Hampden-Wilbraham

Show detailed information about district and contract

DistrictHampden-Wilbraham
Shared Contract District
Org Code6800000
Type of DistrictRegional K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyHampden
ESE RegionPioneer Valley
Urban
Kind of Communityresidential suburbs
Number of Schools8
Enrollment3600
Percent Low Income Students10
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Hampden-Wilbraham

AGREEMENT

between

THE HAMPDEN-WILBRAHAM EDUCATION ASSOCIATION

UNIT A

and the

 

THE SCHOOL COMMITTEE OF THE HAMPDEN-WILBRAHAM REGIONAL SCHOOL DISTRICT

July 1, 2005  -  June 30, 2008

 

Extended by MOA

July 1, 2008 through June 30, 2011

 

AGREEMENT

 

THIS AGREEMENT made and entered into at Wilbraham, Massachusetts on this 1st day of July, 2005 by and between the Hampden-Wilbraham Regional School Committee hereinafter designated and referred to as the Committee and the Hampden-Wilbraham Education Association hereinafter designated and referred to as the Association, which is an employee organization acting as the agent of certain of the Professional Employees in the employ of the Committee.

 

WITNESSED

 

WHEREAS the Committee and the Association, in the manner and to the extent provided in this Agreement, desire to enter into an agreement relating to salaries and other conditions of employment for the Professional Employees described in this Agreement.

 

NOW THEREFORE in consideration of the mutual agreements herein contained and the performance by the Parties to this Agreement of the provisions and obligations hereinafter set forth, the Committee and the Association, for itself and on behalf of the Professional Employees, hereby mutually and jointly agree as follows:

 

ARTICLE I

PREAMBLE

 

PARAGRAPH 10.  Recognizing that the establishment and maintenance of the highest possible educational and professional standards are essential to the community and the national interest and that the legitimate and mutual interests of the students and the Professional Employees are directly related to the quality and efficiency of the school program operated by the Committee, it is the intent and purpose of the Parties to this Agreement to provide orderly collective bargaining relations between the Committee and the Association, to provide procedure in the manner and to the extent provided in this Agreement for the prompt and peaceful adjustment of disputes or differences which might arise from time to time, to provide for the implementation, in the manner and to the extent provided in this Agreement of the rights and benefits of the Professional Employees and to provide for the performance of their work by the Professional Employees in a conscientious and skillful manner which will promote and assure the quality, continuity and efficiency of the operation of the Hampden-Wilbraham Regional School District.

 

PARAGRAPH 11.  The Committee, the Association and the Professional Employees, through the Association, recognize and accept the duty to cooperate fully, faithfully, individually and collectively in adherence to the provisions of this Agreement.  For the purpose of achieving the objectives expressed in Paragraph 10, each Professional Employee pledges that he/she will cooperate with the Committee in pursuing excellence of professional standards and methods, aiding and encouraging reliable attendance, exercising exemplary conduct and assisting in compliance with and the enforcement of the policies, procedures, regulations and standards prescribed by the Committee, which are not contrary to the provisions of this Agreement.

 

PARAGRAPH 12.  Except when otherwise specifically provided, references in this Agreement to numbered Articles and Paragraphs refer to correspondingly numbered Articles and Paragraphs in this Agreement.  When they appear in this Agreement, the term "Teacher," the term "Professional Employee" and the term "Employee" may be applied interchangeably.

 

ARTICLE II

RECOGNITION CLAUSE

 

PARAGRAPH 20.  Subject to the terms and provisions hereinafter provided and in accordance with the provisions of Chapter 150E of the General Laws of the Commonwealth of Massachusetts, the Committee, during the term of and to the extent provided in this Agreement, recognizes the Association as the exclusive collective bargaining representative with respect to salaries, wages and conditions of employment for the Professional Employees employed by the Committee in the bargaining unit described as Unit A as follows:

 

Unit A

 

All Classroom Teachers, Guidance Counselors, Adjustment Counselors, Department Heads, Art, Language Arts, Physical Education and Science Coordinators; Head Teachers, Librarians, School Nurses, Teachers of Special Subjects, Therapists, Co-curricular Personnel employed as Teachers, School Psychologists, Part-time Teachers employed for a full school year, Morning Substitute Scheduler, Guidance Director, Audio Visual Media Director, Administrative Assistant, excluding the Superintendent, the Assistant Superintendent, the Director of Business Services, Principals, Assistant Principals, Director of Student Services, Coordinator of Pupil Services, Athletic Director, Director of Community Education, employees in Unit B, and all other employees in the employ of the Committee.  The term "Professional Employees" shall include all the employees in the bargaining unit described in this paragraph.  Except as otherwise specifically provided in this Agreement and except when the Association is notified otherwise in writing, the Committee designates the Superintendent of Schools or his/her designee as the agent of the Committee with respect to all matters pertaining to the administration of the provisions of this Agreement.  The provisions of this paragraph are intended only to describe the Professional Employees covered by this Agreement and not any particular work and all references to a Professional Employee or Employees in this Agreement shall be deemed to include male and female employees as the case may be.

 

PARAGRAPH 21.  The Committee and the Association agree that the provisions of this Agreement shall be applied without regard to race, color, religious creed, sex, national origin or sexual orientation and that they will not during the term of this Agreement nor at any other time directly or indirectly or in any manner whatsoever apply or attempt to apply any discipline, discrimination or penalty against any Professional Employee who engages or who does not engage in lawful Association activities.

 

PARAGRAPH 22.  The Association enters in this Agreement on its own behalf and as the collective bargaining representative of the employees in the bargaining units as provided in Paragraph 20.

 

ARTICLE III

MANAGEMENT RIGHTS

 

PARAGRAPH 30.  The Committee and the Association, for itself and as the representative of the Professional Employees, agree that the right and responsibility to operate and manage the Public Schools in the District, the right to select and direct the work of the employees and the right to control the use of its properties and facilities are vested exclusively in the Committee.  These rights include without being limited to the right to maintain the Public Schools and such other educational activities as in the judgment of the Committee will best serve the interests of the District; to control, determine and change the extent to which the properties and facilities under the control of the Committee shall be constructed, remodeled, located, operated, maintained, increased or decreased; to determine and change the number and the qualifications of the pupils to attend each school and to make such provisions as will enable each pupil residing in the District to attend school for the period required by law; to determine and change the methods and quantity of transportation facilities for the pupils of the District; to determine, supervise and change all matters pertaining to the transfer of funds, accounting, budget, economic and financial policies and procedures, community relations and the organization of the supervisory staff and the Professional Employees; to determine from time to time and to change the curriculum and textbooks; to determine from time to time and change the policies and regulations governing the arrangement, the contents and the operations of the libraries; to employ, assign, transfer and promote Professional Employees and to suspend or dismiss employees in the manner provided by law and consistent with the terms of this Agreement; to control and change work and experimental programs and to select, test, train and determine the ability and qualifications of the employees; to introduce, operate and change new or improved methods, facilities, processes or techniques; to promulgate, distribute, modify and enforce polices and regulations governing studies, conduct, discipline, operating procedures and safety regulations; to limit Association activities, the distribution of literature and solicitation for money or other purposes during working hours and on the premises under the control and supervision of the Committee; to obtain from any source and to contract and subcontract for materials, services, supplies and equipment; to determine, establish and change any form of employee benefits in excess of and in addition to those provided in this Agreement and all other rights pertaining to the operation and management of the business and the affairs of the District and the establishment and change of conditions of employment not specifically given in this Agreement to the Association or to the employees.  The failure by the Committee to exercise any of the rights as provided in this Paragraph shall not be construed as a waiver of these rights.  The Association and the employees agree that nothing contained in this Agreement shall be construed or deemed to constitute a waiver of or any restriction upon the inherent and the legal right of the Committee to operate the Public Schools in the District with maximum efficiency or of the unrestricted right of the Committee to control, direct and make changes in the business and the affairs of the District provided, however, that none of these rights shall be exercised by the Committee contrary to any specific provision of this Agreement.  The exercise by the Committee of any of the rights as provided in this Paragraph shall not be subject to the grievance procedure or to arbitration as provided in Article V except when such action by the Committee is contrary to a specific provision of this Agreement.

 

ARTICLE IV

CONTINUITY OF OPERATIONS

 

PARAGRAPH 40.  The Association and the Professional Employees agree that during the term of this Agreement they will not for any reason directly or indirectly cause, encourage, induce, threaten or engage in any work stoppage, slowdown, strike, withholding of services of any interference with the operations or any of the functions of the Committee or of the Hampden-Wilbraham School District.

 

PARAGRAPH 41.  The Association recognizing and accepting its responsibility under the terms of this Agreement, agrees that in the event any Professional Employee or Employees engage in any of the prohibited conduct described in Paragraph 40, the Association shall promptly make a good faith effort to bring about immediate compliance with the provisions of this article by any Professional Employee who engages in conduct contrary to the provisions of this article.

 

PARAGRAPH 42.  A Professional Employee who engages or participates in any of the prohibited conduct described in Paragraph 40 shall, at the discretion of the Committee, be subject to disciplinary action, including reprimand, suspension or discharge and such action if taken by the Committee, shall not be subject to the grievance procedure or arbitration as provided in Article V provided, however, that the fact of the participation of the Professional Employee in such prohibited conduct shall be subject to the grievance procedure and to arbitration.

 

ARTICLE V

GRIEVANCE PROCEDURE

 

PARAGRAPH 50.  The Committee and the Association, for itself and as the representative of the Professional Employees agree that the exclusive method for the processing and settlement of a grievance as defined in this Paragraph shall be in accordance with the grievance and arbitration procedure described in this Article.  A grievance is defined as a claim or a dispute between a Professional Employee or the Association and the Committee which involves the interpretation, meaning, application of, or compliance with the provisions of this Agreement or any amendment or supplement thereto.  The Committee and the Association agree to observe and follow the procedure prescribed in this Article and that any determination or decision which shall be made in accordance with said procedure shall be binding upon the Committee, the Association and the Professional Employees.

 

PARAGRAPH 51.  Nothing in this Article will be construed as limiting the right of a Professional Employee to discuss informally a possible or a potential grievance with his/her immediate supervisor.

 

PARAGRAPH 52.  A grievance as defined in Paragraph 50 and otherwise subject to this Agreement shall be processed in accordance with the following procedure:

 

(1.)       Step No. 1 - The grievance shall be filed in the form of a written memorandum with the Principal of the school at which the employee is assigned and thereafter there shall be a prompt discussion of the grievance between the aggrieved employee and the Principal or his/her designee at which a representative of the Association may be present and participate.  A grievance which is not presented within twenty (20) working days after the occurrence or the knowledge of the alleged cause of the grievance shall be deemed to have been waived.  The Principal shall advise the aggrieved employee and/or the Association in writing of the decision concerning the grievance within five (5) working days after the grievance was presented.

 

(2.)       Step No. 2 - In the event that a grievance is not settled in Step No. 1, the aggrieved employee or the Association may within fifteen (15) working days after the date of the decision in Step No. 1 submit the grievance in writing to the Superintendent of Schools or his/her designee.  The written grievance shall state the available facts concerning the alleged grievance, the provision or provisions of this Agreement allegedly violated and the relief desired.  Within ten (10) working days after the receipt of the written grievance, there shall be a discussion with respect to said grievance between the aggrieved employee and/or the Association and the Superintendent or his/her designee.  Within five (5) working days after the conclusion of the discussion as provided in this Step No. 2, the Superintendent shall advise the aggrieved employee and the Association in writing of the decision concerning said grievance.

 

(3.)       Step No. 3 - In the event that a grievance is not settled in Step No. 2, the aggrieved employee or the Association may within ten (10) working days after the date of the decision in Step No. 2 submit the employee's grievance in writing to the Chairperson of the Committee.  A meeting will be held at the Committee level, with a majority of the Committee present, within twenty (20) working days from the submission of the grievance to the Chairperson of the Committee.  The Association shall be notified of the date of such meeting.  The Committee will render its decision to the Association and the grievant in writing within fifteen (15) days after said meeting.

In the event that a grievance concerns an action or decision which is within the authority of the Superintendent or Administration under the Education Reform Act of 1993, the Committee may so notify the Association and, upon such notification, the Association may, if it so desires, proceed to arbitration under Paragraph 53.

 

By mutual agreement in writing between the Committee and the Association, two (2) or more separate current grievances otherwise subject to this Agreement which involved the same matter or question and which affect a group or a class of employees may upon the written request to the other Party by the Committee or by the Association be consolidated and processed as a single grievance provided, however, that such procedure shall be subject to all the provisions of this Article.

 

PARAGRAPH 53.  In the event that a grievance is not settled after the completion of the grievance procedure prescribed in Paragraph 50, the grievance may be subject to all the provisions of this Article.

 

(a.)       The request for arbitration may be made by the Association or by the Committee by notification in writing to the other Party within ten (10) working days after the date of the final determination under the grievance procedure as provided in Step No. 3 in Paragraph 52.

 

(b.)       Within ten (10) working days after such notification, the Party requesting arbitration shall execute and mail a written request to the American Arbitration Association for the appointment of an arbitrator and a copy of said request shall be simultaneously mailed to the other Party, unless during the said ten (10) day period, the Committee and the Association mutually agree upon an arbitrator.

 

(c.)       The request for arbitration shall state the provision or provisions of this Agreement on which the grievance is based and shall state the remedy or the relief sought by the Party requesting arbitration.

 

(d.)      The authority of the arbitrator shall be limited to the terms and provisions of this Agreement and to the question or questions which are submitted.  The arbitrator shall be bound by the provisions of this Agreement and shall not have any authority to establish salaries or other forms of compensation nor to add to, subtract from, modify or otherwise change any of the terms or provisions of this Agreement.  The arbitrator may not award back pay or any other form of compensation beginning earlier than ten (10) days prior to the filing of the written grievance as provided in Step No. 2 in Paragraph 52.  The arbitrator shall have the authority to enjoin violations of this Agreement and to award compensatory and other damages.

 

(e.)       The arbitrator shall mail his/her written decision simultaneously to the Committee, to the Association and to the aggrieved employee within fifteen (15) days after the final submission.  The decision by the arbitrator shall be final and conclusively binding upon the Committee, the Association and the aggrieved employee.

 

(f.)       The expense of the arbitrator and the expenses directly related to the arbitration hearing shall be shared equally by the Committee and the Association.

 

PARAGRAPH 54.  By mutual agreement in writing between the Committee and the Association, a grievance otherwise subject to the grievance procedure as provided in Paragraph 50 and Paragraph 51 and otherwise subject to this Agreement may be initiated at Step No. 2 of the grievance procedure or directly submitted to arbitration as prescribed in Paragraph 53.  As provided in General Laws Chapter 150E, Section 8 and Chapter 71, Section 42, grievances concerning the suspension or dismissal of a professional status employee shall be processed in only one (1) forum by the employee.

 

PARAGRAPH 55.  Except where an extension of time has been sought and obtained, in the event of the failure by either the Committee, the Association or an aggrieved employee to comply with the time limitations provided in this Article, the grievance shall be deemed to have been withdrawn or affirmatively accepted, as the case may be.  The Committee, the Association and the employees agree not to unreasonably withhold assent to the request by one of the other Parties for a reasonable extension of time limitations provided in this Article.

 

PARAGRAPH 56.  Except as may be required to implement the disposition of the grievance, all documents, communications and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants, unless the aggrieved employee makes a request in writing to the contrary.

 

ARTICLE VI

POSTING OF VACANCIES AND ASSIGNMENT

 

PARAGRAPH 60.  Notice of vacancy in a professional position covered by this Agreement will be posted in each school building as far in advance of the appointment date as possible.  The qualifications for the position, an outline of the required duties and the compensation in accordance with the salary schedule established in the Agreement will be included as part of the notice.  During the months of July and August, a copy of the notice of vacancy will be mailed to the President of the Association by the Superintendent of Schools or his/her designee at the address provided to the Superintendent or his/her designee for such purpose.  During periods when school is not in session, a copy of the notice of vacancy will also be posted at the Superintendent’s office and on official “website” maintained by the Hampden-Wilbraham Public Schools.

 

PARAGRAPH 61.  Teachers employed in the Hampden Wilbraham Regional Schools will be given the opportunity to apply for open professional positions.  Employment interviews will be conducted with teachers who are qualified for the open professional positions and who make a written request for such interview within ten (10) days of the posting of the notice of vacancy.  In selecting an applicant to fill a vacancy as provided in this Article, the Principal and Superintendent will give consideration to the professional competence and attainment, the length of employment in the Regional School District (and by the schools which together constitute the Regional School District) in a professional position covered by this Agreement, and the ability of the candidates to meet the qualifications of the posted professional position.

 

PARAGRAPH 62.  Each teacher will be notified in writing of changes in his/her program for the coming school year, the school or schools to which s/he will be assigned, the grade and subject or courses s/he will teach and any special or unusual classes s/he will have as soon as practicable and under normal circumstances by June 15, but in any event not later than the teacher's last work day, to the extent possible.

 

PARAGRAPH 63.  If it is necessary to assign a teacher to more than one (1) school building, every effort will be made to minimize the amount of travel.  Sufficient time will be included for travel in the teacher's schedule without reduction in individual preparation and lunch times.  Teachers who travel between buildings in the course of their assigned duties will be eligible for mileage reimbursement per the rate established by the Internal Revenue Service.

 

PARAGRAPH 64.  Teachers desiring a transfer will so notify the Superintendent no later than March 1 for a transfer to take effect the following school year.  Each transfer request will be acknowledged in writing, and if the transfer is not approved, the reason, if requested, will be provided in writing.  A transfer request not acted upon by the fourth Monday in August will expire at that time.

 

PARAGRAPH 65.  If any involuntary transfer is necessary, the teacher will receive notice of transfer as soon as possible.  In selecting a teacher for transfer, consideration will be given to the teacher's area of competence, his/her major and minor field of study, length of employment in the Regional School District (and by the schools which together constitute the Regional School District) in a professional position covered by this Agreement, and the needs of the School District.  Prior to any involuntary transfer, the Superintendent and/or designee will meet to discuss the reasons for the transfer and any relevant details about the new position.

 

PARAGRAPH 66.  A selection by the Superintendent or his/her designee and Principal to fill a vacancy in a professional position as provided in this article shall not be subject to arbitration as provided in the grievance and arbitration provision of this Agreement.  However, the issue of whether there has been compliance with the procedural provisions of this Article shall be subject to the grievance procedure and to arbitration.

 

ARTICLE VII

EVALUATION

 

PARAGRAPH 70.  The teaching performance of a Teacher will be observed openly and with the knowledge of the teacher.  No adverse comments shall be made to a Teacher in the presence of pupils, parents or other Non-Supervisory Teachers.

 

PARAGRAPH 71.  Teacher evaluations will be performed according to the "Hampden-Wilbraham Regional School District - Teacher Evaluation," attached as Appendix D.  Prior to any modification of the evaluation procedures or performance standards, all applicable bargaining obligations will be met, and any resulting agreements will be ratified by the parties.  All personnel will be evaluated by the Principal or his/her designee.  It is recognized, however, that the role of the Department Head, with respect to evaluation, will not be expanded beyond its current level.

 

PARAGRAPH 72.  An Evaluation Report (per Massachusetts DOE regulations) of the teaching performance of each Teacher shall be completed by the Building Principal.  A Teacher shall have the opportunity to review and discuss each report with the observer.  Following such discussion, the Teacher shall acknowledge that he/she has reviewed the report with the observer by affixing his/her signature to the file copy of said report subject to the understanding that the signature by the Teacher does not indicate his/her agreement with the contents of said report.  Nothing in this Article shall in any way limit or restrict the right of the Supervisory and Administrative Personnel to make such informal classroom visits as they desire to make nor shall such informal visits require an observation report.  An informal visit shall not be the basis for the formal evaluation of a Teacher's performance.

 

PARAGRAPH 73.  In the manner and to the extent provided in this Paragraph, a Teacher shall be given a copy of his/her annual Evaluation Report, and he/she shall have the opportunity to discuss said report with his/her Principal.  Following such discussion, the Teacher shall acknowledge that he/she has received a copy of his/her Evaluation Report and that he/she has discussed said report with his/her Principal by affixing his/her signature to the file copy of the report subject to the understanding that the signature by the Teacher does not necessarily indicate his/her agreement with the contents of the report.  In the event of an unfavorable Evaluation Report, the Teacher shall have the right to present to the Superintendent or his/her designee a written statement of his/her disagreement with said Report and his/her statement, if presented, shall be attached to the file copy of the Evaluation Report.

 

ARTICLE VIII

JUST CAUSE AND PERSONNEL FILES

 

PARAGRAPH 80.  No teacher with professional status shall be reprimanded either orally or in writing, suspended, demoted, or discharged except for just cause.  This paragraph shall not apply to a teacher without professional status.

 

 

PARAGRAPH 81.  Any person, who wishes to register a complaint against a teacher, will be directed to put the complaint in writing.  All written complaints shall be brought promptly to the attention of the Teacher concerned.  At the request of the Teacher, s/he will be given a copy of said complaint and s/he shall have the right to file with the Superintendent or his/her designee an answer in writing.  His/her answer, if filed, shall be reviewed by the Superintendent or his/her designee and the Teacher's answer to a complaint shall be attached to the file copy of the complaint.  Nothing in this Article shall in any way limit or restrict the right of the Supervisory and Administration Personnel to make such informal classroom visits as they desire to make nor shall such informal visits require an Observation Report.

 

PARAGRAPH 82.  In the manner and to the extent provided in this paragraph and upon written request delivered to the Superintendent or his/her designee, a Teacher shall have the right, at a time mutually convenient to the Teacher and to the Superintendent or his/her designee, to review the contents of his/her personnel file.  A representative of the Superintendent or his/her designee may be present during any review of his/her personnel file by the employee.  The Teacher shall acknowledge that s/he has had the opportunity to review the contents of his/her personnel file as provided in this paragraph by affixing his/her signature to a memorandum to that effect, subject to the understanding that the signature by the Teacher on said memorandum does not necessarily indicate his/her agreement with the contents of his/her personnel file.  Upon the request by a Teacher to the Superintendent or his/her designee, the Committee will furnish to the Teacher one copy of the contents of his/her personnel file.  On a single occasion said copy will be furnished without cost to the Teacher.  The Teacher shall acknowledge the receipt of such copies by affixing his/her signature to a memorandum to that effect.

 

ARTICLE IX

WORKERS’ COMPENSATION

 

PARAGRAPH 90.  In the manner and to the extent provided in this Article, a Professional Employee who is unable to work because of an occupational illness or injury incurred in the course of his/her work as an employee of the Committee which is acknowledged by the Committee's Insurance Carrier as compensable under the Massachusetts Workers' Compensation Law shall, upon notice to the Committee as soon as possible after the occurrence of said injury, receive only the difference between his/her current salary and the amount he/she received as workers' compensation.  Such difference shall be charged to accumulated sick pay and shall not exceed the difference between the daily workers' compensation benefits and the employee's daily pay.

 

ARTICLE X

EMPLOYMENT RELATED ASSAULT

 

PARAGRAPH 100.  Professional Employees shall immediately deliver to the Office of the Superintendent or his/her designee a report in writing of all instances of assault upon them during the course of their employment.  The report of an assault shall be forwarded to the Superintendent or his/her designee and the Superintendent or his/her designee will comply with a request by the employee involved which it considers to be reasonable, for information in its possession which, in the opinion of the Superintendent or his/her designee is not confidential or legally restricted, relating to the incident or the persons involved in the assault.  In the manner and to the extent it considers appropriate and reasonable, the Superintendent or his/her designee will act as liaison between the employee, the police and the courts in a matter arising under the provisions of this Paragraph.

 

PARAGRAPH 101.  Professional employees shall be eligible for indemnification to the extent and in the manner provided by Chapter 258 of the Massachusetts General Laws.

 

ARTICLE XI

REDUCTION IN FORCE

 

PARAGRAPH 110.  In the event that it becomes necessary to reduce the number of employees in the bargaining unit defined in Article II of this Agreement due to budgetary shortfall, reorganization or declining enrollment, the reduction in force will be implemented according to the following principles and procedures:

 

PARAGRAPH 111.  Notification of a reduction will be made to all affected teachers not less than sixty (60) calendar days prior to the effective date of layoff.

 

PARAGRAPH 112.  Pursuant to the provisions of Chapter 71, Section 42, no employee who has attained professional teacher status as defined in Section 41 will be laid off if there is employed anywhere within the Regional School District a teacher without such status for whose position the covered employee is currently certified.

 

PARAGRAPH 113.  Employees with professional teacher status will be separated from the Regional School District in inverse order of seniority, provided that the employee retained is certified and qualified to perform the available work.  An employee who has attained professional teacher status whose position is eliminated shall be transferred to any vacant position within the school district for which s/he is certified and qualified.  If no such vacancy exists, then the employee shall replace the employee with the lowest seniority anywhere in the school district in a position for which the employee is qualified and certified.

 

PARAGRAPH 114.  An employee with professional teacher status who is laid off pursuant to this Article shall be entitled to recall in reverse order of layoff as positions develop for which s/he is certified and qualified for a period which will terminate on the first day of the second school year following the effective date of layoff.  Notice of recall shall be made by registered mail to the last known address of record, and failure to respond to or to accept an offer of recall to an equivalent position within ten (10) business days shall terminate all recall rights under this Article, unless such failure is for good cause acceptable to the Superintendent of Schools or his/her designee.  During the recall period, the employee may, if s/he so chooses, work as a substitute as such work becomes available.

 

In addition, the employee shall be eligible for inclusion in the school district's group insurance programs if the employee so elects, and if the employee assumes responsibility for the payment of 100% of the current group rates.

 

PARAGRAPH 115.  An employee who is recalled during the recall period shall be re-employed with all rights and benefits in effect as of the time of lay-off.

 

PARAGRAPH 116.  For the purpose of this Article, the following definitions will be used:

1.         Seniority shall mean the employee's latest date of hire in the Hampden-Wilbraham Regional School District or in each of the districts which regionalized to constitute the Hampden-Wilbraham Regional School District.  No employee will accrue seniority for any period of less than fifty percent (50%) employment; employees with fifty percent (50%) or greater employment will accrue seniority on the same basis as a full time employee.  No seniority shall accrue for an unpaid leave of absence greater than ninety (90) days.  Cases of identical seniority will be resolved in favor of the employee with the highest earned degree.  If that is not sufficient to break the tie, then the tie will be resolved in favor of the employee with the greatest number of approved credits.  If the tie still remains unresolved, the parties agree to break the tie by lottery.

 

2.         Certification shall mean that the employee has on file with the Superintendent's Office evidence that s/he processes the appropriate state subject area certification(s) for teaching positions, as defined pursuant to Chapter 71, Section 38G of the General Laws and by applicable Department of Education regulation, or that s/he is awaiting approval of a completed application for a new certification submitted to the Department of Education.

 

3.         Qualified shall mean that the employee has on file with the Superintendent's Office evidence of successful teaching experience in the relevant department, subject or grade and/or that the employee meets all qualifications for the position as established by the job posting for the position.

 

PARAGRAPH 117.  A list specifying the seniority and certification areas for all members of the bargaining unit will be transmitted to the Association within sixty (60) calendar days of the start of each school year.  The Association will have a period of thirty (30) days to forward any necessary corrections to the Superintendent or his/her designee; the seniority list will then be considered final for that school year.

 

ARTICLE XII

COUNSELORS AND DEPARTMENT CHAIRPERSONS

 

PARAGRAPH 120.  Subject to the provisions of this Paragraph, the normal work year for the Guidance Director and guidance counselors shall be five (5) days longer (Middle School) and ten (10) days longer (High School) than the number of days the students are required by the committee to be in attendance provided that all of the assigned and usual end-of-the-year duties are completed in a manner satisfactory to the Superintendent or his/her designee.  The Guidance Director and guidance counselors may be required to work for a maximum of forty-eight (48) weeks in any calendar year provided, however, that an employee who works before or after the normal work year, as defined in Article XVIII, shall be paid, in addition to his/her annual salary as provided in Article Eight, a daily compensation of 1/185 of such annual salary.

 

PARAGRAPH 121.  Department Chairpersons will teach five (5) courses per year.  Compensation shall be in accordance with the current contractual rate.  Term of service will be determined by the Building Principal in consultation with the current Department Chairpersons.  Terms may be for three (3), four (4) or five (5) years with no person to exceed two (2) consecutive terms or eight (8) consecutive years in the position, unless there are no other qualified applicants for the positions.  Each position will be posted system-wide at the end of each term.  The terms set out above, however, shall not be construed as a guarantee of employment for any specific term.

 

ARTICLE XIII

SALARIES

 

(SEE APPENDIX A)

 

 

ARTICLE XIV

SUPPLEMENTARY COMPENSATION

 

PARAGRAPH 140.  Supplementary compensation scales are included as Appendix B of the contract.

            PARAGRAPH 141 – CO-CURRICULAR ACTIVITIES – ATHLETICS

 

            The Regional School Committee and the Association agree that the process established below shall govern the review of existing and the establishment of new co-curricular activities and athletic programs.  Athletic programs and co-curricular activities may be conducted only after the following conditions have been met:

 

1.         The principals of each school will submit a list of proposed new and continuing co-curricular activities and athletic programs to the Superintendent of Schools annually, not later than April 1 of the school year preceding the school year in which the activity or program is to function.

 

2.         The Superintendent will review the suggested co-curricular activities and athletic programs and will make recommendations to the School Committee no later than the April School Committee meeting.

 

3.         If approved by the School Committee, vacancies in continuing co-curricular advisor positions and athletic coaching positions as well as newly-created co-curricular advisor or athletic positions will be posted for application by May or early June.  Stipends for new advisor and coaching positions will be negotiated with the Association prior to posting.

 

4.         The School Committee agrees to dedicate the amount of $1,500, in addition to the amount needed to fund previously established co-curricular activities, for new co-curricular activities at the High School.

 

5.         All co-curricular and athletic programs must be reviewed and approved according to the annual process established above.  However, in rare circumstances, co-curricular activities may be submitted for review and approval during the school year.  In that case, each new co-curricular activity must be reviewed and approved by the principal, Superintendent and School Committee.  Stipends will be negotiated with the Association, and positions posted when new co-curricular programs are approved during the school year.

 

6.         Minimum standards for approval of a co-curricular program will be as follows:

 

A.        The program will meet regularly during the school year or season of competition.

 

B.        The program will hold meetings that are publicized and that are of benefit to students.

 

C.        The program will maintain an active membership of at least five (5) students throughout the period of activity.

 

D.        The program will require at least twenty (20) hours of advisor time, including prep time, meetings and administrative activities.

 

E.         Co-curricular programs with higher advisor compensation will be more complex to manage, meet more frequently and have more participants.

 

ARTICLE XV

PROFESSIONAL DEVELOPMENT

 

PARAGRAPH 150.  Compensation for instructors for Samplings, Workshops and Intensive Workshops will be paid at the rate of $50 per teacher approved for instruction per hour for presentation time outside of the school day.  For instruction during the regular workday, the rate will be $35 per hour for planning time, not to exceed the length of the workshop.  Conveners of study groups will receive professional development credits to the maximum extent permitted by Department of Education regulations.

 

PARAGRAPH 151.  Individual teacher participation in the District Professional Development Program, whether as a provider or course participant will be strictly voluntary.  Participation will not be considered the exclusive means to achieve professional development objectives.

 

PARAGRAPH 152.  Salary increments for Professional Employees, including nurses, are not automatic and they will be approved only when in the opinion of the Committee an otherwise eligible Professional Employee has demonstrated a continued high standard of professional performance in his/her work.  Increments on the Salary Schedule for all Professional Employees shall require a vote by the Committee upon the recommendation of the Superintendent or his/her designee.  To qualify for an increment on the Salary Schedule, a Professional Employee, excluding nurses, shall file with the Superintendent or his/her designee a valid record of credits in accordance with the terms listed below satisfactory to the Superintendent or his/her designee earned during each three (3) year period of employment by the Committee.

 

Column movement on salary schedule at each level will require a combination of a minimum of six (6) college and maximum of nine (9) in-service credits [each fifteen (15) hours of in-service training = 1 (one) credit] in a pre-approved program.   Five (5) hour minimum is required to achieve credit.  Multiple activities may be combined to achieve one (1) credit. 

 

These credits may be allowed for:

 

(1)        the completion of a college course or courses at the graduate level, except that the graduate level may be waived by the Superintendent or his/her designee, or

 

(2)        participation in a pre-approved district study group or project, or

 

(3)        the completion of in-service training, or

 

(4)        teaching of an in-service course.

 

(5)        year-long membership in a School Improvement Council or Teacher/Student Assistant Team. 

 

 

provided that the college course or courses under Subparagraph (1) is or are authorized by the Superintendent or his/her designee and completed to the satisfaction of the college or the university and all courses taken under Subparagraph (1) must be at colleges or universities accredited by the Regional Accrediting Association or specifically approved by the School Committee and provided further, that the methods of obtaining credits under Subparagraph (2) and Subparagraph (3) have been authorized by and completed to the satisfaction of the Superintendent or his/her designee.  To qualify for a credit or credits as provided in this paragraph, the work by the Professional Employee leading to said credit or credits in Subparagraph (2) and Subparagraph (3) and the course or courses in Subparagraph (1) shall, in the opinion of the Superintendent or his/her designee, accrue an advantage or a benefit to the Hampden-Wilbraham Regional School District.

 

PARAGRAPH 153.  Only credits taken after the date of receipt of a Master's Degree shall be applicable to Salary Schedule M+15, M+30, M+45, 2nd M and CAGS, and CAGS+15, except for credits received for participation in an approved individual or group project, research or study, or the completion of in-service training course subject to the conditions as specified in paragraph 152.

 

PARAGRAPH 154.  A Professional Employee who desires to pursue additional studies to qualify for advancement on the Salary Schedule shall present to the Superintendent or his/her designee in writing a proposed program or course of advanced studies.  Within seven (7) working days following the receipt of the proposed program, the Superintendent or his/her designee shall approve the program or course or indicate to the employee the changes in said program or course which will make it acceptable.  Only bona fide degree programs or studies which in the opinion of the Superintendent or his/her designee significantly contribute to the quality of knowledge in special subject areas or related teaching skills in general will be approved by the Superintendent or his/her designee for the purpose of advancement on the Salary Schedule.  Except as otherwise authorized by the Superintendent or his/her designee, professional employees shall not be reimbursed for credit studies leading to more than six (6) credits in any year (July 1 – June 30).  Salary advancements based upon professional improvement shall become effective during the months of September and February.  Transcripts shall be delivered to the Superintendent or designee between August 31st and October 31st to qualify for movement in September.  Transcripts shall be delivered to the Superintendent or designee between February 1st and March 1st to qualify for movement in February.  No transcripts will be accepted after the above-referenced dates.  Staff must notify the Superintendent in writing no later than January 1st of the fiscal year preceding the salary advancement, if anticipating movement on the salary schedule.  Failure to provide such notification in a timely manner will result in the employee waiting an additional year for salary advancement.  (For example, an employee who anticipates column movement in September 2003, must notify no later than January 1, 2003.  An employee who anticipates column movement in February 2004, must notify no later than January 1, 2003.)

 

This Agreement will be effective for anticipated column movements in September 2002 and February 2003, with a notification date to the District of no later than January 1, 2002.

 

PARAGRAPH 155.  Upon the presentation to the Superintendent or his/her designee of evidence of the payment of the full tuition and the course record card showing a grade of "A" or "B" for the work completed, the Committee will reimburse a Professional Employee in an amount not to exceed two hundred fifty dollars ($250) per credit hour of the tuition for a professional improvement course, which has been approved in advance by the Superintendent or his/her designee.  If a course or courses approved by the Superintendent or his/her designee is offered only on a "Pass-Fail" basis, the Committee will reimburse the Professional Employee for a "Pass" grade in such course or courses.  However, if the Professional Employee elects to take a course or courses on a "Pass-Fail" basis, such remuneration will not be paid.

 

PARAGRAPH 156.  Teachers will be required to reimburse the School District for tuition payments if the Teacher voluntarily leaves within two (2) years of taking college course work.  This paragraph applies only to individuals who voluntarily sever their employment.  For the purposes of this paragraph, the time period shall be defined as the two (2) year (twenty-four [24] month) period immediately preceding the effective date of termination of employment.

 

Teachers who receive reimbursement for tuition payments under this paragraph will be required to sign the promissory note attached to this agreement as Appendix C.  The parties acknowledge that the Hampden-Wilbraham Education Association assumes no financial liability for or responsibility for enforcement of this provision; said responsibility residing exclusively with the Hampden-Wilbraham Regional School Committee.

 

ARTICLE XVI

INSURANCES

 

PARAGRAPH 160.  Upon the request of a Professional Employee, the Committee will enter into an agreement with said employee to reduce the amount of his/her salary to the extent permitted by Section 403 of the Internal Revenue Code and as it may be amended from time to time and to apply the amount of said reduction in salary to the purchase of two (2) tax sheltered annuity plans for said employee.

 

PARAGRAPH 161.  The Committee agrees that in the manner and to the extent provided in this Article it will purchase and maintain in effect during the terms of this Agreement group insurance for the benefit of each full-time and regular part-time Professional Employee in the employ of the Committee in accordance with the following schedule:

 

(a)        The Committee will purchase and pay fifty percent (50%) of the premium for group life insurance in the amount of $10,000.00 on the life of each eligible employee.

 

(b)        The Committee will continue the insurance program in effect on the date of this Agreement for each eligible employee and pay fifty percent (50%) for the indemnity qualified PPO plan and the applicable percentage for HMO participants in effect as of the signing of this Agreement; percentage shall be increased by four (4%) percent effective July 1, 2007.

 

(c)        Health Insurance for retirees shall be maintained for the life of this Agreement.

 

(d)       The Committee will continue the long-term disability insurance for each eligible employee and will pay fifty percent (50%) of applicable premium.

 

ARTICLE XVII

WORK DAY

 

PARAGRAPH 170.  The School Committee and the Association recognize that a Teacher's responsibility to his/her students and profession generally entails the performance of duties and the expenditure of time beyond the regular work day, but that time and work schedules can and should be established applicable to Teachers in their normal course of employment.

 

PARAGRAPH 171.  During the life of the Agreement, the work day will be increased beyond that established for the 2004-2005 school year only if an increase is mandated by state regulations and only after consideration of possible alternative methods for achieving compliance.

 

PARAGRAPH 172.  A professional employee who, by mutual agreement with the Superintendent or his/her designee, performs work in addition to the periods of work as provided in this Agreement shall be paid, in addition to his/her annual salary an additional compensation based upon the per diem of his/her then applicable annual salary excluding supplementary compensation as provided in Article XIV.

 

PARAGRAPH 173.  Duty Free Lunch - A duty free lunch of thirty (30) minutes per day will be provided for all teachers.

 

PARAGRAPH 174.  Principals in the elementary and middle schools may, after consultation with the faculties of their respective buildings, schedule not more than five (5) additional after school meetings.  These meetings will be used for curriculum analysis and development and for school improvement issues.  Teachers will receive professional development points for participation in these meetings to the extent possible.  The initial meeting in the series will not exceed one (1) hour and all other meetings shall not exceed one and one-half (1½) hours.

 

            Except as provided above, the Committee and the Administration will not schedule more meetings or more frequent meetings after school than were scheduled in school year 2004-2005.

 

PARAGRAPH 175.  Night Meetings - The number of night meetings will not be increased except by future agreement beyond the number scheduled by the various schools in the District for school year 2004-2005.

 

Effective with the 2001-2002 school year, teachers at Minnechaug Regional High School will be required to attend a second open house, to be scheduled at or near the beginning of the second semester of the school year.

 

ARTICLE XVIII

WORK YEAR

 

PARAGRAPH 180.  Except as otherwise provided, the normal work year for Professional Employees, other than for new employees who may at the discretion of the Superintendent or his/her designee, be required to attend additional orientation sessions, shall begin not earlier than August 25 and shall terminate not later than June 30, in the following calendar year; provided, however, that the normal work year shall not be more than one hundred eighty-five (185) days, with one hundred eighty (180) days devoted to the instruction of students, and five (5) days devoted to professional development, parent-teacher conferences or other non-teaching professional responsibilities only, provided that all of the assigned and usual end-of-the year duties are completed by each Professional Employee in a manner satisfactory to the Superintendent or his/her designee.  The last day of the student school year will be a half day for students.  Teachers will be required to work the full day.

 

ARTICLE XIX

PREPARATION TIME

 

PARAGRAPH 190.  The Hampden-Wilbraham Regional School Committee recognizes the educational value of preparation time for all Teachers, Grades K-12.  Teachers at the Elementary School will be scheduled for a daily preparation/conference period equal in length to a related arts block.  Teachers at the Middle School will be scheduled for a daily preparation/conference/team-planning period equal in length to a related arts block.  Teachers at the High School shall be scheduled for a daily preparation/conference period equal to a teaching period.  It is understood that scheduled daily denotes the fact that in almost all cases the period will be scheduled daily, but that on rare occasion, it may be five (5) periods in a five (5) day week, but not always one (1) period each day.

 

ARTICLE XX

TRANSPORTATION OF STUDENTS

 

PARAGRAPH 200.  Professional Employees shall not be required to drive pupils to activities which take place away from the school buildings.  Employees may do so voluntarily with the advance approval of the Superintendent of Schools or his/her designee.

 

ARTICLE XXI

MILEAGE REIMBURSEMENT

 

PARAGRAPH 210.  The district will reimburse teachers at the prevailing IRS rates upon receipt of appropriate documentation.

 

ARTICLE XXII

PAYROLL DEDUCTIONS

 

PARAGRAPH 220.  During the term of this Agreement, the Committee will at the written request of Professional Employees who sign and deliver to the Committee a written authorization on a form approved by the Committee make deductions in the manner and to the extent provided in this Article from the wages or salaries due and payable to said employees for group life insurance, group income protection issued by a single insurance carrier, health insurance, for one tax sheltered annuity plan and for Credit Union.  The amount of the deductions shall be paid over in accordance with the provisions of the written authorization, all as provided in this Paragraph.

 

PARAGRAPH 221.  Upon request of a Professional Employee, the Committee will devote an agreed upon reduction in salary to the purchase of two (2) tax sheltered annuity plans for said employee from a selection of plans not to exceed thirty-five (35).

 

PARAGRAPH 222.  Teachers will be paid in twenty-six (26) biweekly installments.  Teachers will have the opportunity to receive a lump sum payment equal to the checks for July and August at the end of the teaching year.

 

PARAGRAPH 222A.  Employees may direct deposit one hundred percent (100%) of their net pay to one (1) bank within the limits of the District’s payroll software module.

 

PARAGRAPH 223.  The deduction from wages and salaries as provided in this Article shall be subordinate to first, deductions for federal, state, or municipal withholding taxes and second, deductions for hospital and medical payments, pension or retirement plans or insurance premiums under a plan sponsored by the Committee or by a group of the Professional Employees of the Committee.  The deductions from wages and salaries as provided in Paragraph 220 shall be made, starting with the first (1) paycheck and ending with the twenty-sixty (26th) paycheck, in each school year, and said deductions shall be subject to the provisions of this Paragraph.

 

PARAGRAPH 224.  During the term of this Agreement, the Committee agrees that it will at the written request of Professional Employees who sign and deliver to the Committee a written authorization designated as AUTHORIZATION FOR THE DEDUCTION OF ASSOCIATION DUES in conformity with Appendix "C" attached to and made part of this Agreement, make deductions in the manner and to the extent specifically provided in this Article, from the wages or salaries due and payable to said employees of their uniform, regular, current, annual dues as members of the Hampden-Wilbraham Education Association, the Hampden County Teachers Association, the Massachusetts Teachers Association and the National Education Association.

 

PARAGRAPH 225.  The amount of the regular current, annual Association dues collected by the Committee by deductions from the wages or salaries due and payable to the Professional Employees as provided in Paragraph 224 and a statement in the form which the Committee considers convenient and adaptable to its record keeping operations designating the name of each employee from whose wages the deductions were made and the amount of each deduction shall be mailed to the Treasurer of the Hampden-Wilbraham Education Association, after each of the twenty-six (26) paycheck periods in which Association Dues have been collected by the Committee.  Upon the mailing of the amount of said deductions to the Association, the Committee will be relieved of further liability or responsibility to the Association with respect to said funds and the statement prepared by the Committee containing the name of each employee and the amount of each deduction shall be deemed to be correct unless within ten (10) days after mailing of said statement the Association notifies the Committee of an error.

 

PARAGRAPH 226.  The AUTHORIZATION FOR THE DEDUCTION OF ASSOCIATION DUES referred to in Paragraph 223 may be withdrawn by the Professional Employee by whom it was executed at any time by giving at least sixty (60) days notice in writing of such withdrawal delivered to the Chairman of the School Committee of the Hampden-Wilbraham Regional School District at the office of the School District in Wilbraham, Massachusetts, and by the filing of a copy of said withdrawal with the Treasurer of the Hampden-Wilbraham Education Association at Wilbraham, Massachusetts.  Said authorization, if not previously cancelled or revoked by the employee, shall be deemed automatically continued in full force and effect.  The School Committee and the Association recognize that if an individual leaves during the school year, the Committee will deduct from the final payment to the employee any outstanding dues obligations by the employee to the Association.

 

PARAGRAPH 227.  It is understood and agreed that the obligations of the Committee with respect to the check off of regular, current, annual Association dues is limited to the obligations set forth in this Article and that these obligations shall not be deemed extended or increased by the provisions of any forms of authorization or by any other means.  In particular, the obligation of the Committee to make deductions from the wages or salaries due and payable to the Professional Employees as provided in Paragraph 220 is limited to uniform regular, current, annual Association dues and does not obligate or require the Committee to collect or deduct fines or assessments of any kind which may be levied on its members, individually or collectively by the Association.  The Association agrees that all payments for Association Dues received from the Committee by deductions from the wages or salaries due and payable to the Professional Employees under the provisions of this Article or received directly from an employee shall be applied solely toward the uniform periodic, regular, current, annual Association dues for said employee or employees and that none of said payments will be applied by the Association toward the payment of fines or assessments of any kind.

 

PARAGRAPH 228.  The Committee shall not be liable to the Association for any error in making or failing to make any deduction required by the provisions of this Article except for willful misconduct or clear lack of good faith provided, however, that upon notice in writing to the Committee by the Association of any such error, the Committee will make the appropriate deduction in the manner and to the extent prescribed in this Article in the next following pay period.  The Association agrees that the Committee shall have the unqualified right to decline to make a deduction or deductions required by the provisions of this Article if deemed necessary or prudent by the Committee to protect itself against assignments, attachments or liens against the wages or salary of an employee which in the judgment of the Committee are or may be prior to or superior to any deductions authorized pursuant to the provisions of this Article.  The Association agrees that nothing in this Article shall be construed to obligate or require the Committee to do anything or to take any action contrary to law or contrary to government statutes or regulations.

 

PARAGRAPH 228A.  The Committee may conclusively rely upon a written statement signed by any person purporting to be the authorized representative of the Association stating the amount of the uniform periodic, regular, current, annual Association dues.  Unless and until advised in writing by the Association that the amount of its uniform periodic, regular, annual dues have been changed in accordance with applicable law, the Committee may conclusively presume that the amount of said annual dues is unchanged.

 

PARAGRAPH 228B.  The Association agrees to and does hereby indemnify, defend and hold the Committee harmless from and against any and all claims, demands, liabilities, obligations, suits or any other form of legal action or litigation arising from or related to any action taken by the Committee in reliance upon any information, list, notice, statement, or authorization for the check off of Association dues delivered to the Committee by the Association or by a Professional Employee for the purpose of complying with any of the provisions of this Agreement or of this Article.

 

PARAGRAPH 229.  During the term of this Agreement, the School Committee agrees that it will, at the written request of employees, deduct in the manner and to the extent specifically described in this article from the wages due and payable to said employees amounts authorized in writing by the employee and will transmit such deducted amounts to the Springfield Teachers Credit Union.  Upon the mailing of the amount of said deductions to the Springfield Teachers Credit Union, the School Committee shall be relieved of further liability or responsibility to either the Springfield Teachers Credit Union or the employee authorizing such deductions with respect to said funds.  The deductions from wages as provided in this article shall be subordinate to deductions for federal, state or municipal withholding taxes, hospital and medical payments, pension or retirement premiums, or insurance premiums under a plan sponsored by the School Committee, a government agency or by a group of the employees of the School Committee.  The Association agrees that the School Committee shall have the unqualified right to decline to make a deduction or deductions required by the provisions of this article if deemed necessary or prudent by the School Committee to protect itself against assignments of attachments against the wages of an employee or claims against the School Committee.  (Employees who are members of the Century and Twin Meadows Credit Unions as of July 1, 1994 will be granted continued membership and deductions).

 

ARTICLE XXIII

SABBATICAL LEAVE

 

PARAGRAPH 230.  A Professional Employee serving with professional teacher status and having earned a Master's Degree, shall be eligible to apply for a sabbatical leave for the purpose of engaging in an advanced study or academic program which, in the opinion of the Superintendent, is of direct interest or value to the Hampden-Wilbraham Regional School District.  At the discretion of the Superintendent or his/her designee, the eligibility requirements as provided in this Paragraph may be reduced or waived.

 

PARAGRAPH 231.  An applicant for sabbatical leave as provided in Paragraph 230 shall, on or before November 15 of the year preceding the school year for which the sabbatical leave is desired, present a written application to the Superintendent or his/her designee.  The application shall include a general outline of the proposed program of study, the name of the institution and a signed statement guaranteeing to return to the Hampden-Wilbraham Regional School District to serve as a teacher for two (2) years following the completion of the sabbatical leave.  A Professional Employee who does not complete the authorized program of study in a manner acceptable to the Superintendent or his/her designee or who does not serve for two (2) years following the completion of a sabbatical leave as provided in this Paragraph shall repay to the Regional District the amount of compensation received during his/her sabbatical leave except in the event of death or incapacitating illness during his/her sabbatical leave or during the two (2) years following his/her sabbatical leave while in the employ of the Committee.  The School Committee shall have the right to deduct from any money owed the employee for the purpose of making restitution as stated herein.

 

PARAGRAPH 232.  The applicant shall, on or before April 1 of the year in which the proposed sabbatical leave will begin, present to the Superintendent or his/her designee a detailed outline of the proposed study or academic program which shall include, among other things, the acceptance in writing by the institution which the applicant proposes to attend.

 

PARAGRAPH 233.  The allowance of sabbatical leave in any one year shall be limited to one (1) applicant for each twenty-five (25) full-time Professional Employees, or major fraction thereof, then in the employ of the Committee and to one (1) employee in a department, subject area at the middle and secondary levels or elementary school building.

 

PARAGRAPH 234.  Applicants for sabbatical leave shall be interviewed by a screening committee consisting of six (6) members:  three (3) Association-elected members, a Department Chairperson, the Building Principal and one Assistant Principal.  Elections to the screening committee shall be conducted during the last week in May in each year and shall, for the formation of the committee, elect one (1) Association-elected member for one (1) year; one (1) Association-elected member for two (2) years; and one (1) Association-elected member for three (3) years.  After the first year, one (1) Association-elected position will be filled at each annual election.  The Superintendent or his/her designee will appoint a three (3) member screening committee prior to June 1 of each year.  A member of the screening committee applying for a sabbatical leave shall resign from the committee by a letter to the Superintendent or his/her designee not less than five (5) working days before filing an application for sabbatical leave.

 

PARAGRAPH 235.  The screening committee shall, not later than December 15 in each year, deliver to the Superintendent or his/her designee in writing its recommended candidate or candidates for sabbatical leave for the following school year.  The Superintendent or his/her designee shall have the unqualified discretion to act upon an application for sabbatical leave and the disposition by the Superintendent or his/her designee of each application shall be communicated to the applicant not later than the first day of April in the calendar year in which the sabbatical leave will commence.  The Superintendent or his/her designee shall forward to the Committee his/her approved leaves for inclusion in the District budget.

 

PARAGRAPH 236.  The salary to be paid to a Professional Employee on sabbatical leave while actively engaged in the sabbatical program approved in accordance with this Article shall be seventy-five percent (75%) of the salary applicable to his/her step for the year of sabbatical and seventy-five percent (75%) of the compensation applicable to the extra duties performed during the year immediately prior to the beginning of the sabbatical year.  The seventy-five percent (75%) applicable to extra duties shall pertain only when the sabbatical program is, in the opinion of the Superintendent or his/her designee , directly related to the extra duties being performed and will benefit of the School District.  The year of the sabbatical leave shall be treated as a year of active employment by the School Committee with respect to the advancement on the Salary Schedule by a Professional Employee returning from sabbatical leave.

 

PARAGRAPH 237.  All matters pertaining to advancement on the Salary Schedule, sick leave, the performance of extra duties and the compensation therefore which shall apply when an employee returns to the Hampden-Wilbraham Regional School District following the completion of his/her sabbatical leave shall be reviewed with the Superintendent or his/her designee at the time a sabbatical leave is approved by the School Committee.  The details of the matters agreed upon during said review shall be incorporated into a written memorandum and signed by the Superintendent or his/her designee and the applicant and a copy of said memorandum shall be given to and retained by each party.

 

ARTICLE XXIV

LEAVE FOR LEGAL PROCEEDINGS

 

PARAGRAPH 240.  Leave with compensation will be granted to the extent necessary for attendance at any legal proceedings when such attendance is requested by the School District or compelled by subpoena in third party proceedings which arise out of his/her performance of a duty for the School District.

 

PARAGRAPH 241.  No compensated leave under this Article will be granted if the teacher is a defendant in a criminal case or proceedings in which the teacher or Association is the adverse party to the Committee, nor for proceedings personal to the teacher and not directly related to his/her duties as a teacher.

 

ARTICLE XXV

JURY DUTY

 

PARAGRAPH 250.  Teachers will not suffer loss of regular earnings for time spent on jury leave during the school year.  A teacher on jury leave will be required to submit evidence of any payment for jury service on work days to the School District upon receipt.  The teacher's pay will subsequently be adjusted by that amount.

 

ARTICLE XXVI

RELIGIOUS LEAVE

 

PARAGRAPH 260.  A teacher may be granted up to three (3) days for religious observance if the requirements of one's religion prohibit the teacher from working on that day.  Such leave shall not be deducted from sick leave.  Documentation in support of such requirement of one's religion will be provided by the teacher upon request by the Superintendent of Schools or his/her designee.

 

ARTICLE XXVII

FLEX DAYS

 

PARAGRAPH 270  In the manner and to the extent provided in this Article, a Professional Employee who is unable to work because of a bona fide illness or non-occupational injury shall, upon notification to the office of the Superintendent or his/her designee as soon as possible after the beginning of said illness or the occurrence of said injury, receive sick pay for the days he/she is unable to work up to the amount of unused accumulated sick pay as provided in Paragraph 274.

 

PARAGRAPH 271.  A Professional Employee employed half-time or more shall be entitled to severance pay which shall accrue and be paid in the manner provided in Paragraph 272.

 

PARAGRAPH 272.  Upon retirement or death following ten (10) years or more of continuous work in the employ of the School District, a Professional Employee or his/her estate, as the case may be, shall, subject to the provisions of Paragraph 270, Paragraph 271 and Paragraph 274, be entitled to receive severance pay in an amount equal to one-sixth (1/6) of his accumulated unused sick leave, not to exceed thirty-five (35) days.

 

Written notice must be received by the Superintendent of Schools or his/her designee by February 1, in order to allow inclusion of the necessary funds in the next fiscal year's budget.  This notice provision will not apply in cases of estate.

 

PARAGRAPH 273.  In lieu of Paragraph 272, an employee who is retiring may be allowed a salary adjustment in the last year of service before retirement, provided written notice is given to the Superintendent or his/her designee by February 1, of the year prior to the last year of service.  The salary adjustment will be equal to the amount the employee would have received under the severance pay option of Paragraph 272.

 

*Individuals who were employed by the former Hampden Public Schools as of March 25, 1996 will receive sick leave credit for all days donated to the sick leave bank discontinued by the terms of this Agreement.

 

PARAGRAPH 274.  Each employee will be entitled to eighteen (18) days paid flex days each year as per the following:

 

I.                   Three (3) of the eighteen (18) days may be used to conduct personal business that cannot be done while school is in session.

II.                The use of personal business days is restricted as follows:

A.                During the first six (6) days of a new school year and the last five (5) days of the school year.

B.                 During the day before and the day after a school vacation or legal holiday.

C.                 Exceptions to (a) and (b) must be for marriage, college parent orientation, or attendance at legal proceedings or extraordinary family/personal issues, of a unique and compelling nature.

D.                Notification for the use of Flex Days for personal business must be given 48 hours in advance.  No reason will be required.  In unforeseen circumstances the 48 hours notification may be waived. 

III.             Unused flex days will accumulate to two hundred twenty-five (225) days.  Any employee who has accumulated personal leave days as of the conclusion of the 2004-2005 school year must opt, by September 1, 2005, to retain such days as personal business days or as unused flex days.  Failure to provide notice of this option by September 1, 2005 shall cause such days to be credited as unused flex days.

IV.             Before disbursing any flex leave pay for more than five (5) consecutive school days, the Superintendent may require a statement signed by the attending physician of an illness or injury.  This required statement must certify that, in the doctor’s opinion, working during the period in question would have been contrary to good medical advice. 

V.                An employee on leave of absence for any reason is not entitled to flex day pay during the period of the employee’s leave.

VI.             Employees are eligible to use up to five (5) days as family illness days per year to be deducted from flex leave.

 

                        Employees new to the system will receive eighteen (18) days at the start of their first year of employment.  Should the employee voluntarily separate from employment prior to the end of the first year, flex leave shall be adjusted on a pro-rated basis and any days owed the District shall be deducted from any final payments due upon severance of employment.

 

PARAGRAPH 275.  In the event of the breach by Association or by any of the Professional Employees or any of the provisions of Paragraph 40, all of the obligations of the Committee under the provisions of this Article XXVII with respect to any Professional Employee who directly, indirectly, or in any manner encourages or participates in said breach shall terminate and shall be of no further force or effect.

 

ARTICLE XXVIII

MISCELLANEOUS LEAVES

 

PARAGRAPH 280.  A leave of absence, including a leave of absence to explore an alternative careers, may upon application in writing, be granted or extended in the sole discretion of the Superintendent.  All matters pertaining to salary increment, supplementary compensation and duties, accumulated sick leave and related matters as they shall be applied upon the return from an original or an extended leave of absence shall be determined by the Superintendent in each instance and whenever possible, transmitted in writing to the Professional Employee at the time the leave is granted.  A Professional Employee who receives an extended leave of absence shall retain his/her accumulated sick leave as of the date on which the extended leave of absence is granted provided, however, that additional sick leave shall not accrue or accumulate during the period of said extended leave of absence.  A Professional Employee who is granted a leave of absence will notify the Superintendent or his/her designee, in writing, by March 1 of his/her intent to return, or not return, for the ensuing school year.  This notification is based on the Professional Employee's best information and intent at the time.  It is non-binding and provided to assist the Administration in making tentative staffing plans for the ensuing school year.

 

ARTICLE XXIX

FUNERAL LEAVE

 

PARAGRAPH 290.  In the event of the death of a parent, spouse, domestic partner, child, child's spouse, brother, sister or grandchild, of a Professional Employee, and provided said employee attends the funeral, the employee shall receive a leave of absence for a period not to exceed five (5) days with full pay for the actual time lost from his/her scheduled work week.  The leave of absence with pay as provided in this Article is for the sole purpose of enabling the employee to attend the funeral of his/her deceased relative.  For the purpose of this agreement, “domestic partner” is defined as either of two persons not married to each other but otherwise in a spouse-like relationship and residing in the same home.

 

PARAGRAPH 291  In the event of the death of a grandparent, present mother-in-law, present father-in-law, sister-in-law , brother-in-law, aunt or uncle of a Professional Employee, and provided that said employee attends the funeral, the employee shall receive a leave of absence for a period not to exceed three (3) days with full pay for the actual time lost from his/her scheduled work week.  The leave of absence with pay as provided in this Article is for the sole purpose of enabling the employee to attend the funeral of his/her deceased relative.  In the event that extensive travel is required to attend the funeral, the Professional Employee may request an additional two (2) days' leave.  This leave shall be granted at the discretion of the Superintendent or his/her designee and, if granted, shall be deducted from the employee's personal leave, if available.  In the event an employee does not have the personal leave required accumulated, the leave days will be deducted from the employee's sick leave.  If neither personal or sick days are available, the request for two (2) additional days shall not be granted by the Superintendent or his/her designee.

 

 

ARTICLE XXX

CHILDBEARING AND CHILDREARING LEAVE

 

PARAGRAPH 310.  Childbearing Leave

 

A disability leave will be granted to a female employee who has completed at least three (3) months of employment for the purpose of giving birth and recovery therefrom, said leave to be hereinafter called childbearing leave; providing the employee shall give at least two (2) weeks notice to the Superintendent or his/her designated representative of her anticipated date of departure and intention to return.  The employee will be granted childbearing leave and be restored to her previous or a similar position, and such leave will be deducted from her sick leave account.  The employee will provide a note from her physician indicating the employee is recuperating from childbirth and disabled from performing duties.

 

PARAGRAPH 311.  Childrearing Leave

 

An employee may be granted an unpaid leave of absence of up to one (1) year for the purpose of adoption or care of a newborn child and be restored to a previous or a similar position upon return.  This childrearing leave will be without pay or sick leave.  No childrearing leave of absence will be granted for a period longer than one (1) year from the date the childrearing leave commenced except the employee may have such leave extended to the first September beyond the one (1) year anniversary date.  Teachers shall not be returned during the final three (3) weeks of any academic term should the District determine that such return would be disruptive.  Should the individual teach one-half (1/2) or more of the teaching year, the employee will be credited with a full-year's employment for increment purposes.

 

PARAGRAPH 312.  The School Committee shall not be required to restore an employee on leave to a previous or a similar position if other employees of equal length of service, credit and status in the same, or similar, position have been laid off during the period of such leave; provided, however, that such employee is accorded recall rights under the Reduction-In-Staff clause of this contract.  Such leaves shall not affect the employee's right to receive any benefits for which eligible at the date of leave, and any other advantages or rights of employment incident to the employment position.  The employer need not provide for the cost of any benefits, plans, or programs during the said leaves except as provided for any other employee on leave or in accordance with The Family Medical Leave Act of 1993.

 

ARTICLE XXXI

MILITARY LEAVE

 

PARAGRAPH 320.  Military leave without pay shall be granted to a Professional Employee who serves in any branch of the Armed Forces of the United States.  Upon his/her return from military leave, a Professional Employee shall be placed on the Salary Schedule at the level he/she would have attained had he/she remained actively employed in the Hampden-Wilbraham Regional School District during the period of his/her absence, subject to a maximum of two (2) years.

 

PARAGRAPH 321.  Up to seventeen (17) days per school year for teachers called into temporary active duty of any unit of the U.S. Reserves or the State National Guard, provided such obligations cannot be fulfilled on days when school is not in session.

 

Teachers who serve on such temporary active duty will not suffer any loss of regular earnings for time spent on active duty provided all monies received for duty occurring on days when school is in session, is turned over to the District.

 

ARTICLE XXXII

ASSOCIATION LEAVE

 

PARAGRAPH 330.  With the advance approval of the Superintendent or his/her designee, Professional Employees who are duly authorized representatives of the Massachusetts Teachers Association or the National Education Association may, at the discretion of the Superintendent or his/her designee, be allowed to attend conferences and conventions sponsored by said Associations.  A written request describing the nature of the absence, time and place for the meeting will be submitted in writing to the Superintendent or his/her designee.  The District agrees to authorize up to ten (10) days per year with pay for this purpose.

 

PARAGRAPH 331.  When a full-time Professional Employee is designated in writing by the Association as its representative to attend a Step 2 grievance meeting as provided in Paragraph 52 during a school day, the employee will upon not less than two (2) days' notice, if possible, to his/her Principal or immediate supervisor and to the Superintendent or his/her designee be released from his/her assigned work without loss of pay for such time as is reasonable and necessary to attend said meeting.  The Association and the Professional Employees agree that the privilege authorized in this Paragraph will not be abused.

 

ARTICLE XXXIII

TEACHER FACILITIES

 

PARAGRAPH 340.  The Committee agrees that during the term of this Agreement each school building will contain:

 

(a)        A space in each classroom to store instructional materials and supplies;

 

(b)        A work area for use in the preparation of instructional materials;

 

(c)        A furnished room for the use of the Professional Employees as a faculty lounge which may be combined with work area described in Subparagraph (b);

 

(d)       A desk and chair in each classroom;

 

(e)        Toilet Facilities for the use of Professional Employees; and

 

(f)        Parking facilities.

 

ARTICLE XXXIV

MISCELLANEOUS

 

PARAGRAPH 350.  Each Professional Employee, whether actually working or on any form of a leave of absence, shall keep the Committee advised on a form furnished by the Committee of his/her correct address and telephone number if he/she has a telephone or if he/she has available use of a telephone.  Except as otherwise specifically provided in Article IX, the mailing of a notice to the address furnished to the Committee by an employee as provide in this Paragraph 350 shall be deemed to be in compliance with any provisions of this Agreement which requires notice to an employee.

 

PARAGRAPH 351.  Not later than the fifteenth day of November in each calendar year, the Committee will deliver to the Association a list showing the name and address of each Professional Employee in Unit A, B and Unit C as shown on the records of the Committee.

 

PARAGRAPH 352.  The Committee acknowledges that under certain circumstances the use of specialists can be useful in meeting the individual needs of some of the pupils in the Hampden-Wilbraham Regional School District, to the extent the Committee finds it feasible and practicable and under such terms as the Superintendent or his/her designee shall prescribe, specialists will be available to assist classroom teachers.

 

PARAGRAPH 353.  The parties agree to grandfather children of teachers residing outside the District attending District schools as of the 1995-96 school year.  Future enrollment by children of non-resident faculty will be limited to the High School level and will consist of as many students as can be accommodated in the available space and at no additional cost in any given year.  Enrollment shall include a waiver of tuition.

 

PARAGRAPH 354.  At the conclusion of negotiations, the parties agree that the Association will be responsible for developing the revised version of the Agreement, in conformity with the tentative agreement as ratified by the parties.

 

PARAGRAPH 355.  The parties agree that the Association will share one (1) electronic copy of this Agreement, on diskette, to the School Committee, at no cost, at the time the Agreement is ready for execution by the parties.

 

ARTICLE XXXV

SAVINGS CLAUSE

 

PARAGRAPH 360.  If any provision of this Contract or any application of this contract to any employee or group of employees shall be found contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law but all other provisions or applications shall continue in full force and effect.  The parties will then meet to bargain to the extent required by law.

 

ARTICLE XXXVI

SCOPE OF AGREEMENT

 

PARAGRAPH 370.  It is acknowledged and agreed that during the course of the negotiations preceding the execution of this Agreement, all matters and issues of interest to the Association, to the Professional Employees and to the Committee pertaining to salaries, wages, hours and conditions of employment have been fully considered and negotiated, that each Party was afforded a full opportunity to present and discuss proposals pertaining to salaries, wages, hours and conditions of employment and that the understandings and agreements among the Parties concluded during the course of negotiations are fully stated in this Agreement.

 

PARAGRAPH 371.  The Committee and the Association, for itself and on behalf of the Professional Employees, agree that during the term of this Agreement all matters and issues pertaining to salaries, wages, hours and conditions of employment are and shall be governed exclusively by and limited to the terms and provisions of this Agreement and that neither the Committee nor the Association shall be obligated to negotiate with the other during the term of this Agreement with respect to any matter or issue pertaining to salaries, wages, hours or conditions of employment whether or not specifically included in this Agreement or discussed during the negotiations preceding the execution of this Agreement provided, however, that nothing in this Paragraph shall in any way limit or restrict the rights and duties prescribed in Article Twenty.

 

PARAGRAPH 372.  A new position within the bargaining unit for which compensation is not provided in Article XIII and the salary therefore shall become effective on the date the position is established and installed by the Committee.  The salary established by the Committee shall continue in effect until a different salary is agreed upon by the Committee and the Association or established by arbitration as provided in this Paragraph 53.  If the salary for a new position established by the Committee is not acceptable to the Association, the Committee will negotiate with the Association, for the establishment of a mutually acceptable salary.  If at the end of thirty (30) days the Committee and the Association do not agree on a mutually acceptable salary, the matter shall be referred to arbitration as provided in Paragraph  53.  In the event that the matter is referred to arbitration as provided in this Paragraph, the sole issue to be discussed and the sole question to be decided by the arbitrator shall be whether the salary established by the Committee is reasonable.  The decision by the arbitrator may be effective from the thirtieth (30th) working day after the new salary was installed by the Committee.  In the event that the Committee makes substantial changes in the duties of an existing position during the term of this Agreement, the Committee will negotiate with the Association concerning possible modifications in the salary for said position. 

 

PARAGRAPH 373.  Except as otherwise specifically provided, the provisions of this Agreement shall apply only to the Professional Employees who are actually working and in the current employ of the Committee.

 

PARAGRAPH 374.  The Association agrees that, except to the extent otherwise specifically provided in this Agreement, the current Faculty Manuals issued by the respective schools and approved by the Superintendent or his/her designee shall remain in full force and effect and that nothing in this Agreement shall in any way limit or restrict the right of the Superintendent or his/her designee to continue to amend, reissue, distribute and enforce the Faculty Manuals described in this Paragraph.  If any item in a Faculty Manual, or amendment thereto, is contrary to the provisions of this Agreement, the Agreement shall prevail.

 

PARAGRAPH 375.  No addition to, alternation, modification or waiver of any term, provision, condition or restriction in this Agreement shall be valid, binding, or of any force or effect unless made in writing and executed by the Committee and the Association.

 

PARAGRAPH 376.  By mutual agreement in writing between the Committee and the Association, any of the time limitations provided in this Agreement may be extended and each of the Parties to this Agreement agrees not to unreasonably withhold assent to the request by the other Party for a reasonable extension of said time limitations.

 

ARTICLE XXXVII

DURATION

 

PARAGRAPH 380.  The provisions of this Agreement shall take effect on July 1, 2005 and shall continue in effect until and including June 30, 2008.  The Committee agrees that at the request of the Association, it will not later than October 15, 2007 enter into negotiations for an agreement to become effective on July 1, 2008.

 

IN WITNESS WHEREOF, the Hampden-Wilbraham Regional School Committee has caused this Agreement to be executed in its behalf by its representatives duly authorized, and the Hampden-Wilbraham Education Association has caused this Agreement to be executed in its behalf by its representatives duly authorized, on this ______ day of _______, 2005. 

 

APPENDIX A

 

TEACHERS

 

2005-2006

SALARY SCHEDULE

 

                          BACH              BACH + 15            MASTERS             M+15                       M+30                       M+45                       2M/CAGS                          2M+/CAGS+15                               DR

1                        34,422              35,780                     39,491                     40,273                     41,082                     41,908                     42,740                          43,594              45,035

2                        35,456              36,866                     40,674                     41,480                     42,313                     43,165                     44,022                          44,903              46,342

3                        36,518              37,973                     41,895                     42,725                     43,585                     44,461                     45,342                          45,871              47,689

4                        37,615              39,111                     43,153                     44,007                     44,891                     45,794                     46,702                          47,637              49,075

5                        38,743              40,284                     44,446                     45,329                     46,236                     47,169                     48,105                          49,067              50,506

6                        39,905              41,493                     45,781                     46,687                     47,627                     48,584                     49,546                          50,536              51,979

7                        41,103              42,738                     47,154                     48,088                     49,055                     50,040                     51,032                          52,055              53,495

8                        42,961              44,020                     48,567                     49,586                     50,525                     51,542                     52,564                          53,615              55,057

9                        42,961              45,340                     50,024                     51,018                     52,042                     53,090                     54,141                          55,226              56,665

10                      42,961              47,390                     51,526                     52,549                     53,603                     54,680                     55,765                          56,882              58,322

11                      42,961              47,390                     53,071                     54,122                     55,210                     56,320                     57,438                          58,588              60,026

12                      42,961              47,390                     54,665                     55,747                     56,867                     58,010                     59,161                          60,346              61,787

13                      42,961              47,390                     56,304                     57,420                     58,573                     59,749                     60,937                          62,156              63,597

14                      42,961              47,390                     57,993                     59,144                     60,069                     61,541                     62,766                          64,020              65,461

15                      42,961              47,390                     60,614                     61,818                     63,058                     64,328                     65,603                          66,915              68,380

                                                                                                                                                                                                                                                        

*B+24              52,288                                                                                                                                                                                                                 

*B+36              59,424                                                                                                                                                                                                                 

**B+15            52,181                                                                                                                                                                                                                 

***B+30                      51,884

NO MA     

 

*Eligibility determined by prior placement on schedule as an employee of the Wilbraham Public Schools as of June 30, 1994.

 

**This Schedule applies only to former Hampden Public School Employees under contract as of June 30, 1994 who had not yet reached the maximum rate available to the B+15 column of the Former Hampden Agreement.  Access to this salary schedule is closed, but employees who are placed at this column will continue to receive step increases under the terms of the Hampden Agreement as adjusted by the terms of the general wage increases incorporated above.

 

***Former Hampden Public School Employees under contract as of June 30, 1994, who had attained the B+30/MA column pursuant to the Former Hampden Agreement, but who do not have a Master’s Degree will be compensated as above.

 

**** Nurses with zero to 3 (0-3) years consecutive experience as a nurse in the Hampden-Wilbraham Regional School District will be compensated at BA-1.  Nurses with four to seven (4 – 7) years consecutive experience as a nurse in the Hampden-Wilbraham Regional School District will be compensated at B-2.  Nurses with eight or more (8+) years experience as a nurse in the Hampden-Wilbraham Regional School District will be compensated at B-3.

 

APPENDIX A

 

TEACHERS

 

2006-2007

SALARY SCHEDULE

 

                          BA                    BA + 15                   MASTERS             M+15                       M+30                       M+45                       2M/CAGS                          2M+/CAGS+15                               DR

1                        35,455              36,853                     40,676                     41,481                     42,314                     43,165                     44,022                          44,902              46,386

2                        36,520              37,972                     41,894                     42,724                     43,582                     44,460                     45,343                          46,250              47,732

3                        37,614              39,112                     43,152                     44,007                     44,893                     45,795                     46,702                          47,247              49,120

4                        38,743              40,284                     44,448                     45,327                     46,238                     47,168                     48,103                          49,066              50,547

5                        39,905              41,493                     45,779                     46,689                     47,623                     48,584                     49,548                          50,539              52,021

6                        41,102              42,738                     47,154                     48,088                     49,056                     50,042                     51,032                          52,052              53,538

7                        42,336              44,020                     48,569                     49,531                     50,527                     51,541                     52,563                          53,617              55,100

8                        44,250              45,341                     50,024                     51,074                     52,041                     53,088                     54,141                          55,223              56,709

9                        44,250              46,700                     51,525                     52,549                     53,603                     54,683                     55,765                          56,883              58,365

10                      44,250              48,812                     53,072                     54,125                     55,211                     56,320                     57,438                          58,588              60,072

11                      44,250              48,812                     54,663                     55,746                     56,866                     58,010                     59,161                          60,346              61,827

12                      44,250              48,812                     56,305                     57,419                     58,573                     59,750                     60,936                          62,156              63,641

13                      44,250              48,812                     57,993                     59,143                     60,330                     61,541                     62,765                          64,021              65,505

14                      44,250              48,812                     59,733                     60,198                     61,871                     63,387                     64,649                          65,941              67,425

15                      44,250              48,812                     62,432                     63,673                     64,950                     66,258                     67,571                          68,922              70,431

                                                                                                                                                                                                                                                        

*B+24              53,857             

*B+36              61,207             

**B+15            53,746             

                                                    

No MA                                      

 

*Eligibility determined by prior placement on schedule as an employee of the Wilbraham Public Schools as of June 30, 1994.

 

**This Schedule applies only to former Hampden Public School Employees under contract as of June 30, 1994 who had not yet reached the maximum rate available to the B+15 column of the Former Hampden Agreement.  Access to this salary schedule is closed, but employees who are placed at this column will continue to receive step increases under the terms of the Hampden Agreement as adjusted by the terms of the general wage increases incorporated above.

 

***Former Hampden Public School Employees under contract as of June 30, 1994, who had attained the B+30/MA column pursuant to the Former Hampden Agreement, but who do not have a Master’s Degree will be compensated as above.

 

**** Nurses with zero to 3 (0-3) years consecutive experience as a nurse in the Hampden-Wilbraham Regional School District will be compensated at BA-1.  Nurses with four to seven (4 – 7) years consecutive experience as a nurse in the Hampden-Wilbraham Regional School District will be compensated at B-2.  Nurses with eight or more (8+) years experience as a nurse in the Hampden-Wilbraham Regional School District will be compensated at B-3.

 

APPENDIX A

 

TEACHERS

 

2007-2008

SALARY SCHEDULE

 

                          BACH              BACH + 15            MASTERS             M+15                       M+30                       M+45                       2M/CAGS                          2M+/CAGS+15                               DR

1                        36,696              38,143                     42,100                     42,933                     43,795                     44,676                     45,563                          46,474              48,010

2                        37,798              39,301                     43,360                     44,219                     45,107                     46,016                     46,930                          47,869              49,403

3                        38,930              40,481                     44,662                     45,547                     46,464                     47,398                     48,337                          48,901              50,839

4                        40,099              41,694                     46,004                     46,913                     47,856                     48,819                     49,787                          50,783              52,316

5                        41,302              42,945                     47,381                     48,323                     49,290                     50,284                     51,282                          52,308              53,842

6                        42,541              44,234                     48,804                     49,771                     50,773                     51,793                     52,818                          53,874              55,412

7                        43,818              45,561                     50,269                     51,265                     52,295                     53,345                     54,403                          55,494              57,029

8                        45,799              46,928                     51,775                     52,862                     53,862                     54,946                     56,036                          57,156              58,694

9                        45,799              48,335                     53,328                     54,388                     55,479                     56,597                     57,717                          58,874              60,408

10                      45,799              50,520                     54,930                     56,019                     57,143                     58,291                     59,448                          60,639              62,175

11                      45,799              50,520                     56,576                     57,697                     58,856                     60,040                     61,232                          62,458              63,991

12                      45,799              50,520                     58,276                     59,429                     60,623                     61,841                     63,069                          64,331              65,868

13                      45,799              50,520                     60,023                     61,213                     62,442                     63,695                     64,962                          66,262              67,798

14                      45,799              50,520                     61,824                     63,050                     64,036                     65,606                     66,912                          68,249              69,785

15                      45,799              50,520                     64,617                     65,902                     67,223                     68,577                     69,936                          71,334              72,896

                                                                                                                                                                                                                                                        

*B+24              55,742                                                                                                                                                                                                                 

*B+36              63,349                                                                                                                                                                                                                 

**B+15            55,627                                                                                                                                                                                                                 

                                                                                                                                                                                                                                                        

No MA                                                                                                                                                                                                                                           

 

*Eligibility determined by prior placement on schedule as an employee of the Wilbraham Public Schools as of June 30, 1994.

 

**This Schedule applies only to former Hampden Public School Employees under contract as of June 30, 1994 who had not yet reached the maximum rate available to the B+15 column of the Former Hampden Agreement.  Access to this salary schedule is closed, but employees who are placed at this column will continue to receive step increases under the terms of the Hampden Agreement as adjusted by the terms of the general wage increases incorporated above.

 

***Former Hampden Public School Employees under contract as of June 30, 1994, who had attained the B+30/MA column pursuant to the Former Hampden Agreement, but who do not have a Master’s Degree will be compensated as above.

 

****Nurses with zero to 3 (0-3) years consecutive experience as a nurse in the Hampden-Wilbraham Regional School District will be compensated at BA-1.  Nurses with four to seven (4 – 7) years consecutive experience as a nurse in the Hampden-Wilbraham Regional School District will be compensated at B-2.  Nurses with eight or more (8+) years experience as a nurse in the Hampden-Wilbraham Regional School District will be compensated at B-3.

 

APPENDIX B

UNIT A

(SALARIES)

 

 

SPORT

BOY/

GIRL

 

LEVEL

 

2005-2006

 

2006-2007

 

2007-2008

BASEBALL (3)          B            V                              $3,116                  $3,209                  $3,321

                                      B            JV                             $1,868                  $1,924                  $1,991

                                      B            FR                            $1,868                  $1,924                  $1,991

BASKETBALL (6)      G            V                              $3,558                  $3,665                  $3,793

                                      G            JV                             $2,135                  $2,199                  $2,276

                                      G            FR                            $2,135                  $2,199                  $2,276

                                      B            V                              $3,558                  $3,665                  $3,793

                                      B            JV                             $2,135                  $2,199                  $2,276

                                      B            FR                            $2,135                  $2,199                  $2,276

CROSS COUNTRY(2)               B                              V                          $1,735                  $1787                 $1,850

                                      G            V                              $1,735                  $1,787                  $1,850

FIELD HOCKEY(2)   V            V                              $2,636                  $2,715                  $2,810

                                      JV           JV                             $1,582                  $1,629                  $1,686

FOOTBALL (6)           B            V                              $5,097                  $5,250                  $5,434

                                      B            V ASST                   $2,546                  $2,622                  $2,714

                                      B            JV ASST                  $2,546                  $2,622                  $2,714

                                      B            JV                             $2,546                  $2,622                  $2,714

                                      B            FR                            $2,546                  $2,622                  $2,714

                                      B            FR ASST                 $2,038                  $2,099                  $2,172

GOLF (2)                      B            V                              $1,698                  $1,749                  $1,810

                                      B            JV                             $1,021                  $1,052                  $1,089

GYMNASTICS (2)      G            V                              $3,207                  $3,303                  $3,419

                                      G            V ASST                   $1,922                  $1,980                  $2,049

ICE HOCKEY (3)       B            V                              $3,471                  $3,575                  $,700

                                      B            JV                             $2,084                  $2,147                  $2,222

                                      B            V ASST                   $2,084                  $2,147                  $2,222

LACROSSE (6)           B            V                              $3,071                  $3,163                  $3,274

                                      B            V ASST                   $1,846                  $1,901                  $1,968

                                      B            JV                             $1,846                  $1,901                  $1,968

                                      G            V                              $3,071                  $3,163                  $3,274

                                      G            V ASST                   $1,846                  $1,901                  $1,968

                                      G            JV                             $1,846                  $1,901                  $2,571

SKIING (3)                  B/G        V                              $2,412                  $2,484                  $2,571

FTE(1.5V/1.5V ASST)              B/G                          V ASST               $1,447                  $1,490                $1,542

SOCCER (8)                G            V                              $3,071                  $3,163                  $3,274

                                      G            V ASST                   $1,846                  $1,901                  $1,968

                                      G            JV                             $1,846                  $1,901                  $1,968

                                      G            FR                            $1,846                  $1,901                  $1,968

                                      B            V                              $3,071                  $3,163                  $3,274

                                      B            V ASST                   $1,846                  $1,901                  $1,968

                                      B            JV                             $1,846                  $1,901                  $1,968

                                      B            FR                            $1,846                  $1,901                  $1,968

                        APPENDIX B

UNIT A

(SALARIES)

                       

                                     

(CONTINUED)                                                           2005-2006           2006-2007           2007-2008

SOFTBALL (2)            G            V                              $3,116                  $3,209                  $3,321

                                      G            JV                             $1,868                  $1,924                  $1,991

SWIMMING 4.5FTE   B/G        V                              $2,961                  $3,050                  $3,157

(1.5V/1.5ASST/1.5ASST)           B/G                          V ASST               $1,777                  $1,830                $1,894

                                      B/G        V ASST/DIVG        $1,777                  $1,830                  $1,894

TENNIS (2)                  B            V                              $1,952                  $2,011                  $2,081

                                      G            V                              $1,952                  $2,011                  $2,081

TRACK (6)                   B            V                              $2,857                  $2,943                  $3,046

                                      B            V ASST                   $1,712                  $1,763                  $1,825

                                      B            V ASST                   $1,712                  $1,763                  $1,825

                                      G            V                              $2,857                  $2,943                  $3,046

                                      G            V ASST                   $1,712                  $1,763                  $1,825

                                      G            V ASST                   $1,712                  $1,763                  $1,825

TRACK (INDOOR)    B/G        V                              $1,736                  $1,788                  $1,851

VOLLEYBALL (4)     G            V                              $3,071                  $3,163                  $3,274

                                      G            JV                             $1,846                  $1,901                  $1,968

                                      B            V                              $3,071                  $3,163                  $3,274

                                      B            JV                             $1,846                  $1,901                  $1,968

WRESTLING (2)         B            V                              $3,471                  $3,575                  $3,700

                                      B            V ASST                   $2,084                  $2,147                  $2,222

CHEERLEADING (2)               G                              V/FALL              $1,735                  $1,787                $1,850

                                      G            JV/FALL                 $1,038                  $1,069                  $1,106

                                      G            V/WINTER             $1,735                  $1,787                  $1,850

                                      G            JV/WINTER            $1,038                  $1,069                  $1,106

SYNCRO, SWIM        G            V                              $2,223                  $2,290                  $2,370

FACULTY MANAGER                                             r                           $3,207                  $3,303                $3,419

 


APPENDIX B

 

SUPPLEMENTAL COMPENSATION

 

                                                                                                  2005-2006       2006-2007       2007-2008

ART CLUB                                                                              $782                $805                $833

AS SCHOOLS MATCH WITS                                               $911                $938                $971

BAND EXTRA DUTY                                                           $911                $938                $971

BOWLING CLUB                                                                  $889                $916                $948

CHEMISTRY OLYMPIAD                                                    $66                  $68                  $70

CHESS TEAM                                                                         $906                $933                $966

CHOIR EXTRA DUTY                                                          $826                $851                $881

CLASS ADVISOR-FRESHMAN                                          $1,171             $1,206             $1,248

CLASS ADVISOR-SOPHOMORE                                       $1,563             $1,610             $1,666

CLASS ADVISOR-JUNIOR                                                  $1,954             $2,013             $2,083

CLASS ADVISOR-SENIOR                                                 $3,083             $3,175             $3,286

COMPUTER CLUB                                                                $1,047             $1,078             $1,116

DRAMA-TECH THEATER                                                    $1,542             $1,588             $1,644

DRAMA-PRODUCER/DIRECTOR                                      $2,602             $2,680             $2,774

DRAMA-ASSISTANT DIRECTOR                                      $782                $805                $833

EMERALDS                                                                            $1,233             $1,270             $1,314

ENVIRONMENTAL CLUB                                                  $987                $1,017             $1,053

FUTURE BUSINESS LEADERS OF AMERICA                $1,480             $1,524             $1,577

JAZZ ENSEMBLE                                                                  $1,302             $1,341             $1,388

JUNIOR JAZZ BAND                                                            $1,275             $1,313             $1,359

KEY CLUB                                                                             $3,451             $3,555             $3,679

MA STUDENT GOVERNMENT DAY                                 $228                $235                $243

MARCHING BAND ASSISTANT                                        $889                $916                $948

MATHLETES                                                                          $1,204             $1,240             $1,283

MOCK LAW                                                                           $1,556             $1,603             $1,659

MODEL CONGRESS                                                             $1,047             $1,078             $1,116

MODEL UN                                                                            $926                $954                $987

NATIONAL HONOR SOCIETY                                           $3,083             $3,175             $3,286

OUTING CLUB                                                                      $1,542             $1,588             $1,644

ONE ACT PLAYS                                                                  $1,111             $1,144             $1,184

PERFORMING AND VISUAL ARTS SOCIETY(PAVAS)                        $975                $1,004            $1,039

SAILING CLUB                                                                     $445                $458                $474

SCIENCE OLYMPIAD                                                          $1,480             $1,524             $1,577

SKI CLUB                                                                               $1,172             $1,207             $1,249

SMOKE SIGNAL-EDITOR                                                   $4,192             $4,318             $4,469

SMOKE SIGNAL-BUSINESS MANAGER                         $1,041             1,072               1,110

STUDENT COUNCIL                                                            $3,083             $3,175             $3,286

STUDENT HOST/HOSTESS COORDINATOR                   $911                $938                $971

STUDENT STORE                                                                  $2,224             $2,291             $2,371

TEENS HELPING OTHER TEENS SURVIVE                    $1,556             $1,603             $1,659

VEHICLE RESTORATION CLUB                                       $490                $505                $523

VOLLEYBALL TOURNAMENT                                         $445                $458                $474

YEARBOOK-EDITOR                                                           $4,192             $4,318             $4,469

APPENDIX B

SUPPLEMENTAL COMPENSATION

           

 

2005-2006      

 

2006-2007      

 

2007-2008

YEARBOOK-BUSINESS MANAGER                                $1,041             $1,072             $1,110

 

           High School

NON-COCURRICULAR                                                                                                    

CAFETERIA ASSISTANTS (YEARLY STIPEND)            $1,815             $1,869             $1,934

CHAPERONES (PER EVENT)                                              $66                  $68                  $70

METCO COORDINATOR                                                     $1,111             $1,144             $1,184

MORNING SCHEDULERor                                                  $3,821             $3,936             $4,074

PARKING LOT ASSISTANT                                                $1,041             $1,072             $1,110

SATURDAY SCHOOL (HOURLY)                                     $26                  $27                  $28

SUB-COORDINATOR                                                           $4,036             $4,157             $4,302

TICKET TAKER(PER EVENT)                                             $65                  $65                  $65

                                                                                                                                                 

    Middle School

COCURRICULAR                                                                                                                

JAZZ ENSEMBLE                                                                $1,302             $1,341             $1,388

MUSIC DRAMA PRODUCTIONS                                     $879                $905                $937

STUDENT COUNCIL                                                          $986                $1,016             $1,052

YEARBOOK                                                                          $889                $916                $948

                                                                                                                                                 

    Middle School

NON-COCURRICULAR                                                                                                      

CAFTERIA ASSISTANTS(YEARLY STIPEND)            $1,815             $1,869             $1,934

FINAL ASSEMBLY                                                              $263                $271                $280

                                                                                                                                                 

    All Schools

COCURRICULAR                                                                                                                

SKI CLUB                                                                               $1,172             $1,207             $1,249

STUDENT ACTIVITIES(HOURLY)                                 $31                  $32                  $33

                                                                                                                                                 

    All Schools

NON-COCURRICULAR                                                                                                      

CAFETERIA ASSISTANTS ELEMENTARY                 $9                    $9                    $9

METCO K-8 COORDINATOR                                           $1,111             $1,144             $1,184

PUBLIC RELATIONS-PER SCHOOL                              $782                $805                $833

TUTORS(HOURLY)                                                             $36                  $37                  $38

 

 

STIPENDS/SALARY DIFFERENTIALS

 

DEPARTMENT CHAIRPERSONS:

 

5 OR LESS TEACHERS                               5% INCREASE ON TEACHING SALARY

6-10 TEACHERS                                           7.5% INCREASE ON TEACHING SALARY

11-15 TEACHERS                                         10% INCREASE ON TEACHING SALARY

16-20 TEACHERS                                         12.5% INCREASE ON TEACHING SALARY

21 OR MORE                                                 15% INCREASE ON TEACHING SALARY

GUIDANCE                                                  5% INCREASE ON BASE SALARY

 

If a teacher teaches fifty percent (50%) or more in a department, the head of that department can count him/her as a teacher for purposes of Department Chair compensation.  If the teacher teaches fifty percent (50%) of the time in one department and fifty percent (50%) in another department both departments heads he/she teaches under may count him/her.

 

                                                                  2005-2006             2006-2007                   2007-2008

 

MIDDLE SCHOOL TEAM LEADER           988                      1018                             1054

 

HEAD NURSE                                              1760                      1813                             1876

 

*ADMINISTRATIVE ASST. (MRHS)        6995                      7205                             7457

 

LEAD TEACHERS                                         800                        824                              853

 

APPENDIX C

PROMISSORY NOTE

Agreement

 

 

I, ______________________, agree to remit to the Hampden-Wilbraham School District repayment for any courses taken within the last two (2) years (twenty-four [24] months) prior to the effective date of termination for which they reimbursed me for.  I agree to pay these monies within two (2) years (twenty-four [24] months) of severance of my employment.  It is understood that these monies become due and payable only if I voluntarily sever my employment.

 

I acknowledge that I have this obligation and failure to adhere to the above provision will constitute a breach of this Agreement, enforceable in a court of law.

 

APPENDIX D

HAMPDEN-WILBRAHAM REGIONAL SCHOOL DISTRICT

 

Teacher Evaluation

 

Philosophy of Evaluation

The primary purpose of evaluation in the Hampden-Wilbraham Regional School District is to improve student learning through providing faculty members with a continuous process of feedback and support.  Evaluation is an open, collaborative process that takes place in an atmosphere of mutual respect, trust, and the desire for professional growth and development.  Faculty members and the evaluator share responsibility for assessing strengths and weaknesses and attainting defined individual and district-wide goals.  The evaluation system encompasses the purposes of evaluation as outlined in the General Laws of the Commonwealth of Massachusetts.

 

Objectives

All teachers and professional support staff (hereby referred to as teachers) in the Hampden-Wilbraham Regional School District will be evaluated on a bi-annual basis.  Evaluation procedures have been designed to meet several objectives:

 

1.         The Massachusetts Department of Education's Performance Standards that have been adopted by the Hampden-Wilbraham Regional School Committee.

2.         Provide ongoing feedback to teachers

3.         Foster dialogue between teachers and their supervisors

4.         Document achievements and professional activities

5.         Promote reflection, goal setting, and continuing professional development

6.         Identify teachers who do not meet the professional standards of the Hampden-Wilbraham Schools and provide assistance for improvement

7.         Furnish the Principal and Superintendent of Schools with information for personnel decisions.

 

Dimensions of Interim Teacher Evaluation Process

 

All teachers will be evaluated on one of two dimensions:  Appraisal and Accountability or Professional Growth.

 

A.        Appraisal and Accountability Dimension

 

1.  Purpose.  To insure adequate performance based on job description, annual goals, and performance standards and/or to correct performance deficiencies through assistance and focused teacher effort.

 

2.  Who.  All teachers with Non-Professional Teacher Status and teachers with Professional Teacher Status who meet one or more of the following criteria may be selected by the principal for this dimension:

a)              Have not been observed for at least three years

b)             Have received an unsatisfactory evaluation during the past two years (or deficiencies are noted in narrative)

c)              Placed in a different grade level, subject, and /or school

d)             Determination by the principal that a teacher engaged in the professional development dimension would benefit from the appraisal and accountability dimension.

 

3.         How.

a)              Annual Goal Development Conference (Plan for meeting an individual, building and district goal developed jointly by the teacher and evaluator and approved by the principal).

b)             A minimum of two formal observations (pre-observation conference available at request of teacher, post-observation conference held within five days of observation, brief written summary of commendations and recommendations provided at post-observation conference).  Additional observations may be scheduled at the discretion of the evaluator.

c)              Final evaluation report and conference

 

4.         When.  Completed by June 1st.

 

B.        Professional Growth Dimension (in the applicable school year)

 

1.         Purpose.  To promote ongoing professional growth and opportunities for extended enhancement of teaching and learning.

 

2.         Who.  All teacher with Professional Teacher Status who are not engaged in the Accountability and Assistance Dimension of evaluation

 

3.         How.  The teacher assumes major responsibility for completing the following steps

a)              Annual Goal Development Conference with principal or designated evaluator (Plan for meeting an individual, building and district goal Developed jointly by the teacher and evaluator and approved by the principal)

b)             Documentation of goal achievement (e.g., teacher portfolio, self-evaluation, etc.)

c)              Annual progress report completed by teacher (Several different formats will be developed and shared with teachers.)

 

4.         When.  The Annual Goal Development Conference will be completed by November.  The annual progress report will be due not later than June 1st.

 

Final Evaluation Report

A final evaluation report will be completed for each teacher evaluated on the Accountability and Appraisal Dimension.  A form is attached.

 

EFFECTIVE TEACHING COMPETENCIES

(The purpose of this form is to act a checklist for the teacher and the evaluator so that they can keep the Standards of Effective Teacher in mind during the evaluation process.  It is not intended as a checklist that is completed as part of the evaluator's report.)

 

Standard I  The effective teacher is knowledgeable in the currency of the curriculum.

 

Standard II:  The effective teacher communicates clearly, understandably, and appropriately.  The effective teacher manages the classroom environment.  To meet this standard, the teacher will demonstrate that he or she:

Strong          Satisfactory    Areas of

Characteristics                   Improvement

1.  Gives clear and concise explanations and

directions.                                                                      __________________________________

2.  Frames questions so as to encourage        

inquiry.                                                                           __________________________________

3.  Uses appropriate metaphors, examples and

illustrations.                                                                    __________________________________

4.  Make the goals of teaching and learning

clear to students.                                                            __________________________________

5.  Uses language appropriate to the age,

developmental stage, and special needs of the

student.                                                                          __________________________________

6.  Serves as an example of clear and effective

oral and written communication.                                   __________________________________

7.  Listens, accepts, probes, questions, and

encourages student communications.                            __________________________________

8.  Can interpret and apply information received

in either oral or written form.                                         __________________________________

9.  Summarizes ideas or information into clear,

succinct statements.                                                       __________________________________

10 Articulates student, program, professional

and personal needs to appropriate supervisors.              __________________________________

11. Teaches the basic academic skills

(reading, communication, and mathematics)

related to the goals of instruction.                                 __________________________________

12. Is aware of recent developments in

teaching and the Massachusetts Curriculum

Frameworks, particularly in his/her field of

knowledge.                                                                    __________________________________

13. Makes effective use of appropriate

resources in the community.                                          __________________________________

 

Standard III:  The effective teacher designs instruction to facilitate learning consistent with the needs and interests of the learners and so as to maintain a sense of order and purpose in the classroom.  The effective teacher is organized, goal-oriented, systematic, and prepared.  To meet this standard, the candidate will demonstrate that he or she:

 

Strong          Satisfactory    Areas of

Characteristics                   Improvement

1.  Organizes classroom activities to

produce a smooth flow of events with

minimum of confusion or waste of time.                       __________________________________

2.  Paces activities to assure task

accomplishment, arranging for

assistance to those who need it and

to make progress and reach goals.                                 __________________________________

3.  Budgets own time and efforts so that

required tasks can be accomplished.                              __________________________________

4.  Establishes and maintains a

system for developing, sequencing

lesson or unit plans.                                                        __________________________________

5.  Demonstrates responsibility,

care, and efficient use of school

equipment and materials.                                               __________________________________

6.  Follows routine school

procedures as mutually established

by contract and professional policies

agreements, i.e., the Teachers'

Handbook.                                                                     __________________________________

7.  Adheres to school time schedule.                             __________________________________

8.  Adapts or designs the curriculum

to meet the needs and interests of

his/her students.                                                             __________________________________

9  Has clear goals for students'

learning and informs students of

objectives, sequence of events, the

rationale and responsibility well in

advance.                                                                         __________________________________

10.  Uses materials, media,

technology, and techniques

appropriate to the subject matter,

goals of instruction, age,

developmental stage, or special

needs of his or her students, both

individually and as a class.                                            __________________________________

 

Standard IV:  The effective teacher use the results of various evaluative procedures to assess the effectiveness of instruction and the curriculum.  To meet this standard, the teacher will demonstrate that he or she:

 

Strong          Satisfactory    Areas of

Characteristics                   Improvement

 

1.  Locates and identifies performance

standards for students in given

curricular areas.                                                              __________________________________

2.  Uses evaluative procedures

appropriate to the age, developmental

stage, and special needs of the

students.                                                                         __________________________________

3.  Cites and uses a variety of means

for obtaining student performance data.                       __________________________________

4.  Interprets the results of evaluative

procedures, and uses these results to

improve instruction on both for the class

as a whole and for individual students.                         __________________________________

5.  Compares student performance data

with performance standards and

previous performance data.                                            __________________________________

6.  Makes students aware of evaluative

methods to be used and explains their

progress based on the resulting data.                             __________________________________

7.  Identifies problems in reading which

inhibit learning and works toward

remedying these problems.                                            __________________________________

8.  Evaluates his/her role,

behavior, and performance in the

classroom.                                                                      __________________________________

9.  Accepts supervisory assistance

and advice that helps improve

instruction and student performance.                            __________________________________

 

Standard V:  The effective teacher is equitable, sensitive, stimulating, and responsive to all learners.  He/she promotes equity and the appreciation of diversity.  To meet this standard, the teacher will demonstrate that he/she:

 

Strong          Satisfactory    Areas of

Characteristics                   Improvement

 

1.  Defends and encourages the

exercise of all students' rights to equal,

consistent treatment and freedom of

expression.                                                                     __________________________________

2.  Encourages leadership,

cooperation, and responsibility among

students.                                                                         __________________________________

3.  Avoids and discourage racial,

sexual, social, ethnic, religious,

physical, and other stereotyping.                                   __________________________________

4.  Interacts with all students both                

verbally and non-verbally in positive,

praising, encouraging ways, especially

those with special needs.                                               __________________________________

5.  Utilizes a variety of questioning

techniques that provoke higher level

thinking on the part of all students.                               __________________________________

6.  Expresses interest, enthusiasm,

and curiosity and subject matter and

classroom events.                                                           __________________________________

7.  Draws upon students' interests and

current events for content, illustrating,

and applications within the classroom.                          __________________________________

 

Standard VI:  The effective teacher fulfills his/her professional responsibilities.  The effective teacher is able to model, in interactions with colleagues, such qualities as fairness, independence, commitment, appreciation of differences, tolerance of error and ambiguity, courtesy, self-discipline, honesty, integrity, empathy, willingness to cooperate, share, and to do what is necessary to complete tasks satisfactorily.

 

The teaming process is an integral part of our programming model; therefore, to meet this standard, the teacher will demonstrate that he/she:

 

Strong          Satisfactory    Areas of

Characteristics                   Improvement

 

1.  Exhibits ethical behavior toward

fellow teachers and co-workers.                                                  __________________________________

2.  Attends faculty and committee                

meetings.                                                                        __________________________________

3.  Makes such contributions at

meetings that help bring about

improvement in the school and/or in

the educational product.                                                __________________________________

4.  Is able to express ideas in a manner

that generates respect of colleagues

and other associates.                                                      __________________________________

5.  Cooperates with colleagues,

administrators, and other associates by

sharing ideas and methods in

instruction.                                                                     __________________________________

6.  Seeks assistance, advice, and

guidance as necessary from

colleagues and/or specialists                                          __________________________________

7.  Shows willingness to assist others

with their professional problems.                                   __________________________________

8.  Is willing to accept duties that are

directly related to the effective

functioning of the team.                                                __________________________________

9.  Is able to interpret and apply

information received through the

teaming process.                                                             __________________________________

 

 

Standard VII:  The effective teacher communicates clearly, understandably, and appropriately with parents and the community.  To meet this standard, the teacher will demonstrate that he/she:

 

Strong          Satisfactory    Areas of

Characteristics                   Improvement

1.  Confers with parents to foster a

constructive parent-teacher

relationship.                                                                    __________________________________

2.  Involves parents in class-related

activities, i.e., field trips, resources, and

volunteer helpers.                                                           __________________________________

3.  Participates actively and effectively

in formal and informal evaluation

sessions with parents.                                                     __________________________________

4.  Encourages an atmosphere of                   

cooperation with parents to bring about

the emotional, social, and educational

growth of the students.                                                  __________________________________

5.  Uses tact and diplomacy in

verbalizing strengths and weaknesses

of children with their parents.                                        __________________________________

6.  Establishes and describes specific

channels and procedures for

communication with parents when these

channels do not exist.                                                    __________________________________

7.  Transmits effectively information to

parents concerning all matters to their

child's school performance.                                            __________________________________

8.  Elicits and interprets information

concerning home circumstances which

affect the quality of classroom

instruction.                                                                     __________________________________

9.  Calls for parental involvement and

participation in a timely manner in order

to minimize potential problems.                               __________________________________

 

HAMPDEN-WILBRAHAM REGIONAL SCHOOL DISTRICT

APPRAISAL AND ACCOUNTABILITY DIMENSION

Individual Growth Plan

 

Staff Member                                                         Position    ________________                         

Evaluator                                                                Date          ________________                             

 

 

GOAL(S) AGREE UPON:

 

PLAN OF ACTION:

 

EVALUATION TECHNIQUES:

 

HAMPDEN-WILBRAHAM REGIONAL SCHOOL DISTRICT

PROFESSIONAL GROWTH DIMENSION

Individual Plan

 

Staff Member                                                         Position     ______________                        

Evaluator                                                                Date                   __________ 

 

GOAL(S) AGREE UPON:

Stages of Development:

Awareness/Preparation               Implemental                   Refinement                     

 

PLAN OF ACTION:

 

NARRATIVE SUMMARY OF COMPLETION OF GOALS:

(Please identify which activities have been attained in full, which have been partially attained, and which have not been addressed)

 

I verify that the above plan has been satisfactorily completed.

Why:

I verify that the above plan has not been satisfactorily completed.

Why:

                                                                                                                       

_____________________

Signature of Evaluator                                             Date_______________________________

I verify that I have worked on the above plan as stated above

Teacher comments:

 

______________________

Staff Member                                                               Date

 

HAMPDEN-WILBRAHAM REGIONAL SCHOOL DISTRICT

CLASSROOM VISITATION REPORT

 

Staff Member                                                         Position      _________________

Observation Date:                                                  Conference _________________

                                                                                 Date:            -------------------------

 

Discussion Guidelines:

1.  Were the goals of the lesson completed?

2.  How were they met?

3.  What factors influenced the results?

4.  Other factors that were considered?

 

Observation Comments:

 

Teacher Comments

 

SIGNATURES

 

                                                                                                    

Staff Member                                                         Date______________________________      

 

____________________

Evaluator                                                        Date

Final Evaluation Report Form

Name                                                              Date   ___________________                                  

 

Evaluator's Name  ___________________________                                                       

 

The Final Evaluation Report may include information from the formal observations, documentation of goal attainment, references to performance standards (effective teaching competencies), and other relevant information gathered during the school year.  Strengths and weaknesses of the teacher should be included.  Those areas where improvement is needed should be clearly set forth and recommendations for improvement should be made.  Subsequent evaluations should include a discussion of any improvement or of any continuing difficulty that is observed.  (Please include dates of observation.)

Recommendation for Re-Employment

Name                                                                       Status  ____________________                     

 

School                                                                      Grade/Subject _____________                      

 

Experience

In present position              _________                       

 

In district                                          __                                     

 

Total                                   __________                                             

 

Recommendation

Recommended for re-employment              Yes            No ____     

 

Recommend for Professional Status           Yes            No ____     

 

 

Teacher's Statement:  I have examined this evaluation and have signed it.  However, my signature does not necessarily indicate agreement with the contents, but only that they are recorded with my full knowledge.

 

Teacher Comments:

 

Teacher's Signature                                           __         Date    __________                      

 

 

MEMORANDUM OF AGREEMENT

 

 

Job Sharing

 

 

Teachers may initiate a proposal for “job sharing” by submitting said proposal in writing to the building principal, on or before March 15 of the school year preceding the start of the school year in which job sharing is to occur.  Such a proposal must include a tentative work schedule for each teacher, a description of how necessary parental communication will be maintained, and a description of how communication between the teachers will occur.  Each teacher must agree, in writing, which individual will be eligible for district supported health insurance benefits, and which individual will receive seniority credit under the collective bargaining agreement.  The Hampden-Wilbraham Education Association will receive a copy of all such proposals.

 

The Principal will review the proposal, and discuss any concerns with the teachers.  The proposal, including any changes agreed upon as a result of said discussions, will be forwarded to the Superintendent, together with the written recommendation of the Principal, no later than April 15.  The Hampden-Wilbraham Education Association will receive a copy of the revised proposal, and of the principal’s recommendations.

 

The Superintendent may approve or deny the proposal, provided only that in the event she/he denies the proposal, the teachers who made the proposal will be entitled to reasons in writing.  The decision of the Superintendent will be final and binding.

 

 

MEMORANDUM OF AGREEMENT

 

 

This Memorandum of Agreement is entered into this ________ day of March, 2001 by and between the Hampden-Wilbraham Education Association (Unit A) and Hampden Wilbraham School Committee to address the enactment of Section 4 of Chapter 260 of the Acts of 1998 (G.L. c. 15A, section 19C, entitled “Master Teacher Corps Program”) as follows:

 

      1.      The parties acknowledge that, based upon the above law, teachers employed by the District are and may in the future be eligible for parity in compensation with teachers who possess a Master’s Degree, notwithstanding their lack of a Master’s Degree.

 

      2.      The parties further acknowledge that a teacher who meets the qualifications of the law including obtaining National Board certification and is deemed approved by the Department of Education as a member of the Master Teacher Corps and is not currently on the Master’s Column, shall be laterally moved to the Master’s Column.  Any teacher so placed shall adhere to the obligations as set out in the law with respect to mentor teachers.

 

      3.      The provisions of this agreement shall be in full force and effect so long as the law remains in effect.  Should the provisions of the law be modified, rescinded or changed, the parties agree to review the terms of this agreement.

 

      4.      The provisions regarding paragraph 154 regarding notification shall apply to movements under this memorandum.  Any Master Teacher placements currently requested under review shall be made retroactive to February, 2001.

 

      5.      This agreement shall supercede the current provisions of the contract only to the extent this agreement is inconsistent with those terms.

 

LETTER OF AGREEMENT

 

This Letter of Agreement is entered into by the Hampden-Wilbraham Regional School District Committee and the Hampden-Wilbraham Education Association/MTA/NEA as follows:

 

1.         Effective September, 1999, two (2) teacher days will be scheduled prior to the commencement of the school year, one (1) as a building day, during which time the Principal may schedule activities and one (1) District day.  The Superintendent agrees to receive input from the Association regarding the scheduling of the remaining three (3) professional days.  The School Committee, acting through its Superintendent, further agrees to receive Association input, regarding the school calendar, prior to the presentment of the calendar to the School Committee.

 

 

LETTER OF AGREEMENT

 

 

This Letter of Agreement is entered into by the Hampden-Wilbraham Regional School District Committee and the Hampden-Wilbraham Education Association/MTA/NEA as follows:

 

1.         Effective with the commencement of the 1998-99 school year, any Unit A employee desiring a Hepatitis B vaccination shall be so provided by the District, at no cost to the employee.  The manner of dispensation of such vaccination shall be determined by the School District.

 

 

FOR THE HAMPDEN-WILBRAHAM SCHOOL COMMITTEE

 

 

 

__________________________                             Date: ______________

Chairperson

 

 

 

FOR THE HAMPDEN-WILBRAHAM EDUCATION ASSOCIATION/MTA/NEA

 

 

 

__________________________                             Date: ________________

President

 

 


LETTER OF AGREEMENT

 

 

This Letter of Agreement is entered into by the Hampden-Wilbraham Regional School District Committee and the Hampden-Wilbraham Education Association/MTA/NEA as follows:

 

1.         Effective with the commencement of the 1998-99 school year, any Unit A employee desiring a Hepatitis B vaccination shall be so provided by the District, at no cost to the employee.  The manner of dispensation of such vaccination shall be determined by the School District.

 

 

FOR THE HAMPDEN-WILBRAHAM SCHOOL COMMITTEE

 

 

 

__________________________                Date: ______________

Chairperson

 

 

 

FOR THE HAMPDEN-WILBRAHAM EDUCATION ASSOCIATION/MTA/NEA

 

 

 

__________________________                Date: ________________

President

 

 

 


Side Letter

 

Should the Regional School Committee elect to participate in the Virtual High School Program, the following conditions will be maintained:

 

-           Virtual High School courses will not replace regular course offerings of the Hampden-Wilbraham Regional Schools.

 

-           No member of the bargaining unit represented by the Hampden-Wilbraham Education Association will be reduced from full to part time or laid off due to the District’s participation in the Virtual High School Pro


MEMORANDUM

OF AGREEMENT

 

The Hampden-Wilbraham Regional School Committee and the Hampden-Wilbraham Education Association by their respective bargaining teams, subject to ratification, herewith agree to extend their collective bargaining agreement covering the period from July 1, 2008 through June 30, 2011 as follows:

 

1.         For the 2009-2010 school year, teachers shall be furloughed for one (1) day, specifically the professional development day currently scheduled for January ___, 2010;  teachers’ will not work and teachers’ salaries for the 2009-2010 school year shall be reduced proportionately, i.e., by one one hundred eighty-fifth (1/185).  Said reduction will be made commencing __________ and ending _________.    Said reduction will not apply to teachers’ retiring in 2009-2010 or 2010-2011.

 

2.         Commencing on __________, 2009 the employee share of the premium for health insurance coverage as provided in Article XVI shall be increased by $19.23 per pay period.  Such increase shall continue through __________, 2010, at which time the rate provided by Paragraph 161(e) shall take effect.

 

3.         For the 2010-2011 school year, teachers may, at the discretion of the School Committee, be furloughed for up to two (2) days, specifically the professional development days at the beginning of the school year. Teacher’s salaries for the 2010-2011 school year shall be reduced proportionately to the reduction in the school year, i.e. by one one hundred eighty-fifth (1/185) for each day eliminated.  Said reduction will be made commencing __________ and ending _________.    Said reduction will not apply to teachers’ retiring in 2009-2010 or 2010-2011.

 

4.         For the 2010-2011 school year the salary increase to be provided by the current agreement shall be reduced by .25%.

 

5.         Commencing in the 2010-2011 school year a longevity payment shall be provided in the annual amount of $200.00 to those teachers who have completed thirty (30) years of creditable service as of the first day of the school year. 

 

6.         The Agreement shall be extended through June 30, 2013 and increases in the salary schedule shall be provided in the amount of 2.75% for the 2011-2012 school year and in the amount of 3% for the 2012-2013 school year.

 

7.         Except as amended above and with appropriate date changes, the parties’ Agreement shall continue in full force and effect through June 30, 2013.

 


 

 

            AGREED by the bargaining teams for the Hampden-Wilbraham Education Association and the Hampden-Wilbraham Regional School Committee this ___ day of September, 2009.

 

 

HAMPDEN-WILBRAHAM                                                 HAMPDEN-WILBRHAM

EDUCATION ASSOCIATION                    REGIONAL SCHOOL

TEAM BY:                 COMMITTEE BARGAINING

                        TEAM BY:

 

 

____________________________                            _____________________________

 

 

____________________________                            _____________________________

 

 

____________________________                            _____________________________

 

 

____________________________                            _____________________________

 

 

____________________________                            _____________________________