day or $37.05 [36.32] per hour for presenters
16.7 All teachers of summer school shall be paid at the rate of three hundred and twenty-one [fourteen] dollars and one [seventy-two] cent[s] ($321.01 [314.72]) for a six and one-half (6½) hour work day, or forty-nine [eight] dollars and thirty-nine [forty-two] cents ($49.39 [48.42]) per hour during the 17-18 [16-17] school year. This amount shall increase in subsequent years by the same average percentage increase applied to the basic salary schedule. Teachers of classes involving different amounts of duty time will be paid on a prorated basis.
Evening and Saturday High School
16.9 Teachers of evening and Saturday high school shall be paid thirty-seven [six] dollars and five [thirty-two] cents ($37.05 [36.32]) per hour. Teachers/leaders of other programs where teachers, apart from their regular contractual salaried employment, are involved in teaching/tutoring K-12 students on an hourly basis in academic areas related to the regular curriculum, shall be paid thirty dollars and eighty-seven [twenty-six] cents ($30.87 [30.26]) per
hour. These amounts shall increase in subsequent years by the same average percentage increase applied to the basic salary schedule.
Health Insurance--Retired Members
17.8 The Board shall contribute toward the premium for available health insurance plans or an optional HMO for employees with ten (10) years or more service with the Board, including military
service time recognized by the Board, who retire under the Maryland State Teachers’ Retirement or Pension System, or the Baltimore County Employee Retirement System (ERS). Specific price tags for available plans will be according to schedules contained in the Retiree Benefits Guide. Contributions by the Board shall be made to employees hired prior to January 1, 2011 in accordance with Chart A and Chart B as found below.
For pre-65 retirees, Chart A below specifies Board contributions for health plan options 1, 2, and 3 for each calendar year (CY) through December 31, 2021, based on the health plan option selected and the effective date of retirement. The Board contribution in place at the time of retirement will continue at that same level until the retiree reaches the age of 65 or becomes Medicare-eligible. Once reaching age 65 or becoming Medicare-eligible, Chart B below specifies Board contributions for plan options 4 A and 4 B.
Only for Medicare-eligible Retirees [age 65 or older] and or their dependents
CIGNA Med. Surround Kaiser Med. Plus
10-19 years of service 36% 68%
20-29 years of service 66% 100%
30 or more years of service 84% 100%
Duration of the Agreement
22.1 The provisions of this Agreement shall be effective through June 30, 2019 except as indicated in the following. Unless the parties mutually agree to the contrary during negotiations, negotiable items will be as stated in the following.
[22.2 Effective July 1, 2016 (FY 17), all salary schedule steps contained in Appendix A will be increased by a 2% Cost of Living Allowance (COLA). For FY 17, salary schedule step increases shall be funded. In addition, there will be no furloughs or layoffs of bargaining unit employees during this fiscal year.
For the FY 18 Successor Agreement, negotiable items will be limited to three (3) articles selected by each respective party plus Chart B of Article 17.8 as a mutual opener, but excluding
all other rates of pay included in the Agreement. All other Article XVII provisions shall remain in effect as modified and agreed during negotiations for FY 17 through December 31, 2021.]
22.2 Effective July 1, 2017 (FY 18), all salary schedule steps contained in Appendix A will be increased by a 2% Cost of Living Allowance (COLA). Related provisions as stipulated throughout the Agreement will also be increased by the same percentage as the COLA. Article XVII provisions in effect as of December 31, 2017 shall be frozen and extended through December 31,
2021 [, but subject to previous negotiations related to Chart B]. For FY 18, salary schedule step increases shall be funded. In addition, there will be no furloughs or layoffs of bargaining unit employees during this fiscal year.
For the FY 19 Successor Agreement, negotiable items will be limited to three (3) articles selected by each respective party, but excluding wages and other rates of pay included in the Agreement. Article XVII provisions shall remain in effect as modified and agreed during previous negotiations through December 31, 2021.
22.3 Effective July 1, 2018 (FY 19), all salary schedule steps contained in Appendix A will be increased by a 2% Cost of Living Allowance (COLA). Related provisions as stipulated throughout the Agreement will also be increased by the same percentage as the COLA. Article XVII provisions shall remain in effect as modified and agreed during previous negotiations through December 31, 2021. For FY 19, salary schedule step increases shall be funded. In addition, there will be no furloughs or layoffs of bargaining unit employees during this fiscal year.
For the FY 20 Successor Agreement, all existing articles will be open for negotiations, except Article XVII provisions as modified and agreed during previous negotiations which shall remain in effect through December 31, 2021.
Implementation of negotiated fiscal provisions each year of this Agreement is dependent upon appropriation of the necessary funds by the County Council of Baltimore County.
Effective July 1, 2017 
$1023  $2045  $3064 
INTERSCHOLASTICS – Varsity Head Coach*
$2045 $3064 $3794  $5255 
$2481 $3550  $4671 
BALTIMORE COUNTY PUBLIC SCHOOLS
Teachers Association of Baltimore County (TABCO)
SUMMARY of TENTATIVE AGREEMENTS
Summary - Tentative Agreements – TABCO Page 1 of 9art A below specifies Board contributions for health plan options 1, 2, and 3 for each calendar year (CY) through December 31, 2021, based on the health plan option selected and the effective date of retirement. The Board contribution in place at the time of retirement will continue at that same level until the retiree reaches the age of 65 or becomes Medicare-eligible. Once reaching age 65 or becoming Medicare-eligible, Chart B below specifies Board contributions for plan options 4 A and 4 B.
2021 [, but subject to previous negotiations related to Chart B]. For FY 18, salary schedule step increases shall be funded. In addition, there will be no furloughs or layoffs of bargain