Greater Fall River RVTSD

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DistrictGreater Fall River RVTSD
Shared Contract District
Org Code8210000
Type of DistrictVoc-Tech/Agricultural
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2012
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersGreater Fall River RVTSD
CountyBristol
ESE RegionSoutheast
Urban
Kind of Communityurbanized centers
Number of Schools1
Enrollment1352
Percent Low Income Students42
Grade Start9
Grade End12
download pdf version of this document view accessible version of this document Greater FAll River

AGREEMENT

between the

DIMAN TEACHERS' ASSOCIATION, INC.

and the

GREATER FALL RIVER VOCATIONAL SCHOOL DISTRICT COMMITTEE

for the period

SEPTEMBER 1, 2009 through AUGUST 31, 2012

 

PREAMBLE

THE GREATER FALL RIVER VOCATIONAL SCHOOL DISTRICT COMMITTEE and the DMAN TEACHERS' ASSOCIATION, INC. acknowledge that the Committee has complete authority over policies and administration of the school which it exercises by law and that the vehicle of collective bargaining will provide the teachers with a better opportunity to bring their knowledge and experience to bear on matters of professional concern together with that of the Committee with the goal of assisting in solving the growing problems inherent in the advancement of vocational-technical education.

That each student is entitled to instruction by personnel professionally qualified and adequate in number in order that education of the highest quality may be the effective result; that more attention should be devoted to the constructive guidance of leisure time and in-school time activities of students; that commensurate with quality education is the need for good morale within the teaching staff and that both the Committee and the Association view the consideration of matters of mutual concern as a joint responsibility.

MANAGEMENT'S RIGHTS CLAUSE

The Employer is a public body established under and with powers provided by the statutes of the Commonwealth of Massachusetts and nothing in this Agreement shall derogate from the powers and responsibilities of the Employer under said statutes or the rules and regulations of agencies of the Commonwealth. The Employer retains those rights, powers, and duties it now has, may be granted, or have conferred upon it by law unless modified or changed by this Agreement.

ARTICLE I

RECOGNITION

1.0 The Committee recognizes the Association for the purpose of collective bargaining as the exclusive representative of a unit consisting of all professional status teaching employees, teaching employees without professional status while pursuing such professional status, department heads and/or lead teachers engaged in teaching and supervision on a regularly scheduled basis, permanent building substitutes, and guidance counselors of the Greater Fall River Vocational School District who are employed by the District on an annual basis and are eligible for and/or hold a legal teaching certificate recognized by the Division of Occupational Education and/or State Department of Education. The Superintendent-Director or his/her designee reserves the exclusive right to promote or demote teachers as department heads and/or lead teachers and to set the duties of said department heads and/or lead teachers and these rights will not be negotiable with the Association and are not covered by the grievance procedure listed in Article III, provided that such rights do not conflict with any part of this contract. The Superintendent-Director or his/her designee will give a hearing to a department head and/or lead teacher considered for demotion prior to the actual notification of such demotion under M.G.L.C71, §42 and said department head and/or lead teacher shall be entitled to Association representation.

2.0 In addition, the Association is recognized as the bargaining agent for the School Nurse and the Library Teacher. It is agreed that the School Nurse and Library Teacher shall not teach any classes. If in the consideration of the Committee it is necessary for the School Nurse or Library Teacher to teach classes, he/she shall receive extra compensation as set forth in the salary schedule (Appendix A).

3.0 Unless otherwise indicated, the employees in the above unit will be hereinafter referred to as the "teachers" and reference to male teachers will include female teachers.

4.0 The Committee and the Association agree that the provisions of this Agreement shall be applied without regard to race, color, religion, creed, sex, national origin, marital status, age, handicap, or sexual preference.

5.0 All positions filled after July 1, 2006, which do not require certification, will not be part of the bargaining unit.

ARTICLE II

NEGOTIATION PROCEDURE

1.0         Regular Negotiations

1.1 Either party may initiate negotiations for a successor Agreement to this contract provided notice of such intent shall be given in writing on or before the fifteenth of September of the school year in which the Agreement is to expire and negotiations shall commence no later than the fifteenth of November of that year. The parties will exchange proposals for changes to the Agreement at the first bargaining session; and except by mutual agreement, no new proposals shall be proposed by either party after the second bargaining session.

In the event that negotiations for a successor Agreement are still in progress on the agreed upon notification date, the parties shall be granted thirty (30) days from the signing to notify the other party of their intent to initiate negotiations for the following year. Said negotiations shall take place not later than sixty (60) days following the notification and the above procedures shall be followed.

1.2               During negotiations, the Committee and Association 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 negotiations.

1.3               If negotiations between the Committee and the Association result in an impasse, or if the Association is dissatisfied with the progress of negotiations with the Negotiation Committee, the Association may so notify the Committee in writing and will have the right to negotiate directly with the Committee in good-faith effort to reach agreement.

1.4               If negotiations between the Negotiating Committee and the Association result in an impasse or if the Negotiating Committee is dissatisfied with the progress of negotiations with the Association, the Negotiating Committee may so notify the Association in writing and will have the right to present its counter-proposal to and negotiate directly with the Executive Board of the Teachers' Association in good-faith effort to reach agreement.

1.5               If the negotiations described in this Section 1.0 have reached an impasse, the procedure described in Chapter 150E of the General Laws will be followed.

1.6               The Committee agrees not to negotiate with any teachers' organizations other than that designated as the exclusive bargaining agent pursuant to Chapter 150E of the General Laws. The Committee further agrees not to negotiate with any teacher organization other than the Association in regard to changes in wages, hours, or other conditions of employment to become effective during the term of this Agreement.

2.0          New Negotiations

2.1               In the event that either the Committee or the Association desire to make any proposal the subject of which is not covered by the terms of this Agreement, they may submit such proposal in writing to the appropriate receiver. For the Committee, it will submit the proposal to the President of the Association. For the Association, it will submit the proposal to the Chairman of the Committee. A subsequent meeting will be arranged by mutual agreement for both parties to discuss the proposal.

2.2               The receiving party will acknowledge receipt of the proposal in writing within three (3) days. The Negotiating Committee, as here before appointed, and the Association will arrange for a mutually satisfactory time and place for a meeting to negotiate the proposal within fifteen (15) days after receipt of the proposal unless the Negotiating Committee and the Association mutually agree to an extension of time for such meeting. During the initial and subsequent negotiation meetings, the Negotiating Committee and the Association will present relevant data, exchange points of view and make proposals and counter-proposals. The Negotiating Committee will make all pertinent records and information within its possession available to the Association. 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 negotiations.

2.3                If an agreement is reached, it will be presented to the full Committee and General Body of the Association as a joint recommendation of the Negotiating Committee and the Association, if the matter is one upon which Committee action is necessary. If the Committee disagrees with such joint recommendation, or if the Association disagrees with such joint recommendation, it will not be rejected without further negotiation in good-faith effort to resolve the disagreement.

2.4                Before the Committee adopts a change in policy, which affects wages, hours or Agreement and which has not been proposed by the Association, the Committee will notify the Association in writing that it is considering such a change. The Association will have the right to negotiate with the Committee provided that it files such a request with the Committee within five (5) days after receipt of said notice.

2.5                Any agreement reached with the Committee will be reduced to writing, will be signed by the Committee and the Association and will become an addendum to this Agreement.

3.0          Special Negotiations

3.1 In the event the Committee desires to make application for grants pursuant to federal and/or state laws and the provisions of these grants conflict with the provisions of this Agreement, it is agreed that the negotiation procedures set forth in Section 2.0 above shall be followed to resolve the conflict. Both the Committee and the Association agree to shorten the timetable set forth as necessary to comply with time requirements in making or processing applications for the grants under the federal or state laws. In such cases, the Negotiating Committee will notify the Association in writing that such a situation exists at least five (5) days prior to the submission date of the grant in question.

4.0          Proposed Contract Changes

4.1 All proposals for changes to the existing Agreement shall contain an addendum that spells out in detail all additions, deletions or revisions and the reason for such changes. Any proposals submitted to cover areas not contained in the Agreement shall also include the reason for such changes.

5.0 If negotiation meetings between the Committee and the Association are scheduled during a school day, the representatives of the Association will be relieved from all regular duties without loss of pay as necessary to permit their participation in such meetings.

ARTICLE III GRIEVANCE PROCEDURE

1.0         Definitions

1.1               A "grievance" is a claim based upon an event or condition, which affects the welfare and/or conditions of employment of a teacher or group of teachers and/or the interpretation, meaning or application of any of the provisions of this Agreement or any subsequent agreement entered into pursuant to this Agreement.

1.2               An "aggrieved person" is the person or persons making the claim.

1.3               A "party in interest" is the person or persons making the claim and any person who might be required to take action or against whom action might be taken in order to resolve the claim.

2.0         Purpose

2.1                The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems, which may from time to time arise affecting the welfare or working conditions of teachers. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

2.2                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 having the grievance adjusted without intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement and that the Association has been given the opportunity to be present at such adjustment and to state its views.

3.0          Rights of Teachers to Representatives

3.1                No reprisals of any kind will be taken by the Committee or by any member of the administration against any party in interest, any School Representative, any member of the Professional Rights and Responsibilities Committee, or any other participant in the grievance procedure by reason of such participation.

3.2                Any party in interest may be represented at all stages of the grievance procedure by a person of his/her own choosing, except that he/she may not be represented by a representative or an officer of any teacher organization other than the Association, the Massachusetts Teachers Association (MTA) or the National Education Association (NEA). When a teacher is not represented by the above Associations, the above Associations shall have the right to be present and to state their views at all stages of the grievance procedure.

4.0          Procedure

4.1          Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum, and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual Agreement.

4.2         In the event a grievance is filed on or after June 1, the time limits set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of the school term or as soon thereafter as is practical.

5.0         Procedure Levels

5.1          Level One

5.1.1      A teacher with a grievance will first discuss it with his/her department head or immediate superior, either directly or through the Association's School Representative, with the objective of resolving the matter informally. If the grievance is to be rejected at this level after the informal discussion with the department head or immediate supervisor, the grievance shall be presented in writing and a written answer must be provided within five (5) school days by the department head or immediate supervisor.

5.2          Level Two

5.2.1           If the aggrieved person is not satisfied with the disposition of his/her grievance at Level One, he/she shall file the grievance in writing with the Chairman of the Association's Committee on Professional Rights and Responsibilities (hereinafter referred to as the "PR&R Committee") within five (5) school days after the decision at Level One. Within five (5) school days after receiving the written grievance, the Chairman of the PR&R Committee will refer it to the Superintendent-Director.

5.2.2           The Superintendent-Director will represent the Administration at this level of the grievance procedure. Within five (5) school days after receipt of the written grievance by the Superintendent-Director, the Superintendent-Director will meet with the aggrieved person in an effort to resolve it.

5.2.3           If a teacher does not file a grievance in writing with the Chairman of the PR&R Committee and the written grievance is not forwarded to the Superintendent-Director within thirty (30) school days after the teacher knew or should have known of the act or condition on which the grievance is based, then the grievance will be considered as waived. A dispute as to whether a grievance has been waived under this paragraph will be subject to arbitration pursuant to Level Four.

5.3          Level Three

5.3.1       If the aggrieved person is not satisfied with the disposition of his/her grievance at Level Two, or if no decision has been rendered within five (5) school days after he/she has first met with the Superintendent-Director, he/she shall file the grievance in writing with the Chairman of the PR&R Committee within five (5) school days after a decision by the Superintendent-Director or ten (10) school days after he/she has first met with the Superintendent-Director, whichever is sooner. Within five (5) school days after receiving the written grievance, the Chairman of the PR&R Committee will refer it to the Committee by submitting it in writing to the Superintendent-Director. Within twenty (20) school days after the written grievance has been submitted to the Superintendent-Director, the Committee will submit to the Teachers' Association a written decision on the grievance. Within these twenty (20) schools days, the Committee will meet with the aggrieved person for the purpose of resolving the grievance, if possible, at this level.

5.4         Level Four

5.4.1           If the aggrieved person is not satisfied with the disposition of his/her grievance at Level Three, or if no decision has been rendered within twenty (20) school days by the School Committee after the grievance was submitted in writing to the Superintendent-Director for the Committee, he/she may, within five (5) school days after the decision has been rendered or after twenty (20) school days has passed since the grievance was filed with the Superintendent-Director for transmittal to the Committee, whichever is sooner, request in writing to the Chairman of the PR&R Committee to submit his/her grievance to arbitration. If the PR&R Committee determines that the grievance is meritorious, it may submit the grievance to binding arbitration within fifteen (15) school days after receipt of a request by the aggrieved person.

5.4.2           Within ten (10) school days after such written notice of submission to arbitration, the Sub-Committee and the PR&R Committee will agree upon a mutually acceptable arbitrator and will obtain a commitment from said arbitrator to serve. If the parties are unable to agree upon an arbitrator or to obtain such a commitment within the specified period, a request for a list of arbitrators may be made to the American Arbitration Association by either party. The rules and procedures will bind the parties of the American Arbitration Association in the selection of an arbitrator.

5.4.3           The arbitrator so selected will confer with representatives of the Committee and the PR&R Committee and hold hearings promptly and will issue his/her decision not later than twenty (20) days from the date of the close of the hearings or if oral hearings have been waived then from the date the final statements and proofs are submitted to him. The arbitrator's decision will be in writing and will set forth his/her findings of fact, reasoning, and conclusions on issues submitted. The arbitrator will be without power or authority to make any decision, which requires the commission of an act, prohibited by law or which is violation of the terms of this Agreement. The decision of the arbitrator will be submitted to the Committee and to the Association and will be final and binding.

5.4.4           The costs for the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel and subsistence expenses, will be borne equally by the Committee and the Association.

6.0          Miscellaneous

6.1                If, in the judgment of the PR&R Committee, a grievance affects a group or class of teachers, the PR&R Committee may submit such grievance in writing to the Superintendent-Director and the processing of such grievance will be commenced at Level Two. The PR&R Committee may process such a grievance through all levels of the grievance procedure even though the aggrieved person does not wish to do so.

6.2                Decisions rendered at Levels One, Two, and Three of the grievance procedure will be in writing setting forth the decision and the reasons therefore and will be transmitted promptly to all parties in interest and to the Chairman of the PR&R Committee. Decisions rendered at Level Four will be in accordance with the procedure set forth in Section 5.4.3.

6.3                All documents, communications, and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants.

6.4                Forms for filing grievances, serving notices, taking appeals, making reports and recommendations, and other necessary documents will be jointly prepared by the Superintendent-Director and the Association and given appropriate distribution so as to facilitate operation of the grievance procedure (Appendix J).

6.5                All Level One and Two grievance procedures shall be conducted during school hours at a time, which will not disrupt the teaching of a class. For academic and shop related teachers this should be during their preparation period. In the case of shop instructors, the necessary time will be arranged by the department head and/or the coordinator. Level Three grievance procedure will be conducted after school hours at the mutual convenience of both parties. Level Four grievances will be conducted at a time mutually agreeable to both parties.

ARTICLE IV

SALARIES

1.0          The salaries of all persons covered by this Agreement are set forth in Appendices A, B, C, D, H, and L, which are attached hereto and which are made a part hereof.

2.0          All teachers whose job requirements are set forth by the Division of Occupational Education shall be placed on the Basic Vocational and Technical Salary Schedule at the degree credit level achieved by said persons. All other persons shall be placed on the Basic Academic Salary Schedule at the degree credit level achieved by said person. All other teachers and guidance counselors shall be placed on the Academic Salary Schedule at the degree credit level achieved by said person.

3.0          All persons on the Salary Schedules (Appendix A & B) will be paid twenty-six bi-weekly installments from the beginning of the work year through August 31. However, a person may elect to receive a check equal to the four (4) last payments due. Said lump sum payment for the last four (4) payments will be distributed not later than the last weekday of June. To qualify for the lump sum payment, a written request must be submitted to the fiscal officer by May 31 of the year in which the lump sum payment is being requested.

3.1          Extracurricular sports activities shall be paid at the conclusion of each sport season when a complete inventory of equipment has been made and certified by the Athletic Director and all other responsibilities have been fulfilled.

4.0          The Committee agrees to adopt the Teachers' Initial Contract and Long Term Contract forms attached hereto as Appendix E.

5.0         Work beyond the normal school day authorized in advance by the Superintendent-Director, evening school, and extracurricular activities shall be compensated for as set forth in Appendix D.

6.0         Practical nurse faculty required to teach five (5) additional days beyond the regular school year to meet the program's required hours according to the Board of Registration in Nursing will be compensated according to 14.0 of Appendix B, Basic Vocational and Technical Salary Schedule.

ARTICLE V

TEACHING HOURS AND TEACHING LOADS

1.0         Work Day

1.1               The work day of teachers will begin 15 minutes before the announced starting time of 7:45 a.m. and will end 15 minutes after the announced ending time of 2:28 p.m.; however, department heads will remain until 2:58 p.m., or begin the work day thirty minutes prior to the announced starting time of 7:45 a.m. Department heads will notify the Superintendent-Director of their choice at the beginning of each year. In addition, teachers, including department heads, will be requested to select one day each week (preferably the same day each week) to remain in school until 3:28 p.m. for the purpose of meeting with students, holding parent discussions and any other activities related to the education of the students. Activities during the after-school period should be scheduled and appointments made so that the teacher can make the most efficient use of such time.

1.2               Said starting and dismissal times are subject to modifications by the Committee provided, however, that no such modifications will increase the length of the teachers' workday. The Committee shall notify the Association five (5) school days prior to any modification.

1.3               At times when students are dismissed early, teachers may leave fifteen (15) minutes after dismissal time unless there is an in-service program planned. Such in-service days will be announced no less than seven (7) days in advance and shall not be held on the day immediately preceding a holiday, a vacation or on a day in which school is dismissed because of weather conditions. In-service programs shall terminate no later than 2:43 p.m. except as provided in Section 3.1 of this article. For purposes of this section an in-service program and a staff meeting shall be synonymous.

1.4               Teachers may leave the school building during their lunch period provided they sign out and sign in when returned, in the notebook provided for that purpose. Teachers may leave the building and go to designated areas without signing in or signing out provided that the teacher is accessible in case of an emergency.

2.0          Work Year: On the day before Thanksgiving students and teachers are dismissed at 11:00 a.m. Teachers are paid for a full day. The day is considered as eight periods.

Example: Absence for the school day = 8/8(1) absent

2.1          The work year of teachers (other than new personnel who may be required to attend additional orientation sessions) shall be 183 days. The work year will begin no earlier than the Tuesday (which shall be the teacher orientation day) before the Labor Day holiday and terminate no later than June 30th providing there have been no extenuating circumstances that require make-up days beyond the June 30th date. In no event will the work year be longer than two (2) days more than the number of days pupils are required to be in attendance as approved by the Committee in the announced school calendar. The Friday prior to Labor Day week shall be a non-work day if the work year begins prior to September 1. The total number of teaching days shall not exceed 181.

The work year shall commence on the following dates for the duration of the agreement:

September 1, 2009 for the 2009-2010 school year;

August 31, 2010 for the 2010-2011 school year;

August 30, 2011 for the 2011-2012 school year.

2.2                Academic lead teachers work year shall begin two (2) days prior to the teacher work year and shall terminate on the same date as the teacher work year. Shop department heads' work year shall begin three (3) days prior to the teacher work year and shall terminate two (2) days after the teacher work year. The work year of the department head may be altered by the Committee, without precedent being set by the Committee, if agreed to by the department head. Department heads will be responsible for checking weekly with coop employers as to the performance of current students they are employing as well as contacting graduates of their programs to complete state required follow-up reports.

2.3                Guidance counselors' work year shall be equal to the teacher work year with the additional duty of: three (3) counselors for four (4) days prior to the start of the school year as determined by the Director of Guidance. Two (2) counselors for four (4) days of April school vacation. One (1) counselor for four (4) days after school closes prior to June 30th as determined by the Director of Guidance.

2.4    Library Teacher Work Year.

2.4.1           The work year of the Library Teacher will be five (5) days longer than the regular school year. The distribution of those five (5) additional days will be similar to the additional days of department heads.

2.4.2           The Library Teacher's work day will be from 7:00 a.m. to 3:00 p.m., with a one-half (1/2) hour lunch period and a 15-minute break in the morning and afternoon.

3.0          Meetings

3.1                Teachers may be required to remain after the end of the regular work day without additional compensation for up to one and one-half (1 1/2) hours twice a month to attend staff meetings.

3.2                After Hours Meetings - Teachers will be required to attend one (1) "Open House"; two (2) "Parent Nights" and two (2) "Advisory Board" meetings, as follows:

a.             Parent Night

On Parent Night dates, students and teachers are dismissed at 12:13 p.m. The Parent Night will be scheduled from 6:00 to 8:30 p.m. The Parent Night dates will be agreed to by the administration and the Executive Board of the Association and the date and time of such meetings will be announced two weeks prior.

Parent Night dates are to be considered as having 8 periods with 5 periods being the school day and 3 periods being the Parent Night. Absences will be prorated accordingly.

b.             Open House

The Friday prior to the scheduled Open House shall be an early release day with the students and teachers being dismissed at 12:13 p.m. the Open House session will be held on a Sunday afternoon with the length of the session not to exceed two and one-half hours from 1:00 p.m. to 3:30 p.m.

Open House dates will be agreed to by the Administration and the Executive Board of the Association and the date will be announced at least two weeks in advance.

The Friday prior to Open House is to be considered as having 8 periods with 5 periods being during the school day and 3 periods being the Open House on Sunday. Absences will be prorated accordingly.

c.             Advisory Board Meetings

On Advisory Board meeting dates, students and teachers are dismissed at 12:43 p.m. The Advisory Board meeting is scheduled to begin at 6:00 p.m. and to end at 8:00 p.m. The primary purpose of these meetings will be to have the advisory groups and other outside educational leaders review the curriculum, exchange ideas and information on the latest trends in various industries and education.

Advisory Board meeting dates are to be considered as having 8 periods with 5 periods being during the school day and 3 periods being the Advisory "Board Meeting. Absences will be prorated accordingly.

Example: Absence for the school day = 4/8(112) absent

Absence for the school day and parent night = 8/8(1) absent Absence for x periods = x/8 absent

3.3          Department heads may be scheduled for meetings not to exceed two occasions per trimester, in addition to Sections 1 and 2 immediately above. Such meetings shall not exceed one and one-half (1 1/2) hours in length. If any such meeting is scheduled to start after 3:30 p.m., the department head shall be compensated as provided in Appendix D, Section 1.0.

4.0          Lunch Period

4.1               Teachers will have a duty free lunch period.

4.2               Any teacher, serving in an off-campus assignment, who does not receive a duty-free lunch, shall be compensated at one-half (1/2) the night school rate (Appendix D, Section 1.0) for each such non-duty free lunch.

5.0         Breaks

5.1                Shop teachers and guidance counselors will have a break in the morning and in the afternoon. Such breaks shall not exceed a maximum of twenty (20) minutes from time of departure from shop or office.

5.2                Post-graduate teachers will have a fifteen (15) minute break in the morning and fifteen (15) minute break in the afternoon. If a double lunch period is allowed, this shall constitute the requirement of the 15-minute break in the afternoon.

5.3                All academic and shop related teachers may use a twenty (20) minute portion of each preparation period as a teacher's break; such teacher breaks not to exceed two per day.

6.0          Teachers' Workload

6.1                All academic, shop related, and physical education teachers will teach up to a maximum of thirty (30) periods per week. Said teachers may receive additional supervision periods not to exceed a combined load of thirty-one (31) periods per week. Selection of teachers for supervisory periods shall be made from those with the least number of teaching periods whenever possible. All non-scheduled periods are to be utilized as teaching preparation periods. Two (2) cafeteria periods shall be considered as one (1) supervision period. One (1) cafeteria period shall be considered as one-half (1/2) of a supervision period.

6.2                All post-graduate teachers will teach a maximum of thirty-five (35) periods per week.

6.3                All shop teachers will receive two (2) preparation periods per week.

6.4                Shop related teachers shall be credited with one (1) period on the inverse order list when assigned to their shop.

6.5                Supervision coverage shall be considered as those periods of coverage, which will change on a daily basis and shall be covered on an inverse teacher schedule, whereby those teachers with the least number of assigned periods shall be given supervisory coverages first. Assigned periods shall be considered as those periods that are assigned to the teacher, which will not change on a daily basis (yearly teacher schedule) but may occasionally be altered to reflect teaching and student requirements.

6.6                In-school suspension shall be considered as supervision coverage and will be dealt with on the inverse order teaching schedule.

6.7                If a teacher is absent, a good faith effort will be made by the Superintendent or a designee to replace the absent teacher with a substitute. The Superintendent-Director or his/her designee will maintain a list of at least five available substitutes at all times. Additionally, a list of teachers who volunteer to substitute beyond the maximum teacher load (30+1) will be developed by the Association. Both parties will maintain copies of the lists of substitutes and volunteer teachers.

6.7.1      Volunteers will be called upon to substitute before any teacher is required to cover one additional period per week beyond the maximum teacher load (30+1). At no time will a volunteer for coverage be assigned more than seven (7) out of eight (8) periods in one day unless mutually agreed. When a teacher is required to cover an additional one period above the maximum, the teacher shall be compensated at the following rate:

Effective 9/1 /09 $29.41 per period Effective 9/1/10 $30.41 per period Effective 9/1/11    $31.41 per period

6.8         The existing system of assigning and covering detention will continue with teachers being compensated at the night school rate. Any substitutions on the assigned schedule of coverage shall be the responsibility of the assigned teacher.

7.0          Extracurricular Activity

7.1          Teacher participation in extra-curricular activities will be strictly voluntary. Compensation for all extra-curricular activities has been provided in Appendix "D" of this Agreement.

8.0          Supervisory Duties

8.1         Teachers shall be available for supervisory duties and any responsibilities, which will facilitate the educational development of the pupils and promote good order in the school.

9.0          Substitute Teachers

9.1          When a teacher or shop instructor is absent, every effort will be made to provide a substitute as soon as possible. In the case of shop instructors, it is recognized that it is difficult to provide experienced substitutes, and when necessary, temporary misassignments of teachers will be made to relieve the teaching workload on the remaining teachers and instructors. When a teacher or shop instructor is absent or out of the area due to a planning period or a meeting, another teacher from the inverse order list, or a substitute will replace the teacher or shop instructor.

ARTICLE VI

CLASS SIZE

1.0          The Committee and the Association recognize that class size is an important factor in good education and will, whenever possible, subject to space availability and all other educational considerations, insure that class size is of the most effective nature for both teacher and student. However, the final decision as to class size will be made by the Committee in the best interests of all.

2.0          The present maximum enrollment of twenty-five (25) students per classroom, exclusive of physical education classes, is held to be educationally sound by the Committee.

ARTICLE VII

SPECIALISTS. SPECIAL PROGRAMS. SPECIAL COMMITTEES

1.0         The Association will appoint members of the Association to serve on a standing committee in areas such as curriculum, sports, working conditions, etc., said committees to meet with the Superintendent-Director and/or other administrative personnel to discuss matters of mutual concern. Such meetings may be called by the administrator or the Association at a mutually acceptable time. All meetings requested by the Association shall be channeled through the appropriate department head or coordinator. Attendance at the above specified meetings will not relieve any member of the Association of his/her responsibility to attend staff meetings as stated in Article V, Section 3.0 of this contract.

2.0         A member of the Committee will be invited to attend all joint meetings of the Association Standing Committee and the Administration. Such meetings should be set at least one week in advance and the Committee so notified of the date and the agenda for the meeting.

ARTICLE VIII

NON-TEACHING DUTIES

1.0         The Committee and the Association acknowledge that a teacher's primary responsibility is to teach and that his/her energies should, to the extent possible, be utilized to this end. Therefore, they agree as follows:

1.1              Assignment of teachers for non-teaching duties shall be on a reasonable basis.

1.2              Although teachers may be required to collect and transport money for educational purposes, they will not be held responsible for the loss of any money collected where such loss is not the fault of the teacher. However, monies collected must be turned into the office at the close of each day and shall, under no circumstances, remain in a teacher's desk overnight.

1.3              Teachers will not be required to drive pupils to activities, which take place away from the school building. Teachers may do so voluntarily; however, with the advance approval in writing of the Superintendent-Director or the Assistant Superintendent-Director. In such event, the teacher will be relieved of all personal liability for any accident which may occur in connection with said trip and any liability will be assumed by the District.

1.4              The school nurse shall not be required to drive sick or injured pupils to local hospitals and/or other institutions.

ARTICLE IX

TEACHING EMPLOYMENT

1.0          The Superintendent-Director shall set the initial salary rate of each teacher on entering employment, giving consideration to previous experience, educational background and special skills, provided, however, that such salary rate shall not be less than the minimum, and in accordance with Article IV, Paragraph 2.0.

2.0          Any teacher having taught in the Greater Fall River Vocational School District for a minimum of one hundred twenty (120) school days in any one year shall receive credit for a full year when given a permanent contract.

3.0          In the event that an alternative education program is developed, it is agreed that the parties will reopen negotiations specifically to address this program.

4.0          The initial contract of teachers without professional status shall be renewed annually by operation of law during the period of said teacher's first three (3) years of continuous employment by said Committee, unless the teacher has been notified in writing prior to May 15 in one school year that the contract will not be renewed for the following year. For each year for which this contract is renewed, the annual salary of the teacher shall be in accordance with the provisions of the prevailing master agreement between the Committee and the Diman Teachers' Association, Inc. and as determined through the signing of a teacher's annual salary agreement.

5.0          Professional status teachers' long-term contract shall continue in force from year to year, subject to the following conditions. Pay will be terminated at the time services are terminated.

5.1                It may be terminated by mutual consent at any time.

5.2                The teacher may resign for good reason by submitting at least thirty (30) days written notice at any time except during the month of August during which month, unless the contract has been terminated by mutual consent or Committee action, the teacher will accept employment with no other District in Massachusetts, provided that in the event no salary agreement for the ensuing year has been signed by August 1, limitations on the teacher's resigning shall not be binding until such an agreement has been signed. Any teacher who elects to resign from employment, or is lawfully terminated from employment, and is subsequently re-hired at some future time, shall forfeit all rights to be placed at the level of salary and benefits, including but not limited to sick leave accumulation, seniority, and longevity he/she had prior to such resignation or termination.

ARTICLE X

TEACHER ASSIGNMENT

1.0          Teachers will be notified in writing of their programs for the coming school year, including the grades and/or subjects that they will teach and any special or unusual classes that they will have, as soon as practicable and under normal circumstances not later than AUGUST 1. In the event it is necessary to change an assignment after the agreed date, the Administration will notify the affected teacher as soon as possible of the change. In addition, any changes made will take into consideration the qualifications and seniority of the teachers involved. However, the Association may request a written justification for such change from the Superintendent-Director. If the Association is still not satisfied, it may request a meeting with the Superintendent-Director to discuss the matter. If a solution satisfactory to the Association does not evolve, the Association may present a rebuttal to the change directly to the Committee. The Committee must meet with the Association to hear the rebuttal within fifteen (15) days of the first official meeting it has been notified of the request for a hearing. Part-time teachers will be notified of their teaching schedule at least two weeks prior to the start of their teaching.

2.0         Teacher assignments will be made without regard to race, color, religion, creed, sex, national origin, marital status, age, handicap, or sexual preference.

3.0         Academic lead teachers and department heads upon promotion to said position shall maintain such position until said academic lead teacher or department head resigns or is demoted by the Superintendent-Director. However, no demoted academic lead teacher or department head shall be refused a hearing before the Committee. The hearing shall be in executive session. The academic lead teacher or department head shall be entitled to have a representative of the Teachers' Association and/or the Massachusetts Teachers' Association attend the hearing.

4.0         All maintenance projects requiring the use of students outside of the direct supervision of the instructor shall become the responsibility of the administration or their designee.

ARTICLE XI

VACANCIES AND PROMOTIONS

1.0          Whenever any vacancy in an existing position including an administrative position or when a new professional position including an administrative position occurs during the school year, it will be adequately publicized by the Superintendent-Director by means of a notice placed on the Association's bulletin boards as far in advance of the appointment as possible and shall remain posted for ten (10) days. During the months of July and August, and when school is not in session, vacancy notices will be sent to all faculty and staff via email. In both situations, the qualifications for the position, its duties and the rate of compensation will be clearly set forth. The qualifications set forth for a particular position may 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 ten (10) days from the date the notice is posted in the school or the giving of notification to the Association.

2.0          All qualified teachers will be given adequate opportunity to make application for such positions, and the Principal agrees to give due weight to the professional background and attainments of all applicants, the length of time each has been in the school system, and other relevant factors. In filling vacancies for positions covered by this contract, preference will be given to qualified teachers already employed by the District who have applied. All extracurricular positions carrying a stipend shall be made available first to members of the bargaining unit.

3.0          There will be no discrimination in appointments and they will be made without regard to race, color, religion, creed, sex, national origin, marital status, age, handicap, or sexual preference.

4.0          Teaching assignments will take into consideration seniority and qualifications but it is recognized that seniority alone will not be the criterion for selection of teachers for an assignment.

5.0          Vacancy notices will be sent via e-mail to all faculty and staff during the summer and when school is not in session.

ARTICLE XII

POSITION IN SUMMER SCHOOL, EVENING SCHOOL AND UNDER FEDERAL PROGRAMS

1.0          A copy of all openings for summer school and evening school positions and for positions under Federal programs will be provided to the President of the Association by the Superintendent-Director as early as possible, and teachers who have applied for such positions will be notified of the action taken regarding their applications as early as possible. Under normal circumstances, summer school and evening school openings will be publicized not later than the preceding May 1, and June 1, respectively, and teachers will be notified of the action taken not later than June 1 and September 15 respectively.

2.0          Positions in the Diman Regional Vocational Technical High School summer school and evening school and positions under Federal programs will, to the extent possible, be filled first by regularly appointed teachers in the Greater Fall River Vocational School District.

3.0          In filling such positions, consideration will be given to a teacher's area of competence, major and/or minor field of study, quality of teaching performance, attendance record, length of service in the Greater Fall River Vocational School District and, in regard to summer school or evening school positions, previous Greater Fall River Vocational School District summer school or evening school teaching experience.

ARTICLE XIII

TEACHER EVALUATION

1.0          AH monitoring or observation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher. The use of eavesdropping, public address or audio systems and similar surveillance devices shall be strictly prohibited. Teachers will be given a copy of any evaluation report prepared by their superiors and will have the right to discuss such reports with their superiors.

2.0          Teachers will have the right, upon request, to review the contents of their personnel file. A teacher will be entitled to have a representative of the Association accompany him during such review. A copy of the content of the file will be made available to the teacher on request. No material shall be added to a teacher's file without first being reviewed by the Superintendent-Director or the Assistant Superintendent-Director.

2.1                No material derogatory to a teacher's conduct, service, character, or personality will be placed in his/her personnel file unless the teacher has had an opportunity to review such material by affixing his/her 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 signed by him/her and witnessed by an Association member to such material and his/her answer shall be reviewed by the Superintendent-Director and shall be attached to the file copy.

2.2                Any material derogatory to a teacher's conduct, service, character, or personality shall be reviewed by the Superintendent-Director and the teacher, after one year, to determine if such material should be removed from the personnel file if approved by the Committee.

3.0          Any complaints regarding a teacher made to any member of the Administration by parent, student, or other person will be promptly called to the attention of the teacher.

ARTICLE XIII TEACHER EVALUATION

4.0         The Association recognizes the authority and responsibility of the Superintendent-Director for disciplining or reprimanding a teacher for delinquency of professional performance. If a teacher is to be disciplined or reprimanded for conduct by the Superintendent-Director, he/she will be entitled to have a representative of the Association present. However, in the absence of the Superintendent-Director, the Assistant Superintendent-Director shall have the authority and responsibility prescribed for the Superintendent-Director.

5.0          No teacher will be disciplined, reprimanded, reduced in rank or compensation or be deprived of any professional advantage without just cause and due process. The decision of the Superintendent-Director as to discharge or suspension of a teacher shall be subject to M.G.L. Chapter 71, Sections 41 and 42. If a teacher is to be disciplined or reprimanded, he/she may request that a representative of the Association be present. It is agreed that the failure of the Principal, with the approval of the Superintendent-Director, to reappoint a teacher without professional status shall not be considered an event or condition subject to the procedure under Article III of this Agreement provided that the provisions of Appendix F have been complied with.

6.0          The evaluation of all persons covered by this Agreement is set forth in Appendix F which is attached hereto and made a part hereof.

ARTICLE XIV

TEACHER FACILITIES

1.0         The school will have the following facilities:

1.1              Space in each classroom in which teachers may safely store instructional materials and supplies.

1.2              A teacher work area containing equipment and supplies to aid in the preparation of instructional materials. Said work area will provide an accessible telephone for the use of the teachers.

1.3              An appropriately furnished room containing a refrigerator and soda machine under the control of the DTA, provided adequate space is available, shall be reserved for the exclusive use of the teachers as a faculty lounge. Said room will be in addition to the afore-mentioned teacher work area.

1.4              A serviceable desk and chair for the teacher in each classroom.

1.5              A communication system so that teachers can communicate with the administrative offices from their classroom.

1.6              Well-lighted and clean teacher restrooms.

1.7              A separate dining area for the use of the teachers. If the teachers' dining area is to be used by the public or students, prior written notification will be given to the Association and an alternate dining area will be provided.

1.8         The parties agree to maintain the current designated faculty parking areas. These areas will be posted as "No Student Parking" and students will be notified that this area is for the use of faculty and staff exclusively.

ARTICLE XV

USE OF SCHOOL FACILITIES

1.0          The Association will have the right to use the school building without cost at reasonable times for meetings. The Superintendent-Director will be notified in advance of the time and place of all such meetings.

2.0          There will be two (2) bulletin boards in the school building, which will be placed in the faculty lounges for the purpose of displaying notices, circulars, and other Association material. Copies of all such material will be given to the Superintendent-Director, but his/her advance approval will not be required.

3.0          No teacher will be prevented from wearing pins or other identification of membership in the Association or any other teacher organization.

4.0          The school mailboxes may also be used for distribution of Association material.

5.0          All copies of material to be placed on the bulletin board or in mailboxes by the Association for the Superintendent-Director will be placed in the Superintendent-Director's or Assistant Superintendent-Director/Principal's mailbox at the same time as the posting or distribution of material.

ARTICLE XVI SICK LEAVE

1.0         Accumulation of Sick Leave

1.1              Teachers hired prior to September 1, 1979, will be allowed fifteen (15) days of sick leave each year for absences resulting from illness or accident. These teachers will also accrue an additional two (2) days of sick leave for each year of service in the Greater Fall River Vocational School District, but this sick leave will be drawn upon only after the regular allowable sick leave is used up.

1.2              Teachers hired from September 1, 1979, and August 31, 1984, inclusive, will be allowed seventeen (17) days only of sick leave each year for absences resulting from illness or accident.

1.3              Teachers hired from September I, 1984, and thereafter will be allowed ten (10) days only of sick leave each year for absences resulting from illness or accident. Upon achieving professional teacher status, the teacher will be credited with an additional twenty-one (21) days of sick leave and will thereafter be allowed seventeen (17) days only of sick leave each year for absences resulting from illness or accident.

1.4         Any accumulated and/or accrued sick leave, except sick leave which has been deposited in the sick leave bank by a teacher while in the employ of the Greater Fall River Vocational School District, shall, on retirement/termination from such employment, be reimbursed at the rate of forty dollars ($40.00) per day, subject to the following conditions.

1.4.1      Written notice of such retirement/termination of employment shall be provided to the Superintendent-Director on or before the month of October, one year prior to the effective date of retirement/termination. For example:

John Doe notified the Superintendent-Director on September 26, 2000, that he will be retiring November 6, 2001.

If for some reason such notice is not given, the teacher will have to wait for the Superintendent-Director to budget this expense into the next fiscal school year. The retiree or the lawfully terminated teacher will then receive his/her sick leave money in the next fiscal school year.

1.4.2      Payment shall be made no later than the July 15 immediately next following the date of termination.

1.4.3      Payment shall not exceed two hundred five (205) days or $8,200 for 2009-2010.

Payment shall not exceed two hundred ten (210) days or $8,400 for 2010-11.

Payment shall not exceed two hundred fifteen (215) days or $8,600 for 2011-2012.

1.4.4         Any employee who is lawfully terminated for conduct unbecoming a teacher shall not be eligible for this sick leave reimbursement benefit.

1.4.5         Any employee who is lawfully terminated and has not attained professional status shall not be eligible for this sick leave reimbursement benefit.

1.4.6         Accrued and accumulated sick leave days shall be treated separately (Award, page 14). Both accrued and accumulated sick leave, singularly or in the aggregate, are eligible for the buyback (Award, page 15). Accrued sick leave is not subject to the accumulated cap (Award, page 15). (AAA Case No. 11-390-00292-92).

1.6              All teachers will be allowed to participate in a Sick Leave Bank as specified in Appendix G.

1.7              The sick leave allowable for any school year shall be available in full as of the first official day of school of that school year. No teacher shall be entitled to any sick leave for a school year unless he/she reports for his/her assignment for that school year. If he/she reports for his/her assignment and serves one (1) month of his/her assignment, he/she may apply in writing to the Superintendent-Director for sick leave to apply to prior unpaid absences if such absences resulted from sickness or accident.

2.0          Teachers will be notified yearly, during the month of September, of their accrued sick leave.

3.0         In addition to personal illness or injury, sick leave may be used for the following purposes:

3.1                A maximum of five (5) days per school year for a critical illness in the immediate family.

3.2                Any other reason approved by the Superintendent-Director.

4.0          If a teacher utilizes the full amount of leave he/she would earn by working a full school year and does not remain in the school system the full school year, his/her last paycheck will be reduced by the number of sick leave days he/she used but did not earn on the basis of earning 1.5 days per school month.

5.0          Any teacher who does not call in sick by 6:30 a.m. shall be considered absent without proper authorization and 1/183 of his/her salary may be deducted for each such absence in accordance with Section 1.12 of Article XVII. Under emergency conditions, an unexcused absence can be waived by the Superintendent-Director.

6.0          Any teacher using sick leave in excess of 15 consecutive days or 15 out of 20 days may be subject to a doctor's evaluation by the school physician. Payment for the services of the physician will be born by the District.

ARTICLE XVII

TEMPORARY LEAVES OF ABSENCE

1.0          Teachers will be entitled to the following temporary leaves of absence with full pay each school year.

1.1               Two (2) days leave of absence for personal, legal, business, household, or family matters which require absence during school hours. Personal leave days may accrue to a maximum of three (3) days. Unused personal days beyond the accrued three (3) days shall be converted to sick leave days to be added to the individual teacher's accumulated/accrued sick leave. Applications for personal leave will be made at least five (5) days before taking such leave (except in the case of emergencies). This leave shall not be allowed for more than one teacher from any department on any given date and leave should be granted on a first come, first served basis. Personal leave will be granted for the day before or the day after a holiday or school vacation period at the sole discretion of the Superintendent-Director.

1.2               One (1) day for the purpose of visiting other schools or attending meetings or conferences of an educational nature with the advance approval of the Superintendent-Director.

1.3               A total of four (4) teaching days per year will be allowed the Teachers' Association to send a representative to conferences or conventions of the AVA, MVA, MTA, or NEA.

1.4               Absence due to exposure to communicable disease requiring quarantine as established by the Board of Public Health.

1.5              Up to five (5) days at any one time in the event of a death in the immediate family. The immediate family will include the teacher's wife, husband, or children. Up to three (3) days at any one time in the event of a death of a mother, father, brother, sister, son-in-law, daughter-in-law, father-in-law, mother-in-law, or any other member of the immediate household. One (1) day at any one time in the event of a death of a grandfather, grandmother, grandfather-in-Iaw, grandmother-in-law, brother-in-law, or sister-in-law.

1.6              Two (2) days for a parent in the event of the birth of a child by a spouse.

1.7              Up to two (2) days for persons of the Jewish Faith to celebrate high Jewish Holy days.

1.8              Every person who is a member of a reserve component of the Armed Forces of the United States shall be granted in accordance with Section 59 of Chapter 33 of the General Laws, leave of absence, the difference between military pay and the teacher's salary shall be paid by the School District if the tour of duty is during the school year, provided; however, that such leave shall not exceed seventeen (17) days. Whenever possible the tour of duty shall be arranged during the summer or at a time when school is not in session. The Administration shall be notified as soon as the teacher knows. Military leave taken for military retirement points only shall not be subject to any form of payment by the District.

1.9              Two (2) days travel time will be allowed for death of a member of the immediate family or a mother, father, sister, or brother over and above the days allowed when the funeral is held in a community at least five hundred (500) miles from Fall River and the travel distance is approved by the Superintendent-Director.

1.10           Leaves taken pursuant to sections above will be in addition to any sick leave to which the teacher is entitled and will not be deductible from any accumulated sick leave. No teacher will be required to arrange for his/her own substitute.

1.11           One (1) day each school year will be granted for attendance at graduation ceremonies, providing the graduate is a member of the immediate family. This authorized leave of absence will be charged to accumulated sick leave. Graduation ceremonies will be defined as and limited to the following: eighth grade ceremonies, junior high school/preparatory school ceremonies, high school ceremonies, and post-secondary ceremonies.

1.12           In case of absence other than those covered by this contract, approval must be secured in advance from the Superintendent-Director. In such cases of unexcused absences, 1/183 of the annual salary shall be deducted for each day a teacher is absent. Absence without excuse shall be considered evidence of insubordination by the Superintendent-Director or Assistant Superintendent-Director/Principal.

ARTICLE XVIII EXTENDED LEAVES OF ABSENCE

1.0         The District agrees that a teacher designated by the Association will, upon request, be granted a leave of absence for up to two (2) years without pay for the purpose of engaging in the Association (local, state, or national) activities. Upon return from such leave, a teacher will be considered as if he/she were actively employed by the District during such leave and will be placed on the salary schedule at the level he/she would have achieved if he/she had not been absent.

2.0         A leave of absence without pay of up to two (2) years will be granted to any teacher who joins the Peace Corps or serves as an exchange teacher and is a full-time participant in either of such programs. Upon return from such leave, a teacher will be considered as if he/she were actively employed by the District during the leave and will be placed on the salary schedule at the level which he/she would have achieved had he/she remained actively employed in the system during the period of his/her absence up to a maximum of two (2) years.

3.0         Parenting Leave shall be granted as follows:

a)    A maternity leave of absence of eight (8) weeks shall be granted to a pregnant teacher who has been employed less than a school year, provided she has given the Superintendent-Director at least two (2) weeks written notice of her anticipated date of departure and intention to return. Such leave shall be without pay except as provided in Section 3.3 below.

b)    An employee who has been employed for at least one (1) school year shall be entitled to a twelve (12) week leave of absence for the birth and care of a son or daughter or the placement of a son or daughter for adoption or foster care, provided the employee has given the Superintendent-Director thirty (30) calendar days written notice of date of departure and intention to return, wherever possible, and except in case of emergency, no less than two (2) weeks written notice. Entitlement to such leave shall begin on the date of such birth or placement. Such leave shall be without pay except as provided in Section 3.3 below.

3.1                If a teacher elects not to return at the expiration of such leave of absence, he/she may return at the beginning of a subsequent marking period (up to one year of commencement of the original leave) provided he/she has given the Superintendent-Director at least two (2) weeks notice of intention to do so. If a teacher elects not to return during said one-year period, he/she may return at the beginning of a subsequent marking period (up to two years of the commencement of the original leave) provided a position for which he/she is qualified is available, and he/she has given the Superintendent-Director at least thirty (30) days notice of intention to return on a certain date.

3.2                A teacher who is on leave under this section 3 shall not be entitled to accrue paid sick leave or other benefits during the period of such leave, except as provided in section 3.3 below. Upon return from such Leave of Absence, a teacher shall return to the step in the salary schedule where he/she was when he/she began leave unless he/she had taught ninety (90) days of the year in which he/she began leave in which case he/she would move on to the next step, and he/she shall have sick leave restored with all seniority rights he/she had at the commencement of leave.

3.3         If during leave under this Section 3, a teacher is incapacitated due to childbirth and/or the recuperation there from and could not work as certified by a doctor's written notice, the teacher will be entitled to sick leave pay and while being paid for sick leave will accrue additional sick leave and any other benefits entitled in accordance with State and Federal Law and this Contract.

4.0         A leave of absence without pay or increment of up to one (1) year will be granted for the purpose of caring for a sick member of the teacher's immediate family. Additional leave may be granted at the discretion of the Superintendent-Director.

5.0         The Superintendent-Director will grant a leave of absence without pay or increment to any teacher to campaign for public office.

6.0          Military leave without pay shall be granted to any teacher who is inducted or during a period of national emergency voluntarily enlists in any branch of the armed forces of the United States. Upon return from such leave, the teacher shall be placed on the salary schedule at the level he/she would have achieved had he/she remained actively employed in the system during the period of his/her absence up to a maximum of four (4) years. Upon his/her return, he/she will be required to take courses in his/her field of teaching on the basis of three (3) credits for each year of absence. These credits must be obtained at the minimum rate of six (6) credits per year in consecutive years. This requirement may be waived by the Superintendent-Director if the teacher's service is in the educational field or closely related to his/her field of teaching. Previously accumulated unused sick leave days will be restored to all returning teachers who left the Greater Fall River Vocational School District to enter the armed forces.

7.0          Sabbatical Leave

7.1               Teachers covered by this contract may, subject to the approval of the Superintendent-Director, be granted sabbatical leave of absence of one (1) year for Certificate of Advanced Graduate Study or Doctoral Degree study.

7.2               Not more than one (1) teacher may be absent on sabbatical leave at any one time.

7.3               Application for sabbatical leave shall be submitted to the Superintendent-Director on or before October 1 of the year prior to the year in which the sabbatical is to take place. A teacher requesting such leave shall submit an application for approval of "Activities for Professional Improvement" specifying the reasons for which the leave is requested. Evaluation of each application on the basis of services rendered by the applicant and the use to be made of the requested sabbatical shall be the responsibility of the Superintendent-Director who shall present his/her finding to the Committee.

7.4               Sabbatical leave shall be granted only to teachers who have served for at least seven (7) years at Diman Vocational High School and/or Diman Regional Vocational Technical High School.

7.5               A teacher on sabbatical shall receive from the District fifty percent (50%) of the salary, which he/she would have received as a teacher if he/she remained on active duty with the District. During the time the teacher is on sabbatical leave, he/she shall continue to receive the same Blue Cross/Blue Shield benefits and group life insurance benefits as established in Article XXII of this contract.

7.6                Prior to the granting of a sabbatical leave, a teacher shall enter into written agreement with the Superintendent-Director that upon termination of such leave he/she will return to service at Diman Regional Vocational Technical High School for a period equal to twice the length of the leave and that in default of completing such service, he/she shall refund to the Greater Fall River Vocational School District an amount equal to such proportion of salary received by him/her while on sabbatical leave.

7.7                Upon his/her return from sabbatical leave, a teacher salary shall be the same as he/she would have received had the period of his/her leave been spent at Diman Regional Vocational Technical High School; and he/she shall be returned to the same position which he/she held at the time said leave commenced if available, or if not, to a substantially equivalent position.

ARTICLE XIX

PROTECTION

1.0          Teachers will immediately report all cases of assault/injury suffered by them in connection with their employment to the Superintendent-Director in writing.

2.0          This report will be forwarded to the Committee, which will comply with any reasonable request from the teacher for non-privileged information in its possession resulting to the incident or the persons involved.

3.0          The District will provide the indemnification for teachers provided by Section 2 of Chapter 258 of the General Laws of Massachusetts under the conditions set forth in that section and will include in its budget an appropriation request necessary to provide such indemnification.

ARTICLE XX

PROFESSIONAL DEVELOPMENT AND EDUCATION IMPROVEMENT

1.0          Advancement through the steps of the basic salary scale is not automatic. In order to progress on the scale, a teacher must display competent instructional habits. Periodic evaluations of a teacher's performance shall be made in accordance with Article XIII and Appendix F.

2.0          All teachers are expected to maintain their certification/license and re-certify in accord with the provisions of the Massachusetts Department of Education.

3.0          It is understood that increments and increases shall be granted only in compliance with Chapter 74 -731 and any other relevant statutes adopted by the Commonwealth of Massachusetts (Appendix K).

3.1          Any combination or sequence of options herein contained must be exercised in a manner to meet Chapter 74-731 of the State Regulations concerning Professional Improvement.

4.0 All courses, workshops, seminars, continuing education units (CEU), professional development points (PDP's) and employment which are submitted to satisfy the professional improvement requirements of Sections 2.0 and 3.0 above, must have the prior approval of the Superintendent-Director in writing; however, the Superintendent-Director may not reject a course, workshop, seminar, CEU, PDP's, or employment which conforms to Sections 2.0 and 3.0 above. The submission of any of the above for approval shall be no less than fifteen (15) days prior to the commencement of the training, provided there are no extenuating circumstances which preclude the giving of this notice.

5.0         The District will provide in-service courses and training programs at no expense to the teachers. The District will pay the reasonable expenses (including fees, lodging, and/or transportation) incurred by teachers who attend conferences, courses, workshops, and seminars or other professional improvement sessions at the request of and with the advance approval of the Superintendent-Director.

ARTICLE XXI

PERSONAL INJURY BENEFITS

1.0          All teachers will be covered by workmen's compensation. A teacher who is collecting workmen's compensation may use accumulated sick leave to make up the difference, if any, between the teacher's regular pay and the workers' compensation allocated to lost time. Sick leave used for this purpose can include any from the Sick Leave Bank subject to the provisions of Appendix G.

2.0          The District will reimburse a teacher for clothing or other personal property damaged or destroyed in the course of employment, providing that after investigation by the Administration, it is determined there is substantial evidence of negligence on the part of the District or an employee of said District.

3.0          The District will cover all teachers with liability insurance in the amount of $750,000/$750,000. This means that the school has coverage of $750,000 for each claim brought against any teacher and/or the school.

4.0          Copies of all insurance policies that directly affect the teachers shall be placed on file with the Association.

ARTICLE XXII

INSURANCE AND ANNUITY PLAN

1.0          The District shall pay one hundred percent (100%) of the cost of a fifteen thousand dollar ($15,000) term Life Insurance Policy of the type presently available to teachers.

2.0          The District will pay for all employees hired before January 1, 2004, eighty percent (80%) for the cost of the premium for individual or family health insurance coverage, whichever applies in the particular case.

2.1          All employees hired prior to July 1, 2000 will be entitled to have the option of one of four (4) health insurance plans, without limitation: the Blue Cross and Blue Shield HMO Blue-New England, the United Health of New England, the Blue Care Elect PPO, or the Blue Care Elect Enhanced Value PPO option.

2.2                All employees hired after July 1, 2000 will be entitled to have the option of one of the following health insurance plans: Blue Cross and Blue Shield HMO Blue-New England, United Health of New England, or Blue Care Elect Enhanced Value PPO.

2.3                If any of the above plans cease to exist for reasons beyond the control of the District, the replacement plan(s) shall be determined by mutual consent of the Parties through the collective bargaining process. If available, indemnity plan shall replace indemnity plan and HMO shall replace HMO.

3.0         The District will pay all employees hired after January 1, 2004, seventy percent (70%) of the employee's premium cost for family or individual managed health organization plan (HMO Health Care Plan) of the above options. The District will pay eighty percent (80%) of the employee's family or individual premium cost for the Blue Care Elect Enhanced Value PPO option.

3.1         Commencing with the employee's tenth (10th) year of service in the District, the District will pay all employees hired after January 1, 2004, eighty percent (80%) of the employee's premium cost for family or individual managed health organization plan (HMO health care plans) of the above options.

3.1.1      If a teacher has been hired prior to January 1st in any given school year, the tenth (10th) year of employment in the District will commence in September of that school year. If a teacher has been hired after January 1st in any given school year, the tenth (10th) year in the District will commence the next September.

4.0          If two (2) or more teachers belong to a single family unit and are eligible for coverage under Paragraph 2.0 above under the same policy, each may at his/her option have his/her entitlement applied to the full cost of a single policy covering said family unit.

5.0          Teachers will be eligible to participate in a "tax sheltered" Annuity Plan established pursuant to the United States Public Law No. 87-370.

6.0          Teachers will be eligible to participate in a payroll savings plan at an accredited bank, credit union, or savings bank.

7.0          The District will pay for all employees hired before January 1, 2004, eighty percent (80%) of their premium cost of family or individual Blue Cross and Blue Shield Dental Blue Plan. Such Plan is described in Option 1 (January 7, 2000) providing 100/50/50, $0 deductible, $1,000 per calendar year maximum, $1000 per year orthodontics.

8.0          The District will pay for all employees hired after January 1, 2004, seventy percent (70%) of the employee's premium cost for family or individual Blue Cross/Blue Shield Dental Blue.

8.1          Commencing with the employee's tenth (10th) year of service, the District will pay for all employees hired after January 1, 2004, eighty percent (80%) of the employee's premium cost for family or individual Blue Cross/Blue Shield Dental Plan.

9.0         Health Plan Enrollment

9.1               Any active employee, including new employees, who never participated and/or choose not to be enrolled in any of the District' health plans (single or family), excluding dental, that opts to drop from enrollment in such plans by October 15, 2009, July 1, 2010, July 1, 2011 and July 1, 2012 and remain out of that plan for that entire fiscal year, shall receive a $3,000 per year incentive to be paid no later than the second payroll in May of 2010, 2011, 2012, provided that they can show evidence of being insured elsewhere. (It is understood that should a qualifying event occur requiring that the employee be insured once again by the District prior to the end of one fiscal year, then the incentive amount will be properly prorated.)

9.2               Any active employee formerly enrolled in the District's Blue Cross/Blue Shield Master Health Plus plan (single or family), who enrolls in a PPO offered by the District by October 15, 2009, shall receive an incentive of $750 for a single plan or $1500 for a family plan per year to be paid no later than the second payroll in January of 2010, 2011, and 2012. This provision also will apply to all employees who dropped the plan during the 2006-2009 Agreement.

9.3               Any active employee formerly enrolled in the District's Blue Cross/Blue Shield Master Health Plus plan (single or family), who enrolls instead in the HMO offered by the District by October 15, 2009, shall receive an incentive of $1250 for a single plan or $2500 for a family plan per year to be paid by the second payroll in January of 2010, 2011, and 2012. This provision will also apply to all employees who dropped the plan during the 2006-2009 Agreement.

9.4               Effective January 1, 2010, a Section 125 Plan will be implemented for medical expenses and dependent care expenses for all unit employees.

9.5               Effective September 15, 2009 through October 15, 2009, there will be an open enrollment available to all unit members. The employees will have the option to choose the plans as stated herein.

a)            All employees hired prior to July 1, 2000 will be entitled to enroll in:

Blue Cross Blue Shield HMO( Blue - New England;

United Health of New England;

Blue Care Elect PPO;

Blue Care Elect Enhanced Value PPO.

b)            All employees hired after July 1, 2000, will be entitled to enroll in:

Blue Cross Blue Shield HMO Blue - New England; United Health of New England; Blue Care Elect Enhanced Value PPO.

ARTICLE XXIII DUES DEDUCTION

1.0          The District agrees to deduct from the salaries of its teachers, the collective dues of the Diman Regional Vocational Technical Teachers' Association, the Massachusetts Teachers' Association and the National Education Association as said teachers individually and voluntarily authorize the District to deduct and to transmit the monies promptly to the Treasurer of the Diman Regional Vocational Technical Teachers' Association.

2.0          The Association shall indemnify and save the District harmless against all claims, demands, suits, or other forms of liability, which may arise by reason of any action taken in making deductions and remitting the same pursuant to this Article.

3.0          Teacher authorizations will be in writing on the form set forth below:

"DUES AUTHORIZATION CARD"

Name: _________________________

Address: _________________________

I hereby request and authorize the Greater Fall River Vocational River Vocational School District Committee to deduct from my earnings and transmit to the Association an amount sufficient to provide for regular payment of the membership dues of the Diman Regional Vocational Technical Teachers' Association, the Massachusetts Teachers' Association, and the National Educator's Association as certified by the Association in equal monthly payments over the remainder of the school year and for succeeding school years. I further authorize the District to deduct from my last pay check the balance of dues owed to the Association for a full year in the event that I leave the system during the school year. I understand that the District will discontinue such deductions for any school year only if I notify the District in writing to do so not later than sixty (60) days prior to the commencement of the school year. I hereby waive all right and claim for said monies so deducted in accordance with this authorization and relieve the District and all its officers from any liability therefore.

_________________________    _________________________

Date                                                       Teacher Signature

4.0          The Association will notify the District Treasurer in writing the total amount of membership dues to be withheld for each participating teacher.

5.0         Deduction referred to above will be made in equal installments on the second payday of each month during the school year. The District will not be required to honor for any month's deduction any authorizations that are delivered to it later than one (1) week prior to the distribution of the payroll from which the deductions are to be made.

ARTICLE XXIV

AGENCY FEE

1.0          As a condition of his/her continued employment while this Agreement shall continue in effect, every employee covered by this Agreement, if and when not a member in good standing of the Association, shall pay or by payroll deduction shall have paid to the Association an agency service fee which will be certified annually to the District by the Association; provided, however, that in no case shall such condition arise before the thirtieth day next following the date of the beginning of the employee's employment or the effective date of this Agreement, whichever date shall be the later.

ARTICLE XXV

GENERAL

1.0          There will be no reprisals of any kind taken against any teacher by reasons of his/her membership in the Association or participation in its activities.

2.0          Teachers will be entitled to full rights of citizenship, and no religious or political activities of any teacher or the lack thereof will be grounds for any discipline or discrimination with respect to the professional employment of such teacher.

3.0          The District will, upon request, provide the Association with any documents which will assist the Association in developing intelligent, accurate, informed and constructive programs on behalf of the teachers and their students, together with any other available information which may be necessary for the Association to process grievances under this Agreement. Copies of this Agreement will be printed at District expense and a copy given to each teacher.

4.0          The Association will be provided with three (3) copies of accepted minutes of Committee meetings within three (3) days of their acceptance by the Committee. Three (3) copies of the official agenda of the meeting will be made available to the Association prior to said meeting.

5.0          If any provisions of this Agreement or any application of the Agreement to any employee or group of employees shall be found contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications will continue in full force and effect.

6.0         This Agreement constitutes 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 as Committee policy. The Committee will amend its Administrative Regulations and take such other action as may be necessary in order to give full force and effect to the provisions of this Agreement.

7.0         The Committee may terminate this contract at any time provided their action is not contrary to dismissal procedures as set forth in Chapter 71, Section 42, of the General Laws of Massachusetts, as amended.

8.0         Any teacher who shall use his/her personal automobile for the purpose of school business shall be reimbursed at a rate of forty-three cents ($.43) per mile as determined by Mapquest.

9.0         Drug Free Workplace

The manufacture, distribution, dispensing, possession, or use of a controlled substance is prohibited. Employees violating the provisions of a Drug Free Workplace are subject to disciplinary action up to and including termination. Alcoholism and drug abuses are, however, recognized by the parties to be treatable illnesses. Without detracting from the existing rights and obligations of the parties recognized in this Agreement, the Committee and the Association agree to encourage employees afflicted with alcoholism or drug abuse to undergo a program designed for their rehabilitation.

If any employees refuse to take advantage of such assistance and their illness impairs their work performance, attendance, conduct, or reliability; the normal contractual disciplinary procedures for dealing with problem employees will be implemented.

10.0        Shop and shop related teachers will be paid a yearly clothing allowance at the current reimbursement rate to be prorated should they begin employment after the start of a school year or leave prior to the completion of a school year.

10.1       If a shop teacher chooses to terminate employment prior to the completion of the entire school calendar year, the allotment will be prorated and deducted from the last check.

11.0        All teachers will dress in a professional manner related to their content area during school hours. Academic teachers will not be permitted to wear blue denim jeans or athletic sneakers, except for medical reasons. (The parties will meet to clarify acceptable footwear) while the same will not be permitted for all teachers during parent nights or open house.

12.0        All teachers who have a perfect attendance for a trimester (no absences for any reason with the exception of an absence due to professional leave, the death of an immediate family member, or attendance at administration approved professional workshops) will be paid one hundred dollars ($150) per trimester to be paid in the pay period next following the end of each trimester.

ARTICLE XXVI

REDUCTION IN STAFF

1.0         In the event it becomes necessary to reduce the number of employees included in the bargaining unit as defined in Article I, employees shall be laid off in the inverse order of their initial employment.

2.0         An employee whose position is eliminated shall:

a)    be transferred to an open position for which he/she is certified or if no position exists,

b)    replace an employee with lower seniority anywhere within the school system in an area in which the laid off employee is certified.

3.0          Seniority means a teacher's length of service in years, months, and days at Diman Regional including service in its predecessor school. Effective January 1, 1998, seniority means a teacher's continuous length of service in years, months, and days in the bargaining unit. Teachers shall be credited for seniority purposes with all time spent on leave of absence in accordance with Article XVIII, Paragraph 1.0, 2.0, 6.0, and/or 7.0.

4.0          In cases involving teachers who have identical seniority, retention or recall shall be given to the teacher who has achieved the highest level of training.

5.0          Professional status teachers who are to be affected by a reduction in staff must, under normal circumstances, be notified by May 15th of the school year preceding the year in which reduction will take place, but no later than five (5) days after the passing of the school budget by the communities, and no later in any and all circumstances than five (5) school days after the Memorial Day holiday.

5.1          Teachers without professional status will be notified of a non-reappointment by May 15th, in accordance with the General Laws of the Commonwealth of Massachusetts.

6.0          Teachers who have been laid off shall be entitled to recall rights only in the field(s) in which they were certified at the time of layoff for a period of two years from the effective date of their respective layoffs. During the recall period, teachers shall be notified by certified mail to their last address of record, and offered positions as they develop in the inverse order of their respective layoff. All benefits to which a teacher was entitled at the time of layoff shall be restored in full upon re-employment within the recall period. During the recall period teachers who have been laid off shall be given preference on the substitute list if they so desire.

7.0          Services normally performed by a person who has been laid off shall not be performed by anyone who is not a member of the bargaining unit.

8.0          Laid off employees may continue group health and life insurance coverage during the recall period as provided by the District to members of the bargaining unit by reimbursing the District for full premium cost. Failure to forward premium payments to the District or refusal to return to employment upon recall will terminate this option.

ARTICLE XXVI REDUCTION IN STAFF

9.0         While members of the bargaining unit continue on layoff, the Committee agrees not to hire any new teachers unless:

a)                   no teacher on layoff is qualified to fill the position,

b)                   all qualified teachers on layoff decline an offer to fill the position.

10.0       A list specifying the seniority of each member of the bargaining unit shall be prepared by the District and forwarded to the President of the Association within sixty (60) days following the execution of this Agreement. An updated "Seniority List" shall be supplied by the District annually thereafter. Said lists shall be certified by the Association as being accurate within sixty (60) days after their receipt.

ARTICLE XXVII

RETIREMENT BENEFITS

1.0          All teachers retiring from the Greater Fall River Vocational School District who are at least 50 years of age and have at least 20 years of service, 55 years of age and 15 years of service, 60 years of age and 10 years of service, or 65 years of age and 5 years of service in the District including service in its predecessor school, will be entitled to continue the medical plan in effect identified in Article XXII, Paragraph 2.0, and the District will pay four percent (4%) of the premium for each full year of service up to a maximum of eighty percent (80%).

2.0          The District will continue to contribute to the costs of the applicable health plan for the surviving spouse of a deceased retiree until he/she remarries.

3.0          If a teacher with at least fifteen (15) years of service dies prior to retirement, the District will allow the surviving spouse to remain in the medical plan of the deceased teacher until he/she has remarried The District will pay 50% of the cost of the plan. For employees hired after January 1, 1998, the fifteen (15) years of service must be continuous.

4.0          Teachers with at least fifteen full years of professional service as a teacher will be entitled to a one-time payment of eighteen hundred fifty dollars ($1,850) on or before the last day of service over and above the applicable step in the then existing schedule, Appendix A or B.

5.0          Teachers with at least fifteen (15) full years of service who give at least a six (6) months notice of "intent to retire" shall receive, upon retirement a five thousand dollar ($5,000) life insurance policy, the premiums of which shall be paid by the District.

ARTICLE XXVIII

LONGEVITY

1.0          Commencing with the 10th year of service in the District, an annual payment will be made of one hundred twenty dollars ($120.00) for each year that a unit member has been employed by the District. Such payment shall be dispersed in a lump sum during the month of October, each year. (See Appendix L)

1.1          If a teacher has been hired prior to January 1st in any given school year, the tenth (10th) year of employment in the District will commence in September of that school year. If a teacher has been hired after January 1st in any given school year, the tenth (10th) year in the District will commence the next September.

ARTICLE XXIX

DURATION

1.0          The provisions of this Agreement will be in effect as of September 1, 2009 and will continue and remain in full force and effect until August 31, 2012. Any other new areas which either the Association or the Committee may wish to introduce will be negotiated in accordance with the procedures of Article U.

IN WITNESS WHEREOF, the parties hereunto set their hand and seals this  day of__________  2009.

GREATER FALL RIVER VOCATIONAL                   DMAN TEACHERS' ASSOCIATION

SCHOOL DISTRICT COMMITTEE

By_____________________________                     By _________________________________

Chairperson                                                                                President

APPENDIX A BASIC ACADEMIC SALARY SCHEDULE

STEP

2009-2010

2010-2011

2011-2012

1

39,068

39,459

39,853

2

40,639

41,045

41,456

3

42,412

42,836

43,264

4

44,421

44,865

45,314

5

46,151

46,613

47,079

6

48,186

48,668

49,155

7

50,131

50,632

51,139

8

52,161

52,683

53,209

9

54,524

55,069

55,620

10

58,090

58,671

59,258

11

61,656

62,273

62,895

12

65,508

66,163

66,825

13

66,508

67,173

67,845

B+15

906

915

924

B + 30

1,726

1,743

$1,760

MASTERS

2,587

2,613

2,639

M+ 15

3,451

3,486

3,520

M + 30

4,313

4,356

4,400

CAGS

5,177

5,229

5,281

DOCTORATE

6,039

6,099

6,160

* DOUBLE MASTERS

1,324

1,337

1,350

* MASTERS IN FIELD

534

539

545

* Applicable only to members of the bargaining unit, who qualified for these categories on or before September 1, 1992, and were employed by the District as of September 1, 1992.

APPENDIX A SCHOOL NURSE

STEP

2009-10

2010-11

2011-12

1

36,104

36,465

36,830

2

37,864

38,243

38,625

3

39,282

39,675

40,072

4

41,186

41,598

42,014

5

42,837

43,265

43,698

6

44,768

45,216

45,668

7

46,617

47,083

47,554

8

48,543

49,028

49,519

9

50,788

51,296

51,809

10

52,887

53,416

53,950

11

54,985

55,535

56,090

12

58,844

59,432

60,027

13

59,844

60,442

61,047

LIBRARY TEACHER

STEP

2009-10

2010-11

2011-12

1

37,953

38,333

38,716

2

39,527

39,922

40,321

3

41,297

41,710

42,127

4

43,305

43,738

44,175

5

45,043

45,493

45,948

6

47,073

47,544

48,019

7

49,018

49,508

50,003

8

51,051

51,562

52,077

9

53,409

53,943

54,483

10

57,831

58,409

58,993

11

59,784

60,382

60,986

12

61,737

62,354

62,978

13

62,737

63,364

63,998

1.0         B.D. means acquisition of a Bachelor's Degree from an accredited college or university.

2.0         B.D. + 15 means fifteen (15) credits subsequent to receiving a Bachelor's Degree toward a Master's Degree or fifteen (15) credits in a graduate subject matter related to his/her field of teaching subsequent to receiving a Bachelor's Degree.

B.D.       + 30 means thirty (30) credits subsequent to receiving a Bachelor's Degree toward a Master's Degree or thirty (30) credits in a graduate subject matter related to his/her field of teaching subsequent to receiving a Bachelor's Degree.

4.0          M.D. means acquisition of a Master's Degree from an accredited college or university.

5.0 M.D.  + 15 means fifteen (15) credits beyond a Master's Degree toward the acquisition of a Certificate for Advanced Graduate Study (C.A.G.S.) or a doctorate degree from an accredited college or university, or fifteen (15) credits subsequent to a Master's Degree in graduate subject matter related to his/her field of teaching.

6.0 M.D.  + 30 means thirty (30) credits subsequent to a Master's Degree toward the acquisition of a Certificate for Advanced Graduate Study (C.A.G.S.) or a doctoral degree from an accredited college or university, or thirty (30) credits subsequent to a Master's Degree in graduate subject matter related to his/her field of teaching.

7.0          C.A.G.S. means acquisition of a Certificate for Advanced Graduate Study or sixty (60) credits toward a Doctoral Degree from an accredited college or university.

8.0          An academic teacher or guidance counselor who has a Master's Degree in his/her major teaching field from an accredited college or university shall receive an additional stipend as set forth in Appendix A. (Applicable only to members of the bargaining unit who qualified for these categories and were employed by the District on or before September 1, 1992.)

9.0          In addition, an academic teacher or guidance counselor who has two Master's Degrees from an accredited college or university shall receive an additional stipend as set forth in Appendix A for the second Master's Degree. (Applicable only to members of the bargaining unit who qualified for these categories and were employed by the District on or before September 1, 1992.)

10.0        Guidance counselors shall be paid at their per diem rate for each day worked in addition to the regular school year. Per diem rate is to be calculated at 1/183 of annual salary.

11.0        The School Nurse and Unified Media Specialist's salaries are based on their not being required to teach any subjects. If they are required to teach, this would necessitate the contract being revised to establish extra compensation for this service.

12.0        For lateral movement on the salary schedule, course credits must be in an area directly related to the subject he/she is teaching or be an education course to be applied to an advanced degree in education, or the subject he/she is teaching or certified to teach.

13.0        Any teacher required to teach beyond their regular school year will be compensated at the rate of 1/183 of their annual salary for each day worked.

14.0        Doctorate shall mean any earned doctorate degree either professional or academic.

APPENDIX B BASIC VOCATIONAL AND TECHNICAL SALARY SCHEDULE

STEP

 

2009-10

2010-11

2011-12

1

 

39,068

39,459

39,853

2

 

40,639

41,045

41,456

3

 

42,412

42,836

43,264

4

 

44,421

44,865

45,314

5

 

46,151

46,613

47,079

6

 

48,186

48,668

49,155

7

 

50,131

50,632

51,139

8

 

52,161

52,683

53,209

9

 

54,524

55,069

55,620

10

 

58,090

58,671

59,258

11

 

61,656

62,273

62,895

12

 

65,508

66,163

66,825

13

 

66,508

67,173

67,845

C + 30

 

862

871

879

C + 60

 

2,071

2,092

2,113

C + 90

 

2,587

2,613

2,639

C + B

 

3,451

3,486

3,520

C + B +

15

4,313

4,356

4,400

C + B +

30

4,585

4,631

4,677

C + B +

M

5,177

5,229

5,281

C + B +

M+15

6,730

6,797

6,865

C + B +

M + 30

7,023

7,093

7,164

CAGS

 

7,546

7,621

7,698

DOCTORATE

8,136

8,217

8,300

* MASTERS IN FIELD

534

539

544

*   Applicable only to members of the bargaining unit, who qualified for these categories on or before September 1, 1992, and were employed by the District as of September 1, 1992.

1.0         Certification means the teacher has been certified by the Massachusetts Division of Occupational Education as meeting the requirements established by the Division for a teacher in a state-aided vocational school system.

2.0         Certification + 30 means thirty (30) credits toward the acquisition of a Bachelor's Degree

3.0         Certification + 60 means sixty (60) credits toward the acquisition of a Bachelor's Degree from an accredited college or university.

4.0         Certificate + 90 means ninety (90) credits toward the acquisition of a Bachelor's Degree from an accredited college or university.

5.0         Certificate + B.D. means the acquisition of a Bachelor's Degree from an accredited college or university.

6.0         C + B + 15 shall mean certification plus a Bachelor's Degree plus fifteen (15) credits in his/her field of teaching subsequent to the Bachelor's Degree.

7.0         C + B + 30 shall mean certification plus a Bachelor's Degree plus thirty (30) credits in his/her field of teaching subsequent to the Bachelors Degree.

8.0          C + B + M shall mean certification plus a Bachelors Degree and a Master's Degree from accredited colleges and/or universities.

9.0          C + B + M + 15 shall mean certification plus a Bachelors Degree and a Masters Degree plus fifteen (15) graduate credits related to his/her field of teaching from an accredited college or university earned subsequent to the Master's Degree.

10.0        C + B + M + 30 shall mean certification plus a Bachelors Degree and a Masters Degree plus thirty (30) graduate credits related to his/her field of teaching from an accredited college or university earned subsequent to the Master's Degree.

11.0        C.A.G.S. means acquisition of a Certificate for Advanced Graduate Study or sixty (60) credits towards a Doctoral Degree from an accredited college or university.

12.0       Doctorate shall mean any earned Doctoral Degree either professional or academic.

13.0        Credits awarded to instructors by the State Department of Occupational Education for teaching and/or trade experience and accepted by any Massachusetts State College toward a Bachelor's Degree shall be applicable to any degree credit increment when awarded.

14.0        Any teacher required to teach beyond his/her regular school year will be compensated at the rate of 1/183 of his/her annual salary for each day worked.

15.0        Full-time nurses who are primarily at the hospital sites will work a 183-day year and an average of 32 hours per week. The 183-day year and the 32-hour work schedule are determined by the Administration.

APPENDIX C

DEPARTMENT HEAP SALARY SCHEDULE

Teaching department head salary shall be $2,750 for being department head plus $550 per teacher with a maximum number of teachers to be six (6) for the 2009-2012 school years.

LEAD TEACHER SALARY SCHEDULE

Lead teacher salary shall be $2,500 for being lead teacher plus $350 per teacher under his/her supervision with a maximum number of teachers to be six (6) for the 2009-2012 school years.

OUTSIDE COORDINATOR SALARY SCHEDULE

The outside coordinator shall receive a salary of $1,478 in addition to his/her normal salary for being outside coordinator for the 2009-2012 school years.

APPENDIX D EXTRACURRICULAR SALARY SCHEDULE

POSITION

2009-2010

2010-2011

2011-2012

Athletic Director

7,426

7,500

7,575

Varsity Football Coach

6,365

6,429

6,493

Assistant Football Coach

4,562

4,608

4,654

Varsity Soccer Coach

3,802

3,840

3,878

JV Soccer coach

3,055

3,086

3,116

Varsity Golf Coach

2,674

2,701

2,728

Assistant Golf Coach

1,782

1,800

1,818

Boys Cross Country Coach

3,522

3,557

3,593

Girls Cross Country Coach

3,522

3,557

3,593

Varsity Winter Track Coach

4,036

4,076

4,117

Assistant Winter Track Coach

2,955

2,985

3,014

Varsity Spring Track Coach

4,465

4,510

4,555

JV/Freshman Spring Track Coach

2,645

2,672

2,698

Varsity Ice Hockey Coach

4,401

4,445

4,489

JV Ice Hockey Coach

2,834

2,862

2,891

Varsity Baseball Coach

4,709

4,756

4,804

Assistant Baseball Coach

3,026

3,056

3,087

JV Baseball Coach

3,131

3,162

3,194

Freshman Baseball Coach

2,912

2,941

2,971

Varsity Softball Coach

4,709

4,756

4,804

JV Softball Coach

3,131

3,162

3,194

Varsity Basketball Coach

5,580

5,636

5,692

JV Basketball Coach

3,709

3,746

3,784

Freshman Basketball Coach

3,131

3,162

3,194

Varsity Volleyball Coach

3,802

3,840

3,878

JV Volleyball Coach

2,022

2,042

2,063

Cheerleader Advisor (two seasons)

3,183

3,215

3,247

Varsity Tennis Coach

2,708

2,735

2,762

Intramurals (per activity)

26.79/hr

27.06/hr

27.33/hr

Audio-Visual Director

2,936

2,965

2,995

Yearbook Advisor

2,699

2,726

2,753

Newspaper Advisor (5 maximum)

372/1860

376/1,879

379/1,897

Key Club Advisor

1,363

1,377

1,390

Quick Print Advisor

6,868

7,051

7,234

Senior Class Advisor

1,502

1,517

1,532

Junior Class Advisor

1,406

1,420

1,434

Sophomore Class Advisor

547

552

558

Freshman Class Advisor

547

552

558

VICA Chapter Advisor - Voc.

1,667

1,684

1,701

VICA Chapter Advisor - Acad.

1,667

1,684

1,701

Student Government Advisor

547

552

558

National Honor Society

902

911

920

Peer Leader Advisor

582

588

594

Drama Advisor

568

574

579

Literary Magazine

568

574

579

Mentor Coordinator

2,000

2,020

2,040

Mentor

1,500

1,515

1,530

Leadership Team

250

253

255

The Quick Print Advisor stipend is based on the per hour night school rate and limited to one (1) hour per day for the 183 school days in each of the three (3) years of this contract. In the event the Quick Print Advisor is absent, said stipend will be reduced by the respective per year night school hourly rate.

1.0         Teaching functions performed beyond the normal school day authorized in advance by the Superintendent-Director and evening school director shall be compensated at the rate of:

Effective 9/1/09               $37.53

Effective 9/1/10               $38.53

Effective 9/1/11               $39.53

2.0          The salary for all new extracurricular positions shall be agreed upon by the Committee and the Association prior to the establishment of the position. Such agreement shall become a part of this contract.

3.0          It is agreed that the rate of pay for intramural supervision shall be for actual practice and playing time only and that preparation time shall not be included.

4.0          Cheerleading shall be for the football and basketball seasons.

5.0          All extracurricular advisors, directors, and athletic coaches shall be appointed annually by the Assistant Superintendent-Director/Principal for a one-year term. All positions will be posted in May, under normal circumstances, for the following year.

6.0          Stipends will be paid upon the completion of the respective service and only when all obligations and responsibilities have been met.

7.0          While all efforts will be made to fill the positions with members of the teaching staff, it is understood and agreed between the parties that the Assistant Superintendent-Director/Principal may fill the above positions with individuals who are not members of the teaching staff, in the absence of any qualified applicants from the bargaining unit.

7.1          Further, in instances where a member of the bargaining unit is appointed by the Assistant Superintendent-Director/Principal to fill one of the above positions, said appointment is made only on an annual basis. The Principal may in its discretion waive the annual reapplication requirement for an incumbent in non-athletic, extracurricular positions. An individual's reappointment to a position in a subsequent year will be determined by the Principal based upon:

a)            The individual's satisfactory performance of all duties and obligations inherent to the position as outlined in relevant job specifications; and

b)            The recommendations of the Administration.

7.2          Applications for the positions must be made annually for the forthcoming school year. Applicants who are not reappointed will be notified of such action by the Committee.

APPENDIX "E" TEACHERS' INDIVIDUAL  CONTRACT

1.0         Teacher's Initial Contract

The Greater Fall River Regional School District Committee of Massachusetts hereby agrees to Employ_____________________ and 100% hereby agrees to serve, under the direction of the Superintendent-Director, as a ____________________ in the Diman Regional Vocational Technical High School of Fall River, beginning ____________________, 20 ____________________and ending ____________________, 20 ____________________, subject to the conditions stated below.

In accordance with the provisions of the prevailing salary schedule of the Committee, the Committee has voted and hereby agrees to place said teacher on salary step ____________________ and degree credit level ____________________ and to pay said teacher, and said teacher hereby agrees to accept, for services during the above-stated ____________________period, an annual salary of $ ____________________ in ____________________ periodic installments  payable  as follows: ____________________, beginning ____________________, 20 ____________________ and subject to deductions required by law or which the teacher may in writing authorize. Pay will be terminated at the time services are terminated.

This contract (Teachers' Initial Contract) may be terminated by mutual consent at any time. It may be terminated by the Committee for cause as provided by statute. The teacher may resign for good reason by submitting at least thirty (30) days written notice at any time except during the month of August, during which month, unless the contract has been terminated by mutual consent or Committee action, the teacher will accept employment with no other School Committee in Massachusetts; provided that, in the event no salary agreement for the ensuing year has been signed by August first, limitations on the teacher's resigning shall not be binding until such an agreement has been signed.

This contract (Teachers' Initial Contract) is subject to Statutes of the State of Massachusetts, the rules and regulations of the Greater Fall River Regional School District Committee and the Master Agreement between the Committee and the Diman Regional Vocational Technical Teachers' Association.

SIGNED:

____________________                                                                  ____________________

Teacher                                                                                                  Date

____________________                                                                  ____________________

Superintendent-Director                                                                     Date

____________________                                                                                  ____________________

School Committee Chairman                                                                            Date

APPENDIX F

TEACHER EVALUATION

Simply stated, the purpose of evaluation is to improve performance and is a requisite to insure the highest and best performance of an individual. Specifically, an evaluator by observation notes the strengths and weaknesses of an evaluatee and makes recommendations, which will help an evaluatee to improve his/her performance. For any evaluation to be successful, ground rules must be established so that the evaluatee knows what he/she is being rated on.

Responsibility for Evaluation:

Teachers without Professional Status - The Superintendent-Director or designee makes at least one evaluation and he/she may delegate other evaluations to the Assistant Superintendent-Director/Principal, Occupational Coordinator, Academic Coordinator, Director of Guidance, and/or Director of Special Needs/Grant Coordinator.

Teachers with Professional Status - The Superintendent-Director, Assistant Superintendent-Director/Principal, Occupational Coordinator, Academic Coordinator, Director of Guidance, and/or Director of Special Needs/Grant Coordinator.

General Principles:

1.     Since the primary responsibility for evaluation rests with the director of the school, all evaluators shall share with him/her information regarding the teacher's performance.

2.     Effectiveness of evaluation hinges upon the establishment of a cooperative, constructive relationship between the evaluator(s) and the person being evaluated.

3.     All evaluation reports will include a written statement by the evaluator indicating that the teacher's performance was satisfactory or unsatisfactory. All evaluations rated unsatisfactory must include a written statement by the evaluator with his recommendation for improvement.

Orientation of Teachers:

The Superintendent-Director or designee is responsible for meeting the teachers of his staff without professional status to explain the evaluation procedures and the part each administrator plays in the evaluation program. Each new teacher will be given a written copy of the evaluation procedures.

Evaluation of Teachers without Professional Status - Classroom and Shop

1.             There shall be a maximum of five evaluations per year. Additional evaluations may be requested by the teacher. In the case of an unsatisfactory evaluation by the Occupational Coordinator, Academic Coordinator, Director of Guidance, and/or Director of Special Needs/Grant Coordinator, an additional evaluation can be conducted by the Superintendent-Director or designee. This re-evaluation shall not be subject to the maximum number specified.

2.       The teacher will be advised by the Superintendent-Director, Assistant Superintendent-Director/Principal, Occupational Coordinator, Academic Coordinator, Director of Guidance, and/or Director of Special Needs/Grant Coordinator as to the date and time of the evaluation at least 48 hours in advance of said evaluation.

3.       The teacher will notify the evaluator what the lesson and/or job will be for that particular date and time.

4.       The evaluator will base his or her observations on the work of the classroom teacher in a class period or on the work of a shop teacher in teaching a specific job or operation.

5.       A conference between the evaluator and the teacher will be held as soon as possible but no later than five (5) school days after the classroom and/or shop observation. Said conference will be held during normal school hours.

6.       When the Teacher Evaluation form is completed, the evaluator will meet with the teacher to review the evaluation and the teacher may make any written comment on his evaluation, which will be retained as part of the evaluation report. The teacher will be given a completed copy of the evaluation report.

Evaluation of Teachers with Professional Status - Classroom and Shop:

1.       There shall be a maximum of three evaluations per year. Additional evaluations may be requested by the teacher. In the case of an unsatisfactory evaluation by the Occupational Coordinator, Academic Coordinator, Director of Guidance, and/or Director of Special Needs/Grant Coordinator, an additional evaluation can be conducted by the Superintendent-Director or Assistant Superintendent-Director/Principal. This re-evaluation shall not be subject to the maximum number specified. The administration may elect to evaluate a teacher on alternating years rather than on an annual basis subject to the maximum number of evaluations as stated above for the year in which the evaluation takes place.

2.       The teacher will be advised by the Superintendent-Director, Assistant Superintendent-Director/Principal, Occupational Coordinator, Academic Coordinator, Director of Guidance, and/or Director of Special Needs/Grant Coordinator as to the date and time of the evaluation at least 48 hours in advance of said evaluation.

3.       The teacher will notify the evaluator what the lesson and/or job will be for that particular date and time.

4.       The length of observation will be a class period for a classroom teacher and the length of time necessary to teach a specific job or operation for the shop teacher.

5.       A conference between the evaluator and the teacher will be held as soon as possible but no later than five (5) school days after the classroom and/or shop observation. Said conference will be held during normal school hours.

6.       When the Teacher Evaluation form is completed, the evaluator will meet with the teacher to review the evaluation and the teacher may make any written comment on his evaluation, which will be retained as part of the evaluation report. The teacher will be given a completed copy of the evaluation report.

APPENDIX G SICK LEAVE BANK

1.0         Purpose

1.1         The purpose of the Sick Leave Bank shall be to provide additional sick leave protection to members of the Diman Regional Vocational Technical Teachers' Association, who participate in said Bank.

2.0         Administration

2.1                The Sick Leave Bank shall be administered by a four member Sick Leave Bank Board. The School Committee and the Association shall be equally represented on the Board. Chairmanship of the Board shall be alternated yearly between the School Committee and the Association. A member of the school administration shall serve on the Board as a non-voting member.

2.2                The award of sick leave to an individual and the amount of sick leave awarded to an individual shall be decided by the Sick Leave Bank Board. The Board may establish guidelines and policies provided that they do not conflict with other provisions of this Appendix. Decisions of the Board within the scope of this Appendix shall be final and beyond appeal.

2.3                A report of the activities of the Sick Leave Bank shall be submitted to the School Committee on a semi-annual basis.

3.0          Operation

3.1          The assets of the Sick Leave Bank shall be by voluntary donation of sick leave to the Bank by the participating members. Each member shall deposit not more than one (1) of his/her sick leave days per year.

3.1.1 Any member upon achieving Step Ten (10) of the Sick Leave Bank schedule shall cease donating personal sick leave to the Bank until such time that he/she utilizes Bank sick leave.

3.2               Withdrawal from the Sick Leave Bank shall be granted only after approval of a written request by the individual(s) needing Bank sick leave. The written request shall state the reasons for the request and be accompanied by a doctor's certificate stating the nature of the illness. For a recurring illness, a doctor's certificate must be on file.

3.3               Certification shall be required from the administration stating that all the applicant's accrued sick leave has been utilized prior to granting of Bank sick leave.

4.0          Withdrawal of Bank Sick Leave

4.1          Withdrawal of Bank sick leave shall be as per Schedule "A" below.

SCHEDULE"A"

 

# of Days

Total # of Withdrawal

Step

on Deposit

Days per Year

1

1

5

2

2

10

3

3

15

4

4

20

5

5

25

6

6

30

7

7

35

8

8

40

9

9

45

10

10

50

4.2          Definition of Steps and Days on Deposit

4.2.1           Step #1 - shall be any participating members who have one (1) day on deposit in the Sick Leave Bank.

4.2.2           Step #2 - shall be any participating members who have two (2) days on deposit in the Sick Leave Bank.

4.2.3           Step #3 - shall be any participating members who have three (3) days on deposit in the Sick Leave Bank.

4.2.4           Step #4 - shall be any participating members who have four (4) days on deposit in the Sick Leave Bank.

4.2.5           Step #5 - shall be any participating members who have five (5) days on deposit in the Sick Leave Bank.

4.2.6           Step #6 - shall be any participating members who have six (6) days on deposit in the Sick Leave Bank.

4.2.7           Step #7 - shall be any participating members who have seven (7) days on deposit in the Sick Leave Bank.

4.2.8           Step #8 - shall be any participating members who have eight (8) days on deposit in the Sick Leave Bank.

4.2.9           Step #9 - shall be any participating members who have nine (9) days on deposit in the Sick Leave Bank.

4.2.10        Step #10 - shall be any participating members who have ten (10) days on deposit in the Sick Leave Bank.

4.3          Definition of Total Number of Withdrawal Days Per Year:

4.3.1           Maximum withdrawal days per year shall be based on five (5) times the number of days on deposit.

4.3.2           Any member who utilizes a portion of his/her maximum Bank sick leave during the existing school year shall be eligible for the remainder of his/her Bank sick leave, if necessary, during the same school year, as per paragraph 3.2.

4.3.3           Any member who utilizes a portion of his/her maximum Bank sick leave shall regress to a step level proportionate to what he/she already used. Upon transferal of Bank sick leave to succeeding school years, as per Schedule "B".

SCHEDULE "B"

Step        Intermediate

Maximum

 

1

1

2

3

4

5

2

6

7

8

9

10

3   Revert

11

12

13

14

15

4    to

16

17

18

19

20

5   Step

21

22

23

24

25

6   Level

26

27

28

29

30

7

31

32

33

34

35

8

36

37

38

39

40

9

41

42

43

44

45

10

46

47

48

49

50

Example #1: Member is on Step #8 with eight (8) days on deposit and a maximum allowable Bank leave of forty (40) days. Member uses thirteen (13) days of Bank sick leave during present school year. Upon transferal of Bank sick leave to the succeeding school year, said member will be considered as being on Step #6 without any additional donation of personal sick leave.

If said member elects to donate personal sick leave from his newly acquired leave of that succeeding year, he shall progress to Step #7.

Example #2: Member is on Step #2 with two (2) days on deposit and a maximum allowable Bank sick leave of ten (10) days. Member uses all ten (10) days of Bank sick leave during the present school year. If said member elects to donate personal sick leave from his newly acquired sick leave of the succeeding school year, he shall progress to Step #1.

APPENDIX H

PART-TIME TEACHERS AND PERMANENT SUBSTITUTES

1.0         This appendix covers the wage schedule and fringe benefits for the various classes of part-time teaching personnel.

2.0         LPN Instructors (Outside)

This category covers those LPN instructors who are employed on a part-time basis. LPN teaching functions performed on a part-time basis shall be compensated at the evening school rate as stated in Appendix D.

3.0         Permanent Substitutes

This category covers teachers or instructors employed full-time for more than 50% of the school year to work as substitutes but not on a regularly scheduled basis, except for those assigned to preparation period coverage of faculty.

Daily Compensation

Effective 9/1/09$153.00

Effective 9/1/10$158.00

Effective 9/1/11$163.00

Sick Leave - Ten (10) days per school year accumulative to fifty (50) days. In the event a substitute is appointed to a permanent bargaining unit position, such accumulated days shall remain in his/her account.

Funeral Leave - In accordance with Article XVII of the Agreement.

Personal Day - One per year after they have worked 50% of school year.

Medical - Benefits to be granted in accordance with Article XXII, Paragraph 2.0, of the agreement at time of appointment.

Life Insurance - Benefits to be granted in accordance with Article XXII of the agreement after they have worked 50% of school year.

Teacher Retirement - After working six (6) months of the school year, the employee will be eligible to participate in the teachers' retirement system.

In the event a permanent substitute is appointed to a regular teaching position, the permanent substitute will be given a minimum credit on the salary schedule of one year for every two years of permanent substitute teaching. Such credit shall be applicable to all current teachers who initiated employment as a permanent substitute, however, there shall not be any retroactive pay for past employment years. Applicable teachers will be placed on the appropriate salary step and paid accordingly effective September 1,2000.

4.0         Part-time Teachers

This category covers teachers who are employed to teach specific subjects on a scheduled basis but less than full-time.

Type A - Teachers who are employed for twenty (20) or more periods per week.

Pay - To be prorated by periods employed in accordance with Schedules A and B.

Sick Leave - One day for each eleven (11) days worked (not accumulative from year to year).

Funeral Leave - In accordance with Article XVII of this Agreement.

Personal Day - One day per year after person has worked 50% of school year.

Medical - If average workload exceeds thirty (30) periods per week, medical benefits will be granted in accordance with Article XXII, Paragraph 2.0, of this Agreement. If average workload is less than thirty (30) periods per week, 50% of the BC/BS benefits listed in Article XXII, Paragraph 2.0, will be granted.

Preparation Periods - One preparation period will be allowed for each three periods of classroom teaching in a weekly cycle. This will not apply to the Speech Therapist.

Type B - Teachers who are employed for less than twenty (20) periods per week.

Pay - Compensation will be as follows:

Effective 9/1/09 - $23.32 per hour

Effective 9/1/10 - $24.32 per hour

Effective 9/1/11 - $25.32 per hour

Funeral Leave - In accordance with Article XVII of this Agreement.

Preparation Periods - One preparation period will be allowed for each three periods of classroom teaching in a weekly cycle. This will not apply to the Speech Therapist.

5.0          Grievance

5.1          It is agreed the failure of the School Committee to reappoint a teacher without professional status covered by Appendix H shall not constitute an event or condition subject to the procedures under Article III of this procedure.

6.0          Length of Service

6.1          A part-time teacher's length of service for any school year will be the ratio of periods worked to the total number of scheduled periods in a full-time teacher's work year.

6.2          A part-time teacher's total length of service will be determined by the sum of all previous years' length of service.

7.0          Length of Day

7.1          The workday of all part-time teachers will begin fifteen minutes before their scheduled teaching time and will end fifteen minutes after completion of the scheduled teaching time.

APPENDIX I JOB DESCRIPTIONS

VOCATIONAL-TECHNICAL

1.         Auto Collision Repair

2.         Automotive Technology

3.         Cabinetmaking/Carpentry

4.         Culinary Arts

5.         Dental Assisting

6.         Drafting

7.         Electricity

8.         Electronics

9.         Facilities Management

9.          General Shop

10.      Graphic Communications

11.      Health Assisting

12.      HVAC

13.      Machine Tool Technology

14.      Metal Fabrication & Welding

15.      Office Technology

16.      Plumbing Machine Shop

17.      Practical Nurse

18.      Substitute - Vocational/Technical

ACADEMIC

1.         English

2.         Mathematics

3.         Science

4.         Social Studies

5.         Special Education

6.         Physical Education

7.         Substitute - Academic

GUIDANCE

1.         Guidance Counselor

2.         School Adjustment/Crisis Counselor

3.         At-Risk Guidance Counselor

4.         School Nurse

ATHLETICS

1.        Athletic Director

2.        Coach

SUMMER SCHOOL

1.         Academic

2.         Vocational/Technical

3.         Guidance Counselor

4.         Nurse/Health Instructor

OTHER

1.          Chapter I Teacher - reading

2.          Business Education

3.          Library Teacher

Diman Teachers' Association

and the Greater Fall River Vocational School District

251 Stonehaven Road

Fall River, MA 02723

Professional Rights and Responsibilities - Grievance Form

Level 1 - Immediate Supervisor

Name of Aggrieved____________________Today's Date____________________

Department____________________ Position____________________

Date of Claim____________________

Article/Section of contract alleged to be violated____________________

Nature of claim (brief statement of grievance; supportive data may be attached)

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

Remedy sought:

__________________________                                                           __________________________

Signature of Aggrieved                                                                               Signature of Faculty Representative

PROCEDURE DOCUMENTATION

Date of discussion with immediate supervisor__________________________

Date of written submission to immediate supervisor__________________________

Date of written response from immediate supervisor (within 5 days) __________________________

Response of immediate supervisor__________________________

Signature of immediate supervisor__________________________

cc:           Principal, Diman Teachers' Association file, Aggrieved, PR&R Chairman

Diman Teachers' Association

and the Greater Fall River Vocational School District

251 Stonehaven Road

Fall River, MA 02723

Professional Rights and Responsibilities - Grievance Form

Level 2 - Superintendent-Director

Name of Aggrieved __________________________Today's Date__________________________

Department__________________________ Position__________________________

Date of Claim__________________________

Article/Section of contract alleged to be violated__________________________

Nature of claim (brief statement of grievance; supportive data may be attached)

______________________________________________________________________________

______________________________________________________________________________

______________________________________________________________________________

______________________________________________________________________________

______________________________________________________________________________

Remedy sought:

______________________________                                                   ______________________________

Signature of Aggrieved                                                                                Signature of Faculty Representative

PROCEDURE DOCUMENTATION

Date of submission to PR&R Chairman  ______________________________

Date of submission to Superintendent-Director______________________________

Date of discussion with Superintendent-Director ______________________________

Date of written response from Superintendent-Director (5 days) ______________________________

Response of Superintendent-Director ______________________________

Signature of Superintendent-Director______________________________

cc:           Superintendent-Director, Diman Teachers' Association file, Aggrieved, PR&R

Diman Teachers' Association

and the Greater Fall River Vocational School District

251 Stonehaven Road

Fall River, MA 02723

Professional Rights and Responsibilities - Grievance Form

Level 3 - School Committee

Name of Aggrieved ______________________________Today's Date__________________________

Department______________________________Position ______________________________

Date of Claim ______________________________

Article/Section of contract alleged to be violated ______________________________

Nature of claim (brief statement of grievance; supportive data may be attached)

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

Remedy sought:

____________________________                                                       ____________________________

Signature of Aggrieved                                                                               Signature of Faculty Representative

PROCEDURE DOCUMENTATION

Date of submission to PR&R Chairman____________________________

Date of discussion with School Committee____________________________

Date of written response from School Committee (20 days) ____________________________

Response of School Committee____________________________

Signature of School Committee Chairman____________________________

cc:     School Committee, Superintendent-Director, Diman Teachers' Association file, Aggrieved, PR&R Chairman, attorney for School District, MTA Legal Services

Diman Teachers' Association

and the Greater Fall River Vocational School District

251 Stonehaven Road

Fall River, MA 02723

Professional Rights and Responsibilities - Grievance Form Level 4 - Arbitration

Name of Aggrieved____________________________ Today's Date____________________________

Department____________________________  Position____________________________

Date of Claim____________________________

Article/Section of contract alleged to be violated____________________________

Nature of claim (brief statement of grievance; supportive data may be attached)

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

Remedy sought:

_____________________________                                                     _____________________________

Signature of Aggrieved                                                                               Signature of Faculty Representative

PROCEDURE DOCUMENTATION

Date of submission to PR&R Chairman _____________________________

Date of submission to Arbitration _____________________________

Date of submission to American Arbitration Association _____________________________

cc:     School Committee, Superintendent-Director, Diman Teachers' Association file, Aggrieved, PR&R Chairman, attorney for School District, MTA Legal Services

APPENDIX K

FOR ACADEMIC TEACHERS ONLY

GREATER FALL RIVER VOCATIONAL SCHOOL DISTRICT

Dimam Regional Vocational Technical High School

TO:                SUPERINTENDENT-DIRECTOR

FROM:  _____________________________

RE:      PROFESSIONAL DEVELOPMENT OFFERING

( )         Accredited College Course

Title: _____________________________

School/Organization: _____________________________

Date(s) or Term: ______________________ Hours or # Credits: ______________

( )      Conference/Seminar/Workshop

Title: _____________________________

Sponsor/Location: _____________________________

Date(s): _____________________________# Hours ________________________

( )      Technology Education

Title: _____________________________

Sponsor/Location: _____________________________

Date(s): _____________________________# Hours __________________________

( )       Other

Title: _____________________________

Sponsor/Location: _____________________________

Date(s): _____________________________# Hours _________________________

Approved by: _____________________________ Date:_________________

Requesting tuition reimbursement: (Circle One)                                     YES                      NO

APPENDIX K

The Commonwealth of Massachusetts

Department of Education

350 Main Street, Malden, Massachusets, 02148 3023

Telephone: (731) 338-3000

EVIDENCE OF PROFESSIONAL IMPROVEMENT IN

ACCORDANCE WITH CHAPTER 74 REGULATIONS

City ______________ State: ______________Zip: ______________

Voc Tech Approval No.: ____________________________

Educator in (current position): ______________

School: ______________.

In order to meet the requirements for professional improvement in accordance with Chapter 74, I request approval of the following:

1.   Describe your professional improvement activity and state what new competencies you expect to attain from this activity.

2.   How do the competencies relate to the improvement goals of the school district?

3.   Complete the appropriate professional improvement activity section on the reverse side of this form.

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

Accredited College Course: The objectives of any course to be considered for professional improvement must fulfill one or both of the following conditions. It must increase the educator's body of knowledge in the trade area and/or increase the educator's ability to teach. Official transcript must be submitted.

Course Title: ______________________________________________________________

Institution: ______________________________________________________________

Mew Competencies Attained'___________________________________________

Training in the recognition and overcoming of bias and in outreach strategies for diverse populations, including racial and linguistic minorities, handicapped students and students enrolled in programs non-traditional for their sex. Certificate of hours awarded or official transcript must be submitted

****

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

 

Seminar, Workshop or Professional Development Conference: The participant may be required to prepare a state­ment which shoves how this activity has added to the body of technical knowledge or teaching skills, ft should be understood that professional improvement is above and beyond the routine conferences and workshops that faculty and administrators attend for the purposes of conducting their normal business. Certificate of Professional Improvement hours awarded must be submitted.

Title: _________________________________________

When and Where Held: _________________________________________

Sponsoring Group: _________________________________________

Mew Competencies Attained: _________________________________________

Paid or Unpaid Contact with the Trade: The work performed must be documented. The educator must prepare a statement which explains what new equipment/technique was used and/or investigated and how these experiences helped her/his technical proficiency. Credit will not be given if unaccompanied by proof that it is a new work experience.

New Competencies Attained: _________________________________________

Name and address of employing firm:

Date of employment_________________________________________

Supervisor Human Resources Administrator:

****

APPENDIX L

LONGEVITY SCHEDULE

YEAR

YEAR* ($120)

10

$1,200

11

$1,320

12

$1,440

13

$1,560

14

$1,680

15

$1,800

16

$1,920

17

$2,040

18

$2,160

19

$2,280

20

$2,400

21

$2,520

22

$2,640

23

$2,760

24

$2,880

25

$3,000

26

$3,120

27

$3,240

28

$3,360

29

$3,480

30

$3,600

31

$3,720

32

$3,840

33

$3,960

34

$4,080

35

$4,200

36

$4,320

37

$4,440

38

$4,560

39

$4,680

40

$4,800

41

$4,920

42

$5,040

43

$5,160

44

$5,280

45

$5,400

46

$5,520

47

$5,640

48

$5,760

49

$5,880

50

$6,000

Diman Regional Vocational Technical High School

Individual Professional Development Plan

For Massachusetts Educators

____________________________________                 ________________________________

Name:   Last                          First                                            Middle                           Renewal Year

_________________________________________________________________________

Homo Address                      City                        State           Zip Code

________________________________________________________________________

Primary Area                                                         License Number

____________________________________________________________________________

District                                    School                                    Grade Level(s)                     Subject(s)

Professional Development Points Required for Renewal of Primary Area    150 PDPs (no longer 120)

My Professional Growth Goals (Please number these Goals and enter these Goal Numbers when completing the Record of Approved Professional Development Activities on page 3)

1.                   Enhance the technological skills of all students by providing state-of-the-art, integrated academic and vocational/technical instruction

2.                   Optimize the learning potential of each student by incorporating best practices for differentiated instruction

3.                   Prepare students to meet performance standards for national, state, and local assessments by aligning curriculum and instruction with the Massachusetts VTE/ and or Curriculum Frameworks

4.                   Maintain a safe learning environment for teaching and learning according to federal and state regulations

License Category-

Total PDPs Required

Initial Approval of IPDP

Min # of PDPs per topic to count

Type of PDPs required

Primary Academic Professional License

150

Within three months of date of issue, or by November 30, 2009

10

Three Types Content, Pedagogy, Elective At least 120 PDPs in content/and or pedagogy with at least 90 of the 120 in content; of the 150,30 may be in an educational elective

Each Additional Academic License

30

Within three months of date of issue, or by November 30, 2009

10

Content-30 PDPs

Vocational Technical Professional License

150

Within three months of date of issue, or by November 30,2009

10

Four Types Subject Matter and Skills -10 PDPs Pedagogy -10 PDPs Academic & Vocational Technical Curriculum Integration -10 PDPs Safely and health -10 PDPs

Each Additional Vocational License

30

Within three months of date of issue, or by November 30, 2009

10

30 PDPs in any of the Four Types Subject matter and Skills Pedagogy Academic & Vocational Technical Curriculum Integration Safety and health

Record of Approved Professional Development Activities for Primary Area

Professional Development Activity

Professional Growth Goal (Use Goal Numbers from

Type of PDPs (See Types of PDPs on page 2)

Number of PDPs earned

*Date Approved & Supervisor's Initials OPTIONAL

Date Completed

*The Supervisor's initials indicate that the professional development activity is consistent with the educational needs of the school and/or district and is designed to enhance the ability of the educator to improve student learning.

Record of Professional Development Activities for Elective PDPs or for Additional License

Professional Development Activity

Professional Growth Goal (Use Goal Numbers from page l)

Type of PDPs (See Types of PDPs on page 2)

Number of PDPs earned

Date Approved & Supervisor's Initials OPTIONAL

Date Completed

Use additional copies of this form if necessary.

Educator's Name                                                                                   License Number

Initial Review and Approval                                              Date

The signature below indicates that 80% of this educator's Individual Professional Development Plan is consistent with the educational needs of the school and/or district and is designed to enhance the ability of the educator to improve student learning.

Supervisor's Name (print)                                                    Title                                         Signature

First Two Year Review                                                        Date

The signature below indicates that this educator's Individual Professional Development Plan was reviewed. Please check one.

The Plan remains consistent with the educational needs of the school and/or district

The Plan was reviewed and amended.

Supervisor's Name (print)                                                    Title                                         Signature

Second Two Year Review                                                   Date

The signature below indicates that this educator's Individual Professional Development Plan was reviewed. Please check one.

The Plan remains consistent with the educational needs of the school and/or district

The Plan was reviewed and amended.

Supervisor's Name (print)                              Title                              Signature

Final Endorsement                                                               Date

The signature below indicates the supervisor has reviewed this educator's Record of Professional Development Activities and the reported activities are consistent with the approved professional development plan.

Supervisor's Name (print)                               Title                              Signature

Diman Regional Vocational Technical High School

Formal Evaluation Report - Teacher

Name:                                          Subject:                                           Date of Evaluation:                  School Year:

M = Meets Standard             D = Does Not Meet Standard*                              NI = Needs Improvement

Any performance standard that received a "D " shall be accompanied by at least one supporting comment/suggestion relative to improvement.

Performance of Guidance Counselor

M                                      D                   NI                                     Comments

1.    Understanding of Subject Area

§  Formulates meaningful questions where applicable

2.    Planning and Assessment of Curriculum and Instruction

§  Engages students with formal and informal assessment

3.    Effective Management of Classroom Environment

§  Students are engaged in the lesson or instructional activity

§  Establishes and maintains rules which support instruction and learning

4.    Effective Instruction

§  Incorporates a variety of teaching strategies where applicable

5.     Promotion of High Standards and Expectations for Student Achievement

·         Activities and/or questions promote challenges to students

·         Teacher clearly defines expectations for students

6.     Cooperation with Staff

·         Shares expertise and new ideas with colleagues

7.     Fulfills Professional Responsibilities Maintains accurate records

·         Completes all reports on time

8.     Reflective and Continuous Learner

·         Fulfills all professional requirements related to licensure and re-licensure within content area

9.      Communication with Parents

·         Willingly discusses concerns and student progress with parents

10.    Recognizing Diversity

·         Instruction, materials and resources are suitable for the diverse needs of the students

Commendations:

Recommendations:

_____________________                  _____________________

Teacher's Signature                                Date

_____________________                  _____________________

Evaluator's Signature                             Date

Diman Regional Vocational Technical High School

Formal Evaluation Report - Teacher

Name:                                          Subject:                                           Date of Evaluation:                  School Year:

M = Meets Standard             D = Does Not Meet Standard*                              NI = Needs Improvement

Any performance standard that received a "D " shall be accompanied by at least one supporting comment suggestion relative to improvement.

Performance of Guidance Counselor

M                                      D                   NI                                     Comments

1.     Understanding Counseling/Consulting Process

·         Maintains confidentiality based upon counseling standards

·         Utilizes career counseling techniques and school-to-work transition strategies

2.     Planning and Assessment of Curriculum and Instruction

·         Provides effective and timely direct services to students including course scheduling, academic and vocational advising, post-secondary planning, and follow-up services

3      Effective Management of Guidance Services

·         Effectively coordinates student records, assuring accuracy, confidentiality, and timely transfer of academic and vocational assessment data as appropriate

4.    Effective Counseling

·         Uses appropriate counseling techniques to meet the needs of his/her students

·         Makes appropriate referrals when necessary

5     Promotion of High Standards and Expectations for Student Achievement

·         Communicates high standards and achievement expectations for all students ensuring students' successful transition from one level of education to the next

6.           Cooperation with Staff

·         Reports back to teacher and staff on referrals within a reasonable amount of time Consults and collaborates with the testing and screening of students for programs such as Special Education and ESL

7.          Fulfills Professional Responsibilities

·         Completes all reports on time

8.          Reflective and Continuous Learner

·         Fulfills all professional requirements related to licensure and re-licensure within content area

9.         Parent/Guardian Interactions

·         Willingly discusses concerns and student progress with parents and students

·         Communicates with parent and students towards meeting related goals

10.      Recognizing Diversity

·         Demonstrates appreciation for, and sensitivity to the diversity among individuals especially in regards to race, gender, ethnicity, and student learning style

Commendations:

Recommendations:

________________________                                    ___________________

Guidance Counselor's Signature                                   Date

________________________                                    ___________________

Evaluator 's Signature                                                     Date

Diman Regional Vocational Technical High School

Formal Evaluation Report - Teacher

Name:                                          Subject:                                           Date of Evaluation:                  School Year:

M = Meets Standard             D = Does Not Meet Standard*                              NI = Needs Improvement

Any performance standard that received a "D " shall be accompanied by at least one supporting comment suggestion relative to improvement.

Performance of Guidance Counselor

M                                      D                   NI                                     Comments

1.             Understanding of School Nursing Profession

·         Individual health assessments are based on nursing standards Maintains confidentiality

2.             Planning and Assessment of Student Needs

·         Maintains accurate records of health services provided

·         Participates in planning for innovative methods of delivering health services

3.             Effective Management of Nursing Office

·         Completes supply orders and maintains needed daily supplies

·         Manages emergency situations efficiently

4.       Effective Health Promotion

§  Assesses health status and responds appropriately to individual health needs of students and staff

§  Makes appropriate referrals to state, city and community resources.

5.       Promotion of High Standards and Nursing Care

·         Provides a consistent therapeutic and clinical atmosphere for staff and students

·         Keeps abreast of current nursing trends

6.       Cooperation with Staff

·         Effectively communicates with staff regarding health needs of students

7.       Fulfills Professional Responsibilities

·         Effectively organizes, conducts and monitors health screening and student immunization records

·         Completes all reports on time

8.       Reflective and Continuous Learner

·         Fulfills all professional requirements related to licensure and re-licensure within content area

9.       Communication with Parents/Guardians

·         Communicates appropriately with parents/guardians

·         Acts as a liaison among home, school and the health care community

10.          Recognizing Diversity

·         Demonstrates appreciation for, and sensitivity to the diversity among individuals especially in regards to race, gender, ethnicity, individual learning styles and health needs.

Commendations:

Recommendations:

____________________________                                  _______________________

School Nurse's Signature                                                       Date

____________________________                                  ________________________

Evaluator's Signature                                                             Date

Diman Regional Vocational Technical High School

Formal Evaluation Report - Teacher

Name:                                          Subject:                                           Date of Evaluation:                  School Year:

M = Meets Standard             D = Does Not Meet Standard*                              NI = Needs Improvement

Any performance standard that received a "D " shall be accompanied by at least one supporting comment suggestion relative to improvement.

Performance of Guidance Counselor

M                                      D                   NI                                     Comments

1.     Understanding of Subject Area

·         Directs and organizes the services essential to a library media program based on the instructional goals and needs of the school community

2.     Planning and Assessment of Curriculum and Instruction

·         Library media program and goals support the curricular needs of the district

·         Participates in planning for both current and emerging information systems.              

3.    Effective Management of the Library Media Program

·         Information resources are maintained to support the needs of students and staff

·         Prepares a well developed budget for the Library.

4.    Effective Library Media Services

·         Assesses effectiveness of library media program and responds appropriately to needs of students and staff

5.     Promotion of High Standards for Student Achievement

·         Provides a user-friendly and student-centered environment

·         Keeps abreast of current Library Media trends.

6.      Cooperation with Staff

§  Effectively communicates the mission, goals and functions of the library media program with staff.

§  Collaborates with colleagues to improve instruction, assessment and student achievement

7.     Fulfills Professional Responsibilities

·         Maintains accurate records of all Library Media materials

·         Completes all reports on time

8.     Reflective and Continuous Learner

·         Fulfills all professional requirements related to licensure and re-licensure within content area

9.     Communication with Parents/Guardians

·         Communicates appropriately with parents,/guardians

·         Acts as a liaison between the school and the Library communities

10.        Recognizing Diversity

·         Demonstrates appreciation for, and sensitivity to, the diversity among members of the school community especially in regards to race, gender, ethnicity, and student learning style.

Commendations:

Recornmendations:

___________________________________                  _____________________

Library Teacher's Signature                                                  Date

___________________________________                  _____________________

Evaluator 's Signature                                                            Date

MEMORANDUM OF AGREEMENT

The Diman Regional Vocational Technical High School (District) and the Diman Teachers Association (Association) hereby agree to the following regarding the filling of the instructor position for the LPN program.

1.                    A teacher will be appointed to a position in the LPN program.

2.                    The teacher in this position will be assigned to a flexible day schedule. Therefore, the teacher will be required to work the same hours as specified in Article V 1.0, but the work schedule will be altered to provide for later arrival and departure times.

3.                    The teacher will be entitled to all other provisions and benefits of the Agreement.

4.                    The parties agree that this arrangement will not set any precedent for either side nor will either party waive any collective bargaining rights.

By: ________________________________                                 By: ___________________________

District                                                                                                                     Association

Date: ________________________________                              Date: ___________________________