Ashland

Show detailed information about district and contract

DistrictAshland
Shared Contract District
Org Code140000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2017
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersSouth Middlesex RVTSD
CountyMiddlesex
ESE RegionGreater Boston
Urban
Kind of Communityeconomically developed suburbs
Number of Schools5
Enrollment2640
Percent Low Income Students10
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Ashland

 

Contract Between the

 

Ashland Educators Association

 

and

 

Ashland School Committee

 

August 15, 2014 – August 14, 2017

 

 

 

PREAMBLE

 

The Ashland School Committee is charged with the responsibility for the quality of education and the efficient and economical operation of the Ashland Public Schools. It is acknowledged that the Ashland School Committee has the final responsibility of establishing the educational policies of the public schools in Ashland.

 

Nothing in this agreement shall be deemed to derogate or impair the powers, rights or duties conferred upon the Ashland School Committee by the statutes of the Commonwealth or the rules and regulations of any pertinent agency of the Commonwealth. Said rights and powers include, but in no way are construed as limited to, the subjects mentioned in the agreement.

 

As to every matter expressly not covered by this agreement, and except expressly or directly modified by clear language on a specific provision of this agreement, the School Committee regains exclusively to itself all rights and powers that it has or may hereinafter be granted by law and shall exercise the same without such exercise being made the subject of grievance arbitration.

 

Nothing, in this agreement shall be construed to limit the authority of the School Committee, the Superintendent or Principals as set out in the Education Reform Act of 1993 and the Education Reform Act of 2010.

 

Nothing in this agreement shall be construed to limit the rights of the teachers as set out in the Education Reform Act of 1993 and the Education Reform Act of 2010.

 

AGREEMENT

 

This Agreement is made and entered into on this date, September 4, 2014, by and between the Ashland School Committee (hereinafter referred to as the "Committee") and the Ashland Educators Association (hereinafter referred to as the "Association").

 

ARTICLE I

RECOGNITION

 

A.   The Ashland School Committee recognizes the Ashland Educators Association for the purpose of collective bargaining of wages, hours and working conditions as the exclusive representative of the following categories: all full time and part time teachers, remedial teachers, special education teachers, team chairs, school psychologists, social workers, occupational therapists, physical therapists, speech and language teachers, guidance counselors, but excluding substitute teachers, teachers funded by the tuitions of Ashland Preschool and Extended Day programs and all other employees of the Ashland School Department.

     

B.   The wages, hours, and other conditions of employment subject to the provisions of this contract on the effective date shall to the employees covered by this contract continue to be so applicable

     

C.   Savings Clause

     

      1  This Agreement shall constitute Committee policy for the term of said Agreement and the Committee will carry out the commitments contained herein and give them full force and effect.

     

      2  If any provision of this Agreement, or any application of this Agreement to any teacher, shall be found contrary to any statute, rule or regulation other than those specified in Section 1, such provision or application shall be in effect only to the extent consistent with such statute, rule or regulation, but all other provisions or applications of this Agreement shall continue in full force and effect.

     

      3  Employees shall have the right of self organization and the right to form, join, or assist any employee organization for the purpose of bargaining collectively through representatives of their own choosing on questions of wages, hours, and other terms or conditions of employment, and to engage in lawful, concerted activity for the purpose of collective bargaining or other mutual aid or protection, free from interference, restraint, or coercion.

 

ARTICLE II

NEGOTIATION PROCEDURE

 

A.   During negotiations, the School Committee and the Ashland Educators Association's negotiating committee will present relevant data, exchange points of view, and make proposals and counter proposals. Either party may, if it so desires, utilize the services of outside consultants and may call upon professional and lay representatives to assist in the negotiation.

     

B.   In the event that a contract has not been signed after negotiations have proceeded for a reasonable period of time, the provisions of Chapter 150E, Section 9 of the General Laws of Massachusetts, may be invoked.

     

C.   Any agreement reached during negotiations with the School Committee will be reduced to writing and signed by the School Committee and the Association's negotiating committee, when all items under consideration in negotiations have been finalized.

 

 

ARTICLE III

GRIEVANCE PROCEDURE

 

 

A.   Definition:

      For the purpose of this Agreement, a grievance shall be defined as:

     

Any complaint by a teacher or a group of teachers, covered by this Agreement, that there has been a violation, misinterpretation, misapplication, or inequitable or unfair application of this Agreement.

     

B.   Purpose:

The general purpose of this procedure is to secure at the lowest possible administrative level equitable solutions to any problems which may arise in the application of this Agreement. Both parties agreement that proceedings hereunder will be kept as informal and confidential as may be appropriate at any level of the procedure.

     

C.   Time Limits:

All time limits herein shall consist of in session school days.  The time limits indicated hereunder will be considered maximum unless extended by mutual agreement.  Such mutual agreement must be in writing.

     

In the event a grievance is presented in the latter part of the school year and there will not be a sufficient number of in session days to resolve the grievance, the remaining time required, exclusive of Saturdays, Sundays and legal holidays, will be considered as in session days.

     

D.   Informal Procedure:

The aggrieved teacher, pursuant to the general purpose of this procedure, shall discuss individually, or with Ashland Educators Association representation, the problem with his/her immediate supervisor/building principal within ten (10)  days from the date of event on which the grievance is based or within ten (10) days from the date the aggrieved should have had knowledge of its occurrence.

     

If the problem is not resolved to the satisfaction of the aggrieved teacher within seven (7) days after discussion has been initiated, it shall then be deemed that a reasonable effort has been made to obtain an equitable solution under this part.

     

E.   Formal Procedure:

If informal discussion has failed to provide an equitable solution, or such discussion has been rejected as an approach to a solution, formal proceedings may be instituted. All such proceedings, unless otherwise stated, will begin at Level One as follows:

 

      1  Level One:

     

A teacher with a grievance will present it to his principal either directly or through the Association's grievance committee within seven (7) days from the expiration of the Informal Procedure. In the event that the teacher is not directly responsible to an individual principal, he will then present it to his immediate supervisor.

     

      2  Level Two:

     

If the grievance is not resolved to the satisfaction of the teacher within seven (7) days after submission at Level One, the teacher, or the teacher accompanied by the Association's grievance committee, shall present the grievance in writing to the Superintendent of Schools.  Beginning on the 7th day the teacher will have seven (7) days to present the grievance to the Superintendent.

     

      3  Level Three:

     

If the grievance is not resolved to the satisfaction of the teacher within seven (7) days after receipt at Level Two, the teacher, or the teacher accompanied by the Association's grievance committee, shall present the grievance in writing to the School Committee.

 

The School Committee will discuss the grievance within twenty-five (25) days of the receipt of the grievance.  The School Committee shall have seven (7) days from the date of the discussion to deliver its decision (or lack of decision) to the grievant.

     

 

F.   General Provisions:

     

1.      With the written agreement between the Association President and the Superintendent, the Association may initiate a grievance at Level Two if the grievance involves a decision by the Superintendent, Assistant Superintendent, Director of Student Services, or Director of Curriculum or the grievance involves teachers in more than one school.

2.      A written statement of the grievance must include:

     

                a.  A concise statement of the facts constituting the grievance.

     

                b.  A reference to the applicable provisions of the Agreement.

     

            c.  The date upon which the event giving rise to the grievance occurred.

     

                       d.  A grievance may not extend beyond the written statement submitted at the first   level of the formal procedure

 

3.   The Association shall have the right to include in its presentation representatives of its own choosing on Level Three and Arbitration.

     

4.      The School Committee will, upon request, provide the Association with copies of any document which may be necessary for the Association to process grievances under this Agreement which have reached Levels Two, Three and Arbitration.

     

5.      All documents, communications, and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants except as may be necessary to implement with the disposition of the grievance.

     

6.      Failure to present a proper written statement within the applicable time limit shall be deemed a waiver of the grievance.

     

7.      When it is necessary, pursuant to the grievance procedure, for a member of the Association to investigate a grievance or attend a grievance meeting or hearing as a result of an Ashland grievance during the school day, he/she will be released only by mutual agreement between the Association and the Superintendent of Schools.

     

8.      The Association may represent any teacher having a grievance at any stage of informal proceedings; however, nothing herein contained will be construed as limiting the right of any teacher having a grievance to discuss the matter informally with any appropriate member of the administration and to have the grievance adjusted without intervention of the Ashland Educators Association.

     

G.   Arbitration

     

      1  If the grievance is not resolved at Level Three, the Association may initiate arbitration of the grievance by giving written notice to the School Committee of the desire for arbitration within fourteen (14) days of the receipt of the School Committee’s decision.

     

      2  The School Committee and the Association will abide by the rules of the American Arbitration Association in the selection of an arbitrator.

     

      3  The Voluntary Labor Arbitration Rules shall, except as specifically provided otherwise in this Agreement, govern the selection of the arbitrator and the conduct of the arbitration proceedings.

      4  The arbitration will be held in Ashland, Massachusetts, unless mutually agreed otherwise.

     

      5  The arbitrator shall have no power or authority to make any decision which requires the commission of an act prohibited by law which would modify or alter, add to or subtract from, any of the terms of this Agreement.

     

      6  All costs for the services of the arbitrator and the hearing, including per diem expenses and the actual and necessary travel and subsistence expenses of the arbitrator and the cost of substitute teachers, if any, will be borne equally by the School Committee and the Ashland Educators Association However, in the event that an expense (e.g., the preparation of transcripts) is incurred as a result of the desire of only one of the parties, that expense shall be borne by that party.

     

      7  The decision of the arbitrator shall be final and binding on both parties as applicable to the particular grievance.

 

ARTICLE IV

NO STRIKE PROVISION

 

 

A.   The Ashland Educators Association agrees that it will not cause, condone, or take part in any strike, walkout, slowdown, or work stoppage within the Ashland Public Schools.

     

B.   The Ashland Educators Association and its members, individually and collectively,       agree that if there is a violation of this clause, that is, an active participation or involvement in any such strike, walkout, slowdown or work stoppage, any or all teachers violating this clause will at the discretion of the School Committee be subject to disciplinary action, including discharge or suspension, and the only question that will be subject to the grievance and arbitration procedure is that of participation or involvement as described above.

 

 

 

ARTICLE V

TEACHER EVALUATION

 

       

A.   Supervision of teachers will be conducted openly and with full knowledge of the teacher.  Teachers will, upon request, be given a copy of any evaluation report prepared by an administrator and will have the right to discuss his/her report. The administrator must confer with any teacher whose service is rated as unsatisfactory in any respect, explain the ratings, and plan cooperatively for improvement. Any written observation or evaluation report shall be made available to the teacher and placed in the personnel file no later than fifteen (15) school days following such observation or evaluation. Any written response that the teacher wished to attach to any observation or evaluation report shall be placed in the teacher's personnel file no later than fifteen (15) school days after the evaluation has been made available in writing to the teacher.

     

Teachers will have the right, upon request, to review the contents of their evaluation file. The teacher will be entitled to have a member of the Ashland Educators Association as an observer during the review.

     

B.   No material derogatory to a teacher's conduct, service, character or personality will be placed in his/her evaluation file unless the teacher has had an opportunity to review the materials. The teacher will acknowledge that he/she has had the opportunity to review such material by affixing his signature to the copy, to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material, within fifteen (15) days to such material, and his/her answer shall be reviewed by the Superintendent of Schools and attached to the file copy.

     

C.   Any complaints, seriously considered by the Committee or any administrator, regarding a teacher, made to any member of the administration by any parent, student, or other person will be promptly called to the attention of the teacher.

     

D.   If a teacher is to be corrected or given constructive criticism deemed necessary, as a result of an evaluation report, he/she will be entitled to have a representative of the Association present whenever this action is necessary above the level of the principal.

     

E.   No teacher is to be disciplined or reprimanded during, after, or as a result of an evaluation unless it is done in private.

     

F.   No teacher will be disciplined, dismissed, reduced in rank or compensation or deprived of any professional advantage except for inefficiency, incapacity, conduct unbecoming a teacher, insubordination or other good cause. The provisions of this Section shall not apply to non-renewal or non-reappointment of a teacher without professional status.

     

G.   Steps will be approved by the School Committee for satisfactory performance, as a teacher, based upon recommendation by their immediate supervisors, assistant principal and principal.

     

 

H.   District Determined Measures

      The Parties agree to pilot DDMs in the 2014-15 school year and such pilot shall not effect educator evaluations.

 

 

ARTICLE VI

TEACHER WORKLOAD AND TEACHER HOURS

 

A.   Teachers will be in their respective buildings and/or classrooms for 7 hours and 5 minutes per full day of school, consisting of 6 hours and 25 minutes when students are in the classrooms and ten (10) minutes prior to the start of the school day and one-half (1/2) hour after the close of the school day for teacher related duties.

     

 1.  School Day times will be posted annually on the Ashland Public Schools website. No start time shall be earlier than 7:30 a.m. or later than 9:00 a.m.  

     

      2.  All teachers are required to adhere to Section A, above, unless otherwise excused by the respective building principal.

     

      3.  An exception to Section A and A-1 above, will occur in the Mindess School for those teachers who are assigned, by the building principal on an equitable rotating basis, to morning duty commencing ten (10) minutes before the school start time.

     

B.   The school year calendar will be posted on the Ashland Public Schools website annually after approval by the School Committee.

     

C.   Teacher participation in extracurricular activities which extend beyond the school day will be strictly voluntary.

     

D.   All teachers shall be provided with a duty-fee lunch period as follows:

     

      1. High School and Middle School               

          30 minutes including passing time.

     

      2. Elementary Schools

         30 minutes including passing time.

     

E.   Teachers may be required to collect and transmit money, however, they will not be required to account for or tabulate such monies.

     

F.   Teachers will not be required to drive pupils to activities which take place away from the school building.

     

G.   The school year will be in accordance with the Massachusetts Department of Education; however, the superintendent shall have the option of starting the school year the Monday before Labor Day.  The Friday before Labor Day shall be a non-school day.  The exceptions being, per notification of the Superintendent of Schools as to the following:

     

      1. No more than two (2) days orientation for teachers new to the Ashland School System.

     

      2. One (1) day previous to opening day for teachers experienced in the Ashland School           System and up to two (2) Professional Development Days as posted annually on the            school calendar.

     

      3. Guidance personnel shall be required to work an additional week before and a week            following the normal school year. Time worked would be at a prorated salary.

     

      4. Special education team chairs shall be required to work up to ten (10) additional days             beyond the contract year.  Time worked would be at a prorated salary.

     

H.   Academic subject teachers in the Middle and High Schools will not be assigned, except in emergencies, more than seven (7) periods consisting of one (1) duty period, one (1) planning period and not more than five (5) teaching periods. However, it is agreed that if a teacher is assigned fewer than five (5) teaching periods on any given day, or if an emergency condition exists, a teacher may be assigned more than one duty.

 

      Full time Middle School Teachers will receive a minimum of forty-three consecutive minutes of preparation time per day and full time High School teachers will receive a minimum of sixty-five consecutive minutes of preparation time per day.  Full time Warren and Mindess school teachers will be given a minimum of forty consecutive minutes of preparation time per day.  Part time teachers at each level will receive pro-rated preparation time.

 

      The Association and the School Committee agree that the Superintendent will attempt to minimize the scheduling of part-time teachers to duties that are not contiguous to teaching periods. Each part-time employee’s full time equivalent (FTE) shall be calculated to include all District professional development and all professional development in the building(s) to which such employee is assigned.  Each part-time employee shall attend such professional development except when excused in advance by the Superintendent or her/his designee.

 

      Early dismissal constitutes that day’s preparation period at all schools.  However, the administration agrees and will make every effort to implement an amended, shortened student class schedule at the high school and middle school.

     

      Teacher duties will be assigned on an equitable basis. 

 

      The School Committee and the AEA agree that a teacher’s primary duty is to teach; however, teachers may be assigned on an equitable basis to certain duties that meet the needs of the students while maintaining a safe, orderly, and supportive school climate.

     

I.    Teachers may be required to attend two (2) evening meetings each school year.  Attendance at all other meetings will be at the option of the individual teacher.

     

J.    Participation by teachers in other related educational activities are encouraged in the promotion of good public education in Ashland by the Ashland Educators Association and the School Committee. Participation by any teacher in such activity will be voluntary and at the option of each teacher in the exercise of his professional judgment. An example of such activities is as follows:

     

      1.   Chaperone at various school functions social and educational;

     

      2.   P.T.O. and P.T.A. meetings;

     

 3.  Activities associated with the improvement of parent / community / school relationships.

     

K    Participation by any teacher in the following activities is expected:

       

      1.   Student, parent conference or student help sessions;

       

      2.   Parent / teacher conferences;

       

      3.  School open-house activities.

        

L.   Staff and curriculum meetings

     

       Staff and curriculum meetings must be approved by the Superintendent of Schools.  Teachers shall be given three (3) days notice (and provided with an agenda at that time) for these meetings.

     

      Every effort will be made to disseminate information by general memo, email, or   intercom announcements.

     

      Each professional employee shall be available for three (3), one-hour meetings per month starting at five minutes after the end of the instructional school day, not to exceed twenty-seven (27) meetings per year.  At least one such meeting per month shall start with a staff meeting of approximately thirty (30) minutes in length.  At a minimum, staff meetings shall include opportunities to focus on staff questions, input and discussions for approximately twenty (20) minutes.  The rest of that meeting, and all other meetings, shall be for the purposes of in-service, curriculum, or other professional activities.

     

      Generally all meetings must be conducted or be chaired by the appropriate member of the Administrative staff responsible for the meeting. Reasonable exceptions such as in the case of guest speakers, a curriculum development where chairing is unnecessary are recognized.  Abuse of the intent of staff or curriculum meetings may be presented as a grievance at Level Two (2) of the grievance procedure.

     

      Teachers shall be excused from staff and/or curriculum meetings when they have valid previously scheduled commitments of an important nature or in the case of an emergency. Adequate prior notification of such commitments shall be made to the Administrator calling the meeting.

 

 

M. Calendar/Early Release Days

     

      Effective September 1, 2001, school will be closed early (Early Release Day Schedule) according to the schedule below in order to allow for teacher professional development, grade level and department meetings, and parent-teacher conferences.

     

      Warren, Mindess, Middle and High Schools

      Two (2) days in the fall semester and two (2) days in the spring semester – two of these days shall be for professional development and two of these days shall be for curriculum development. Topics for Curriculum Development shall be at the discretion of the building principal and the teachers.

     

      Warren and Mindess Schools

      Three (3) days in the fall semester and three (3) days in the spring semester for parent-teacher conferences; students shall be released before lunch on the three (3) early release days in the fall.  Any kindergarten teacher at Warren School who teaches two half-day sessions of kindergarten shall be provided with additional release time to do parent-teacher conferences.

     

      On Early Release Days, teachers shall make themselves available for professional development, grade level and department meetings, and parent /teacher conferences thirty (30) minutes after the students have been dismissed.

     

      In order to meet the requirements of the Department of Education for “Time on Learning,” Administration has the right to adjust early release schedules.

 

      First period teachers at the High School shall be required to take daily attendance and submit this information to the High School office.

     

      The Administration agrees to alert parents to the fact that parent-teacher conferences under the above schedule need to be conducted for fifteen to twenty (15-20) minutes per parent per semester. 

     

      Nothing in this section should be construed to mean that Early Release Days are the only times that parents and teachers may conference.

     

N.   Job Sharing

     

      The Committee and the Association agree that job sharing can be a beneficial arrangement for children, teachers, and administrators and upon request by a teacher or on its own, the Administration, may pursue the employment of more than one person to fill a single position.  No full time teacher will be required to participate in job sharing.  Benefits for persons participating in job sharing shall be pro-rated based on one full time equivalent.  The Administration reserves the right and has full discretion to approve or deny each request for job sharing in order to ensure that the quality of the educational program for students is not compromised.  (See Appendix A)

     

 

 

O.    Flexible Time for High School Teachers 

     

      Upon implementation of block scheduling at the high school, unless an emergency situation exists, the administration will allow high school teachers flexible scheduling as follows:

     

 1. If the teacher’s preparation period is the first period of the day, he/she shall be allowed to conduct such preparation period off-site and shall report to the high school at least ten (10) minutes prior to the start of the second period.

     

2.    If a teacher’s preparation period is the last period of the day on Fridays only, he/she shall be allowed to leave the high school early and conduct such preparation period off-site.

     

P.   When a teacher teaches courses in more than one department, he/she shall be assigned to that department for meetings and supervision where he/she teaches the majority of his/her classes.  In cases where the teacher’s work load is equally split in more than one department, the Principal shall assign the teacher to one department for meetings and supervision.

 

Q.   All teachers who have a teaching assistant assigned to their classroom more than 0.5 time, shall provide ongoing feedback and direction to their teaching assistant.  Teachers shall not be responsible for determining the continued employment of a teaching assistant.  Principals shall inform teachers of this process prior to October 1 of each school year.  In addition, principals shall provide support, guidance, and a teaching assistant job description to teachers who are affected by this section.

 

 

 

ARTICLE VII

IPass Grade Software

 

In the 2011-2012 school year an IPass Committee, consisting of one teacher from each building, the Director of Curriculum, and the Director of Technology, will meet to set benchmarks for the implementation of the IPass grading system for all teachers.

 

The 2011-2012 school year will be a Pilot Year with voluntary participation of teachers interested in learning the grading system.

 

When the benchmarks have been met, but not earlier than August 2012, the IPass grading system will be used by all teachers.  Teachers in Grades K-5 will complete the reports of student progress and print the reports in their own building at any time before the Spring and Fall conference dates, as applicable.  Teachers in Grades 6-12 responsible for grading students in any fashion will maintain an electronic grade book in IPass.  Grades will be entered no later than every other week.

 

Upon full implementation of IPass the number of mandatory parent conferences for teachers at the Mindess School will be reduced to one per school year.

 

ARTICLE VIII

TEACHER ASSIGNMENT AND TRANSFER

 

A.   Notification in writing will be provided to teachers and the Ashland Educators Association, on or before June 1, prior to the start of the next school year where there is a change in the teacher's assignment for the coming year, including the school to which they will be assigned, the grades and/or subjects that they will teach, and any special or unusual classes that they did not have at the close of the school year. Individual teacher programs will be provided on or before June 1. Any such change will be by mutual agreement except when the educational requirements of the System or pupils make teacher transfers or other assignments necessary. In these instances, transfers will be made only after a meeting between the teacher involved and the principal, at which time the teacher will be notified of the reasons for such transfer. Individual desires of the teacher will be respected to the extent possible.  It is understood that changes in enrollment of ELL and SPED students over the summer months may require changes in teacher’s assignments and those teachers affected by these changes will be notified as soon as possible prior to the opening of school but no later than one week before Teacher Opening Day of School.  Written notice of changes in teacher assignments will be given to the Association President.

     

B.   In order to assure that pupils are taught by teachers working within their areas of competence, teachers will not be assigned outside the scope of their teaching certificates unless by mutual agreement. This shall not preclude any individual from teaching outside of their area of competence (teaching certificate) in the case of emergency, as long as such time does not exceed one school year in duration.

     

C.   For teachers who are assigned to more than one school, an effort will be made to limit the amount of inter-school travel.  Subject teachers at the approval of the Superintendent of Schools will be reimbursed at the Town rate per mile for travel allowance payable in June.

     

D.   Teacher assignments will be made without regard to race, creed, color, religion, nationality, gender or marital status.

     

E.   A teacher who volunteers to substitute for the principal or assistant principal is relinquished      from all official responsibilities relating to that position.

 

 

 

ARTICLE IX

VACANCIES AND PROMOTIONS

 

A.    Whenever any vacancy or new professional position under the scope of this contract is created during the school year and a decision is made to fill the position, it will be adequately publicized by the Superintendent by emailing a copy of the posting to each teacher’s school email address as far in advance of the appointment as possible.  The Association President will receive a copy of the posting before or at the time of posting.  Information pertaining to vacancies or new professional positions during the summer months will be sent by the Superintendent to each teacher’s school email address.

       

The qualifications for the vacancy or new position, its duties, and the rate of compensation, will be clearly set forth.  The qualifications set forth for a particular position will not be changed when such future vacancies occur, unless the Association has been notified in advance of such changes and the reasons therefore.  No vacancy will be filled except on a temporary basis, within seven (7) school days from the date the notice is posted in the schools or the giving of notification to the Association members.

       

B.    All teachers will be given adequate opportunity to make application for vacancies and new positions and the Superintendent or his/her designee agrees to consider the professional background and attainments of all applicants.  In filling such vacancies, consideration will be given to qualified teachers already employed by the school district and each applicant not selected will, upon written request, receive a written explanation from the Superintendent or his/her designee.  Appointments not made within sixty (60) calendar days after the notice is posted in the schools will be re-posted per Paragraph A.

       

C.    During the period covering July 1 - October 1, Sections A and B shall be waived by mutual consent of the Superintendent or his/her designee and the Association President or his/her designee.  However, the Administration will make every effort to carry out the intent of Section A and B during that time.

       

D.    Whenever a professional position within the bargaining unit is filled by the Superintendent or his/her designee, the Association President or his/her designee shall be so notified and given the name of the person appointed to the position.

       

E.    When the qualifications necessary to fill a position change, it will not be considered a vacancy and the position will not be posted if the person currently filling that position meets the new qualifications.  If the person currently filling that position does not meet the new qualifications, the position will be considered vacant and the position will be posted in accordance with Article VIII.  Transfer requests for this position will be accepted in accordance with Article VII.

        F.  Appointments will be made without regard to race, creed, color, religion, nationality,          gender, or marital status.

        

 

ARTICLE X

SUBSTITUTE TEACHERS

 

A.   Every effort will be made to obtain substitute teachers. In the event a substitute cannot be obtained, regular teachers will be assigned on an equitable rotating basis for not more than two (2) periods a week with the exception of those who had been teaching seniors prior to June graduation.

 

B.   In the event a substitute cannot be obtained, an emergency such as referred to under     Article VI, Section H, shall be deemed to exist.

 

 

ARTICLE XI

POSITIONS IN SUMMER SCHOOL AND UNDER FEDERAL PROGRAMS

 

Positions in the Ashland summer school and positions under Federal Programs will be filled by the most qualified individuals.  Ashland teachers will be given first consideration.

 

 

ARTICLE XII

USE OF SCHOOL FACILITIES

 

The members of the Ashland Educators Association may use school buildings and athletic facilities without cost on a non-interference basis for non-fee based functions approved in advance by the Superintendent of Schools and/or his designee.  Members of the Association will be responsible for all building fees if the use of the building is used for a fee based program for which the teacher retains a fee. Approved facilities on non-school days may be subject to janitorial fees.

 

 

 

ARTICLE XIII

TEMPORARY LEAVES OF ABSENCE

 

A.   Bereavement Leave

     

  1. Up to five (5) consecutive calendar days' leave (excluding Saturday and Sunday)

shall be granted with pay in the  event of the death of the teacher's spouse, son, daughter, mother, father, sister, brother, grandson, granddaughter, mother-in-law, father-in-law, stepson, or step daughter.

 

  1. Up to two·(2) consecutive calendar days' leave (including Saturday and Sunday) shall be granted with pay in the event of the death of the teacher's grandmother, grandfather, aunt, uncle, niece, or nephew. Up to two (2) consecutive calendar days' leave (including Saturday and Sunday) shall be granted with pay to the teacher in the event of the death of the following family members of the teacher's spouse: grandmother, grandfather, brother, or sister.

 

3.      The Superintendent has the sole discretion to grant up to and including five (5) additional days of funeral leave with pay to a teacher in extraordinary circumstances. The Superintendent has the sole discretion to grant additional unpaid funeral leave days to a teacher.  The decision(s) of the Superintendent in the exercise of her/his discretion in this subsection 3 shall not be subject to grievance or arbitration.

     

B.   Up to five (5) days personal leave with pay will be granted, at the discretion of the Superintendent of Schools.  Request for Leave will be submitted through the on-line process.  However, the building principal may grant personal leave on an immediate basis for reasonable requests.

 

It is understood that absence of the teacher interrupts the education process and must, therefore, be held to a minimum.  It is therefore agreed that teachers will make every effort to attend to their personal business on non-working hours and that a request for personal leave will be submitted only after every effort has been made to schedule such business so as not to interfere with the teaching commitment.  Teachers will exercise discretion in using such days, and in no event will such days be used for personal recreation or outside occupation.

 

Up to two (2) single personal leave days with pay may be submitted as pressing family emergencies or obligations which cannot be taken care of during out-of-school hours.

 

Requests to use days three thru five (3-5) or in the event that two (2) or more consecutive days personal leave are requested, a reason for such request will be provided.

 

Unused personal leave will rollover and become unused sick days at the end of the school year as follows:

1.       If an employee has used zero (0) personal days then five (5) personal days will be rolled to sick time on June 30th of each year.

2.       If an employee has used one (1) personal days then three (3) personal days will be rolled to sick time on June 30th of each year.

3.       If an employee has used two (2) personal days then two (2) personal days will be rolled to sick time on June 30th of each year.

4.       If an employee has used three (3) personal days then one (1) personal days will be rolled to sick time on June 30th of each year.

 

C.   The Committee shall allow the Association to have up to and including four (4) days of paid release per work year for Association business such as DLR hearings, arbitrations, MTA meetings, and union conferences.  The Association president shall provide the Superintendent with at least two (2) weeks’ notice to use an Association day(s), the association business that is scheduled for the day(s), and the identity of the person(s) who will be attending the Association activity.  The Association shall reimburse the Committee for the total cost of substitute coverage for each such Association day taken.  Every attempt will be made to create a teaching schedule for the president of the Association that does not include duties so that he/she may conduct AEA business that cannot be conducted before or after school hours.

     

D.   Application for leave of absence without pay should be applied for through the Superintendent of Schools. The Superintendent will examine anyone's request for any type of leave of absence.

     

E.   It is not the intent that personal leave days be utilized on successive days immediately preceding or immediately following a holiday or vacation period for the purpose of extending said holiday or vacation period.

     

F.   Maternity Leave and Parental Leave

 

1.      Maternity leave without pay shall be granted to teachers as follows: A teacher who becomes pregnant shall notify the Superintendent in writing as soon as pregnancy has definitely been determined but not less than thirty (30) days, except in case    of emergencies, prior to her anticipated date of departure and further notifies the Superintendent of her intention to return to her job.

     

           So long as the pregnant teacher is able to perform her duties, the teacher may continue to teach. The leave of absence shall begin when, in the opinion of the teacher and her doctor, such action becomes advisable. Such teacher may be required to furnish a written statement from her doctor indicating her fitness to continue in her position.

 

2.      Parental Leave without pay

           The intent of this section is to grant a parental leave not to exceed two (2) years        or ending at            the start of the second work year after the birth of the teacher's child, whichever comes first.          Before returning, a teacher may be required to submit a doctor's certificate of fitness.  The             teacher must notify the Superintendent in writing within one hundred twenty (120) calendar                 days of the birth of the teacher’s child of the following:

 

(i)       the teacher's intention to return to work at the start of the next work year following the birth of the teacher's child; or

(ii)      the teacher's intention to return to work at the start of the second work year following the birth of the teacher's child; or

 

(iii)     the teacher's intention to resign from employment with the Ashland Public School System and the effective date of such resignation.

 

           If the teacher takes a leave of more than one work year, the teacher must submit a written          notice to the Superintendent in January prior to the start of the work year in which the                    teacher is due to return to work stating that the teacher is definitively returning to work at                      the start of the work year or stating that the teacher is resigning.    Such notice must be                          received in the Superintendent’s office between January 1st and January 31st. Failure to                       properly give notice as herein required shall be deemed a resignation.  A teacher on such                        leave desiring to return to the School System at a time other than those set forth above may                       make written application for reinstatement to the Superintendent who shall have the sole              discretion to grant or deny such application

 

3.  MMLA and FMLA

 

The Association acknowledges that the Association and the Committee are subject to the provisions of the Massachusetts Maternity Leave Act (MMLA).  The MMLA shall not increase or decrease the length of leave available to eligible employees under this Agreement.  It is also acknowledged that unit members may use accrued sick days for the purpose of this leave.  Alleged violations of the MMLA are not subject to the parties’ grievance and arbitration procedures.

 

The Federal Family and Medical Leave Act of 1993 ("FMLA") entitles eligible employees to take unpaid, job-protected leave for specified family and medical reasons.  FMLA leave will be granted in accordance with the applicable federal laws and statutes.  The employee must request FMLA leave in writing on the FMLA Leave Request Form (as shown in Appendix B) and submit the form to the Superintendent prior to the start of the FMLA leave.

 

The School Committee agrees to include information in the Employees Handbook on MMLA and FMLA leave laws and will explain how these laws affect maternity/parental leave for Ashland Public School employees.

 

The Committee and the Association also agree that the Association will receive a copy of the Employee Handbook, prior to release to employees, so that the Association will have a chance to review the handbook only for the purpose of compliance with the bargaining contract.  This review will be done in a reasonable time period so as not to hold up the release of the handbook to employees.

     

4.  Benefits and Assignment Upon Return from Leave Pursuant to Section F

           All benefits to which a teacher was entitled at the time her/his leave commenced, including unused accumulated sick leave will be restored to her/him upon her/his return, and she/he will be placed on the applicable salary schedule at the step which she/he had attained when her/his leave commenced except that a teacher who had taught ninety (90) days or more in the school year in which her/his leave commenced will be placed on the next step of the applicable salary schedule. A teacher returning from such a leave will be assigned to the same position which she/he held at the time said leave commenced or, if that is not practicable, to a substantially equivalent position for which said teacher is qualified.

 

ARTICLE XIV

SICK LEAVE

 

Teachers shall be allowed thirteen (13) days sick leave each year, the unused portion accumulating until two hundred five (205) days in year 2011-2012; two hundred ten (210) days in year 2012-2013 and two hundred fifteen (215) days in year 2013-2014.  For purposes of sick leave buy back upon retirement teachers will be allowed to buy back up to a maximum of two hundred (200) days per Article XVII.

      

Sick Leave Bank

      

The School Committee shall authorize a Sick Leave Bank for use by employees covered by this Contract. Sick Leave Bank shall contain the following provisions:

      

A.   Sick Leave Bank Committee shall consist of:  one (1) teacher from each school, two (2) representatives from the administrative staff.

      

       1  The teachers will be selected in accordance with the rules and regulations that govern the AEA.

      

       2  School Committee will select one (1) central office administrator and one (1) building level administrator.

      

B.   The Sick Leave Bank Committee shall elect a secretary yearly.

      

C.   Application for benefits in the Sick Leave Bank shall be made in writing to the Secretary.

      

D.   Sick leave granted by the Sick Leave Bank Committee may only be used for prolonged illness as determined by the Sick Leave Bank Committee. A medical certificate may be required by the Sick Leave Bank Committee.

      

E.    Sick leave, which may be granted by the Sick Leave Bank Committee, may only be used upon exhaustion of an eligible employee's accumulated personal sick leave.

      

F.    Sick leave, which may be granted by the Sick Leave Bank Committee, shall be granted only upon majority vote. A quorum of four (4) members must be present and voting.

      

G.   Participation in the Sick Leave Bank will be on a voluntary basis.

      

H.   One (1) earned day of an employee's sick leave will be donated by such employees through the Sick Leave Bank.  Eligible members may sign up for the Sick Leave Bank during a thirty (30) day period commencing September 15 and ending October 15 in any year. When the Sick Leave Bank days drop to a minimum number of days as established by the Sick Leave Bank Committee, members may be required to give additional days. Continued membership in the Bank will require that each member give an additional day(s) if so required by the Sick Leave Bank Committee. If no further days are added to the Sick Leave Bank and the total becomes zero, the Bank shall not operate with deficit days. The maximum of one hundred eighty (180) days may be accumulated in the Sick Leave Bank.

      

I.     Each employee who is eligible to participate in the Sick Leave Bank and each employee who chooses not to participate shall be required to sign a release to the School Department.

      

J.    Members who wish to join the Sick Leave Bank may do so after the completion of their first year of service in the Ashland Schools.

      

K.   Sick leave will only be granted during a school year and may not be carried into the next year. The Sick Leave Bank Committee may grant up to one hundred forty-five (145) days per individual during a school year.  The initial and each succeeding grant of sick leave by the Sick Leave Bank Committee to an eligible employee shall not exceed thirty (30) days.

      

L.    All records of the Sick Leave Bank Committee will be maintained in the Business Office of the School Department with the only access to these records by the Sick Leave Bank Committee.

      

M.   The decision of the Sick Leave Bank Committee with respect to eligibility and entitlement for use and continued use shall be final and binding and not subject to appeal or grievance except for reconsideration to the Sick Leave Bank Committee itself.

      

N.   Report of the use of the sick leave contributed to the Sick Leave Bank shall be made 2 times a year on October 15th and May 15th to the Superintendent of Schools, the School Committee, and the Association by the Sick Leave Bank Committee.

 

 

ARTICLE XV

SABBATICAL LEAVE

 

Upon recommendation by the Superintendent of Schools and the approval of the School Committee, sabbatical leaves will be granted for study, or research, or travel to a member of the teaching staff by the School Committee, subject to the following conditions:

        

A.     No more than three (3) percent of the teaching staff will be absent on sabbatical leave at any one time.

        

B.     Requests for sabbatical leave must be received by the Superintendent of Schools in writing in such form as may be required by the Superintendent of Schools no later than October 31, and action must be taken on all such requests no later than February 1, of the school year preceding the school year for which the sabbatical leave is requested.

        

C.     The teacher has completed at least six (6) consecutive full school years of service in the Ashland School System.

        

D.     Dependent upon the availability of funding, teachers on sabbatical leave will be paid at 50 (fifty) percent of their regular salary rate, provided that such pay when added to any program grant will not exceed the regular salary rate.

        

E.      The teacher will agree to return to employment in the Ashland School System for one (1) full year in the event of a semester's leave or two (2) full years in the event of a full year's leave, and if they fail to live up to the signed agreement, they will have to repay the salary.

        

F.      The teacher returning from a one (1) year sabbatical leave will be credited with one (1) additional year of experience and place on the proper salary step level. The teacher will be assigned to the same position which they held at the time the  sabbatical leave commenced, if available, or, if not, to an equivalent position.

        

G.     The teacher returning from a one (1) year sabbatical leave will have their accumulated sick leave account, prior to the sabbatical leave, credited with fifty  percent (50%)of the allowed sick days for that year.

        

H.     The candidate shall: (1) be on the Master's or higher salary schedule or (2) have indicated by their studies or activities while in the Ashland School System, their interest in promoting their professional competence.

        

I.       Upon request for sabbatical leave, the applicant will file a detailed Sabbatical Leave plan including a statement of objectives and the procedures whereby these objectives are to be achieved.

        

J.      During the course of the sabbatical leave, brief monthly progress reports shall be made to the Superintendent of Schools.

        

K.     The teacher returning from sabbatical leave shall submit a report to the Superintendent of Schools containing transcripts of all college or university work done on leave and all other items of information pertinent to an evaluation of higher progress.

 

 

ARTICLE XVI

INSURANCE AND ANNUITY PLAN

 

A.    Teachers will be eligible to participate in a "tax-sheltered" annuity plan established pursuant to United States Public Law No. 87-370 and MGL 71:37b AND 71:43

       

B.        The Town's health insurance plan in force on the effective date of this Agreement, and the Town's percentage of contribution thereto, shall remain in full force and effect for the duration of this Agreement, unless changed by mutual agreement between the parties in writing or improved by action of the Town Meeting and/or the School Committee and/or the Board of Selectmen.

 

        Notwithstanding the provision of Article XV, Section B-1, the Association acknowledges and agrees that the Town may implement a change in health insurance plans for bargaining unit members from “legacy plans” to “rate saver plans” as offered by the Town in accordance with the plans through the West Suburban Health Group.  In addition, the Town will establish a Health Reimbursement Account in accordance with law.  The date of implementation of this provision shall be within sixty (60) days of ratification of contract by both School Committee and the Association.  The Association also agrees that it will work with the Town to seek to improve communication with its members as to ways they can make better choices relative to health care and wellness.

       

C.    Effective July 1, 2004, teachers shall be eligible, so long as the program is maintained by the Town of Ashland, to participate in a flexible benefits plan (cafeteria plan) under which teachers may elect to have certain “pre-tax” payroll deductions towards medical, dental, or dependent care expenses.  Teachers shall pay the full cost of any participant fees.  It is hereby acknowledged that teachers are individually responsible for setting up, using, and maintaining these accounts. 

       

D.    Current AEA members will be allowed to join the long term disability plan currently offered to administrators.  Enrollment date will be January 1, 2012 for current members.  New hires after January 1, 2012 will have the option of joining in the first thirty (30) days of employment.  All costs of the long term disability plan will be borne by the AEA member.

 

 

ARTICLE XVII

SALARIES & BENEFITS

 

SALARY SCHEDULE 2014-2015

 

STEP

BA

BA15*

BA30*

MA

MA15

MA30

MA45

MA60

1

$42,280

$43,407

$45,433

$48,259

$50,513

$52,875

$55,614

$58,213

2

$43,971

$45,140

$47,252

$50,188

$52,533

$54,989

$57,837

$61,687

3

$44,411

$46,947

$49,141

$52,195

$54,633

$57,188

$60,150

$62,961

4

$46,188

$48,825

$51,106

$54,281

$56,819

$59,475

$62,556

$65,480

5

$48,034

$50,778

$53,151

$56,454

$59,092

$63,196

$65,060

$68,100

6

$49,957

$52,809

$55,277

$58,712

$60,311

$64,328

$67,661

$70,825

7

$51,955

$54,923

$57,490

$61,061

$63,915

$66,902

$70,260

$73,657

8

$54,034

$57,117

$59,789

$63,502

$66,471

$69,579

$73,182

$76,604

9

$56,253

$59,403

$62,181

$66,043

$69,130

$71,217

$76,111

$79,668

10

$58,439

$62,385

$65,300

$69,472

$71,542

$75,620

$81,363

$83,650

11

$63,401

$65,141

$67,211

$75,706

$77,245

$79,770

$82,275

$84,562

12

 

 

 

 

$79,100

$81,649

$84,180

$86,489

 

 

SALARY SCHEDULE 2015-2016

 

STEP

BA

BA15*

BA30*

MA

MA15

MA30

MA45

MA60

1

$43,126

$44,275

$46,342

$49,224

$51,523

$53,932

$56,726

$59,377

2

$44,850

$46,043

$48,197

$51,191

$53,583

$56,089

$58,994

$62,920

3

$45,300

$47,886

$50,123

$53,239

$55,726

$58,332

$61,353

$64,221

4

$47,112

$49,801

$52,128

$55,367

$57,956

$60,665

$63,807

$66,790

5

$48,995

$51,793

$54,214

$57,583

$60,273

$64,460

$66,361

$69,462

6

$50,956

$53,865

$56,383

$59,886

$61,517

$65,615

$69,015

$72,242

7

$52,995

$56,022

$58,640

$62,282

$65,193

$68,240

$71,666

$75,130

8

$55,115

$58,259

$60,985

$64,772

$67,800

$70,971

$74,646

$78,136

9

$57,379

$60,591

$63,424

$67,364

$70,513

$72,642

$77,633

$81,261

10

$59,608

$63,633

$66,606

$70,861

$72,973

$77,132

$82,991

$85,323

11

$64,669

$66,444

$68,555

$77,220

$78,790

$81,365

$83,920

$86,253

12

 

 

 

 

$80,782

$83,382

$85,963

$88,319

 

 

 

 

 

 

SALARY SCHEDULE 2016-2017

 

STEP

BA

BA15*

BA30*

MA

MA15

MA30

MA45

MA60

1

$43,988

$45,161

$47,268

$50,208

$52,553

$55,011

$57,860

$60,564

2

$45,747

$46,964

$49,161

$52,215

$54,655

$57,210

$60,174

$64,179

3

$46,206

$48,843

$51,126

$54,304

$56,841

$59,498

$62,580

$65,505

4

$48,054

$50,797

$53,171

$56,474

$59,115

$61,878

$65,084

$68,126

5

$49,975

$52,829

$55,298

$58,735

$61,479

$65,749

$67,689

$70,851

6

$51,975

$54,942

$57,511

$61,084

$62,747

$66,927

$70,395

$73,687

7

$54,054

$57,142

$59,812

$63,528

$66,497

$69,605

$73,099

$76,633

8

$56,217

$59,425

$62,205

$66,067

$69,156

$72,390

$76,139

$79,699

9

$58,526

$61,803

$64,693

$68,712

$71,923

$74,094

$79,186

$82,886

10

$60,800

$64,906

$67,938

$72,278

$74,433

$78,675

$84,651

$87,029

11

$65,962

$67,773

$69,926

$78,764

$80,365

$82,993

$85,599

$87,978

12

 

 

 

 

$82,697

$85,350

$87,982

$90,385

 

 

 

 

WAGES

        

Teachers cannot move through the Masters column without holding a valid Masters degree from an accredited college or university.

      

      

A.   Effective school year 2014-2015 the salary schedule, as shown in Article XVII FY14 Teachers’ Salary chart, is amended as follows:  A 1.25% salary increase is applied to all steps and lanes.  An additional $300 will then be added to the top step of lanes MA, MA+15, MA+30, MA+45, MA+60

 

Effective school year 2015-2016 a 2% salary increase is applied to all steps and lanes.  An additional $100 will then be added to the top step of lanes MA+15, +30, +45, +60.

 

Effective school year 2016-2017 a 2.0% salary increase is applied to all steps and lanes. An additional $300 will then be added to the top step of lanes MA+15, +30, +45, +60.

      

       * Effective August 15, 2014, the BA15 lane shall be closed to all employees who were not in the BA15 lane during the 2013-2014 work year.  When no employees remain in the BA15 lane, the BA15 lane shall be eliminated.

      

Effective August 15, 2014, the BA30 lane shall be closed to all employees who      were not in the BA30 lane during the 2013-2014 work year.  When no employees remain in the BA30 lane, the BA30 lane shall be eliminated.

 

B.    Longevity

 

       1. Effective 2014-2015 school year, teachers who have been regularly employed for thirteen (13) years shall receive annually a $850 longevity payment (lump sum).

      

2. Effective 2014-2015 school year, teachers who have been regularly employed for eighteen (18) years shall annually receive a $1100 longevity payment (lump sum).

      

       3. Effective 2014-2015, teachers who have been regularly employed for twenty-three (23) years or more shall annually receive a $1,350 longevity payment (lump sum).

      

       4. Effective 2014-2015, teachers who have been regularly employed for twenty-eight (28) years or more shall annually receive a $1,500 longevity payment (lump sum).

      

C.    Teachers will be reimbursed for tuition not to exceed the cost of a four (4) credit course at Framingham State College upon successful completion, (“B” or better grade), of a pre-approved credit course from an accredited college, taken to fulfill the minimum three year credit requirement. A teacher is eligible for one such reimbursement every three years.

      

D.   Course Reimbursements

In addition to the above paragraph, annually the Committee shall set aside the sum of $12,000.00 per fiscal year to be used to reimburse teachers for tuition for college courses.  The criteria in the above paragraph shall apply.  Persons who have fulfilled the requirement of one course every three years shall be eligible hereunder. 

      

In addition to Section C above, annually, the Committee shall set aside the sum of $26,000 per fiscal year to be used to reimburse teachers for tuition for college courses.  The amount and criteria for reimbursement listed in section D above shall apply.  Persons who have fulfilled the requirement of one course every three years shall be eligible under this section. 

      

The Committee shall divide and set aside the funds listed above in three equal amounts ($8,666.66 each).   Teachers may apply to the Superintendent for course reimbursement on the following dates: December 31 for courses completed between September –November; June 30 for courses completed between December – May; and September 30 for courses completed between June – August.  If the dollar amount of applications for each deadline date exceeds available funds, reimbursement shall be made on a pro-rated basis until funds are exhausted.  Reimbursements will be made in a timely manner provided proper documentation (available from the Business Office) has been submitted.

      

Under this section of the contract, teachers in any Bachelor’s column of the contract (BA, BA+15, BA+30) may apply for and receive reimbursement for up to two (2) courses per contract year.  All teachers already in any Master’s column of the contract (MA, MA+15, MA+30, MA+45, MA+60) may apply for and receive only one such reimbursement per contract year.  This is in addition to receiving the reimbursement under Section C, above, when applicable.

      

In lieu of the three credit hours, and for vertical step raises only, the Approval Committee will meet to establish the criteria for eligibility to be subject for approval or acceptance in lieu of the three credit hours.

      

E.    Experienced teachers with six (6) or more years of experience who have been out of teaching for five (5) consecutive years will be given credit for no more than five (5) years experience at the time of his or her employment unless the School Committee at its discretion awards added years based on experience in a related field.

      

The Superintendent is allowed to place a teacher on a step determined to be in the best interest of the schools.

      

Declarations of professional growth for the purpose of a requested salary increase must be made by November 1 of the preceding year.  Supporting documentation for professional growth (change in column for degree) must be received by the Superintendent of Schools no later than September 30th of the school year in which the salary increment (column change) is to take place. Graduate degrees or credits must be related to the teaching assignment and/or certification(s) of the teacher.  Column changes can only take effect at the beginning of the school year and will not take effect mid-year. 

      

F.    Steps will be approved by the School Committee for satisfactory performance of a teacher based upon recommendations by their immediate supervisors, assistant principal and principal.

      

Steps will be withheld by the School Committee if the performance of a teacher is not satisfactory.

      

G.       All teachers will be required to earn a minimum of three (3) credit hours, approved in           writing by the approval committee from an accredited college or university every three years in             order to advance to the next step.  The Approval Committee will consist of an AEA member, Department Liaison, Building Principal, Director of Curriculum and the Superintendent or          his/her designee.

          

H.   Severance pay upon retirement shall be paid to all professional staff members at the rate of fifty (50) dollars per day for each unused sick day up to the following limits with notification to the Superintendent no later than February 1 of the year prior to their retirement in accordance with the following provisions:

      

       1. Thirteen (13) sick leave days each school year. Unused sick leave days shall be accumulated with a maximum limit of two hundred (200) days.

      

       2. With a minimum of fifteen (15) years of service and upon retirement from Ashland Public Schools teachers will be allowed to buy back up to one hundred (100) unused sick days; with a minimum of twenty (20) years of service and upon retirement from the Ashland Public Schools teachers will be allowed to buy back up to two hundred (200) unused sick days.

      

       3. A copy of the letter of intent which is sent to the State Retirement Board will serve as notification of June retirement. This must be received by the Superintendent of Schools on or before February 1 of the year prior to the individual's retirement.

      

       4. If a professional staff member, after submitting notification of retirement, as provided herein, should die prior to January 1, the severance pay due him/her shall be paid to his/her beneficiary as soon as legally possible in the next budget year no later than July 15 of the next budget year.

      

       5. If a professional staff member, after submitting notification of retirement, as provided herein, should die after January 1, the remaining severance pay due him/her shall be paid to his/her beneficiary as part of the salary due him/her.

      

       6. If a professional staff member retires because of an emergency and has not submitted proper notification but meets all other requirements, he/she shall receive severance pay as a lump sum within twelve (12) months of first notification.

      

I.     All members of the bargaining unit will be paid in twenty-six (26) installments.

      

J.     Dually Certified (Reg / Sped) Teacher Stipend

Dually certified teachers (with valid special education and regular education certificates) have an increased administrative responsibility in their classrooms due to their role as service provider for the special education students in their class.  This responsibility is due primarily to the effort required in the generation of special education annual student reports.  Teachers who act as both the primary educator and the special education service provider shall be eligible for an annual stipend in addition to their base salary.  In order to be eligible for such stipend, dually certified teachers must be the service provider for at least four (4) students on the October 1 student census date. 

      

In order to respond to enrollment changes after October 1, the district shall take a census of special education students in dual certified classrooms on the first school day of each month and if a dual-certified classroom had at least four (4) students with special needs for more than one half of the prior month, the dual-certified teacher shall receive a stipend retroactively for the monthly period that they had said students in their classroom.  Conversely, if enrollment in the dual certified classroom should drop below four (4) students with special needs for more than one half of the prior month, the teacher shall not receive a stipend for that time period. Eligibility for the prorated stipend for the month of June shall be determined by the enrollment on June 1.  The annual stipend, payable in January and June, shall be listed in Article XIX.

      

K.     National Board Certification

The School Committee will reimburse the expenses of a teacher who attains National Board Certification up to a maximum of $2,000.  Proof of expenses incurred and proof that the teacher holds valid National Board Certification shall be submitted to the Superintendent of Schools.  Teachers who are employed in the District on October 1, 2007 who have already attained National Board Certification shall be eligible for this incentive.

      

L.    Hourly Rate

Teachers shall be paid at a rate of thirty dollars ($30.00) per hour for work assigned beyond the normal work day, such as detention coverage, tutoring, curriculum work, preparation for presenting professional development, etc.  The parties agree that the Superintendent/designee may limit the number of hours for such assigned work prior to the employee commencing the assigned work.  

 

M.    Graduate credits in RETELL shall be eligible for lane advancement.  RETELL courses are not          eligible for course reimbursement pursuant to Article XVII.

 

 

 

 

 

ARTICLE XVIII

PAYROLL DEDUCTIONS

 

The Ashland School Department shall for the duration of this Agreement deduct regular periodic dues for M.T.A., A.E.A., and N.E.A. each month beginning with the third pay check of each employee who individually and voluntarily certifies in writing authorization of such deductions.

 

Application for dues payroll deductions will be submitted by September 30 of the school year in which they are to apply. These deductions shall be made in ten (10) equal installments running concurrently from the first paycheck in October.

 

 

 

 

 

 

ARTICLE XIX

REDUCTION IN FORCE (RIF)

 

In the event it becomes necessary for the Superintendent to reduce the number of Professional Employees in the bargaining unit because of financial limitations, reasons of economy, decreases in pupil enrollment, changes in curriculum or other similar reasons, the procedures set forth in this Article will govern the layoff and recall of employees who are affected by any such reduction.  The Superintendent shall have the sole discretion to determine which position or positions or which type or types of position are to be eliminated. 

     

Section 1 – Procedure

 

A.   Should the Superintendent decide to reduce the number of professional employees, insofar as possible, he/she will attempt to reduce the number of professional staff in the first instance through  the attrition of members who retire or resign, provided, that there are  qualified professional employees available who are capable of filling such positions.

 

B.   Employees who have not been hired for regular, full or part-time positions in the School District, or who are on temporary status (e.g., teachers filling in for leaves of absence or long-term substitutes) will be laid off first, provided there is a professional employee available who is certified for the position in question.

 

C.   In the event that there is a need for further reduction in staff members (i.e., a reduction cannot be accomplished through attrition or the laying off of teachers who have not been hired for regular, full-time positions or who are on temporary status), no teacher with professional teacher status shall be laid off pursuant to a reduction in force if there is a teacher without such status for whose position the covered employee is currently certified.

     

D.   If the Superintendent determines that there is a further need for reductions in staff after following the procedures set forth in Sections A-C above, professional employees with professional teacher status shall be laid off using the following procedure: professional employees with professional teacher status, shall be laid off within their discipline area(s) in the inverse order of their seniority.

     

E.   Provided that he/she has greater seniority, a professional employee who is laid off as a result of Section D above, shall be entitled to displace the least senior professional status member in a discipline for which the professional employee is already certified, and provided that the laid off professional status member (i.e., the individual with greater seniority) has taught in the discipline within the five (5) previous consecutive school years immediately prior to taking the position.

     

F.   Members who are to be laid off through a reduction in force shall be notified in writing by June 1 of the school year preceding the school year in which the reduction will take effect.

 

Effective September 1, 2016, paragraphs D and E above shall be replaced with the following:

 

D. If the superintendent determines that there is a further need for reductions in staff after             following the procedures set forth in Sections A-C above, professional employees with     professional teacher status shall be laid off using the following procedure:  professional             employees with professional teacher status, shall be laid off within their discipline area(s) based   on their job performance and the best interest of the students.  A teacher’s job performance      shall be defined as the teacher’s past summative overall evaluation ratings as compared to   other teachers’ past summative overall evaluation ratings in the discipline targeted to be       reduced.  The number of summative evaluations compared will include all those evaluations    written for teachers during the time equal to the most recently hired professional status teacher             in the targeted discipline. Ties in the determination of performance shall be broken by seniority.    When the Superintendent determines that the best interest of students supersedes the job          performance and seniority of PTS teachers, the Superintendent shall inform the Association        President of her/his decision and explain such decision.  The Superintendent shall then meet           with the PTS teacher to be laid off to explain the decision with the Association president. A        teacher’s placement on the salary schedule shall not be a factor in the consideration of the best      interests of students. 

 

E.   A professional employee who is laid off as a result of Section D above may be entitled to displace a teacher in another discipline using the same criteria in Section A through D above, and provided that the professional status member initially targeted for layoff is already certified in that discipline and has taught in that discipline within the five (5) previous consecutive school years immediately prior to taking the position.

     

 

 

 

Section 2 – Disciplines, Qualifications & Seniority

     

A.   For purposes of this Article, the word “disciplines” shall be interpreted consistent with state regulations containing the different academic disciplines in which a professional employee may be certified.

     

B.   “Qualified” means that a professional employee has on file with the Superintendent evidence that he/she is certified in a particular discipline prior to the School District notifying him/her of his/her layoff.  It is the responsibility of the teacher to provide the Superintendent with copies of all current certifications.  The parties agree that a K-8 certification qualifies a member to teach up to Grade 5 only.  The parties further agree that members may only teach in their content certified area in Grades 6-12.

     

C.   For purposes of this contract, seniority shall be defined as a professional employee’s length of continuous employment in the Ashland School System measured in years, months and days from the date of the professional employee’s first day of employment in the bargaining unit.  Administrators who return to the bargaining unit at any point in time after serving as administrators in Ashland shall retain any previous seniority that they accrued when they were originally in the bargaining unit, however, they shall not accrue any additional seniority during the time that they serve as administrators.

     

D.   Those members who started working on the same day and year will be considered to have identical seniority. The Superintendent will determine which of these teachers will be laid off if a reduction in force is necessary.  In cases involving members who have identical seniority, the needs of the system, qualifications, and highest educational attainment may be considered in determining who shall be released.

     

E.   In computing seniority, time spent on any authorized leave of absence shall not constitute a break in service. Seniority will not accumulate during any unpaid leave of absence except for statutory maternity leaves of absence for up to eight (8) weeks. Members on a leave of absence shall be eligible to be laid off as though they are currently serving on active duty.

     

F.   An updated list specifying the seniority of each member of the bargaining unit, in the disciplines set forth in Section 2, will be prepared by the Superintendent and forwarded to the Association by February 1 of each school year.

     

 

Section 3 – Recall   

                                                                                                           

A.   Professional employees who have been laid off shall be entitled to recall rights for fifteen (15) months (hereinafter “the recall period”) from the effective date of the layoff.

 

B.   During the recall period, professional employees on recall shall be given preference to any vacancies or new positions for which they are certified in the inverse order of their lay-off.

 

C.   Professional employees on recall shall be notified via certified mail of any vacancies or new positions for which they are qualified.  Notices will be sent to the professional employee’s last known address on file with the School Department. Professional employees shall be responsible for keeping the Superintendent informed of any changes in their mailing address.

 

D.   The failure by any professional employee to apply in writing to the Superintendent for an open, full-time, permanent position within his/her area of certification within seven (7) calendar days after receipt of notice of vacancies or new positions shall constitute a waiver of all recall rights and eligibility under this section.

 

E.   All benefits, including salary and professional teacher status, to which a professional employee was entitled at the time of his/her layoff shall be restored in full upon the professional employee’s re-employment with the School Department within the recall period.

 

F.   During the recall period, members who have been laid off shall be given preference on the substitute list if they so desire.

     

Section 4 – Laid Off Members   

                                                                                     

A.   During the period of time that any professional employees are within their recall period, the Superintendent agrees not to hire any new teacher unless no professional employee on recall is currently certified to fill the position.

     

B.   To the extent allowed for by law and Town of Ashland policies, laid off professional employees may continue group health and life insurance coverage during the recall period as provided by the Committee to members of the bargaining unit by paying the one hundred percent (100%) of the premium for such insurance to the Town Treasurer.  In the event any such professional employee fails to make payment of said premium or refuses any offer of recall during said fifteen (15) month period, his/her option to continue such insurance(s) coverage under the terms set forth in this Section shall terminate, however, this shall not limit any rights that the professional employee may have under COBRA to health insurance.

 

 

 

 

ARTICLE XX

CO-CURRICULAR  AND ACADEMIC STIPENDS

 

The following pages list the stipend positions that are available in this contract period.  Please note that not every position listed is funded in the budget.

 

All stipend positions shall be posted and filled on an annual basis.  New stipend positions may be added during the course of this contract by mutual agreement of the parties.

 

All stipends over $1,000 shall be paid in two increments annually, one in December and one in June with the exception of athletic coaching stipends over $1,000 which shall be paid in two increments, one at the approximate mid point of the season, and one within 3 weeks of the end of the season. (For all coaches for the fall season, the first pay on or about September 26th and second pay on or about November 7; for football coaches only the second pay on or about December 7.  For the winter season the first pay on or about January 16 and second pay on or about February 27. Spring season first pay on or about April 24 and second pay on or about June 5). Stipends that are currently calculated and paid in 26 installments shall continue to be paid in that way.

 

In addition, the Committee will clarify through annual postings for stipend positions the number of positions and the subsequent salaries that are available for each job title recognized in Article XX.

 

 

SYSTEM WIDE STIPENDS

 

 

 

 

Position

Ratio

FY15,16,17

 

 

 

 

Dual Certified Teacher

2.5

$3,171

 

 

 

 

ELL Coordinator

5.97

$7,572

 

 

 

 

Intramural Sports Coordinator

1.5

$1,902

 

 

 

 

Intramural Sports (per session)

.024

$31

 

 

 

 

Mentor

0.99

$1,255

 

 

 

 

Professional Development Coord.

3.44

$4,361

 

 

 

 

HIGH SCHOOL STIPENDS

Position

Ratio

FY15,16,17

 

Position

Ratio

FY15,16,17

Academic Decathlon Advisor

1.5

$1,902

 

Dept. Head (up to 4 faculty)

3.01

$3,816

Adventure Club Advisor

1

$1,268

 

Department Liason

3.4

$4,311

Amnesty International Advisor

0.75

$951

 

Drama Director - Fall Play

3.44

$4,361

Artvarques Club Advisor

0.75

$951

 

Financial Dir./Student Activities

3.53

$4,475

Chess Club Advisor

0.75

$951

 

Fitness / Conditioning (Fall)

1.29

$1,636

Community Service Coord.

1

$1,268

 

Fitness / Conditioning (Winter)

1.29

$1,636

Computer Club Advisor

0.75

$951

 

Fitness / Conditioning (Spring)

1.29

$1,636

Dept. Head (5 or more faculty)

3.87

$4,907

 

Freshmen Class Advisor

1.29

$1,636

Position

Ratio

FY15,16,17

 

Position

Ratio

FY15,16,17

GSA Advisor

1

$1,268

 

Photography Club Advisor

0.75

$951

International Club Advisor

1

$1,268

 

Renaissance Society Club

0.75

$951

Japanese Club

.75

$951

 

Robotics & Engineering Club

1.29

$1,636

Jazz Band

1

$1,268

 

SADD Advisor

0.75

$951

Junior Class Advisor

1.5

$1,902

 

Select Chorus Advisor

2.58

$3,271

Junior State of America  Advisor

1.29

$1,636

 

Senior Class Advisor

2

$2,536

Leo Club

.75

$951

 

Senior Projects Coordinator

2.58

$3,271

Literary Magazine

0.75

$951

 

Senior Leader Advisor

.59

$750

Math League Advisor

1

$1,268

 

Sophomore Class Advisor

1.29

$1,636

Mock Trial Advisor

1

$1,268

 

Student Council Advisor

2

$2,536

Musical Director - Spring Play

3.44

$4,361

 

Theatrical Society Technical Director

0.65

$824

Musical Music Director - Spring Play

1.29

$1,636

 

Theatrical Society Technical Dir/Artistic

0.65

$824

National Honor Society Adv.

1.5

$1,902

 

Theatrical Society Advisor

1.72

$2,181

Newspaper Advisor

2.58

$3,271

 

Video Club Advisor

0.75

$951

Pep Band, Fall

.5

$634

 

Ultimate Frisbee Advisor

1

$1,268

Pep Band, Winter

.5

$634

 

Yearbook Advisor-Editorial

3.53

$4,475

Peer Education Advisor

0.75

$951

 

Yearbook Advisor-Financial

3.53

$4,475

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Middle School Stipends

Position

Ratio

FY15,16,17

 

Position

Ratio

FY15,16,17

6th Grade Advisor

0.75

$951

 

Math Counts Advisor

1

$1,268

7th Grade Advisor

1

$1,268

 

Newspaper Advisor

1

$1,268

8th Grade Advisor

1.25

$1,585

 

Peer Education Advisor

0.75

$951

Academic Teams Coach

1.25

$1,585

 

Robotics Club

0.87

$1,103

Advisory Coordinator

1.5

$1,902

 

Student Council Advisor

0.75

$951

Art Club Advisor

0.75

$951

 

Team Leader

2.15

$2,726

Drama / Theatre Director

3.44

$4,361

 

Yearbook Advisor

1.07

$1,357

 

 

 

 

 

 

 

Mindess Stipends

 

Warren School Stipends

Position

Ratio

FY15,16,17

 

Position

Ratio

FY15,16,17

Band Director

0.75

$951

 

Head Teacher

6.1

$7,734

Newspaper Advisor

0.65

$824

 

Team Leader

1.07

$1,357

Student Council Advisor

0.43

$545

 

Kindergarten Coordinator

N/A

$11,621

Team Leader

2.15

$2,726

 

Pittaway Stipends

Yearbook Advisor

1.07

$1,357

 

Team Leader

2.15

$2,726

 

 

ATHLETIC STIPENDS                                   

 

Placement on a step shall be determined by the Athletic Director and is based on the coach’s experience.

 

Position

Ratio

FY15, 16, 17

 

Position

Ratio

FY15, 16, 17

Athletic Manager 

 

Athletic Trainer (Per Season)

Step 1

2.5

$2,392

 

Step 1

 

$5,402

Step 2

 

$2,511

 

Step 2

 

$5,727

Step 3

 

$2,625

 

Step 3

 

$6,070

BASEBALL

 

CHEERLEADING

Head Coach

 

 

 

Fall Coach

 

 

Step 1

5

$4,668

 

Step 1

2.5

$2,392

Step 2

 

$4,958

 

Step 2

 

$2,508

Step 3

 

$5,248

 

Step 3

 

$2,625

JV Coach

 

 

 

Spring Coach

 

 

Step 1

4

$3,735

 

Step 1

2.5

$2,392

Step 2

 

$3,966

 

Step 2

 

$2,508

Step 3

 

$4,199

 

Step 3

 

$2,625

Freshman Coach

 

 

 

CROSS COUNTRY

 

Step 1

3

$2,916

 

Step 1

4

$3,735

Step 2

 

$3,032

 

Step 2

 

$3,966

Step 3

 

$3,147

 

Step 3

 

$4,199

BASKETBALL – BOYS & GIRLS

 

FIELD HOCKEY

Head Coach

 

 

 

Head Coach

 

 

Step 1

5.5

$5,504

 

Step 1

5

$4,668

Step 2

 

$5,809

 

Step 2

 

$4,958

Step 3

 

$6,115

 

Step 3

 

$5,248

JV Coach

 

 

 

JV Coach

 

 

Step 1

4

$3,735

 

Step 1

4

$3,735

Step 2

 

$3,966

 

Step 2

 

$3,966

Step 3

 

$4,199

 

Step 3

 

$4,199

Freshman Coach

 

 

 

Freshman Coach

 

 

Step 1

3

$2,916

 

Step 1

3

$2,916

Step 2

 

$3,032

 

Step 2

 

$3,032

Step 3

 

$3,147

 

Step 3

 

$3,147

 

Position

Ratio

FY15,16,17

 

Position

Ratio

FY15, 16, 17

FOOTBALL

 

SOCCER – BOYS & GIRLS

Head Coach

 

 

 

Head Coach

 

 

Step 1

6.5

$6,259

 

Step 1

5

$4,668

Step 2

 

$6,606

 

Step 2

 

$4,958

Step 3

 

$6,954

 

Step 3

 

$5,248

Assistant Coach

 

 

 

JV Coach

 

 

Step 1

4

$3,735

 

Step 1

4

$3,735

Step 2

 

$3,966

 

Step 2

 

$3,966

Step 3

 

$4,199

 

Step 3

 

$4,199

Freshman Coach

 

 

 

Freshman Coach

 

 

Step 1

3

$2,916

 

Step 1

3

$2,916

Step 2

 

$3,032

 

Step 2

 

$3,032

Step 3

 

$3,147

 

Step 3

 

$3,147

GOLF

 

SOFTBALL

Step 1

4

$3,735

 

Head Coach

 

 

Step 2

 

$3,966

 

Step 1

5

$4,668

Step 3

 

$4,199

 

Step 2

 

$4,958

ICE HOCKEY

 

Step 3

 

$5,248

Head Coach

 

 

 

JV Coach

 

 

Step 1

5.5

$5,504

 

Step 1

4

$3,735

Step 2

 

$5,809

 

Step 2

 

$3,966

Step 3

 

$6,115

 

Step 3

 

$4,199

JV Coach

 

 

 

Freshman Coach

 

 

Step 1

4

$3,735

 

Step 1

3

$2,916

Step 2

 

$3,966

 

Step 2

 

$3,032

Step 3

 

$4,199

 

Step 3

 

$3,147

LACROSSE – BOYS & GIRLS

 

SWIM TEAM

Head Coach

 

 

 

Head Coach

 

 

Step 1

5

$4,668

 

Step 1

4

$4,371

Step 2

 

$4,958

 

Step 2

 

$4,614

Step 3

 

$5,248

 

Step 3

 

$4,857

Assistant Coach

 

 

 

Assistant Coach

 

 

Step 1

4

$3,735

 

      Step 1

2.5

$2,392

Step 2

 

$3,966

 

Step 2

 

$2,508

Step 3

 

$4,199

 

Step 3

 

$2,625

 

 

 

 

 

 

 

 

 

Position

Ratio

FY15,16,17

 

Position

Ratio

FY15, 16, 17

TENNIS – BOYS & GIRLS

 

VOLLEYBALL

Step 1

4

$3,735

 

Head Coach

 

 

Step 2

 

$3,966

 

Step 1

4.5

$4,259

Step 3

 

$4,199

 

Step 2

 

$4,490

TRACK – INDOOR

 

Step 3

 

$4,723

Head Coach

 

 

 

Assistant Coach

 

 

Step 1

4

$3,735

 

Step 1

3

$2,916

Step 2

 

$3,966

 

Step 2

 

$3,032

Step 3

 

$4,199

 

Step 3

 

$3,147

Assistant Coach

 

 

 

WRESTLING

Step 1

3.25

$3,179

 

Head Coach

 

 

Step 2

 

$3,296

 

Step 1

4.5

$4,259

Step 3

 

$3,412

 

Step 2

 

$4,490

TRACK – OUTDOOR  BOYS & GIRLS

 

Step 3

 

$4,723

Head Coach

 

 

 

Assistant Coach

 

 

Step 1

5

$4,668

 

Step 1

2.5

$2,392

Step 2

 

$4,958

 

Step 2

 

$2,508

Step 3

 

$5,248

 

Step 3

 

$2,625

Assistant Coach

 

 

 

 

 

 

Step 1

3.25

$3,179

 

 

 

 

Step 2

 

$3,296

 

 

 

 

Step 3

 

$3,412

 

 

 

 

MIDDLE SCHOOL ATHLETICS

Position

Ratio

FY15,16,17

 

Position

Ratio

FY15, 16, 17

Baseball

 

Cross Country

Step 1

2.5

$2,392

 

Head Coach Step 1

2.54

$2,429

Step 2

 

$2,508

 

Step 2

 

$2,564

Step 3

 

$2,625

 

Step 3

 

$2,699

Basketball – Boys & Girls

 

Asst.            Step 1

1.6

$1,555

Step 1

2.5

$2,392

 

Step 2

 

$1,604

Step 2

 

$2,508

 

Step 3

 

$1,681

Step 3

 

$2,625

 

 

 

 

Cheerleading

 

Field Hockey

Step 1

2.5

$2,392

 

Step 1

2.5

$2,392

Step 2

 

$2,508

 

Step 2

 

$2,508

Step 3

 

$2,625

 

Step 3

 

$2,625

Position

Ratio

FY15,16,17

 

Position

Ratio

FY15,16,17

Golf

 

Softball

Step 1

2.5

$2,392

 

Step 1

2.5

$2,392

Step 2

 

$2,508

 

Step 2

 

$2,508

Step 3

 

$2,625

 

Step 3

 

$2,625

Outdoor Track

 

Volleyball

Step 1

2.5

$2,392

 

Step 1

2.5

$2,392

Step 2

 

$2,508

 

Step 2

 

$2,508

Step 3

 

$2,625

 

Step 3

 

$2,625

Soccer Boys & Girls

 

 

 

 

Step 1

2.5

$2,392

 

 

 

 

Step 2

 

$2,508

 

 

 

 

Step 3

 

$2,625

 

 

 

 


 

ARTICLE XXI

AGENCY SERVICE FEE

 

Pursuant to the provisions of M.G.L. Chapter 150E, Section 12, the Committee accepts an Agency Service Fee beginning on September 1, 2001, for all newly hired employees covered by this agreement, wherein the Association can assess those newly hired employees not members of the Association an annual amount commensurate with the costs of collective bargaining and contract administration.  Said Agency Service Fee shall be a percentage of the combined membership dues of the Ashland Teachers’ Association, the Massachusetts Educators Association, and the National Education Association as determined by the Ashland Educators Association in accordance with Chapter 150E, Section 12, and the “AEA check-off card” shall be submitted by the 30th day of employment.  Said agency service fee shall be paid or deducted in the same manner as dues for membership in the Ashland Educators Association.

 

 

 

 

ARTICLE XXII

JOINT LABOR / MANAGEMENT COMMITTEE

 

A Joint Labor/Management Committee will meet at least monthly during the school year to address matters of mutual concern.  Such Joint Labor/Management Committee will be comprised of no more than 7 teachers from the Ashland Educators Association representing elementary, middle and high school and the Association President and no more than 7 representatives from the School Committee and Administration.

 

 

 

 

ARTICLE XXIII

DURATION

 

Agreement made this__September 4, 2014__, by and between the Ashland School Committee (the "Committee") and the Ashland Educators Association (the Association).  The collective bargaining agreement between the Committee and the Association dated August 29, 2011 to August 28, 2014 is herby extended to August 14, 2017, and except as set out below, is ratified and confirmed in its present form.

 

 

 

 

 

 

________________________________                   _________________________________

 

Laurie Tosti                                                               Michelle Smith

Chair, Ashland School Committee                            President, Ashland Educators Association

 

Date ______________                                              Date  ________________

 

 

 

APPENDIX A

JOB SHARE AGREEMENT

 

     The Ashland Public Schools supports the belief that job-sharing can be a beneficial arrangement for students, teachers, and administrators.

    

     Definition:  A job-share occurs when two individuals assume the responsibility for all the functions of one full-time position

    

     Application Criteria:

     Teachers who apply for a job-share position will satisfy the following criteria:

1.  Currently employed in the district

2.  Certification at appropriate grade level

3.  Three years of satisfactory evaluations

4.  Compatible teaching styles (as determined by the principal)

5.  Professional status

    

     Application and Reapplication Process:

1.  Applicants must apply jointly.

2.  Applicants will submit a completed job share application to the Superintendent of Schools by December 31 of the current school year.

3.  The Superintendent of Schools has sole discretion to approve or deny a job-share request.  However, the Superintendent will consider the recommendation of the building principal when rendering a decision. 

4.  After reviewing the job-share application, the Superintendent will notify the applicants of his/her decision.  Decisions will be provided before June 1 of the current school year. The superintendent may hold discussion(s) with the applicants should she/he have need of additional information or clarification of the information provided on the job-share application.

5.  There will be a maximum of two job-shared classrooms or teaching positions per school per year.  This number may be increased at the discretion of the Superintendent.

6.  A committee consisting of the building principal, department chair (if applicable), and Assistant Superintendent will conduct an end-of-year evaluation of the job-share.  The evaluation may include, but not be limited to, summaries of observations, walk throughs, and meetings conducted by the building principal and job-share participants.

7.  It is intended that a job-share will be for the period of one complete school year and not for partial years.  A job-share is for one year.  However, participants may reapply to continue the job-share beyond one year.  The decision to continue the job-share is at the discretion of the Superintendent.  However, the Superintendent will consider input from the committee described in #6 when rendering his/her decision. 

    

 

 

     Substitute Teaching:

1. Should one teacher be unable to attend school on her/his assigned day, the job-share partner will make every attempt to fill in for her/his partner.  The partner will be asked to substitute.  If this arrangement is not possible, the normal substitute procedure will be followed.

    

 

     Changes in the Arrangement:

1.  If the Superintendent deems it in the best interest of the students, he/she may terminate the arrangement at any time, with a minimum of two weeks notice to the partners.   At that time, the Superintendent has the sole discretion for reassignment of both teachers for the remainder of the school year

2.  Should the job-share be dissolved after the first year, each partner shall return to their original full time position. 

3.  In the event one partner takes a leave of absence, the remaining teacher will be offered the full-time responsibilities of the classroom position.  If the remaining teacher is unable to assume full-time teaching, then a long-term substitute teacher will be appointed to fulfill the other half of the job share.

    

     Evaluation:

Both teachers shall be evaluated under the observation-based evaluation cycle during the job-share unless another option is approved by the building principal in advance.

    

     Compensation and Benefits:

1.  Compensation will be based on each partner’s Full Time Equivalent.

2.  Sick leave will be pro-rated based on each partner’s FTE.

3.  Personal time will be pro-rated based on each partner’s FTE.

4.  Benefits will be pro-rated based on each partner’s FTE.

5.  Full step credit will be granted for each year of job-share service.

6.  Seniority will be granted for each year of job-share service.

7.  A job-share partner who changed his/her position in order to participate in the job-share will have attachment rights for one school year to his/her former full time position.

    

     Professional responsibilities:

1.  The work week schedule of each partner will be determined by the principal with input from the participants in consideration of what is deemed to be in the best interest of the students.

2.  Both teachers will meet with the principal in October, December, March, and May to review the job-share and make suggestions for modifications.

3.  Both teachers will attend faculty meetings, open houses, and school-wide events such as curriculum nights, etc.

4.  The teacher working on the given day will attend grade level/department meetings and assume responsibility for non-instructional duties

5.  Both teachers will attend all professional days and half-days that are used for professional development or curriculum development.

6.  Both teachers will participate in the evaluation of their job-share. This includes:

      Attending meetings listed in #2 above

      Review of Principal evaluation documents

      Completing a self evaluation of the experience

    

    

 

 

 

 

 

 

Classroom responsibilities:

1.  Should one teacher be changing grade levels or courses, she/he will provide the principal with a detailed plan that shows how the teacher will learn the curriculum, scope and sequence, etc. of the new grade level or course.  The plan may include observations, readings, course work, etc.

2.  Both teachers will work full-time the first 5 days of school. 

3.  Both teachers will provide information to parents (hand-outs, web page, presentation, etc.) during the first week of school.  The information will describe how instruction is organized, the collaboration and communication that will occur between teachers, and the procedures in place to provide continuity in all aspects of the classroom (e.g. homework, behavior, etc.)   

4.  Teachers will jointly prepare progress reports and report cards

5.  Where practicable, both teachers will attend T.A.T. meetings and all individual parent meetings and parent-teacher conferences

6.  Both teachers will attend I.E.P. meetings

7.  Both teachers will develop and maintain a system for communication between themselves

8.  Both teachers will develop and maintain a system for communication with parents

 

 

 

 

 

     

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Appendix B

FMLA Leave Request Form

 

Family And Medical Leave

Employee Request

Ashland Public Schools

 

 

 

SECTION 1:  For completion by the  EMPLOYEE

Employee Name:

 

Employee Home Address:

 

Home Phone Number:                                                                  

Work Phone Number:

Email:

 

School:

Department:

Work Address:

 

Reason for Leave (check all applicable):

 

 

Birth/Adoption/Pre-Adoptive Foster Care

 

Foster Placement

 

Employee’s Own Serious Health Condition (may require medical certification)

 

To Care for Family Member (including domestic partner or domestic partner’s parent) of Military

 

Service Member with a Serious Health Condition* (may require medical certification)

 

For a Qualifiying Exigency due to military deployment of a spouse, son, daughter, or parent in the regular or

           Reserve armed forces to a foreign country (certification may be required)

 

 

*When Family and Medical leave is needed to care for a family member or service member, you must state

the care you will provide and an estimate of the time period during which this care will be provided, including

Anticipated Begin Date of Leave:

Anticipated End Date of Leave:

Briefly Explain Reason for Leave.  If leave is to care for someone, please indicate the name of and

relationship to the person who needs care.

 

 

 

 

 

 

 

 

 

 

 

Substitution of Paid Leave:  Please indicate if you would like to use paid leave during your absence

and how many days you plan to use (to the extent provided by law, labor agreement, and workplace leave

 policies).   Attach a completed leave report if required.

 

 

 

 

   Sick            ( _____  days)

 

 

   Personal     ( _____ days)

 

 

 

 

 

I authorize the appointing authority to obtain any necessary information regarding my request for family

and medical leave.

 

 

 

Employee Signature:                                              

Date:                                                               

 

 

 

 

 

APPENDIX C

 

EDUCATOR EVALUATION