ABA Assistants' Contract
Please feel free to view the 2019-2021 ABA Assistants' signed contract.
Auburn Public Schools
THE AUBURN PUBLIC SCHOOLS
APPLIED BEHAVIOR ANALYSIS ASSISTANTS (ABAs)
THIS AGREEMENT IS MADE AND ENTERED INTO ON THE
1st DAY OF MAY, 2018 BY AND BETWEEN
AUBURN SCHOOL COMMITTEE AND
THE ABA INSTRUCTIONAL ASSISTANTS
AUBURN SCHOOL COMMITTEE
George Scobie, Chairperson
Wayne Page, Vice Chairperson
ABA ASSISTANTS OF APS
|ARTICLE I||RECOGNITION||PAGE 4|
|ARTICLE II||WORK DAY AND WORK YEAR||PAGE 4|
|ARTICLE Ill||VACANCIES||PAGE 6|
|ARTICLE IV||LEAVES OF ABSENCE||PAGE 7|
|ARTICLE V||NOTICE OF RESIGNATION||PAGE 11|
|ARTICLE VI||EVALUATION||PAGE 11|
|ARTICLE VII||ACCIDENT BENEFITS||PAGE 12|
|ARTICLE VIII||RETIREMENT BENEFITS||PAGE 13|
|ARTICLE IX||STAFF DEVELOPMENT||PAGE 13|
|ARTICLE X||GRIEVANCE PROCEDURE||PAGE 14|
|ARTICLE XI||HEALTH INSURANCE||PAGE 17|
|APPENDIX A||SALARY SCHEDULE||PAGE 18|
|APPENDIX B||LONGEVITY SCHEDULE||PAGE 20|
We the parties of this Agreement declare that:
A. Under the laws of the Commonwealth of Massachusetts, the Auburn School
Committee as elected by the citizens of Auburn has final responsibility for
establishing the educational policies of the public schools of Auburn and in all
matters not expressly noted in this contract.
B. The Superintendent of Schools of Auburn (hereinafter referred to as the
Superintendent) has the responsibility for carrying out the policies so established.
C. The ABA Assistants have the responsibility for providing the support educational
services in the public schools of Auburn, which will result in a full instructional
program of the highest possible quality.
D. To give these declarations, the following principals and procedures are hereby
The Auburn School Committee (hereinafter referred to as the Committee) recognizes for
the purposes of this agreement the Auburn ABA Assistants (ABAs).
WORK DAY AND WORK YEAR
A. Work Day and Work Year:
1. All ABA Assistants shall be paid for two hundred twenty (220) days per year
(unless as agreed to or scheduled otherwise as indicated in #2 below), which
shall consist of the following: the days contained in the school calendar, starting
the day before school opens and working the day after school closes (at 6.75
hours per day), twenty (20) extended school year program days (at up to four (4)
hours per day), six (6) staff development days and twelve (12) holidays (at 6.75
hours per day), as detailed in #7 below. Three of the staff development days will
be scheduled in the summer, or during non-school weekdays, with notice of 60
calendar days being given to ensure ABA's availability. Whenever possible, the
additional three (3) days of training required by all ABAs will be scheduled
immediately following the close of the school year. If trainers cannot provide
training sessions on those days, however, ABAs will be given at least one (1)
month's notice of when trainings will be scheduled.
2. Based on students' needs, ABAs may be given the option to take unpaid leaves
during the summer extended school year program. ABAs wishing to take time off
during the summer months shall submit their request in writing to the Director of
Pupil Services no later than April 10th of the school year. Written
correspondence will be sent to the requesting ABA approving or denying such
requests -again based on student needs -by no later than May 1st.
In addition, should student needs in the extended school year program not
require all ABAs to work, all ABAs will be given the opportunity to request a leave
for all or part of the summer program. If the number of requests is less than the
number of ABAs not needed to work, the Director of Pupil Services will determine
which ABAs will be required and which will not. The Director of Pupil Services
will make such determinations based on student needs, professional competence, and years of experience. Such decision is not subject to the
3. The work hours for all ABA Assistants shall be six and three-fourths (6.75) hours
per day for a total not to exceed thirty-three and three fourths (33.75) hours per
week. This will include a fifteen-minute break each day, and a duty free lunch
break commensurate with that of the students.
4. With the approval of the Superintendent or her/his designee, the regular workday
of an ABA Assistant may be reduced or extended to meet student needs. The
District reserves the rights to increase the length of the extended school year
program including the number of days and the length of each day, should it be
determined that it is in students' best interest to do so. Advance notice of at least
sixty (60) days will be provided to ABAs to ensure their availability.
5. ABAs may be required to attend beyond the school day meetings with the special
educator or principal/designee, such time to be paid at the ABA's hourly rate and
on a time sheet.
The Committee and the ABAs recognize that, due to their primary responsibility
of providing one-to-one support to one or more students, their workday may not
always end exactly when scheduled. One reason for this issue is the time
needed for ABAs to support students getting on the bus at the end of the day and
some fluctuations in the arrival of each bus is to be expected. If an ABA is
required to stay longer than 10 minutes a day for more than 3 days in any given
week, he or she must bring the issue forward to her/his immediate supervisor, to
give her/him the opportunity to correct the issue. If, after two weeks, the
administrator is unable to correct the issue, the ABA may complete a time sheet,
noting the number of minutes (10 minutes is the minimum amount of time) she or
he is required to stay beyond his/her scheduled day.
1. An employee shall be considered a probationary employee for the first school
2. Wages shall be paid as noted in Appendix A.
3. If an ABA is hired from within another department of the Auburn Public Schools,
such transfer will not cause the employee's pay to be reduced.
4 Overtime rate at time and one half will be paid for all time worked in excess of
forty (40) hours in one calendar week.
6. ABA Assistants may be required to cover occasional parent meetings and other
short-term absences. The time worked by the ABA Assistants to cover
occasional parent meetings and other short-term absences of the regular
classroom teacher during the day will not be eligible for additional payment.
7. ABA Assistants will be compensated for twelve (12) holidays during the school
year. These holidays will include:
|Columbus Day||Veterans' Day|
|Thanksgiving Day||Day after Thanksgiving|
|Christmas Day||New Year's Day|
|Martin Luther King Day||Presidents' Day|
|Patriots' Day||Memorial Day|
|4th of July||Labor Day|
8. After completing 5 years of full-time employment as an ABA, the employee shall
be granted 1 paid vacation day. After completing 10 years of full-time
employment as an ABA, the employee shall be granted 2 paid vacation days.
After completing 15 years of full-time employment as an ABA, the employee
shall be granted 3 paid vacation days. Vacation days must be used in the fiscal
year they are awarded and cannot accumulate. ABAs must request the use of a
vacation day at least 30 days prior to its intended use. The use of vacation days
may not extend long weekends or holiday breaks. The administration reserves
the right to deny vacation days if doing so will compromise student safety in any
way, with ABAs required to select alternate date(s). Such denials are not subject
to the grievance procedure
1. Whenever a vacancy occurs in any ABA Assistant's position, which the
Committee intends to fill, the position vacancy will be publicized by means of a
notice placed on the bulletin board in every school.
2. No vacancy will be filled, except on a temporary basis, within ten (10) calendar
days, but in no event less than six (6) school days from the date the notice is
posted in the school or the giving of notification to the ABA Assistants/
Instructional Assistants. A shorter posting period may be allowed in the case of
3. The Committee may leave a position vacant but is required to give notice of any
position it does not intend to fill.
4. On filling vacancies, careful consideration will be given to qualified ABA
Assistants already employed by the Committee.
5. All new hires must complete an appropriate training specific to the essential
functions of the ABA's job. This may include shadowing a highly-qualified ABA,
as scheduled by the building principal and/or the Director of Pupil Services.
6. All ABAs are required to complete a district-approved training curriculum within
the first year of employment. The District will provide the training materials at no
cost to the employee.
7. All ABAs must be restraint trained and maintain certification throughout her/his
employment in the Auburn Public Schools. All newly hired ABAs must be
restraint trained within 6 months of employment or during the first training
session provided, whichever occurs first.
8. Administration reserves the right to reassign ABAs as needed, in keeping with its
mission of providing the best educational program possible for its students. The
experiences of the ABA, to include the age group with whom the ABA has
worked most successfully, will be considered by administration when
assignments are made. Such changes may result in an ABA being removed from
this unit and transferred to an available Instructional Assistant position if, as
determined by administration, such a move is in the best interest of students and
the District's education program. Such transfers are not subject to the grievance
A. ABAs shall accrue fourteen (14) sick days annually up to a maximum of one
hundred (100) days. Employees of a previous year are entitled to sick leave
even if they are unable to begin active service in September, if their late entrance
is due to personal illness.
B. An ABA Assistant who works only part of the year by reason of late entrance
shall be granted a sick day allowance of one (1) day per month after ninety (90)
calendar days of service. Sick day entitlement shall be available to new
employees three (3) months after entry into active service.
C. The Superintendent of Schools may require that a doctor's certificate be obtained
to substantiate the claim that the day of absence was the direct result of illness.
Failure to provide such a certificate may result in salary deductions and possible
D. Sick leave may only be used in the event of personal illness to the employee,
which makes her/him unable to perform her/his usual work duties.
E. The Committee and the ABA Assistants recognize that from time to time
situations beyond the control of the employee may arise, which require her/his
presence away from work during the period when school is in session. This
temporary leave of absence with pay provides the remedy for such difficult
situations. Any misuse of the temporary leave of absence with pay shall be
considered as fraud and the Committee shall take appropriate disciplinary action,
which shall not be subject to the grievance procedure. Use of paid temporary
leave will only be allowed in the following instances:
a. Personal business, not to exceed three (3) days per year providing that
the request for the day is submitted in writing, includes the reason for the
request, and is approved by the Superintendent of Schools. If on June
30th of any fiscal year an ABA has any remaining personal days, he or she
may carry one forward but it must be used by August 15th or it is
b. ABA Assistants may be granted up to three (3) days leave of absence with
pay per year for the care of a family member who is seriously ill.
c. Bereavement leave not to exceed five (5) days in the event of a death in
the immediate family. The immediate family shall include spouse,
grandparents, parents, children, brothers, and sisters of the ABA Assistant
or her/his spouse. The last leave day shall not exceed one (1) day
beyond the funeral. Bereavement leave not to exceed one (1) day shall
be granted in the event of the death of an aunt, uncle, nephew, niece, or
d. An employee will be granted a temporary leave of absence for jury
service. The School Committee will pay the employee's full salary for the
first three days of jury service.
e. A full-time or part-time employee who has completed the probationary
period will be granted an eight (8) week maternity leave without pay
providing said request is submitted two (2) months in advance of the
anticipated date of departure and include notice of the employee's
intention to return. At the expiration of the maternity leave, the employee
will be restored to her previous position or a similar position, except as
otherwise provided by Chapter 149, Section 105D of the Massachusetts
General Laws. If an employee has accrued sick leave at the
commencement of her maternity leave, she may use the time for which
she is eligible under sick leave.
f. Upon application by the employee, the Superintendent or her/his designee
may grant an unpaid leave of absence, if she/he wishes to grant it, and it
is also approved by the School Committee.
g. Temporary leaves of absence may be granted, either at the request of the
employee or at the direction of the building administrator, if the ABA is
unable to satisfactorily perform the essential functions of her/his job.
SICK LEAVE BANK
Except as noted in this article, the administration of the Sick Leave Bank shall be a
function of the Sick Bank Committee.
1. Membership in the Sick Leave Bank shall be voluntary and available to ABAs.
Each member shall make the initial contribution of two (2) days.
2. When the number of unused days in the bank reaches a critical level, the Sick
Bank Committee may require an additional contribution from participating
members who wish to continue their membership. Members shall not be
assessed more than four (4) days in any work year.
3. Days placed in the Bank and unused at the end of the year shall remain in the
bank and shall accumulate from year to year.
4. The enrollment period shall be limited to the first ten (10) days of the work year.
The Sick Bank Committee may grant an exception to those persons who begin
work after the September enrollment period. Such personnel must request
membership within ten (10) days of their employment.
B. Sick Bank Committee
1. A three member committee shall administrate the Sick Leave Bank:
a. The Chairman of the ABA bargaining group or her/his designee;
b. The Superintendent or her/his designee;
c. The Assistant Superintendent.
2. All applications for participation and benefits must be made on a form
approved by the Sick Bank Committee.
3. Decisions of the Sick Bank Committee shall not be subject to the grievance
Sick days are considered days for which the individual would have been
compensated if she/he had not exhausted her/his sick leave.
1. All members have an initial entitlement of twelve (12) days plus the two (2)
days donated to the bank. Total number of days: fourteen (14).
2. Entitlement shall accumulate at the rate of four (4) days per year
3. Maximum entitlement shall not exceed ninety (90) days.
4. At no time shall Sick Leave Bank entitlements and any other benefits noted in
this Agreement exceed the existing base salary rate of the ABAs.
5. In no case shall the Sick Bank Committee award more than twelve (12) work
days to any applicant at any one time.
Benefits of the Sick Bank are extended to any actively participating member who hasfulfilled the requirements for eligibility and whose sick leave loan application has been approved by a majority of the Sick Bank Committee.
1. To be eligible for Sick Leave Bank benefits, the applicant must be
incapacitated for twelve (12) consecutive work days and have used all of
his/her own accrued sick leave.
2. Application for Sick Bank benefits may be made not more than twelve (12)
work days in advance of the anticipated termination date of earned sick leave.
3. Participating members must make written application to the Sick Bank
Committee requesting Sick Bank Benefits, using the prescribed forms. This
must be accompanied by a medical statement by the attending physician,
stating the exact nature of the incapacitation and the projected time of
recovery beyond the member's own accrued sick leave. The Sick Bank
Committee may request a review by a physician of its choosing.
4. There will be a waiting period of three (3) days between the end of the
applicant's current allowance of sick days and the beginning of withdrawal of
Sick Bank Days.
5. If a member is incapacitated for at least twelve (12) days in any one year and
there is an additional incapacitation which appears to be a recurrence or an
immediate result of the same illness or accident, then the twelve (12) day
eligibility requirement and the three (3) day waiting period could be waived at
the discretion of the Sick Bank Committee by the attending physician.
6. A person who is receiving Sick Bank benefits in June may continue to receive
benefits in September for the same illness, a recurrence or associated illness.
Any ABA intending to leave the employment of the Auburn Public Schools must give a
minimum of thirty (30) days notice this to allow time for a replacement to be hired.
Evaluation of performance is essential to the continuing improvement of individual ABA
1. All ABA Assistants will have the right to review the contents of their personnel
2. Each ABA Assistant will be given a copy of the written evaluative reports
prepared by the immediate supervisor and will have the right to submit a written
response to any material placed in her/his folder. The Superintendent of Schools
shall review a copy of such response.
3. Any formal or written complaint made by any parent, student, principal, or other
person will promptly be brought to the attention of the ABA Assistant involved.
4. If any employee covered by this agreement is unable to fill a temporary job in a
satisfactory manner, she/he may be removed within thirty (30) school days.
She/he shall then be returned to her/his former position or to a comparable
position at her/his former rate of compensation.
5. All disciplinary action must be for good cause. Disciplinary action may consist of
a reprimand, a verbal warning, a written warning, suspension with without pay, discharge or such other action as may be appropriate in the special circumstances. An orderly appeals procedure shall follow the administrative chain; an appeal from the School Committee shall be exempted from the grievance procedure.
6. Ongoing supervision will be provided by the building principal; however, the
principal reserves the right to enlist the support of a staff member experienced in
discrete trials to provide technical assistance in the observation/evaluation
A. Whenever an ABA Assistant is absent from school as a result of personal injury
caused by an assault arising out of and in the course of her/his employment,
she/he shall be paid her/his full salary up to one calendar year less any amount
of any Workmen's Compensation award made for temporary disability due to
said injury. Such absence shall be charged to annual sick leave or accumulated
sick leave. The Committee reserves the right to require a physical examination
by a physician of the Committee's choosing.
B. In the case of absence as a result of personal injury resulting from an accident
arising in the course of her/his employment, she/he shall be allowed full pay
minus whatever Workmen's Compensation payments she/he may receive for the
first thirty (30) calendar days which shall not be deducted from her/his
accumulated sick leave allowance.
a. If an employee is absent for this cause beyond thirty (30) calendar days
she/he will continue to receive regular school pay minus Workmen's
Compensation payments to the limit of accumulated sick leave allowance.
b. The Committee Reserves the right to require a physical examination by a
physician of the Committee's choosing.
c. An employee who is on Workers Compensation (or Injured on Duty) status
for a period of more than three (3) consecutive months will not be entitled
to earn vacation or sick leave for the period of time that the employee is
on Workers Compensation (or Injured on Duty) status after the three
After ten (10) years of service, an ABA Assistant hired on or before June 30, 2003 will
be entitled to $17.50 per day for 75% of unused sick days upon retirement.
Employees hired after June 30, 2003 will be entitled to this benefit after fifteen years of
Written notice of intent to retire shall be submitted six month prior to the effective date of
the retirement. Written notice of retirement shall be an official notification of application
for retirement from the Worcester County Board of Retirement provided by the
1. In the event of a Staff Development Day, ABA Assistants will attend training
deemed appropriate by the Director of Pupil Services or the Assistant
2. ABA Assistants in possession of a high school diploma or its equivalent have the
opportunity to meet the post-secondary requirements of No Child Left Behind
(NCLB) by pursuing one of the three options afforded to incumbent ABA
Assistants and two options afforded to prospective ABA Assistants under NCLB.
3. ABAs will be required to participate in trainings offered by the District which are
integral to their primary job responsibilities. Opportunities for such trainings will
be provided during the year at varied intervals.
4. Registered Behavior Technician Certificate: In the year that an ABA earns this
certification, the ABA will be paid a stipend of $250. Each year thereafter, a
stipend of $250 shall be added to the ABA's base pay after any COLA has been
applied, so long as the RBT certificate remains current.
5. BCABA Certification: Any ABA earning her or his BCABA certification is entitled
to a $1,500 increase to her/his annual salary for as long as that certification
remains current. This stipend is to be added to the annual salary after any COLA
increases are calculated and will be paid as part of the regular 26 pay periods.
The District agrees to establish a pool of funds, not to exceed $2,500 annually during the course of this contract, with ABAs entitled to a maximum reimbursement of $250 for an approved course. The course must be work
related and approved by the ABA's building principal, Director of Pupil Services and Assistant Superintendent, with the ABA eligible for reimbursement if a grade of B or higher is earned.
a. The Committee shall reimburse ABAs of full-time status and part-time
status (prorated) for the cost of tuition up to two hundred and fifty
($250) dollars per course, per ABA, per year, for undergraduate and
graduate level courses. Members may make a second request for
reimbursement of the cost of tuition up to two hundred and fifty ($250)
dollars for a second undergraduate or graduate level course. Only
after all first requests have been granted will the remaining funds be
dispersed at a rate of a maximum of two hundred and fifty ($250)
dollars. In the case that funds to be distributed cannot meet all eligible
requests, said funds will be distributed evenly among all who qualify,
thus possibly resulting in reimbursements of less than two hundred and
fifty ($250) dollars per course. A course not completed prior to the first
Friday in June deadline or the grade is received after that deadline, will
be eligible for reimbursement in the following school year.
b. The School Department will process course reimbursement requests
for payments annually in June. Members shall submit proof of
Superintendent approval, proof of payment, together with the grade
report of 3.0/B or higher to the Superintendent of Schools by the close
of business hours on the first Friday in June.
c. Should the District total of course reimbursement requests exceed the
limit in any given school year, the District will give priority first to
reimburse tuition from district-sponsored courses, recognizing that
those are in full alignment with the District's mission and goals.
1. It shall be the firm policy of the Committee to assure every person an
opportunity to have the unobstructed use of the grievance procedure without
fear of reprisal or without prejudice in any manner to her/his employment
2. The purpose of this procedure is to secure, at the lowest possible
Administrative level, equitable solutions to the problems which may from time
to time arise affecting the salary or working conditions of persons provided for
in this Agreement.
3. Nothing herein contained will be construed as limiting the right of any person
having a grievance to discuss the matter informally with any appropriate
member of the Administration, and having the grievance adjusted without
intervention of the ABAs, provided the adjustment is not inconsistent with the
terms of this agreement.
A grievance is defined as a complaint by the ABAs or by the Employer alleging a
violation of a specific provision of this contract.
Failure of a grievant to comply with any of the provisions of this Article shall be
deemed to be a waiver of the right to seek resolution of the grievance under the
terms of the Agreement. In determining whether there has been any such failure
to comply with any of the provisions of the Article, time shall be deemed to be of
the essence and any failure of the grievant to comply with any of the time limits
prescribed herein shall be deemed to be such failure to comply with the
provisions of the Article provided, however, that the time limits prescribed herein
may be extended in any specific instance by mutual written agreement of the
D. Step 1
The matter will then be reduced to writing by the grievant showing which Article,
Section, and Subsection of this Agreement has been violated with a brief
description of the nature of the grievance. A copy of the grievance will be given
to the Representative of the ABAs with a copy to the immediate supervisor
and/or the Superintendent.
The grievance will be filed with the immediate supervisor and/or the
Superintendent within seven (7) working days of the occurrence of the grievance
or when the grievant should have reasonably acquired knowledge of the incident
giving rise to the grievance.
Upon receipt of the written grievance, the immediate supervisor and/or the
Superintendent and the ABA will arrange for a mutually satisfactory time and
place to meet and attempt to resolve the dispute with a limit of seven (7) working
days from the time of receipt of the copy of said grievance. A written decision will
be rendered within five (5) working days of the date of the meeting.
If the dispute is not resolved at Step 2, the issue in question will be submitted in writing within ten (10) working days from the date of the Step 2 meeting. Upon receipt of the written request, the School Committee will arrange for a mutually satisfactory time and place to meet and hear the grievance within a limit of twenty (20) working days from the time of receipt of the written request for a meeting. A written decision will be rendered within ten (10) working days of the date of the
If the dispute is not resolved at the aforesaid meeting, the issue in question shall be submitted to arbitration forthwith by either party as herein provided and no later than ten (10) days from the date of the receipt of the decision.
The Employer and the ABAs shall endeavor to select a mutually satisfactory arbitrator. If agreement upon an arbitrator cannot be reached then the party desiring arbitration may request the American Arbitration Association to submit a panel of arbitrators and an arbitrator will then be selected in accordance with the usual rules and practices of the American Arbitration Association. The cost of arbitration shall be borne equally by the parties involved. The arbitrator shall have no authority to add to, subtract from, or otherwise change, delete or modify any provision of this Agreement.
E. The award of the arbitrator shall be final and binding upon all parties, subject to
the following conditions:
a. The arbitrator shall make no award for grievances initiated prior to the
effective date of this article.
b. The arbitrator shall only interpret such items and determine such issues as
may be submitted to her/him by the written agreement of both parties.
c. Grievances may be settled without precedent at any stage of the
procedure until issuance of a final award by the arbitrator, upon mutual
As of July 1, 2015, the ABAs agree that all of its members will pay the current contribution rate determined by the Town (currently 24%); such rate is subject to change per Chapter 32B.
Members of the Auburn ABAs shall be covered by the Town's health insurance plan
in accordance with Chapter 32B of the Massachusetts General Laws.
ABA ASSISTANTS' SALARY SCHEDULE
1. The probationary status for new hires will be a one-year period.
2. The annual cost of living salary adjustments are 1.5%, 1.5%, 2%.
3. The annual salary will be paid in 26 equal payments.
4. ABAs' annual salary is based on 220 days, broken down as follows: 180
school calendar days; day before school starts and day after students' last
day; 3 staff development days (during school year); 3 staff development days
(during summer or on non-school weekdays); 12 holidays (all at 6.75 hours per
day); and 20 extended school year days at 4 hours/day. This totals 1,430
annually, unless changes to the above are made.
5. During the period of July 1, 2019 through August 31, 2020, ABAs will be paid
as follows, the intention being to switch their calendar year for payment
purposes to September 1st through August 31 sl:
• Five (5) pays as per the attached, these reflective of hours worked
in the Summer of 2019.
• Twenty-five (25) pays as per the attached, these running from the
payrolls of September 12, 2019 through August 13, 2020.
• Thereafter, the ABAs' contractual year will run from September 1st
through August 31st, with them being paid in 26 equal installments.
• The only exception will be for new hires and assuming they begin
work on July 1st:
o During a newly hired ABA's first summer of employment,
she/he will be paid via time sheet for hours worked. They
will then be paid twenty-five (25) pays which will run from the
payrolls of September 12, 2019 through August 13, 2020.
Thereafter, the ABA's contractual year will run from
September 1st through August 31st, with them being paid in
26 equal installments.
Year 1 -2018-2019 (1.5% COLA and add Step IX) (1430 hours)
|Probation||Step I||Step II||Step III||Step IV|
|Step V||Step VI||Step VII||Step VIII||Step IX|
Year 2 -2019-2020 (1.5% COLA and add Step X) (1430 hours)
|Probation||Step I||Step II||Step III||Step IV||Step V|
|Step VI||Step VII||Step VIII||Step IX||Step X|
Year 3 -2020-2021 (2% COLA and add Step XI) (1430 hours)
|Probation||Step I||Step II||Step III||Step IV||Step V|
|Step VI||Step VII||Step VIII||Step IX||Step X||Step XI|
(to be paid in June of the year the ABA completes 10 years of service in
the role of ABA in the Auburn Public Schools)
(to be paid in June of the year the ABA completes 15 years of service in
the role of ABA in the Auburn Public Schools)
(to be paid in June of the year the BA completes 20 years of service in the
role of ABA in the Auburn Public Schools)