Assabet Valley RVTSD

Show detailed information about district and contract

DistrictAssabet Valley RVTSD
Shared Contract District
Org Code8010000
Type of DistrictVoc-Tech/Agricultural
Union AffiliationAFT
Most Recent DocumentContract
Expiring Year2015
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersAssabet Valley RVTSD
CountyMiddlesex
ESE RegionCentral
Urban
Kind of Communityeconomically developed suburbs
Number of Schools1
Enrollment963
Percent Low Income Students33
Grade Start9
Grade End12
download pdf version of this document view accessible version of this document Assabet Valley

ASSABET VALLEY REGIONAL

VOCATIONAL SCHOOL DISTRICT

ASSABET VALLEY REGIONAL

VOCATIONAL HIGH SCHOOL

215 FITCHBURG STREET

MARLBOROUGH, MASSACHUSETTS 01752-1288

AGREEMENT BETWEEN THE SCHOOL DISTRICT

and

ASSABET VALLEY FEDERATION OF TEACHERS

UNIT A

FY 2013 - FY2015

AGREEMENT

Between the

ASSABET VALLEY REGIONAL VOCATIONAL SCHOOL DISTRICT

and the

ASSABET VALLEY FEDERATION OF TEACHERS, LOCAL #3199

AMERICAN FEDERATION OF TEACHERS, AFL-CIO

UNIT A

This Agreement is made by and between the Assabet Valley Regional Vocational

District School Committee and the Assabet Valley Federation of Teachers.

________________      ______________________________

Date                                 Lynn G. Ryan, Chairman

Assabet Valley Regional Vocational District School Committee

________________________       _____________________________________

Date                                                Thomas Martinelli, President

Assabet Valley Federation of Teachers, Local #3199

PREAMBLE

The parties recognize that the quality of instruction at the Assabet Valley Regional Vocational School is the foundation upon which the success of the students, continued support of the community, and the reputation of the staff is based.

Table of Contents

ARTICLE I, FEDERATION RECOGNITION

1

A. Federation Recognition

1

B. Jurisdiction

1

C. Definitions

1

ARTICLE II, FAIR PRACTICES

5

ARTICLE III, RIGHTS AND OBLIGATIONS OF THE EMPLOYER

5

ARTICLE IV, COMPENSATION

6

A. Basic Salary Schedule

6

B. Extracurricular Activity

6

C. Method and Time of Salary Payment

6

D. Anniversary Dates

7

E. Mileage Allowance

7

F. Hourly Rate of Pay

8

G. Itemized Payroll Deductions

8

H. Placement On the Salary Schedule

8

I. Sick Leave Buy-Back

10

J. Tuition Reimbursement

11

K. Longevity

11

ARTICLE V, FRINGE BENEFITS

12

A. Health Insurance

12

B. Life Insurance

12

C. Pension

13

D. Tax-Deferred Accounts Under IRS Code Section 403(b)

13

E. Workers Compensation

13

F. Part-Time Teachers

13

G. Long-Term Disability Insurance

13

H. Flexible Spending Accounts

14

I. Insurance Advisory Committee: The District agrees to implement an

 

Insurance Advisory Committee as prescribed by M.G.L. Chapter 32B, Section 3.

14

ARTICLE VI, WORKING CONDITIONS

15

A. Teaching Load - Teaching Programs

15

B. Duty Free Lunch

17

C. Marks

17

D. School Facilities

18

E. School Supplies

18

F. Evaluation

18

G. Teacher Files

19

H. Training Teachers

19

I. Length of School Day and Year

20

J. Teacher Meetings

20

K. Assistance In Assault Cases

21

L. Termination and Recall

21

M. Damage or Loss of Property

22

N. Seniority

22

O. Uniform Allowance

23

P. Off-Campus Duties

23

Q. Transporting Students

23

R. Notices and Announcements

24

S. Extracurricular Activity

24

T. Exchange Teachers

24

ARTICLE VII, LEAVE POLICIES

25

A. Sick Leave

25

B. Funeral Leave

27

C. Personal Leave

28

D. Sabbatical Leave

28

E. Educational Leave

29

F. Military Leave

30

G. Reserve Duty

30

H. Federation Leave

30

I. Maternity Leave

31

J. Child-Rearing Leave of Absence

31

K. Other Leaves

32

L. Unpaid Leave

32

M. Part-Time Teachers

32

N. Jury Duty Leave

33

ARTICLE VIII, TRANSFERS, VACANCIES/PROMOTIONS

34

A. Transfer

34

B. Promotions/Vacancies

34

C. Other Job Openings

35

ARTICLE IX, GRIEVANCE PROCEDURE

36

A. Definition

36

B. Adjustment of Grievance

36

ARTICLE X, ARBITRATION

39

ARTICLE XI, SPECIAL SERVICES

40

A. Guidance Counselors

40

B. Library/Media Specialist

40

ARTICLE XII, ACADEMIC FREEDOM: PROFESSIONAL ACTIVITY

41

A. Academic Freedom

41

B. In-Service Training

41

ARTICLE XIII, FEDERATION PRIVILEGES & RESPONSIBILITIES

42

A. Consultation

42

B. Information

42

C. School Committee Meetings

42

D. Existing Laws and Regulations Preserved

42

E. Protection of Individual and Groups Rights

42

F. Printing of Agreement

42

G. Federation Activity at the School Level

43

H. Dues Check-Off

43

I. Agency Service Fee

43

J. Resolution of Differences

43

ARTICLE XIV, HANDLING OF NEW ISSUES

44

ARTICLE XV, SAVING CLAUSE

44

ARTICLE XVI, DURATION

44

Appendix

 

APPENDIX A: TEACHERS’ SALARIES (FY 2013)

47

APPENDIX B: TEACHERS’ SALARIES (FY 2014)

48

APPENDIX C: TEACHERS’ SALARIES (FY 2015)

49

APPENDIX D: EXTRACURRICULAR ACTIVITIES (ATHLETICS)

50

APPENDIX E: EXTRACURRICULAR ACTIVITIES (ADVISORS)

51

APPENDIX F: EXTRACURRICULAR SALARIES (TEACHERS: PER DIEM)

52

APPENDIX G: LEAD TEACHERS, COORDINATORS AND INTRAMURAL SALARY SCHEDULES

53

APPENDIX H: OTHER STIPEND POSITIONS

53

APPENDIX I: WORKING BEYOND THE NORMAL SCHOOL YEAR

53

APPENDIX J: PROCEDURAL GUIDELINE

54

APPENDIX K: FY13 HEALTH INSURANCE BENEFIT SCHEDULE

55

APPENDIX L: EVALUATION TOOL

58

ARTICLE I, FEDERATION RECOGNITION

A.       Federation Recognition

The Assabet Valley Regional Vocational District School Committee recognizes the Assabet Valley Federation of Teachers, Local 3199, American Federation Teachers, AFL-CIO, as the exclusive bargaining representative for all professional employees in the classifications of Teachers, Lead Teachers, Guidance Counselors, Nurses, Library/Media Specialist and Coordinators (excluding the LPN Coordinator).

B.       Jurisdiction

The Jurisdiction of the Federation shall include those persons now or hereafter who perform the duties or functions of the categories of employees in the bargaining unit.

C.       Definitions

Example:    Reduction in English Department

Teacher A        Eight (8) years, appointed September 1991 - tenured

Teacher B        Five (5) years, appointed September 1994 - tenured

Reduction:      English teacher B would be reduced before Teacher A because of being “Least Senior”.

A member of Unit A who is certified/approved and appointed a teacher by the School Committee to the Department and who currently serves in the Department or

A member of Unit A who had previously served in the Department as a certified/approved teacher appointed by the School Committee to that Department, and who voluntarily or involuntarily transferred to another Department.

A member of Unit A who has not served as an appointed teacher to a Department maintains no right to a position in that Department if that teaching position is filled by a tenured teacher.

Example 1:

Teacher A      Appointed September 1990 to English Department and has served continuously for nine (9) years - tenured.

Teacher B      Appointed to Mathematics Department September 1990 and transferred to English Department on September 1993 and has served continuously for nine (9) years [three (3) in Math and six (6) in English – tenured].

Teacher C      Appointed to English Department in September 1992 and has served continuously for seven (7) years - tenured.

Reduction:     Teacher C has the least senior ranking and would be terminated before Teacher A and B.

Example 2:       Reduction in English Department

Teacher A      Appointed September 1991 to English Department and transferred to Mathematics Department in September 1992 [one (1) year English; seven (7) years Math] – tenured.

Teacher B      Appointed September 1992 to English Department [seven (7) years English] – tenured.

Reduction:     Teacher B would be terminated from the English Department before

Teacher A.    Teacher A has more seniority; and, may “bump” Teacher B, a less senior English Department teacher, if there is no position for Teacher A in the Mathematics Department because Teacher A maintains membership in departments he/she has served as an appointed teacher.

Example 3:     Reduction in Mathematics Department

Teacher A      Appointed September 1995 to Mathematics Department – tenured.

Also certified in English, but never appointed to English Department.

Teacher B      Appointed September 1997 to English Department - NOT tenured.

Reduction:     Teacher A may displace Teacher B under provisions of Chapter 71.

Section 42.

1.        Accrues seniority as defined in the agreement.

2.        Can only accrue seniority in the department in which he/she is certified and teaching in.

3.        Will not teach in more than three (3) subject areas per week.

4.        Will teach the required number of periods per day according to the contract.

5.        Will receive the teaching assignments prior to the start of school.

6.        Will not have a change in assignments without a ten (10) day written notice.

7.        Will be expected to follow the teachers’ handbook.

8.        Salary will be set according to the Unit A contract.

9.        Will attend department meetings as assigned.

ARTICLE II, FAIR PRACTICES

The sole collective bargaining agent, the Federation, will accept into voluntary membership all professionals covered by this Agreement without regard to race, creed, color, religion, national origin, political activities, sex, marital status, or affiliation with other organizations.

The Committee and the Federation agree that there will be no discrimination in the hiring of employees or in their training, assignment, promotion, transfer, or discipline because of race, creed, color, religion, national origin, political activities, sex, domicile, marital status, or participation in any organizational activities.

ARTICLE III, RIGHTS AND OBLIGATIONS OF THE EMPLOYER

A.        The Committee, on its own behalf and on the behalf of the electors of the District, the Superintendent-Director and the Principal, hereby retain and reserve unto themselves, without limitation, all powers, right, authority, duties, and constitution of the Commonwealth of Massachusetts, and of the United States, including, but without limiting the generality of the foregoing right.

1.        To the executive management and administrative control of the school system and its properties and facilities of its employees.

2.        To hire all employees and, subject to the provisions of law, to determine their qualifications and the conditions of their continued employment, or their dismissal or demotion; and, to promote and transfer all such employees.

3.        To establish classes and courses of instruction, including special programs, and to provide for athletic, recreational and social events for students, all as deemed necessary or advisable by the employer.

4.        To decide upon the means and method of instruction, and the duties, responsibilities, and assignments of teachers and other employees with respect thereto, and with respect to administrative and non-teaching duties associated with normal operation of school, and the terms and conditions of employment.

B.        The exercise of the foregoing powers, rights, authority, duties and responsibilities by the employer, the adoption of policies, rules, regulations and practices in furtherance thereof, and the use of judgment and discretion in connection therewith shall be limited only to the specific and expressed terms of this Agreement and then only to the extent such specific and expressed terms thereof are in conformance with the constitution and laws of the United States of America.

ARTICLE IV, COMPENSATION

A.       Basic Salary Schedule

The salaries and differentials of employees bargaining unit members are set forth in the salary schedules attached as Appendices A, B, and C.    Step 12 is available only to employees who have completed 15 years continuous service in Unit A in the Assabet Valley Regional Vocational School District.

B.       Extracurricular Activity

A schedule for payment of extracurricular duties is set forth in Appendixes D, E, F, G and H which are attached to and made a part of this Agreement.    The School Committee retains sole authority to establish or terminate extracurricular positions.    Nothing in these appendixes shall be construed to mean that the positions listed will necessarily be established.

A minimum of one-hundred (100) days prior to the annual starting date for a sport or activity, the appointed advisor or coach, most recently serving in such a position, must indicate to the Superintendent-Director written intent should the person desire to serve in that position again for the immediate next year or season.

A minimum of sixty (60) days prior to the annual starting date for a sport or activity, the Committee shall inform any advisor or coach, who has filed written intent to serve, the action taken by the Committee on that position.

The District will provide staff access to an annual schedule of expected payment dates for extracurricular stipends to allow staff to change their W-4 form withholding for that pay period.

C.       Method and Time of Salary Payment

1.        Salaries of members of the bargaining unit shall be paid in twenty-six (26) equal installments starting with the second Thursday of the school year.    A teacher may, upon written notification to the Superintendent-Director before August 1 of the payment year, elect to receive all remaining installments owed him in one (1) sum upon the completion of his contract. The payment election will remain in force until or unless the teacher provides written notice of revocation by December 31 of the year prior to the school year to which the change would apply.

2.        If a member of the bargaining unit leaves or dies during the school year, he or his estate shall be entitled to a prorated share of his salary based on his period of service in relation to the number of days as stated in the member’s contract, minus the compensation already paid.

3.        A teacher who is requested to work a greater number of days than mandated by the Agreement (or by his contract) will be compensated at the per diem rate.

4.        Curriculum Development Project:    Position(s) will be posted and filled in accordance with the provisions of ARTICLE VIII, B.

5.        Part-time Teacher:    A teacher who is appointed to less than a full-time position shall be compensated at a prorated share of the salary of a full-time teacher.    The proration shall be determined as follows:

No. Periods Worked

Maximum Periods in Full-Time Teaching Load         X          Proper Step on Salary

Schedule

D.       Anniversary Dates

1.        For purposes of salary payment, full-time teachers serving more than one-half (1/2) of a school year will advance a step on the salary schedule the following September.

2.        A teacher may satisfy the requirement for changing salary level as follows:

Placement on the new salary schedule shall take place in September subject to the following:

a.        Notification in writing to the Superintendent-Director of intent to advance prior to April 1.

b.        Submittal to the Superintendent-Director of file of an official institutional verification of record indicating successful completion and satisfaction of all of the requirements prior to August 20.

E.       Mileage Allowance

1.        Traveling teachers who are authorized by the Superintendent-Director to use private automobiles for school business shall be reimbursed at the Internal Revenue Services (IRS) approved rate per mile.    The Assabet Valley Regional Vocational School building will be the point from which such travel mileage is computed.

2.        When teaching at clinical or other external locations other than the Assabet Valley Regional Vocational School building on Fitchburg Street, Marlborough or annex buildings at other locations to be established, Federation members will be compensated at the IRS-approved rate per mile for all daily mileage which exceeds two (2) times the distance from their legal place of residence to the Assabet Valley Regional Vocational School building.    Teachers who report directly to annex buildings or other locations shall be compensated at the above rate, except when they are required to report for any purpose to another location.

3.        The Superintendent-Director may adjust all mileage claims to reflect the most direct highway routing.

F.        Hourly Rate of Pay

1.       The hourly rate of pay for teachers performing extra duty stipend functions, such as summer school, tutoring, etc. shall be:  $33.53 in FY2013, $34.28 in FY2014, and $35.05 in FY2015.

2.       The rate of pay for Hall Monitors and Saturday School will be $25.00 per hour.

3.       Teachers will receive compensation at the hourly rate to cover classes of a teacher for whom a substitute is not available. The term to cover shall be defined as instruction of the class to the extent of his abilities in the discipline as directed and outlined by existing lesson plans. To cover shall include the performance of the routine administrative duties normally performed by the teacher being replaced. This compensation is to be paid only when a teacher is required to cover classes during preparation periods.

4.        In the event that an emergency occurs during the school day necessitating the absence of a teacher, the Federation agrees that teachers shall cover such classes on an equitable basis and without extra compensation.

5.        In the event that a teacher is absent for any other reason the teacher covering his class shall be reimbursed at the hourly rate.

G.       Itemized Payroll Deductions

A statement of payroll deductions shall be provided with each salary payment.

The Committee agrees to electronic payroll deductions for credit union or banking institution of employees’ choice.

All payroll deductions will be made equally in each paycheck, subject to the second sentence of ARTICLE IV, C.1.

H.       Placement On the Salary Schedule

1.       Newly employed personnel shall be placed on the appropriate step of the salary schedule.

•    Teachers appointed as Academic teachers (certified by the Department of Elementary and Secondary Education) shall be placed on the salary schedule as it applies to Academic teachers.

•    Teachers appointed as Vocational teachers (approved provisionally or fully by the Department of Elementary and Secondary Education, Division of Career and Technical Education) shall be placed on the salary schedule as it applies to Vocational teachers.

2.        STEP INCREMENT: Initial placement shall be based upon years of experience as follows:

•    Teachers of Academic Subjects: Teaching experience

•    Teachers of Vocational Subjects:  Beginning Vocational teachers, without previous teaching experience, will be appointed no higher than the eighth step of the salary schedule, subject to the provisions of the salary schedule (Appendixes A, B, and C).

•    All teachers with previous teaching experience will be placed no lower than the next salary step based on their previous salary schedule.

3.        LEVEL INCREMENTS: Level increments shall be based upon certification, semester hours of credit, and advanced degrees.

•    LEVEL I is the primary salary level for all appointed teachers.

   Academic (including Special Needs, Guidance, and School Nurse): Bachelor’s Degree and certification in the area to be employed.

   Vocational: Credentials used for approval (shop certification) as outlined in Chapter 74 (effective September 1, 1977).

•    LEVEL II

   Academic:  Master’s Degree

  Vocational: sixty (60) semester credit hours or Associate’s Degree.

•    LEVEL III

   Academic:  Master’s Degree plus thirty (30) semester credit hours or a second Master’s Degree.

   Work for all salary credit beyond the Master’s degree shall be taken after the Master’s Degree is obtained; and be directed toward the fulfillment of an advanced degree standing in the candidate’s major field, or in cognate studies designated to increase his/her effectiveness in present or subsequent assignments.

   All degree or credit-hour requirements must be awarded by an accredited college or university (NEASC). Performance grades of “B” or better must be achieved with the exception that one (1) “C” shall be allowed.

   Vocational:  Bachelor’s Degree

•    LEVEL IV

   Academic - Master’s degree plus forty-five (45) semester credit hours.

   Work for all salary credit beyond the Master’s degree shall be taken after the Master’s Degree is obtained; and be directed toward the fulfillment of an advanced degree standing in the candidate’s major field, or in cognate studies designated to increase his/her effectiveness in present or subsequent assignments.

      All degree or credit-hour requirements must be awarded by an accredited college or university (NEASC).    Performance grades of “B” or better must be achieved with the exception that one (1) “C” shall be allowed.

      Vocational - Bachelor’s degree plus fifteen (15) semester credit hours.

4.       FILING APPLICATIONS FOR A HIGHER SALARY LEVEL:

Teachers may apply for the next level of the salary schedule by accomplishing the following:

a.        Make a plan for the courses intended to be taken.    Prior approval of courses by the Superintendent-Director is required, if the teacher is not in a formal degree program.

b.        Additional salary level application form.    Notify the Superintendent-Director prior to April 1 if the teacher plans to advance the following September. Notification must be in writing, using the form available in the Superintendent’s Office.

It is the teacher’s responsibility to have all official transcripts in support of the application on file with the Superintendent-Director prior to August 20 prior to September advancement.

5.        The District agrees to provide to the Federation a listing of new hires and their salary placement by October 1st each year.

I.        Sick Leave Buy-Back

1.        A teacher terminated from his/her position under provisions of Article VI,

paragraph L, as a result of a drop in enrollment or financial emergencies or upon his/her retirement, or upon death while employed (in which event payment will be made to the teacher’s estate) shall be entitled to a sick leave buy-back at 25% of the rate (per diem) in effect at the time of termination for all days in excess of one-hundred (100).    Eligibility for sick leave buy-back for employees retiring under MGL, Chapter 32 shall be subject to the proviso that:

a.        Written notice of such retirement is given to the School Committee on or before March 15 of the teacher’s last school year;

b.        The teacher retires at the end of said school year.

c.        A teacher may request an alternate date with the Superintendent-Director. If the Superintendent-Director deems the teacher has a pattern of sick leave abuse (ARTICLE VII, A.3. a., b., c.) the request will be denied.

The above proviso shall not apply where the retirement is occasioned by the fact that the teacher has received a notice of possible layoff.

J.        Tuition Reimbursement

All courses for which teachers plan to seek reimbursement must have the approval of the Superintendent or his/her designee.

Over the length of this three year contract a teacher may receive up to $3,400 reimbursement for undergraduate or graduate level courses at an accredited college or university.

Proof of payment must be submitted along with a grade report.

K.       Longevity

Teachers shall receive additional compensation based upon years of current, continuous service at Assabet, as of September 15, such payments to be made in the month of December following the September cutoff date, in the amounts indicated below:

Years         Amount

11-14          $700

15-20          $1435

21-27          $2310

28+             $2800

For example: In order to receive longevity compensation, you must have completed your tenth year of continuous service by September 15 of your eleventh year. Your longevity compensation will be paid the following December. In order to advance a step, you must have completed your fourteenth, twentieth or twenty-seventh year of service.

ARTICLE V,   FRINGE BENEFITS

A.      Health Insurance

1.       Health insurance shall be provided in accordance with a side letter agreement dated May 18, 2012. Any changes in health insurance carrier shall be announced to employees no later than May 1 for a July 1 start date.

2.       From July 1, 2012 through June 29, 2015 the District will pay 80% of the premium of HMO and PPO plans. Effective June 30, 2015, the District will pay 77% of the premium of HMO and PPO plans, and employees will pay the balance.

3.  The District agrees to maintain an IRS Section 125 Plan under which health insurance premium for active employees shall be paid from pre-tax dollars.

4.  A benefit schedule will be provided annually. The parties agree that non-material changes to the benefit schedule resulting from state regulation or plan revision by the insurer shall not result in a bargaining obligation or breach of this agreement. The most current HMO/PPO benefit schedule will be included in the contract as Appendix K.

5.  The School District shall pay one-half (1/2) the premium costs payable by retirees for the above-listed HMOs and PPO (individual and family plan) for teachers who elect such coverage upon retirement from Assabet Valley.    The School Committee’s vote to ratify this agreement shall be deemed to constitute a vote to accept Section 9A of MGL, Chapter 32B for teachers who make such election upon their retirement.

6.  Surviving Spouse:    The School District shall contribute one-half (1/2) of the premium or cost of surviving spouse coverage for teachers who are eligible under the terms and limitations of paragraph 5 above, and who, in fact, elect to continue health insurance coverage upon their retirement.    To this limited extent, the School Committee’s ratification of this Agreement shall constitute a vote to accept Section 9B of MGL, Chapter 32B for the teachers covered under paragraph 1 above.    Such spouses shall also be subject to the same requirements as teachers, in accordance with existing practice, concerning enrollment in a Medicare health benefits plan.

B.       Life Insurance

The Committee shall provide 100 percent of the cost of a $20,000.00 life insurance policy for each member of the bargaining unit who requests coverage in accordance with Chapter 32B of the Massachusetts General Laws.

The Committee and the Federation will investigate the possibility of:

1.        Making available additional life insurance coverage at the expense of the employee in the amounts permitted under MGL, Chapter 32B, Section 11A, and

2.        Purchasing additional life insurance coverage at no additional cost to the School Committee.

C.       Pension

The   parties   agree  that   all  provisions  of   the   Massachusetts   Teachers’  Retirement  System shall be made a part of this Agreement.

D.       Tax-Deferred Accounts Under IRS Code Section 403(b)

1.  The Committee encourages all employees of the school district to conduct financial planning for their retirement years.    All eligible employees may also make elective contributions, through payroll deduction, to a 403(b) tax-deferred account.

2.  Employees may start, stop, or adjust their contributions to their account according to rules of the plan by submitting a   Salary Reduction Agreement provided by the vendor or agent.

3.  In accordance with IRS regulations, the Committee reserves the right to limit and select the vendors with whom the District will establish a contractual agreement for services.

E.       Worker’s Compensation

Teachers shall be included under the provisions of the Massachusetts Workmen’s Compensation Act.

F.        Part-Time Teachers

The fringe benefits as stated in this Article shall be available in full to part-time teachers.

Consistent with the intent of MGL, Chapter 32B, health insurance benefits shall be made available to part-time teachers hired for positions requiring half-time or more of the full­time teaching load.

G.       Long-Term Disability Insurance

The Assabet Valley Regional Vocational School District (the “District”) and the Assabet Valley Federation of Teachers (the “Federation”) hereby agree that the District will make available to employees covered by the Collective Bargaining agreements between the

District and the Federation a policy or policies of group long-term disability insurance (the “insurance”) under the following conditions:

1.         The District will make no contribution towards the premium payments or other costs of the insurance.    The District’s willingness to enter into this Agreement is predicated on there being no cost to the District, and the insurance shall only be offered as long as the District is not going to incur any cost.

2.         This Agreement does not constitute a reopening of the existing collective bargaining agreement in any manner.

3.         This Agreement will be in effect through August 14, 2015 provided the District does not incur any cost for the insurance.    In the event that the District does or is going to incur costs, the District may terminate the Agreement without any obligations pursuant to MGL, Chapter 150E.

4.         A policy or policies to be offered will be determined by the District School Committee in conjunction with the Insurance Advisory Committee and the Federation.

H.       Flexible Spending Accounts

The District will implement Flexible Spending Accounts for all interested employees.    The accounts will be funded by employee contributions in accordance with the terms of the plan and applicable law.    The plan will be administered using an administrator of the District’s choosing.

I.        Insurance Advisory Committee: The District agrees to implement an Insurance

Advisory Committee as prescribed by M.G.L. Chapter 32B, Section 3.

ARTICLE VI, WORKING CONDITIONS

A.       Teaching Load - Teaching Programs

1.        Teachers will not be required to teach in more than two (2) department areas nor more than a total of three (3) preparations per day.

2.        Teachers shall not be required to teach outside their area of certification.    A teacher may, by mutual agreement, teach outside his area of certification.

3.        Prior to the close of school, teachers shall be notified of the contemplated subjects to be taught in the following school year.    As circumstances warrant, the teacher shall be informed in writing of changes in subjects to be taught.

4.        Basic Teaching Load:

a.        Academic Teachers:    A basic maximum of twenty (20) teaching periods; a minimum of seven (7) preparation periods, up to two (2) working periods and no more than one (1) administrative period may be assigned to academic teachers per school week.

b.        Special Needs Teachers and Special Education Consultant:    A basic maximum of thirty-five (35) combined teaching/administrative periods; a minimum of ten (10) preparation periods, thirteen (13) liaison periods and up to two (2) working period may be assigned over a two (2) week period of time.

Special Education Consultant Role: Key concepts in the implementation of the consultant model:

•  The consultant is thoroughly familiar with special education law and regulations as well as the provisions of the IEPs for students in the classes for which s/he consults.

•  The consultant is versed in instructional and assessment practices that enable students with learning disabilities to succeed in the least restrictive environment.

•  The consultant gathers, interprets and uses data to inform consultant services and to promote student progress.

•  The consultant and regular education teacher work in concert to implement accommodations and meet student needs through differentiation and best teaching practices in inclusion classes.

The consultant role includes the following:

Planning      Meet with collaborating teachers weekly to:

~ Discuss and clarify IEP accommodations

~ Review lesson plans in advance of the following week

~ Develop/select engaging activities and provide organizers and outlines to facilitate lesson delivery for maximum assimilation

~ Review assessments to develop needed modifications

~ Determine/schedule any classroom role/presentation by the consultant

Teaching

~ Provide individual or small group instruction as needed

~ Re-teach concepts/skills for review or as dictated by assessment results

~ Assist students after school in extra help sessions

~ Facilitate department utilization of instructional aide services

Reporting

~ Provide a statement of the consultation services in the course/subject for IEP meetings

~ Collect student assessment data and grades in consultation courses

The special education consultant will have liaison responsibilities for a designated number of special needs students, with first consideration being students who are monitored-only, rather than receiving co-teaching services.

c.        Vocational Teachers: A basic maximum of twenty-five (25) teaching periods; a minimum of five (5) preparation periods. A vocational lead teacher will have a basic maximum of twenty-two (22) teaching; a minimum of five (5) preparation periods of fifty-eight (58) minutes and five (5) lead teacher periods of thirty-five minutes. Vocational teachers that are out on work sites will have the first or last period off for preparation time.

d.       Academic Lead Teachers will not be assigned cafeteria, homeroom, or 7:45 a.m. duties.

5.        Preparation Periods are those periods, equal in length to a single teaching period, during which the teacher is not assigned to a regular programmed responsibility but is engaged in work relating to his/her teaching assignment. Each Academic Teacher will be guaranteed seven (7) preparation periods per teaching week with a minimum of one (1) preparation period per day. SPED Teachers will be guaranteed five (5) preparation periods per week with a minimum of one (1) preparation period per day.

6.       Administrative Periods are those periods, equal in length to a teaching period, during which the teacher is programmed for a regular activity other than teaching.

7.       Work Periods are any assignments scheduled by the Administration that are not part of scheduled teaching, preparation or administrative periods. Assignments include but are not limited to curriculum development, curriculum integration, lead teacher responsibilities, mentoring, tutoring, I.E.P. meetings and vocational resource responsibilities.

8.       Terms: The terms listed below appear frequently in educational literature and publications of the Massachusetts Department of Elementary and Secondary Education. Examples include the Curriculum Frameworks, The State Plan for Professional Development and Principles of Effective Teaching, to name a few.

    Mentor: Volunteer professional status teacher advising a teacher without professional teacher status. (This is non-evaluative in nature.)

•    Curriculum Integration (interdisciplinary) Studies: Combining two (2) subjects or content areas into a unit or project.

   Curriculum Development: The creation or review of what are expected student outcomes. This activity could involve the conversion of course outlines to student competencies and/or curriculum frameworks.

   Tutoring: In school assisting or coaching of students in curriculum (not for credit or discipline).

9.       Work Periods will be scheduled:

   Through a designated administrator’s office.

•    On a rotating basis within a department.

    Exclusive of preparation periods, administrative periods and duty assignments.

Work periods will be initiated at the request of administrators or teachers.

The scheduled teacher(s) will determine the length and content of any such project and will provide written record of the project’s contents and duration. Such records will be filed with the Academic Director.

10.      Innovative teacher teams or programs entered into voluntarily by staff may require modification in preparation time schedules stipulated in paragraphs 1 through 8 above. Such modifications shall not be considered prior practice until submitted to the collective bargaining process, but may be implemented on a trial basis until collective bargaining agreement is reached.

B.       Duty Free Lunch

Each professional shall be provided with at least a thirty (30) minute lunch period free of all duties. No teacher will be requested to perform more than one (1) lunch duty assignment per day.

C.       Marks

Rank books are provided for all teachers in order to keep accurate up-to-date evaluations of the work of each student. Ranks books are for the private use of each teacher and are not for pupil examination or scrutiny. These books should be in the teacher’s possession or locked up at all times.

Although mark books may remain in the teacher’s possession over the summer, a form indicating all term and final grades, both numerical and alphabetical, must be submitted to the Director of Pupil Personnel Services during the teachers’ summer check-out appointment.

The grade entered by the teacher shall not be changed except in extraordinary circumstances, in which instance the change shall require the majority vote of a committee composed of two (2) administrative representatives and two (2) Federation representatives.

A standing committee will exist consisting of two (2) Academic Teachers, two (2) Vocational Teachers, one (1) Guidance Department member, one elected union representative (Executive Board) and the Principal.

Recommendations of the committee will be brought forward to the Federation and the District for their consideration.

Ratified language will appear as addendums to the collective bargaining agreement and may be integrated into future versions of the agreement.

Parties recognize that more than one grading design plan may be required and modifications made that address the issues of a disparity in Technical/Academic grading systems.

D.       School Facilities

1.        Every class shall be held in a heated, lighted, ventilated classroom-all as required by the Commonwealth of Massachusetts building codes and safety laws.

2.        Mailboxes for teachers shall be provided in the Administrative Office.

3.        Teacher workrooms shall be provided.

4.        Teachers will be provided with furniture, storage space, filing cabinets and bookshelves.    The Committee and the Federation recognize that the need of one (1) teacher for these items will vary from that of another.    The Committee intends to furnish these items in the amount and as required.

5.        Facilities will be provided which allow staff members to report their absence, at times stipulated in the current addition of the Teachers’ Handbook, by telephone. Teachers are encouraged to report their intended absences on the evening before the absence.

6.        Parking facilities shall be provided for all staff members.

E.       School Supplies

1.        Teachers will be consulted in order to determine that supplies should be ordered.

2.        A sum of money, to be determined by the Committee, will be budgeted for the purchase of periodicals.

F.        Evaluation

1.        Evaluation of teachers will be conducted personally, professionally, openly and with the full knowledge of the teacher.

2.        Teachers shall be given a copy of any evaluation report.

3.        This evaluation form will be executed at least three (3) times per year for a non-tenured teacher and at least once every two (2) years for a tenured teacher.

A teacher’s request to be evaluated more times than included in the above minimum shall be carried out by the administrators.

Guidance personnel, after four (4) years of service with the school district will be evaluated at least once every two (2) years.

4.        Under no circumstances will any member of the bargaining unit be required to evaluate any other member of the bargaining unit.

5.        The Athletic Director will act as an evaluator of all athletic coaches.

6.        Ongoing Negotiations Regarding Evaluation: The Parties agree to accept the DESE Teacher Evaluation Model for the first year as stated without change. Future modifications would be made upon mutual agreement between the Federation Local 3199 and the District subject to ratification.

G.       Teacher Files

1.        Teacher files shall be defined as those files maintained by the School Committee or the Superintendent-Director for recording the work history and evaluation of employees.

2.        No material referring to teacher’s conduct, service, character or personality shall be placed in these files unless the teacher is sent a dated copy.

3.        Each teacher shall have the right to submit a written dated response to statements placed in his file within fifteen (15) days of receipt of same.    This response shall also be included in the file.

4.        Any complaint by the Committee, Superintendent-Director, administrator, parent/guardian or a student, or by any person directed towards a teacher deemed serious enough to be considered for placement in the teacher’s file, after it has been initially investigated, shall be called to the attention of the teacher before it is included in the file.

The identity of the complainant shall be made known and the teacher afforded the opportunity to respond, in writing, to refute such complaint if the complaint is deemed serious enough to be actually included in the file.    The teacher’s response shall be attached to the complaint.

5.        The District agrees to permit employees access to and copies of their personnel records within five business days in accordance with M.G.L. c. 149, §52C.

6.        Official grievances filed by any teacher under the grievance procedure as outlined in this Agreement shall not be placed in these files, nor shall such grievance become a part of any other file or record which is utilized in the promotion process, nor shall it be used in any recommendation for job placement.

H.       Training Teachers

1.        Teachers cooperating in the preparation of student or apprentice teachers shall be known as training teachers.

2.        Acceptance of trainees shall be voluntary.    Adequate advance notice of the assignment of a trainee shall be provided.

I.       Length of School Day and Year

1.        The teachers’ work year shall be one-hundred, eighty-seven (187) days beginning on the Monday before Labor Day and continuing into the month of June until the school term is completed.

2.        Included in this work year shall be one (1) day before the beginning of the pupils’ school year and not more than two (2) days after the close of the pupils’ school year.

3.        Scheduled days on which school is not in session due to inclement weather or other unforeseen circumstances shall not be counted as part of the one-hundred, eighty-seven (187) school days.

4.        It is understood and agreed that the determination of the school calendar is a function of the School Committee under MGL, Chapter 71, Section 37.

5.        The parties agree that the school calendar shall be made a part of this Agreement.

6.        The normal school day for pupils shall begin at 7:45 a.m. and shall end at

2:45 p.m. Teachers are expected to be present in the building during this period. It is understood that all members of the bargaining unit shall supervise students in the fifteen (15) minutes prior to the start of the normal school day for pupils, such supervision to occur on a rotating schedule of one (1) week every two (2) months. The amount of time that a teacher is expected to spend in the building before and after this period will be determined by the teacher’s professional obligation.

The manner in which the teacher meets these professional obligations will be a factor in his formal evaluation.

7.        The beginning and ending times of the school day may be varied by the School Committee based on substantive changes in the school bus contract.    Any such variations shall not increase the length of the teachers’ workday.    Nor shall such variations make the students’ normal school day earlier than 7:30 a.m. nor shall such day end later than 3:00 p.m.    It is further agreed that the Committee, through the administration, shall have the right to alter the beginning time of the school day in cases of inclement weather.

J.        Teacher Meetings

1.        Teachers may be required on Mondays to remain after the end of the regular school day, up to 4:00 p.m., to attend a number of departmental, school or staff meetings.    The number of meetings in a school year for regular teachers shall not exceed twenty (20) and for lead teachers shall not exceed thirty (30). (It is understood that such meetings shall be scheduled in such a way as to permit up to five (5) other Mondays per year to be available for meetings of the Federation.) Teachers will be notified of such meetings and the subject matter at least forty-eight (48) hours in advance of the meeting.    Emergency meetings may be called by the Superintendent-Director upon notification to the President of the Federation or his designees.

2.        Teachers may be required to attend three (3) evening meetings or functions each year.    Attendance at other evening meetings shall be at the discretion of the individual teachers.

K.       Assistance In Assault Cases

1.        Department Director shall report all cases of assault suffered by teachers, in connection with their employment to the Superintendent-Director.

2.        Whenever it is alleged that a teacher has assaulted a person or that a person has assaulted a teacher, the Department Director and Principal shall conduct an investigation of the incident.    The Principal shall comply with any reasonable request from the teacher for relevant information in the Committee’s possession not privileged under law concerning the person or persons involved.

3.        If criminal or civil proceedings are brought as the result of an assault involving a teacher in connection with his employment, the Committee will furnish legal counsel to defend him in such proceedings if he requests such assistance subject to the following qualifications:

a.        Need for counsel must occur during the term of the teacher’s employment contract.

b.        When the teacher is the plaintiff or defendant, the Committee will pay the cost of the counsel only if the teacher prevails.

c.        If the teacher is acting as a witness only, the Committee will not provide or pay for counsel. No deduction will be taken from the teacher’s pay for time spent acting as a witness.

L.        Termination and Recall

1.        Reduction in staff necessitated by a drop in enrollment or financial exigencies shall be handled to the extent possible, through attrition.

2.        Should a lay-off of staff become necessary, the Superintendent will exercise unilateral right to determine the department or departments in which staff reductions will take place, and the number of persons to be deleted from each department.

3.        The least senior members of the designated departments shall be the first to be laid off.

4.        Where seniority ranking of two or more employees within a department is the same, the person who, in the opinion of the Superintendent, is least qualified, shall be the first to be laid off.

5.        Any tenured employee terminated pursuant to this Article effective on or after September 1, 1985 shall have recall rights for a period of two (2) calendar years from the effective date of termination to the position from which he has been laid off.    He shall have similar recall rights to any other open position for which he is, in the opinion of the Superintendent, qualified.

6.        In the event of recall, the employee shall be placed on the salary schedule at the level he had attained at the time of termination.

7.        If a teaching position within the bargaining unit becomes open and a teacher on the recall list is certified and, in the opinion of the Superintendent, qualified to hold that position, the teacher will be notified in writing, by registered mail, sent to his last address appearing on Superintendent records prior to the anticipated date of re-appointment.    Teachers so notified must accept or reject an offered appointment in writing within fifteen (15) days of notification.    If a teacher rejects an appointment offered, or does not respond, in writing, within the fifteen

(15) day period, the teacher’s name will be removed from the reappointment list and recall rights will be forfeited.

8.        Teachers shall be recalled in the inverse order of termination to positions for which they are certified, and in the opinion of the Superintendent, qualified.

9.        Tenured teachers who hold recall rights shall be given preference on the substitute list for their certified areas if they so request in writing.

M.       Damage or Loss of Property

1.        No teacher shall be held responsible for loss, damage, or destruction of school property or student’s property when such loss, damage, or destruction is not the fault of the teacher.

2.        The Committee will reimburse teachers for loss, damage or destruction, while on duty, of personal property of a kind normally worn to or brought to the school when the teacher has not been negligent, to the extent that such loss is not covered by insurance.

A teacher shall report, in writing, all pertinent information or knowledge relating to the loss, damage or destruction of school property or student property, or of injury to a student or other person on school property or at a school-related event.    The teacher shall cooperate with school officials and investigation of such matters.

N.       Seniority

1.        The Superintendent shall prepare a seniority list, which indicates the date on which all members of the bargaining unit began service.    The Federation shall be supplied with the list by October 1st each year, which shall be kept current.

2.        Seniority is based upon length of service at the school.    Periods of time consisting of service rendered in the school district outside the bargaining unit shall not be included in determining total seniority.

Notwithstanding any other provision of this Agreement, in calculating seniority, the following periods shall not be counted:

a.   Any period between the date of termination due to layoff and the date of re-employment whether through recall or not.

b.  Any period of unpaid leave of absence equal to or in excess of one (1) year.

The above paragraph shall be effective only with respect to leaves which initially take effect on or after September 1, 1988; accordingly, said paragraph shall not be effective with respect to leaves, or extensions thereof, which began under the terms of the parties’ 1985/88 Agreement.

3.        Part-Time Teachers:    Years of Seniority Part-Time Teachers:    Years shall be prorated by the formula given below with the exception of the following:

Formula:                           No. Periods Worked

Maximum Periods In Full-Time Teaching Load

Exception:    Full-time members of the bargaining unit who are involuntarily reduced to part-time positions shall continue to accrue one (1) full year of seniority for each additional year of part-time service.

4.        Any member of the bargaining unit who voluntarily resigns from employment by the School District shall forfeit his/her place on the seniority list.

O.       Uniform Allowance

1.        A uniform allowance not to exceed $175.00 per year shall be provided for each teacher who is requested or required by the administration to wear a uniform or protective clothing.    Teacher will be required to present receipts for uniforms purchased.    The amount reimbursed is to be the exact amount of the purchase price (not to exceed $175.00).    The Committee reserves the right to determine that the replacement of an existing uniform is necessary.

2.        A reimbursement of up to $400 during this contract will be afforded to staff for prescription safety glasses/goggles when required by administration. This reimbursement does not apply to prescription eyeglasses.

P.       Off-Campus Duties

The School Committee agrees to pay his daily salary to any member of the bargaining unit, who is required by the Committee to attend conferences, institutes or other off-campus functions.    The Committee also agrees to pay for all expenses incurred by the members with regard to meals, lodgings, and/or mileage.    This shall not apply to any time spent by a member of the bargaining unit to comply with the professional improvement clause of Appendixes A, B, and C, Salary Schedule or with the professional improvement requirements mandated by the Massachusetts Division of Occupational Education.

Q.       Transporting Students

Teachers shall not be required to transport students in the teacher’s automobile.

R.       Notices and Announcements

1.        All official circulars pertaining to teachers shall be posted on a designated bulletin board in A, B, C, D, and E buildings and a copy furnished to the Federation.

2.        A Directory of Personnel for the school shall be provided to all personnel by November 1 of each year.

3.        A systematic method of circulating information shall be devised.    Use of the public address system when classes are in session shall be restricted to emergency calls.

S.       Extracurricular Activity

1.        Assignment to an extracurricular activity should be voluntary.

2.        Members of the bargaining unit who are involved in extracurricular activity positions who have received three (3) consecutive one (1) year appointments commencing September 1, 1975 shall be awarded a two (2) year contract if a fourth appointment is made.

3.        Fifth and subsequent appointments shall also be for two (2) years each.

4.        The Committee is under no obligation to re-appoint the person holding a coaching position under a previous contract.

5.        For an extracurricular activity, the Superintendent-Director will determine who is best qualified to serve the students.

The criteria to be used in the selection of the employee shall be:

a.   Technical training in sport or discipline

b.   Experience in a similar position

c.   Proven ability to lead young people

If two (2) applicants are judged to be equal under the above criteria by the Superintendent-Director, the applicant who is a member of the bargaining unit will be granted the position.

T.        Exchange Teachers

In the event the School Committee approves a program involving the exchange of teachers, the following conditions shall apply:

1.        No teacher shall be assigned to another school district involuntarily.

2.        During the period of the exchange, the salary, health insurance benefits and all benefits involving the accrual and taking of leave shall be governed by the collective bargaining Agreement between the School Committee and Local 3199.

3.        During the period of the exchange, other conditions of employment such as workload and duties shall be governed by the practice in effect at the school to which the teacher is assigned.

ARTICLE VII, LEAVE POLICIES

A.       Sick Leave

1.        Employees covered by this Agreement shall be entitled to thirteen (13) days sick leave.    Unused days may be accumulated to a maximum total of two-hundred, sixty (260) days.

2.        Deductions for excused absences beyond the allowable sick leave or for other causes shall be prorated at the rate of the annual salary for each day to be deducted.    Salaries obtained from extracurricular activities will not be included in the deduction.    However, salary for extracurricular activities will be deducted by the amount of compensation paid to another person to complete the activity.

3.        In the event of a teacher’s absence for illness in excess of the five (5) consecutive working days, the Committee may require the filing of a doctor’s certificate, or the Committee may, if it has reasonable cause to believe that there is an abuse of sick leave policy, require an examination by an independent physician, such examination to be at the Committee’s expense.    The Committee may act through a designee.

In cases where a pattern of sick-leave abuse exists, the Superintendent-Director shall counsel an employee concerning his sick-leave use.    Thereafter, if a pattern of abuse continues, the Superintendent-Director may require, as a condition of granting sick leave in future instances, that the teacher substantiate his/her claimed illness by submitting a certificate from a physician that the employee was examined and found to be ill.

A problem of sick-leave abuse shall be deemed to include the following circumstances:

a.        A pattern of taking sick days connected to the beginning or ending of weekends, holidays, or school vacation periods.

b.        A history of numerous occasions of short-term sick leave in one (1) or more years; or

c.        Repeated use of above-average amounts of sick leave, not including illnesses in excess of five (5) consecutive days.

In cases where the Superintendent-Director has reasonable grounds to suspect that the employee is incapacitated, he may require that the employee obtain an examination to determine his/her fitness for teaching.    Such examination shall be by a qualified specialist chosen by the employee; failing a timely selection by the employee, the Superintendent-Director may designate the physician.    The School Committee shall bear the cost of any examination it requires under this paragraph.

4.        Any teacher at the school excluded or removed from employment on account of tuberculosis in a communicable state shall be carried on sick leave with pay for the entire period of such exclusion or removal, but in no case more than two

(2) years, and for such further additional period as he may be entitled to under the terms of the Agreement.

5.        Each teacher shall receive notice of his accrued sick leave during the month of September.

Upon the teacher’s return, an appropriate form will be provided for completion by the teacher and the signed form returned to his/her immediate supervisor. This form will state the number of days and the reason for the absence.

6.        Sick Leave Bank:

a.       The assets of the Sick Leave Bank shall be comprised of days contributed by its members from leave assigned to them under ARTICLE VII, A. Donation to the Bank shall be a condition of membership. Any person in the unit who wishes to become a member of the Sick Leave Bank may do so by assigning one (1) of his sick-leave days to the Bank during the thirty (30) day period, which shall commence September 1 of each school year. New employees may assign one (1) sick day to the Bank during the thirty (30) calendar-day period next following the first day of employment.

Any member electing not to participate in the Sick Leave Bank will not be allowed to return as a member of the Bank for two (2) school years.

b.        Participating members who wish to draw from the Bank must make application to a Sick Leave Bank Committee which shall be composed of the following:

•     One (1) federation member from the vocational staff

•     One (1) federation member from the academic staff

•     One (1) federation member from the support staff (i.e. Guidance, Nurse)

•     One (1) administrator who shall represent the Superintendent-Director and who shall have no voting power.

Such application shall be made at least seven (7) calendar days before the anticipated withdrawal. An application blank is available for this purpose from the committee. All requests for days from the bank shall be accompanied by medical evidence indicating the requesting employee’s inability to perform his/her normal duties.

A participating employee who has been on sick leave in excess of thirty (30) consecutive school days shall receive written notice, addressed to the employee’s residence on file at the school, ten (10) school days in advance of the specified date on which his/her sick leave will be exhausted. A copy of the notice shall be given to the Federation’s president. This notice provision is intended to facilitate timely application by participating members in the Sick Leave Bank.

c.        Five (5) days after exhaustion of his sick leave, a member whose application has been approved by the committee may draw upon the Sick Leave Bank. The initial grant of days from the Sick Leave Bank by the committee shall not exceed thirty (30) days. If the need continues, re-application to the committee may be made for further grants of thirty (30) days each.

d.        No member shall be granted more than one-hundred, eighty-two (182) days of sick leave from the Bank.

e.       Any person in the bargaining unit who chooses not to participate in the Sick Leave Bank will be required to sign a release to the Federation.

f.        Members shall be eligible for benefits under the Sick Leave Bank only while employed by the Assabet Valley Regional Vocational School District.

g.        Each member of the Sick Leave Bank will deposit one (1) additional day in the Bank as of the first day of each school year. Failure to do so will cancel membership. If the accumulation of days in the Bank falls below fifty (50), all persons who wish to remain members will be required to deposit one (1) additional day. Any person who is drawing from the Bank at that time or who has used all sick leave days available to him will be exempt from depositing the additional day.

h.       Any misuse or abuse pertaining to the Sick Leave Bank that comes to the attention of the Sick Leave Bank Committee will be evaluated and, if such action seems appropriate, the committee shall terminate that individual’s membership in the Bank. All decisions of the committee relative to membership and operation of the Sick Leave Bank are final.

i.        Effective August 15, 2009, donations to the sick leave bank will be suspended. When the balance of the sick leave bank falls below 500 days, donations will be reinstated beginning in the following school year. During the suspension of donations, new staff will be automatically included in the bank without having to make a donation.

7. The School Committee reserves the right to deny sick leave benefits paid to any teacher within the twenty (20) school days immediately following a contractually defined unpaid leave.

B.       Funeral Leave

1.       A maximum of four (4) school days funeral leave without loss of pay shall be granted to teachers upon the death of anyone in their immediate family.

2.        Funeral Leave in paragraph 1 shall include the teacher’s spouse, foster parent, foster children, child, mother, father, sister, brother, father-in-law, mother-in-law, son-in-law, daughter-in-law of the teacher or any other relative living in the house.

A foster child is to be defined as a person not related by blood or legal ties but who has been directly provided parental care.

A foster parent is to be defined as a person who has provided parental care.

3.        Funeral Leave of two (2) days without loss of pay shall be allowed on the death of a grandparent, grandchild, aunt, uncle, niece, nephew, brother-in-law or sister-in-law of the teacher or the teacher’s spouse covered under paragraph 2 and not living in the teacher’s household.

4.        One (1) official designee of the Federation shall be allowed to attend the funeral of any member or retired member of the bargaining unit without loss of pay.    This leave shall not exceed one (1) day.

5.        Three days funeral leave without loss of pay, up to and including the day of the funeral, shall be granted in the case of the death of a person when a teacher is solely responsible for all the funeral arrangements of the deceased.    Evidence of responsibility is to be approved by the Superintendent-Director.

6.        The Superintendent-Director must be notified by the teacher when Funeral Leave is taken and under what provision it is requested.

C.       Personal Leave

1.        Teachers will be entitled to a total of three (3) days of absence without loss of pay.    Under ordinary circumstances, personal leave shall be granted for personal affairs requiring the presence of the employee, which cannot reasonably be conducted during non-school hours. Such typical occasions include:

a.        Business and other legal transactions, which can only   be attended to by the members during school hours.

b.        Illness in the immediate family.

c.        Graduation of a member of the immediate family.

d.        Religious days.

e.        Such emergencies which develop without prior knowledge of the teacher and which require the immediate attention of the teacher.

2.         Notification of personal leave will be made to the Superintendent-Director at least 48 hours before taking such leave (except in the case of emergencies). At no time shall this leave be used for vacations or recreation activities and does not apply to Federation or other organizational business.

3.        Leave allowed under this section does not accumulate year to year.

4.        Staff covered by this agreement will not be granted a personal leave day on a day immediately before or after a holiday, vacation period or during the first or last four (4) days of the school year.    Exceptions may be granted by the Superintendent-Director.

D.       Sabbatical Leave

Sabbatical Leave will be granted for an organized program of professional advancement to members of the Federation at the discretion of the Committee.    Such leaves are designed to improve the quality of education at Assabet Valley Regional Technical School, thus increase the benefits accruing to the pupils.    Sabbatical Leave will be subject to the following conditions.

1.        The program of professional advancement must be approved by the Superintendent-Director.

2.        The employee shall have completed at least seven consecutive full school years of employment at Assabet Valley Regional Technical School.

3.        No more than one (1) employee per school year will be granted sabbatical leave.

4.        Requests or notifications of intention for Sabbatical Leave must be received by the Committee in writing in such form as may be required by the Committee no later than one (1) month before the budget must be certified to the member communities, and action must be taken on all such requests no later than April 1, of the school year preceding the school year for which the Sabbatical Leave is requested.

5.        In the event the number of applications received exceeds one (1) employee, the application will be evaluated upon the following factors:

a.        Education value of the proposed program to Assabet Valley Regional Technical School.

b.        The quality of past performance by the employee.

c.        The length of service by the employee.

d.        In addition, the Committee may deny any request for Sabbatical Leave, in its discretion, based on reasons of economy.

6.        Upon return to employment, the teacher shall be placed on the appropriate step in the salary schedule as though such employee had not taken leave.

7.        The employee will agree in writing that upon termination of leave the teacher will return to service at Assabet Valley Regional Technical School for a period equal to twice the length of such leave and that, in default of completing such service, he will refund to the Committee an amount equal to such proportions of salary received by him while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered.

8.        Employee on Sabbatical Leave for one (1) full school year shall be paid at 65% of their regular salary for that school year provided that such payment when added to grants received does not exceed the present salary.    If the present salary is exceeded, the Committee’s participation will be reduced by an amount that will maintain the present salary.

E.       Educational Leave

1.        Professional days for the purpose of visiting other schools, attending meetings or conferences, relating to curriculum development or organizational structure will be allowed, provided a written proposal is presented to the Superintendent-Director at least five (5) days in advance.    The Superintendent-Director will approve or reject the proposal at least two (2) days in advance of the proposed leave. Proposals will be evaluated on the basis of their value to the educational program at the Assabet Valley Regional Technical School.    No more than 5% of the faculty will be absent for this purpose on any given day.    Exceptions may be approved by the Superintendent-Director.

2.        The Committee shall pay expenses incurred by the teacher such as registration fees, meals, lodging, and transportation.    A list of anticipated expenses will be included with the proposal for approval by the Superintendent-Director.

In cases where transportation, meals and lodgings have not been budgeted for in the fiscal operating budget, and the teacher still desires to attend at his personal expense, approval may be granted by the Superintendent-Director.

3.        Teachers requesting reimbursement from the Committee under this section will submit to the Superintendent-Director a voucher individually listing the expense for which reimbursement is sought.

F.        Military Leave

Military leave without pay shall be granted to any teacher who is inducted or any tenured teacher who enlists in any branch of the Armed Forces of the United States.    Upon return from such leave, a teacher shall be placed on the salary schedule at the level, which he would have achieved had he remained actively employed in the school during the period of his absence up to a maximum of four (4) years.

G.       Reserve Duty

Every person who is a member of a service 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, without loss of pay, during the time of his annual tour of duty as a member of such reserve component; provided, however, that such leave shall not exceed seventeen (17) days.    “Without loss of pay” shall mean that the teacher’s compensation for military service plus compensation under this article shall not exceed the teacher’s regular salary.    This shall apply to reserve service, which the teacher cannot postpone to summer vacation.

H.       Federation Leave

1.        A member of the bargaining unit who is elected a full-time paid officer of the American Federation of Teachers/Massachusetts shall, upon proper application, be granted an unpaid leave of absence for one (1) school year.

2.        A member of the bargaining unit who is employed to assist the Federation in discharging its duties as the exclusive bargaining representative of the teachers covered by this Agreement shall, upon proper application, be granted an unpaid leave of absence for one (1) school year.

3.        The Federation President or his representative shall be granted a maximum of three (3) days off per school year for the purpose of representing the faculty with regard to Federation business.    Upon proper application, with at least two (2) weeks advance notice; he shall be granted a leave of absence without pay.

I.       Maternity Leave

1.        Any teacher who becomes pregnant shall give the Superintendent-Director immediate notice of the pregnancy and the expected date of delivery.

2.        Any teacher shall be eligible to use accumulated sick leave for disability caused by pregnancy or childbirth and recovery there from.    The certification or statement of a doctor that such teacher is not in fit condition for service shall be necessary following an absence of six (6) or more successive school days under sick leave.

3.        Any teacher covered by MGL, Chapter 149, Section 105D who is pregnant shall, upon request, be given a maternity leave of absence without pay, for a period of up to eight (8) weeks, in accordance with the terms of said statute.

4.        Any teacher shall be eligible to use accumulated sick leave for such portion of the maternity leave of absence for which her physician certified that she was not in fit condition for service due to disability caused by pregnancy or childbirth and recovery there from.

5.        No pregnant teacher shall be permitted to work later than the date recommended by her physician.

6.        The pregnant teacher shall notify the Superintendent-Director no less than two (2) weeks before the anticipated date of departure of the day she will leave.

7.        Nothing in this section shall preclude any teacher from receiving benefits to which she is entitled by law.

8.        Any employee returning from maternity leave will be reinstated to her previous position or to a comparable position.

9.        A teacher returning from a maternity leave of absence will be returned to her previous position on the salary schedule unless a teacher served ninety (90) or more school days of the school year in which the leave was granted in which case the teacher shall be placed on the next step of the salary schedule.

Half-time teachers returning to work shall be placed in the next step of the salary schedule if they served ninety (90) or more half days, or forty-five (45) or more full school days of the school year in which the leave was granted.

J.        Child-Rearing Leave of Absence

1.        A child-rearing leave of absence of up to two (2) years without pay shall be granted to a tenured teacher eight (8) weeks following the birth or immediately following the adoption of his/her child.    Teachers are encouraged to file ninety (90) days’ notice of the date of departure, but in no event shall such notice be less than two (2) weeks except for adoptions implemented on even less notice.    All notices shall be in writing to the Superintendent-Director.    A teacher on child-rearing leave may return to active duty only at the commencement of a school year.    He/she shall notify the Superintendent-Director on or before April 1 of his/her intent to return the following September.    Failure to provide any notice shall constitute notice of intention not to return and a forfeiture of child-rearing leave rights.    Failure to return after giving notice of intention to return may result in a forfeiture of child-rearing leave rights.

2.        During a child-rearing leave of absence, no sick leave or other benefits shall

accrue provided a teacher returning to regular employment shall be re-credited with seniority accrued prior to the leave and shall be credited with seniority for the period of leave, not to exceed one (1) year, in accordance with ARTICLE VI, N.

K.       Other Leaves

1.        If a teacher attending summer school finds his assignment commencing prior to the completion of the school year he may, upon approval of the Superintendent-Director, be released to attend summer school.    The teacher’s compensation for that school year will be reduced by the following formula:

Number of Release Days                     X          Teacher’s Salary for School Year

Total Number Of School Days

2.        Tenure members of the bargaining unit shall be granted leave of absence without pay for two (2) years to serve with the Peace Corps, Vista, National Teacher Corps, or the Commonwealth Teacher Corps.

3.        A tenure member of the bargaining unit shall be granted a leave of absence without pay for two (2) years to serve as an elected official in public office.

4.        Leaves of absence may be extended by the School Committee.

5.        All benefits to which a teacher was entitled at the time leave of absence commenced shall be restored to him upon his return.    A teacher on leave of absence may return to active duty only at the commencement of the school year. The teacher shall notify the Superintendent-Director on or before April 1 of his intent to return the following September.

6.        A teacher who marries shall be granted two (2) weeks leave of absence without pay.

L.        Unpaid Leave

The School Committee reserves the right to deny any request for unpaid leave status or to rescind any established unpaid leave status before unpaid leave commences, if the teacher applicant draws paid sick leave benefits during the twenty (20) school days preceding the beginning of the leave.

M.       Part-Time Teachers

1.        Part-Time Teachers

Each leave day shall be reduced in proportion to the days the teacher works in a part time capacity. Example: Teacher employed for half day (.50 teaching load);    Sick leave accrued in one (1) year is thirteen (13) half days (1/2).

2.       Full-Time Teachers Who Work Part of a Year

a. Full-time teachers who do not work a full year, for example, because they retire or end employment during the year or are hired after the start of the school year, will have their leave days pro-rated as indicated below. (This will not be applied in the case of unforeseen medical leaves.)

b. The calendar will be divided into three segments as indicated below. Teachers employed during a particular segment of the year will accrue 4 1/3 sick days and one (1) personal day. The segments are: Start of school to November 30; December 1 to February 29; March 1 to the end of school.

c. An employee may appeal to the Superintendent in any situation where this proration would work a hardship, and the Superintendent shall have the discretion to modify the effect of this provision.

N.       Jury Duty Leave

All teachers required to serve on Jury Duty shall promptly notify their immediate administrator by providing a copy of the notification received and in so doing the teacher shall be granted leave to serve without loss of pay.    Jury Duty Leave beyond one (1) day shall require verification of dates and compensation received, if any, from the courts. Compensation received from the courts in excess of $25.00/day shall be deducted from compensation to be received from this School District.

ARTICLE VIII, TRANSFERS, VACANCIES/PROMOTIONS

A.       Transfer

1.        Requests for transfers shall be submitted in writing to the Superintendent-Director of the school and renewed annually.

2.        If the transfer is one that normally would not become effective until the beginning of the school year, the request must be filed prior to March 15 of the preceding school year.

3.        Notices of transfer shall be given to a teacher as soon as possible following the granting of a teacher’s request.

4.        The School Committee reserves the right to make involuntary transfers when such transfers will serve the best interest of the school.

5.        Any involuntary transfer shall be made only after a meeting between the teacher involved and the Superintendent-Director, at which time the teacher shall be notified of the reason of the transfer.    In the event that a teacher objects to the transfer, the Federation shall be notified and the Superintendent-Director will meet with the Federation representative to discuss the transfer.

6.        The term “transfer” shall include all changes between areas of teacher certification.

7.        Where all other factors are equal, seniority based on consecutive years of experience with the department will be given consideration.

B.       Promotions/Vacancies

1.        Whenever a vacancy occurs in either a full-or part-time position which may be filled by certified staff, or when a new position is created, a notice of the vacancy, together with a job description of duties required and the pay rate which will apply shall be posted upon the bulletin boards of the faculty lounges for a period of at least ten (10) school days and shall be emailed to all staff members.    One (1) copy shall also be emailed to the President of the recognized local teachers’ organization.

2.        Applications will be received from the personnel who believe themselves qualified by reason of experience, training, capacity, and general ability to execute proficiently all the demands of the position.

3.        In considering candidates for a position, where factors specified in paragraphs 1 and 2 above are the same among a number of candidates, seniority at the school shall be given consideration.

4.        Such applications shall be in writing and shall set forth the basis on which the applicant solicits consideration.

5.        Vacancies shall be filled by an applicant within the school if, in the opinion of the School Committee, his/her educational qualifications and experience are equal to or exceed those of the other applicants.

6.        For vacancies that occur during summer months, staff will be notified of openings via electronic means which may include, but not be limited to, school email addresses or telecommunications.

7.        In the event the Superintendent decides not to appoint any specific Federation member to a vacancy, he/she shall be entitled to written notification regarding the reason for such decision if this is requested.

The Superintendent’s decision not to appoint a specific teacher to a vacancy shall not be subject to the grievance procedure.

C.       Other Job Openings

1.        Excluding summer vacations, whenever a vacancy occurs in either a full-or part-time position which may be filled by certified staff, or when a new position is created, a notice of the vacancy, together with a job description of duties required and the pay rate which will apply shall be posted upon the bulletin boards of the faculty lounges for a period of at least ten (10) school days and shall be emailed to all staff members.    One (1) copy shall be sent to the President of the recognized local teachers’ organization.    During the summer vacation period, notice of a vacancy will be mailed to all Federation members.

2.        Applications will be received from the personnel who believe themselves qualified by reason of experience, training, capacity, and general ability to execute proficiently all the demands of the position.

3.        Such application shall be in writing and shall set forth the basis on which the applicant solicits consideration.

4.        For vacancies that occur during summer months, staff will be notified of openings via electronic means which may include, but not be limited to, school email addresses or telecommunications.

5.        For positions in summer programs, evening, afternoon, and federal programs regularly appointed teachers at the school who possess the necessary qualifications will be given first consideration.

ARTICLE IX, GRIEVANCE PROCEDURE

A.       Definition

1.        A grievance shall mean only a complaint by an employee, the Federation or the Committee that there has been a violation, misinterpretation, or inequitable application of any of the provisions of this Agreement.

2.        As used in this article, the term employee shall mean either an individual employee or a group of employees having the same grievance.

3.        The Federation may initiate and process a grievance under the following procedure, acting in place of the employee.

B.       Adjustment of Grievance

1.        Level 1 - Department Director

a.        An employee may present a grievance to his Department Director within fifteen (15) school days following knowledge by the grievant of the act or condition, which is the basis of his complaint, unless the grievant has a valid excuse for later filing.

b.        The employee and the Department Director shall first confer on the grievance with a view to arriving at a mutually satisfactory resolution of the complaint.    At the conference, the employee may be represented by the appropriate Federation representative; but where the employee is represented he must be present.    Whenever a grievance is presented to the Department Director by the teacher personally, the Department Director shall give the Federation representative the opportunity to be present and state the views of the Federation.

c.        Department Director shall communicate his decision in writing to the aggrieved employee and to the Federation representative who participated within five (5) school days after receiving the complaint.

2.        Level 2 - Superintendent-Director/Principal

a.        If the grievance is not resolved at Level 1, the aggrieved employee may appeal the decision at Level 1 to the Superintendent-Director/Principal within ten (10) school days after the decision of the appropriate superior has been delivered.    The appeal shall be in writing, shall set forth specifically the reasons for the appeal, and shall be accompanied by a copy of the decision at Level 1.

b.        The Superintendent-Director/Principal or his designated representative shall meet and confer with the aggrieved employee with a view to arriving at a mutually satisfactory resolution of the complaint.    The aggrieved employee and the appropriate Federation representative shall be given at least two (2) school days notice of the conference and an opportunity to be heard.

c.        Notice of the conference shall also be given to the Department Director. The Department Director and any appropriate superior may be present at the conference and state their views.

d.        When the employee is not represented by the Federation at this level, the Superintendent-Director/Principal shall furnish the Federation with a copy of the appeal from Level 1, together with notice of the date of the conference. In such cases, the Federation may be present and state its views.

e.        The Superintendent-Director/Principal shall communicate his decision in writing, together with the supporting reasons, to the aggrieved employee and to any Federation representative who participated at this level, within ten (10) school days after receiving the appeal.

f.         The Department Director and any appropriate superior shall also receive a copy of any decision at this level.

3.        Level 3 - School Committee

a.        If the grievance is not resolved at Level 2, the aggrieved employee may appeal the decision at Level 2 to the School Committee within ten (10) school days after the decision of the Superintendent-Director has been delivered.    The appeal shall be in writing, shall set forth specifically the reasons for the appeal, and shall be accompanied by a copy of the appeal and the decisions at Level 2.

b.        The School Committee shall meet with the aggrieved employee with a view to attaining mutual resolution of the complaint.    The aggrieved employee and the appropriate Federation representative shall be given at least two (2) school days’ notice of the conference and an opportunity to be heard.

c.        Notice of the conference shall also be given to the Superintendent-Director, Department Director or any other appropriate superior.    The above-named parties may be present at the conference and state their views.

d.        When the employee is not represented by the Federation at this level, the School Committee shall furnish the Federation with a copy of the appeal from Level 2, together with notice of the date of the conference.    In such cases, the Federation may be present and state its views.

e.        The School Committee shall communicate its decision in writing, together with the supporting reasons to the aggrieved employee and to any Federation representative who participated at this level, within fifteen (15) school days after receiving the appeal.

f.         The Superintendent-Director, any other appropriate superior, and the Department Director shall also receive a copy of any decision at this level.

4.        Special Procedures for Grievances Relating to Salary and Leave Matters:

a.        Any grievance based on a complaint that the employee has been placed on

the wrong salary schedule, or step, or that he has been improperly denied an increment, or that his salary has been miscalculated or that the person’s absence reduction was improperly calculated, shall be filed directly with the Superintendent-Director and shall next be appealed to the School Committee.    In such cases the provisions of the general procedures relating to Level 2 shall apply to the presentation and adjustment of the grievance at the level of the Superintendent-Director except that:

1)       The grievance shall be filed within fifteen (15) school days following knowledge by the grievant of the act or condition, which is the basis of the complaint, unless the grievant has a valid excuse for later filing.

2)       The employee need not be present at the conference.

The provisions of the general procedure relating to Level 2 and 3 shall apply to any appeal to the School Committee from the decision of the Superintendent-Director.

5.        Time Limits

a.        The time limits in this article may be extended by a mutual agreement.

b.        Failure at any level of the Grievance Procedure to appeal within the specific time limits shall be considered acceptance by the employee of the decision rendered.

c.        Failure at any level of the Grievance Procedure to communicate a decision within the specified time limits shall permit the employee to proceed to the next level.

6.        Committee Grievance

a.        The Committee, if it has a grievance as defined in ARTICLE IX, A.1. above, shall initiate the grievance by filing with the President of the Federation a written statement of the complaint with fifteen (15) school days of the act or condition, which is the basis of complaint, unless the Committee has a valid excuse for later filing.

b.        Within ten (10) school days thereafter said statement shall be reviewed jointly by representatives of the Federation and the School Committee with a view to arriving at a mutually satisfactory resolution of the complaint.

c.        If the grievance is not resolved to the satisfaction of the Committee, said Committee shall then within ten (10) days notify the Federation in writing if it intends to file for arbitration under provisions of ARTICLE X, ARBITRATION.

ARTICLE X, ARBITRATION

A grievance dispute, which was not resolved at the level of the School Committee under the Grievance Procedure may be submitted by the Federation or the Committee by filing a request for arbitration with the other party and the American Arbitration Association.    The notice shall be filed within ten (10) school days after receipt of the decision at the last step of the grievance procedure.    The voluntary labor arbitration rules of the American Arbitration Association shall apply to the proceeding.

The arbitrator shall issue his decision no later than thirty (30) days from the date of the close of the hearings, or if oral hearings have been waived, then from the date of transmitting the final statements and proofs to the arbitrator.    The decision shall be in writing and shall set forth the arbitrator’s opinion and conclusion on the issues submitted.    The decision of the arbitrator, if made in accordance with his jurisdiction and authority under this Agreement and law will be accepted as final by the parties to the dispute and both will abide by it subject to MGL, Chapter 150C, Section 11.    The arbitrator’s fee will be shared equally by the parties to the dispute.

The Committee agrees that it will apply to all substantially similar situations, the decision of an arbitrator sustaining a grievance, and the Federation agrees that it will not bring or continue, and that it will not represent any employee in any grievance which is substantially similar to a grievance denied by the decision of an arbitrator.

ARTICLE XI, SPECIAL SERVICES

A.       Guidance Counselors

1.        Each counselor shall be provided suitable office space and a telephone to carry out his duties.

2.        After-school conferences with Guidance Counselors shall be by appointment.

3.        All Guidance Counselors shall be expected to participate in three (3) evening meetings per year, scheduled by the school.    In addition, there are two (2) other meetings per year, which will be covered by two (2) Guidance Counselors each on an equitable basis.    Attendance at evening meetings other than as required in the above two (2) sentences shall be on a voluntary basis.

4.        Compensation for a Guidance Counselor shall be determined by computing his appropriate step on the Academic Teachers’ Salary Schedule.

5.        Guidance Counselors who work beyond individual agreed contract period shall be compensated on a prorated basis.

6.        The Guidance Office shall be operational and staffed by a Counselor between 7:45 a.m. and 3:45 p.m. for the day school program.    Counselors are to carry out their professional responsibilities and be available for appointments during these hours.    The amount of time that a Counselor is expected to spend in the building will be determined by the Counselor’s professional obligation.    The manner in which the Counselor meets his professional obligation will be a factor in his formal evaluation.

B.       Library/Media Specialist

1.        The duties of the library/media specialist shall be defined.

2.        Clerical assistance shall be provided for the library/media specialist.

ARTICLE XII, ACADEMIC FREEDOM:    PROFESSIONAL ACTIVITY

A.       Academic Freedom

1.        Each teacher is entitled to freedom of discussion within the classroom on all matters, which are relevant to the subject under study, and within the area of professional competence.

2.        When the teacher speaks or writes as a citizen, he shall be free from administrative censorship, discipline, and/or intimidation.

3.        The private and personal life of a teacher is not within the appropriate control of the Committee.

B.       In-Service Training

1.        A diversified program of in-service training shall be provided.

2.        The Committee will provide in-service training programs necessitated by curriculum changes or the changing needs of the School District.

3.        Whenever an in-service course or program is provided, all members of the bargaining unit shall be allowed to avail themselves of this course or program.

4.        Whenever in-service courses are offered with the stipulation that one (1) degree credit shall be granted to those members successfully completing said course, no less than three (3) such courses shall be offered during any three (3) year period in which a member is required to obtain three (3) degree credits.

ARTICLE XIII, FEDERATION PRIVILEGES & RESPONSIBILITIES

A.       Consultation

Effective September 1974, a committee of Federation representatives shall meet with the Superintendent-Director quarterly to discuss matters relating to the welfare of the school. Both parties shall submit items for the agenda.    There shall be a mutual effort to make these sessions meaningful and advantageous to the school.

B.       Information

The Committee and the Federation shall make available to each other, upon reasonable request, information relevant or necessary for the proper enforcement of this Agreement.

C.       School Committee Meetings

A copy of the public agenda of all School Committee meetings shall be made available to the designated Federation representative to the Committee meetings, at least twenty-four (24) hours prior to the meetings.    The Federation representative shall be advised as soon as possible of all special public meetings of the School Committee.

D.       Existing Laws and Regulations Preserved

1.        The rights and benefits of persons provided herein are in addition to those provided by State or Federal Law, rule or regulation, including without limitation all applicable tenure, pension, or education laws and regulations.

2.        The School Committee and the Federation shall carry out the commitments contained herein and give them full force and effect as School Committee policy. The Committee shall amend its regulations and take such other action as may be necessary in order to give full force and effect to the provisions of the Agreement.

E.       Protection of Individual and Groups Rights

1.        Nothing contained herein shall be construed to prevent any person from informally discussing any dispute.

2.        Nothing contained herein shall be construed to permit any parties other than the Federation, the School Administration, and the School Committee to participate in the process of a formal grievance.

F.        Printing of Agreement

The Committee agrees to pay the cost of printing the copies of the Agreement in booklet form and to distribute copies of the Agreement to each member of the bargaining unit presently employed by the Committee and to each new member hired during the duration of this Agreement.

G.       Federation Activity at the School Level

1.        Before the opening of and after the close of school on school days, the Federation shall have the right to use designated areas in school buildings for meetings of teachers, provided there is no interference with any scheduled school activities. The use of such designated areas shall be arranged with the Director of Business Operations.

2.        As the exclusive representative of Unit A members under MGL, Chapter 150E, the Federation shall be the only employee organization accorded the right to place union-related materials in the mailboxes of teachers.

3.        The Federation shall be provided a clearly designated Federation bulletin board for the purpose of posting Federation related notices and other materials. Such space shall be provided in the building and the School District Office for the exclusive use of the Federation.

H.       Dues Check-Off

An employee, who wishes to have the Committee deduct the regular Federation dues from his pay for transmittal to the Federation, shall execute an authorization card to be furnished by the Federation.    Subject to revocation as permitted by law, such authorizations shall be valid for the term of this Agreement.

I.        Agency Service Fee

1.        As a condition of employment, members of the bargaining unit who are not members of the Assabet Valley Federation of Teachers, Local 3199, AFT, AFL-CIO, shall pay to the Assabet Valley Federation of Teachers an Agency Service Fee. Such fee shall be a percentage of union dues and will represent that portion of union dues which is commensurate with the cost of collective bargaining and contract administration.    This provision is subject to any rules and regulations of the Massachusetts Labor Relations Commission.

2.        This provision shall be effective thirty (30) days after the collective bargaining agreement is fully executed by the parties.    For employees hired after that date, this provision shall be effective after the employee has served the District for thirty (30) school days.

3.        The Federation shall hold the School District harmless of any liability, and indemnify the School District for all costs, fees and expenses, incurred in the enforcement of this provision against any bargaining unit member who fails or refuses to pay the agency fee.

J.        Resolution of Differences

The Federation and the Committee agree that differences between the parties shall be settled by peaceful means as provided within this Agreement.

The Federation shall for the term of this Agreement not engage in, instigate or condone any strike, work stoppage, or any concerted refusal to perform normal work duties.

ARTICLE XIV, HANDLING OF NEW ISSUES

Matters of collective bargaining import, not covered by this Agreement may, during the life of the Agreement, be handled in the following manner:

By the Committee:

With respect to matters not covered by this Agreement, which are proper subjects for collective bargaining, the Committee agrees they will make no changes without prior consultation and negotiation with the Federation.

By the Federation:

In any matter not covered in this Agreement, which is a proper subject for collective bargaining, the Federation may raise issue with the Committee for consultation and negotiation.

Being a mutual Agreement, this instrument may be amended at any time by mutual consent.

ARTICLE XV, SAVING CLAUSE

If any provision of this Agreement is or shall at any time be contrary to law, then such provision shall not be applicable or performed or enforced except to the extent permitted by law and substitute action shall be subject to appropriate consultation and negotiation with the Federation.

In the event that any provision of this Agreement is or shall be contrary to law, all other provisions of this Agreement shall continue in effect.

ARTICLE XVI, DURATION

This Agreement and each of its provisions shall be in effect as of August 15, 2012, except as expressly provided otherwise, and shall continue in full force and effect to and including August 14, 2015 and shall automatically renew itself for successive terms of one (1) year each, unless by September 2 next prior to the expiration of the contract year involved, either the Committee or the Federation shall have given written notice of its desire to modify or terminate this contract.

APPENDIX

APPENDIX A:    TEACHERS’ SALARIES (FY13) 187 Days

STEP

LEVEL I

LEVEL II

LEVEL III

LEVEL IV

1

$ 41,057

$ 44,405

$ 47,767

$ 49,448

2

$ 43,740

$ 47,084

$ 50,460

$ 52,149

3

$ 46,598

$ 49,936

$ 53,271

$ 54,936

4

$ 49,458

$ 52,790

$ 56,107

$ 57,765

5

$ 52,324

$ 55,639

$ 58,934

$ 60,582

6

$ 55,189

$ 58,489

$ 61,781

$ 63,427

7

$ 58,056

$ 61,342

$ 64,665

$ 66,328

8

$ 60,928

$ 64,191

$ 67,425

$ 69,043

9

$ 63,794

$ 67,057

$ 70,291

$ 71,909

10

$ 66,661

$ 69,887

$ 73,125

$ 74,745

11

$ 69,526

$ 72,746

$ 75,961

$ 77,570

12

$ 72,076

$ 75,296

$ 78,511

$ 80,120

 

BACHELOR’S

MASTER’S

 

 

 

SHOP

60 CREDIT

MASTER’S +30

MASTER’S +45

 

CERTIFIED

ASSOCIATE’S

BACHELOR’S

BACHELOR’S +15

Shop Teachers – Deduct six years from trade experience in order to determine step on schedule. Thereafter, conditions as above apply.

APPENDIX B:    TEACHERS’ SALARIES (FY 2014)

STEP

LEVEL I

LEVEL II

LEVEL III

LEVEL IV

1

$            41,981

$            45,404

$            48,841

$            50,560

2

$            44,724

$            48,144

$            51,596

$            53,322

3

$            47,646

$            51,060

$            54,469

$            56,172

4

$            50,571

$            53,978

$            57,370

$            59,064

5

$            53,501

$            56,891

$            60,260

$            61,945

6

$            56,431

$            59,805

$            63,171

$            64,854

7

$            59,363

$            62,722

$            66,120

$            67,820

8

$            62,299

$            65,635

$            68,942

$            70,596

9

$            65,229

$            68,566

$            71,873

$            73,527

10

$            68,161

$            71,460

$            74,770

$            76,426

11

$            71,091

$            74,383

$            77,671

$            79,315

12

$            73,698

$            76,991

$            80,278

$            81,923

 

 

 

 

 

 

BACHELOR’S SHOP CERTIFIED

MASTER’S 60 CREDIT ASSOCIATE’S

MASTER’S +30 BACHELOR’S

MASTER’S +45 BACHELOR’S +15

Shop Teachers – Deduct six years from trade experience in order to determine step on schedule. Thereafter, conditions as above apply.

APPENDIX C:    TEACHERS’ SALARIES (FY 2015)

STEP

LEVEL I

LEVEL II

LEVEL III

LEVEL IV

1

$            42,925

$            46,425

$            49,940

$            51,698

2

$            45,730

$            49,227

$            52,757

$            54,522

3

$            48,718

$            52,209

$            55,695

$            57,436

4

$            51,708

$            55,192

$            58,660

$            60,393

5

$            54,705

$            58,171

$            61,615

$            63,339

6

$            57,701

$            61,150

$            64,593

$            66,313

7

$            60,698

$            64,133

$            67,608

$            69,346

8

$            63,700

$            67,112

$            70,493

$            72,185

9

$            66,697

$            70,108

$            73,490

$            75,181

10

$            69,695

$            73,068

$            76,452

$            78,146

11

$            72,690

$            76,057

$            79,418

$            81,100

12

$            75,356

$            78,723

$            82,084

$            83,766

 

 

 

 

 

 

BACHELOR’S SHOP CERTIFIED

MASTER’S 60 CREDIT ASSOCIATE’S

MASTER’S +30 BACHELOR’S

MASTER’S +45 BACHELOR’S +15

Shop Teachers – Deduct six years from trade experience in order to determine step on schedule. Thereafter, conditions as above apply.

APPENDIX D:    EXTRACURRICULAR ACTIVITIES (ATHLETICS)

 

1.02

 

FY2013

 

1.0225

 

FY2014

 

1.0225

 

FY2015

 

COACHES

YEARS

YEARS

YEARS

OVER SIX

YEARS

YEARS

YEARS

OVER SIX

YEARS

YEARS

YEARS

OVER SIX

 

1 & 2

3 & 4

5 & 6

YEARS

1 & 2

3 & 4

5 & 6

YEARS

1 & 2

3 & 4

5 & 6

YEARS

Athletic Director

$10,547

$11,868

$12,409

$12,782

$10,785

$12,135

$12,688

$13,070

$11,027

$12,408

$12,973

$13,364

Baseball Head

$4,372

$4,809

$5,102

$5,254

$4,470

$4,918

$5,217

$5,372

$4,571

$5,028

$5,334

$5,493

Baseball Assistant

$3,031

$3,405

$3,708

$3,818

$3,099

$3,482

$3,791

$3,904

$3,169

$3,560

$3,877

$3,992

Basketball Head

$4,591

$5,102

$5,466

$5,630

$4,695

$5,217

$5,589

$5,757

$4,800

$5,334

$5,715

$5,886

Basketball Assistant

$3,389

$3,805

$4,109

$4,232

$3,465

$3,891

$4,201

$4,327

$3,543

$3,978

$4,296

$4,424

Cheerleader Head

$3,847

$4,039

$4,343

$4,448

$3,933

$4,130

$4,441

$4,548

$4,022

$4,222

$4,541

$4,650

Cheerleader Assistant

$2,400

$2,620

$2,930

$2,999

$2,454

$2,679

$2,996

$3,066

$2,509

$2,740

$3,063

$3,135

Cross Country

$4,372

$4,809

$5,102

$5,254

$4,470

$4,918

$5,217

$5,372

$4,571

$5,028

$5,334

$5,493

Field Hockey Head

$4,372

$4,809

$5,102

$5,254

$4,470

$4,918

$5,217

$5,372

$4,571

$5,028

$5,334

$5,493

Field Hockey Assistant

$3,031

$3,405

$3,708

$3,818

$3,099

$3,482

$3,791

$3,904

$3,169

$3,560

$3,877

$3,992

Football Head

$6,705

$7,578

$7,871

$8,107

$6,856

$7,749

$8,048

$8,289

$7,011

$7,923

$8,229

$8,476

Football Assistant

$4,096

$4,604

$4,911

$5,060

$4,188

$4,708

$5,022

$5,173

$4,282

$4,814

$5,135

$5,290

Golf

$3,624

$3,998

$4,301

$4,411

$3,705

$4,088

$4,397

$4,510

$3,789

$4,180

$4,496

$4,612

Golf Assistant

$2,500

$2,839

$3,140

$3,220

$2,556

$2,903

$3,210

$3,293

$2,614

$2,968

$3,282

$3,367

Ice Hockey Head

$6,121

$6,705

$6,996

$7,206

$6,259

$6,856

$7,153

$7,368

$6,399

$7,011

$7,314

$7,534

Ice Hockey Assistant

$3,825

$4,243

$4,665

$4,805

$3,911

$4,338

$4,770

$4,913

$3,999

$4,436

$4,877

$5,023

Lacrosse Head

$4,372

$4,809

$5,102

$5,254

$4,470

$4,918

$5,217

$5,372

$4,571

$5,028

$5,334

$5,493

Lacrosse Assistant

$3,031

$3,405

$3,708

$3,818

$3,099

$3,482

$3,791

$3,904

$3,169

$3,560

$3,877

$3,992

Soccer Head

$4,372

$4,809

$5,102

$5,254

$4,470

$4,918

$5,217

$5,372

$4,571

$5,028

$5,334

$5,493

Soccer Assistant

$3,031

$3,405

$3,708

$3,818

$3,099

$3,482

$3,791

$3,904

$3,169

$3,560

$3,877

$3,992

Softball Head

$4,372

$4,809

$5,102

$5,254

$4,470

$4,918

$5,217

$5,372

$4,571

$5,028

$5,334

$5,493

Softball Assistant

$3,031

$3,405

$3,708

$3,818

$3,099

$3,482

$3,791

$3,904

$3,169

$3,560

$3,877

$3,992

Tennis

$3,031

$3,405

$3,708

$3,818

$3,099

$3,482

$3,791

$3,904

$3,169

$3,560

$3,877

$3,992

Track Head

$4,372

$4,809

$5,102

$5,254

$4,470

$4,918

$5,217

$5,372

$4,571

$5,028

$5,334

$5,493

Track Assistant

$3,031

$3,405

$3,708

$3,818

$3,099

$3,482

$3,791

$3,904

$3,169

$3,560

$3,877

$3,992

Volleyball

$4,372

$4,809

$5,102

$5,254

$4,470

$4,918

$5,217

$5,372

$4,571

$5,028

$5,334

$5,493

Volleyball Assistant

$3,030

$3,406

$3,708

$3,818

$3,099

$3,482

$3,791

$3,904

$3,168

$3,561

$3,876

$3,992

Weightlifting - Intramural

 

$

993

 

 

$1

,015

 

 

$1,

038

 

Wrestling

$3,625

$4,083

$4,425

$4,558

$3,706

$4,174

$4,525

$4,661

$3,790

$4,268

$4,627

$4,765

~ Parties agree that years for the purposes of the pay scale shall continue to mean years in the position, but for the purposes of the longevity payment, years in the sport shall be the appropriate measure.

~ Ten years of service and above, coaches will receive $700 longevity.

~ It is agreed that the parties will update the current list of extracurricular activities by May 1 of each year and    that the updated list shall be ratified by both the    District Committee and the Federation and that this amendment to the Agreement shall be submitted to the Massachusetts Teacher Contributor Retirement    Board to insure that the Bargaining Unit Member receives the appropriate credit for his/her retirement benefits.

APPENDIX E:    EXTRACURRICULAR ACTIVITIES (ADVISORS)

Years are defined as years of service in the specific position at Assabet Valley Regional Technical High School.

 

 

FY-2013

 

 

FY-2014

 

 

FY-20

15

 

1.02

 

 

1.0225

 

 

1.0225

 

 

ADVISORS

Years

Years

Years

Years

Years

Years

Years

Years

Years

 

1,2,3

4 & 5

6 & Up

1,2,3

4 & 5

6 & Up

1,2,3

4 & 5

6 & Up

All Class Yearbook

3,694

4,002

4,308

3,777

4,092

4,405

3,862

4,184

4,504

Drama

2,775

3,411

3,690

2,837

3,488

3,773

2,901

3,567

3,858

Music

2,654

2,935

3,241

2,713

3,001

3,314

2,774

3,068

3,388

Drug

2,261

2,546

2,824

2,312

2,603

2,888

2,364

2,662

2,953

Senior

2,102

2,368

2,643

2,150

2,421

2,702

2,198

2,476

2,763

Senior/Junior

2,102

2,368

2,643

2,150

2,421

2,702

2,198

2,476

2,763

Junior

2,102

2,368

2,643

2,150

2,421

2,702

2,198

2,476

2,763

Yearbook

2,102

2,368

2,643

2,150

2,421

2,702

2,198

2,476

2,763

Skills USA

1,780

2,006

2,279

1,820

2,051

2,330

1,861

2,098

2,383

Student Advisory

1,780

2,006

2,279

1,820

2,051

2,330

1,861

2,098

2,383

Sophomore

1,616

1,820

2,096

1,653

1,861

2,144

1,690

1,903

2,192

Sophomore/Freshman

1,616

1,820

2,096

1,653

1,861

2,144

1,690

1,903

2,192

Freshman

1,616

1,820

2,096

1,653

1,861

2,144

1,690

1,903

2,192

Post-Secondary

1,616

1,820

2,096

1,653

1,861

2,144

1,690

1,903

2,192

Alumni Advisor

1,616

1,820

2,096

1,653

1,861

2,144

1,690

1,903

2,192

Newspaper

1,455

1,639

1,915

1,488

1,676

1,958

1,521

1,714

2,002

Safety Committee

1,455

1,639

1,915

1,488

1,676

1,958

1,521

1,714

2,002

Math Club

1,455

1,639

1,915

1,488

1,676

1,958

1,521

1,714

2,002

Media Club

1,455

1,639

1,915

1,488

1,676

1,958

1,521

1,714

2,002

Art Club Advisor

918

1,032

1,307

939

1,055

1,336

960

1,079

1,366

Game Club

918

1,032

1,307

939

1,055

1,336

960

1,079

1,366

Business Prof. of America

918

1,032

1,307

939

1,055

1,336

960

1,079

1,366

Teens Org. Against Drugs (TOADS)

918

1,032

1,307

939

1,055

1,336

960

1,079

1,366

National Honor Society

918

1,032

1,307

939

1,055

1,336

960

1,079

1,366

Peace Builders/Peer Leader

918

1,032

1,307

939

1,055

1,336

960

1,079

1,366

SADD

918

1,032

1,307

939

1,055

1,336

960

1,079

1,366

Literary Writing

809

909

1,185

827

930

1,211

845

951

1,238

Culture Club

654

734

925

669

750

945

684

767

967

Tolerance-Acceptance-Diversity (TAD)

533

597

753

545

611

770

557

624

787

It is agreed that the parties will update the current list of extracurricular activities by May 1 of each year and that the updated list shall be ratified by both the District Committee and the Federation and that this amendment to the Agreement shall be submitted to the Massachusetts Teacher Contributor Retirement Board to insure that the Bargaining Unit Member receives the appropriate credit for his/her retirement benefits. Please note:    Any extracurricular position not listed above will not be counted towards your Massachusetts Teacher's State Retirement. The parties agree that a joint committee shall be formed to review advisor compensation and make recommendations to the parties. The existing positions of Art Club Advisor and Weightlifting Coach will be reflected in the contract at their current rates of pay.

APPENDIX F:    EXTRACURRICULAR SALARIES (TEACHERS: PER DIEM)

FY13 PER DIEM

STEP

LEVEL I

LEVEL II

LEVEL III

LEVEL IV

1

$ 219.56

$ 237.46

$ 255.44

$ 264.43

2

$ 233.90

$ 251.79

$ 269.84

$ 278.87

3

$ 249.19

$ 267.04

$ 284.87

$ 293.78

4

$ 264.48

$ 282.30

$ 300.04

$ 308.90

5

$ 279.81

$ 297.53

$ 315.16

$ 323.97

6

$ 295.13

$ 312.78

$ 330.38

$ 339.18

7

$ 310.46

$ 328.03

$ 345.80

$ 354.70

8

$ 325.82

$ 343.27

$ 360.56

$ 369.21

9

$ 341.14

$ 358.59

$ 375.89

$ 384.54

10

$ 356.48

$ 373.73

$ 391.04

$ 399.70

11 12

$ 371.80

$ 389.02

$ 406.21

$ 414.81

 

$ 385.43

$ 404.82

$ 419.85

$ 428.45

FY14 PER DIEM

STEP

LEVEL I

LEVEL II

LEVEL III

LEVEL IV

1

$ 224.50

$ 242.80

$ 261.18

$ 270.37

2

$ 239.17

$ 257.45

$ 275.91

$ 285.15

3

$ 254.79

$ 273.05

$ 291.28

$ 300.39

4

$ 270.43

$ 288.65

$ 306.79

$ 315.85

5

$ 286.10

$ 304.23

$ 322.25

$ 331.26

6

$ 301.77

$ 319.81

$ 337.81

$ 346.81

7

$ 317.45

$ 335.41

$ 353.58

$ 362.68

8

$ 333.15

$ 350.99

$ 368.67

$ 377.52

9

$ 348.82

$ 366.66

$ 384.35

$ 393.19

10

$ 364.50

$ 382.14

$ 399.84

$ 408.70

11

$ 380.16

$ 397.77

$ 415.35

$ 424.15

12

$ 394.11

$ 413.93

$ 429.29

$ 438.09

FY15 PER DIEM

STEP

LEVEL I

LEVEL II

LEVEL III

LEVEL IV

1

$ 229.55

$ 248.26

$ 267.06

$ 276.46

2

$ 244.55

$ 263.25

$ 282.12

$ 291.56

3

$ 260.52

$ 279.19

$ 297.83

$ 307.14

4

$ 276.51

$ 295.15

$ 313.69

$ 322.96

5

$ 292.54

$ 311.07

$ 329.49

$ 338.71

6

$ 308.56

$ 327.01

$ 345.42

$ 354.62

7

$ 324.59

$ 342.96

$ 361.54

$ 370.84

8

$ 340.64

$ 358.89

$ 376.97

$ 386.02

9

$ 356.67

$ 374.91

$ 392.99

$ 402.04

10

$ 372.70

$ 390.74

$ 408.83

$ 417.89

11

$ 388.72

$ 406.72

$ 424.70

$ 433.69

12

$ 402.97

$ 423.24

$ 438.95

$ 447.95

APPENDIX G: LEAD TEACHERS, COORDINATORS AND INTRAMURAL

SALARY SCHEDULES

 

FY2013

FY2014

FY2015

 

2%

2.25%

2.25%

LEAD TEACHER

$3,298

$3,372

$3,448

ADMISSIONS COORDINATOR

$3,710

$3,793

$3,879

CO-OP COORDINATOR

$3,710

$3,793

$3,879

MUSIC COORDINATOR

$3,710

$3,793

$3,879

SPED COORDINATOR

$3,710

$3,793

$3,879

INTRAMURAL

$993

$1,016

$1,039

APPENDIX H: OTHER STIPEND POSITIONS

POSITION

FY13 – FY15 STIPEND

Teacher Mentor

$800

Senior Project Coordinator

$800

Webmaster

$2,000

Assistant Webmaster

$1,000

Technology Team

$800

School Improvement Team

$1,000

TAG Advisor

$500

FIRST Project Leader

$2,000

FIRST Parts Manager

$1,000

FIRST Corporate Liaison

$750

FIRST Media Liaison

$500

FIRST Student Liaison

$500

FIRST Engineering Liaison

$500

VHS Liaison

$1,000

AP Liaison

$1,250

APPENDIX I: WORKING BEYOND THE NORMAL SCHOOL YEAR

Unit A members whose contracts are extended beyond the normal teacher’s contract [one-hundred, eighty-seven (187) days, presently], will be compensated first at a per diem rate. Staff members who are assigned a two-hundred, five (205) day contract will be compensated at ten (10) percent of their base contract.

Example: Fiscal Year 2013

Level 1, Step 1$41,057.00

$219.56 per diem rate

$4,157.00 at ten (10) percent, if contract is extended to 205 days

All days over and above the teacher’s contract are with approval, in advance, of the Superintendent-Director.

APPENDIX J:    PROCEDURAL GUIDELINE

1.        Bargaining shall take place between the designated representative of the Committee and the Federation in the Guidance Suite at 8:00 p.m. on dates acceptable to both parties. The meeting may be moved to larger quarters if necessary.

2.        The participants shall have the authority to explore, to negotiate, and to make tentative agreements subject to final ratification by the principal bodies.

3.        Press releases may be issued jointly and simultaneously, if possible, after meetings. There shall be no unilateral press releases.

4.        There shall be free and open exchange of information between the Federation and the Committee.

5.        Facts, opinion proposals and counter proposals relating to collective bargaining will be exchanged freely during the meetings in an effort to reach mutual understanding and agreement. All proposals shall be in writing.

6.        When written agreement is reached on any proposal, said written proposal shall be initialed by the spokesman of both parties to indicate tentative acceptance.

7.        A quorum of two (2) members on each team will be necessary to proceed with discussion.

8.        The purpose of any meeting shall have as its sole goal the negotiation of an agreement between the groups.

9.        Negotiation sessions shall not be regular school committee meetings.    All meetings shall be closed meetings.

10.      There shall be a single spokesman for each team but other members or resource people may speak with permission of the respective spokesman.

11.      A negotiating meeting shall not be adjourned until the next meeting night is decided upon.

12.      Both parties will honor the right of the other to adjourn the meeting.

13.      In matters concerning the budget, the goal shall be to complete negotiations at least two (2) weeks before the budget must, by regional contract, be submitted to the member communities.

14.      The confidentiality of all proposals will be respected.

APPENDIX K:   FY13 HEALTH INSURANCE BENEFIT SCHEDULE

HMO BLUE NEW ENGLAND OPTIONS v.3 - SUMMARY OF BENEFITS

Covered Services

Your Cost for Enhanced Benefits Tier Network Providers

Your Cost for-Standard Benefits Tier Network Providers

Your Cost for Basic Benefits Tier Network Providers

Plan-year ****

None

$250 for one member/$500 for two members/not to exceed $750 per family for Standard and Basic Benefit Tiers combined

 

Plan-year Out-of-Pocket Maximum

 

$2,500 per member/$5,000 per family includes deductible, co-insurance, and copayments that are more

 

Preventive Care Services

 

 

 

Well-child care exams, including routine tests and immunizations

Nothing

Nothing, no deductible

Nothing, no deductible

Routine adult physical exams, including routine tests and immunizations

Nothing

Nothing, no deductible

Nothing, no deductible

Routine GYN exams, including related lab tests (one per calendar year)

Nothing

Nothing, no deductible

Nothing, no deductible

Routine hearing exams, including routine tests

Nothing

Nothing, no deductible

Nothing, no deductible

Routine vision exam (one every 24 months)

Nothing

Nothing, no deductible

Nothing, no deductible

Family planning services-office visits

Nothing

Nothing, no deductible

Nothing, no deductible

Other Outpatient Care

 

 

 

Emergency room visits

$100 per visit (waived if admitted or for observation stay)

$ 100 per visit no deductible (waived if admitted or for observation stay)

$100 per visit no deductible (waived if admitted or for observation stay)

Office visits

 

 

 

  PCP, network nurse practitioner, or nurse midwife (billed by PCP)

$20 per visit

$20 per visit no deductible

$20 per visit, no deductible

  Network nurse practitioner or nurse midwife (not billed by PCP)

$20 per visit

$20 per visit no deductible

$20 per visit no deductible

  Other network providers

$35 per visit

$35 per visit no deductible

$35 per visit no deductible

Mental health and substance abuse treatment

$20 per visit

$20 per visit no deductible

$20 per visit no deductible

Chiropractor services

$35 per visit

$35 per visit no deductible

$35 per visit no deductible

Short-term rehabilitation therapy-physical and occupational (up to 60 visits per calendar year*)

$20 per visit for visits 1 -20

$20 per visit for visits 1 -20, no deductible

$20 per visit for visits 1 -20, no deductible

 

$35 per visit for visits 21 -60

$35 per visit for visits 21-60, no deductible

$35 per visit for visits 21 -60, no deductible

Speech, hearing, and language disorder treatment-speech therapy

$20 per visit for visits 1 -20

$20 per visit for visits 1 -20, no deductible

$20 per visit for visits 1 -20, no deductible

 

$35 per visit for all additional Visits

$35 per visit for all additional visits, no deductible

$35 per visit for all additional visits, no deductible

Allergy injections only

Nothing

Nothing, no deductible

Nothing, no deductible

Home health care and hospice services

Nothing

Nothing, no deductible

Nothing, no deductible

Oxygen and equipment for its administration

Nothing

Nothing, no deductible

Nothing, no deductible

Prosthetic devices

20% co-insurance

20% co-insurance, no deductible

20% co-insurance, no deductible

Durable medical equipment-such as wheelchairs, crutches, and hospital beds

20% co-insurance

20% co-insurance, no deductible

20% co-insurance, no deductible

Surgery and related anesthesia

$20 per visit/$35 per visit

$20 per visit/$35 per visit no deductible

$20 per visit/$35 per visit, no deductible

Office setting: PCP/Other network providers

 

 

 

 

 

 

Surgical day care unit

$150 per admission

$ 150 per admission after deductible

$150 per admission after deductible

 

 

$150 per admission at selected hospitals, no deductible"

 

Ambulatory surgical facility

$150 per admission

$150 per admission, no deductible

$150 per admission, no deductible

Diagnostic X-rays, lab teste, and other tests, excluding CT scans, MRIs, PET scans, and nuclear cardiac imaging tests

 

 

 

General hospitals

Nothing

Nothing after deductible"

Nothing after deductible

Other covered providers

Nothing

Nothing, no deductible

Nothing, no deductible

CT scans, MRIs, PET scans, and nuclear cardiac imaging tests

 

 

 

General hospitals

$50 per category per date of service

$50 per category per service date after deductible

$100 per category per service date after deductible

Other covered providers

$50 per category per date of service

$50 per category per service date, no deductible

$50 per category per service date, no deductible

No visit limit applies when short-term rehabilitation therapy is furnished as part of covered home health care or for the treatment of autism spectrum disorders.

•• The selected Standard Benefits Tier hospitals noted in this chart include BHS Franklin Medical Center, Falmouth Hospital. Martha's Vineyard Hospital and Nantucket Cottage Hospital. The deductible does not apply for any covered services furnished by these hospitals.

In Connecticut when the copayments for CT scans, MRIs, PET scans, and/or nuclear cardiac imaging tests and up to the total of $375 per member in a calendar year, you pay nothing for these tests for the remainder of that calendar year.

Inpatient Care (including maternity care) General hospital care (as many days as medically necessary)

$ 1 50 per admission

$150 per admission after deductible/ $200 per admission at selected

$500 per admission after deductible

 

 

hospitals, no deductible'

 

Mental health and substance abuse facility care (as many days as medically necessary)

$150 per admission

$150 per admission, no deductible

$150 per admission, no deductible

Chronic disease hospital care (as many days as medically necessary)

$150 per admission

$150 per admission, no deductible

$150 per admission, no deductible

Rehabilitation hospital care (up to 60 days per calendar year)

Nothing

Nothing, no deductible

Nothing, no deductible

Skilled nursing facility care (up to 100 days per calendar year)

Nothing

Nothing, no deductible

Nothing, no deductible

Prescription Drug Benefits

 

No deductible

No deductible

At designated retail pharmacies

$10 for Tier 1

$10 for Tier 1

$10 for Tier 1

(up to a 30-day formulary supply for each prescription or refill)

$25 for Tier 2

$25 for Tier 2

$25 for Tier 2

 

$50 for Tier 3

$50 for Tier 3

$50 for Tier 3

Through the designated mail service pharmacy

$20 for Tier 1

$20 for Tier 1

$20 for Tier 1

(up to a 90-day formula7 supply for each prescription or refill)

$50 for Tier 2

$50 for Tier 2

$50 for Tier 2

 

$110 for Tier 3

$110 for Tier 3

$110 for Tier 3

The selected Standard Benefits Tier hospitals noted in this chart include BHS Franklin Medical Center, Falmouth Hospital. Martha's Vineyard Hospital, and Nantucket Cottage Hospital The deductible does not apply for any covered services furnished by these hospitals.

BLUE CARE ELECT (PPO) - SUMMARY OF BENEFITS

Plan Specifics

Your Cost In-Network

Your Cost Out-of-Network

Calendar-year deductible

$250 for one member, $500 for two members, not to exceed

 

 

$750 per family for in-network and out-of-network services combined

 

Calendar-year out-of-pocket maximum

$2,000 per member/$6,000 per family for in-network and out-of-network services combined

 

Covered Services

 

 

Preventive Care

 

 

Well-child care exams, including routine tests, according to age-based schedule as follows:

Nothing, no deductible

20% co-insurance after deductible

• 10 visits during the first year of life

 

 

• Three visits during the second year of life

 

 

• One visit per calendar year from aye 2 through age 18

 

 

Routine adult physical exams, including related tests, for members age 19 or older (one per calendar year)

Nothing, no deductible

20% co-insurance after deductible

Routine GYN exams, including related lab tests (one per calendar year)

Nothing, no deductible

20% co-insurance after deductible

Routine hearing exams, including routine tests

Nothing, no deductible

20% co-insurance after deductible

Routine vision exams (one every 24 months)

Nothing, no deductible

20% co-insurance after deductible

Family planning services-office visits

Nothing, no deductible

20% co-insurance after deductible

Other Outpatient Care

 

 

Emergency room visits

$100 per visit no deductible (waived if admitted or for observation stay)

$100 per visit no deductible (waived if admitted or for observation stay)

Office visits

$20 per visit, no deductible

20% co-insurance after deductible

Chiropractor services

$20 per visit no deductible

20% co-insurance after deductible

Mental health and substance abuse treatment

$20 per visit no deductible

20% co-insurance after deductible

Short-term rehabilitation therapy-physical and occupational (up to 100 visits per calendar year')

$20 per visit no deductible

20% co-insurance after deductible

Speech, hearing, and language disorder treatment-speech therapy

$20 per visit no deductible

20% co-insurance after deductible

Diagnostic X-rays tests, lab tests, and other tests, excluding CT scans, MRIs, PET scans and nuclear cardiac imaging tests

Nothing after deductible

20% co-insurance after deductible

CT scans, MRIs, PET scans and nuclear cardiac imaging tests

$100 per category per service date after deductible

20% co-insurance after deductible

Home health care and hospice services

Nothing after deductible

20% co-insurance after deductible

Oxygen and equipment for its administration

Nothing after deductible

20% co-insurance after deductible

Prosthetic devices

20% co-insurance after deductible

40% co-insurance after deductible

Durable medical equipment-such as wheelchairs, crutches, hospital beds

20% co-insurance after deductible

40% co-insurance after deductible

Surgery and related anesthesia

 

 

• Office setting

$20 per visit, no deductible

20% co-insurance after deductible

• Ambulatory surgical facility, hospital, or surgical day care unit

$150 per admission after deductible

20% co-insurance after deductible

Inpatient Care (including maternity care)

 

 

General or chronic disease hospital care (as many days as medically necessary)

$300 per admission after deductible

20% co-insurance after deductible

Mental hospital or substance abuse facility care (as many days as medically necessary)

$300 per admission after deductible

20% co-insurance after deductible

Rehabilitation hospital care (up to 60 days per calendar year)

Nothing after deductible

20% co-insurance after deductible

Skilled nursing facility care (up to 100 days per calendar year)

Nothing after deductible

20% co-insurance after deductible

Prescription Drug Benefits

No deductible

Not covered

At designated retail pharmacies

$10 for Tier 1

 

(up to a 30-day formulary supply for each prescription or refill)

$25 for Tier 2

 

 

$50 for Tier 3

 

Through the designated mail service pharmacy

No deductible

Not covered

(up to a 90-day formulary supply for each prescription or refill)

$20 for Tier 1

 

 

$50 for Tier 2

 

 

$110 for Tier 3

 

No visit limit applies when short-term rehabilitation ****, is furnished as part of covered home health care or for the treatment of autism spectrum disorder.

APPENDIX L: Evaluation Tool

The parties agree that when a new evaluation tool is ratified it will placed at Appendix L for easy reference.