Agreement

Between the

HANCOCK SCHOOL COMMITTEE

and the

HANCOCK TEACHER’S ASSOCIATION

 

SEPTEMBER 1, 2009 - AUGUST 31, 2012

HANCOCK TEACHER’S ASSOCIATION

 

SEPTEMBER 1, 2009 - AUGUST 31, 2012

 

PREAMBLE

 

The purpose of the Hancock School Committee is to provide education of the highest quality for the children of Hancock within the financial support approved by that Town each year.  To achieve that purpose, we, the parties to this agreement recognize and agree that.

 

A.        Under the laws of the Commonwealth of Massachusetts, the Hancock School Committee, elected by the voters of Hancock, has the sole responsibility for the control, operation and maintenance of public education in this town.  To this end, the Committee establishes policies and budgetary provisions for Hancock School operations. Pertinent to Chapter 150E of the General Laws, Section 6, the School Committee and the Hancock Teacher’s Association shall confer in good faith on policies with respect to wages, hours, and other conditions of employment.

 

B.        The Superintendent of Schools of Hancock (hereinafter referred to as the Superintendent) is responsible for carrying out all policies of the Hancock School and is the school’s chief educational and administrative officer.

 

C.        The administrator(s) and professional teachers of Hancock School are responsible for teaching of the highest possible quality for each child in the Hancock School.

 

ARTICLE I

RECOGNITION

 

The Hancock School Committee recognizes the Hancock Teachers Association for purposes of collective bargaining as the exclusive representative of a unit consisting of all professional teaching employees of the Hancock School system and excluding only the Superintendent of Schools, the Director of Special Education and any other Administrative staff of School Union #70.

 

ARTICLE II

NEGOTIATION PROCEDURE

 

A.        No later than October 15^th of the school year in which this agreement expires, the Association will notify the School Committee in writing that it wishes to open negotiations for a successor agreement. The Committee will agree to enter into negotiations with the Association no later than December 1^st of said year. Negotiations will apply to all teachers and will be reduced to writing and signed by the Committee and the Association’s representative.

 

B.        During negotiations, the Committee and the Association will present and exchange relevant data, and points of view and make proposals and counterproposals.  Neither party will be restricted in the use of professional or lay consultants to assist in the negotiations.

 

C.        If the negotiations described in this Article have reached an impasse, the procedure described in Chapter 150E, Section 9 of the Acts in 1965, will be followed.

 

D.        The Committee agrees it will not adopt any change in policy that affects either the provisions of this agreement or Chapter 150E, Section 6 of the General Laws.

 

E.         The parties may modify this Agreement by mutual agreement.  Any such modification will be reduced to writing, and will become an addendum to this Agreement.

 

F.         Subject to the provisions of this Agreement, hereinafter provided, the wages, hours and other conditions of employment in effect on the effective date of this Agreement and applicable to the employees covered by this Agreement, shall continue in effect and be so applicable.

ARTICLE III

GRIEVANCE PROCEDURE

 

A.        Definition: Any claim by the Association or a teacher that there has been a violation, misinterpretation, or misapplication of terms of this Agreement, a violation of its or his/her right to fair treatment, or violation of any established policy or practice shall be a grievance.

 

B.        Time Limits: All time limits herein shall consist of working days exclusive of legal holidays.  The time limits indicated hereunder will be considered maximal unless extended by mutual agreement in writing. In the event a grievance is filed which cannot be resolved to the satisfaction of the Association prior to the termination of this contract using the normal time limits set herein, the Association may submit the grievance directly to arbitration in accordance with Level Four of this procedure.

 

C.        Level One: A teacher with a grievance will present it to his/her Principal either directly or through the Association.  In the event that the teacher is not directly responsible to an individual Principal, then he/she will present it to his/her immediate supervisor.

 

D.        Level Two: If the grievance is not resolved to the satisfaction of the grievant or Association within five (5) days after submission at Level One, the teacher or the Association may present the grievance in writing to the Superintendent.

 

E.         Level Three: If the grievance is not resolved to the satisfaction of the Association within ten (10) days after submission at Level Two, the teacher or the Association may present the grievance in writing to the School Committee.

 

F.         Level Four: If the grievance is not resolved to the satisfaction of the Association within fifteen (15) days after submission to Level Three, and if the grievance is an arbitrable one, the Association may submit the grievance to arbitration in accordance with the applicable Voluntary Labor Arbitration rules of the American Arbitration Association, or, at the discretion of the Association, the Division of Labor Relations Arbitration Services.

 

General Procedures:

 

1.         The Association shall have the right to use any representative(s) of its own choosing at any of this grievance procedure.

 

2.         The costs for the services of the arbitrator, including per diem expenses if any, and the actual and necessary and subsistence expenses will be borne by both parties.

 

3.         The School Committee acknowledges the right of the Association to participate in the processing of a grievance at any level.

 

4.         Provided the parties agree, Level One of the Grievance Procedure may be passed and the grievance brought directly to Level Two.

 

5.         No reprisals of any kind will be taken by the School Committee or the School Administration against any teacher because of his participation in this Grievance Procedure.

 

6.         The School Committee and the Administration will cooperate with the Association in its investigation of any grievance, and further, will furnish the Association with such information as is requested for the processing of any grievance and the Association will furnish the School Committee the same.

 

7.         All documents, communications and records dealing with the processing of a grievance will be filed separately than the personal files of the participants.

 

8.         If, in the judgment of the Association, a grievance affects a group or class of teachers, the Association may submit such grievance in writing to the School Committee through the Superintendent and the processing of such grievance will be commenced at Level Three.  The Association may process such a grievance through all levels of the Grievance Procedure even though the aggrieved person does not wish to do so.

 

9.         All decisions rendered at Level One may be verbal or in writing.  All decisions rendered at Level Two and Three will be in writing, setting forth the decision and reasons therefore, and will be transmitted promptly to the grievant and/or the Association.

 

10.       When it is necessary pursuant to the Grievance Procedure, for a member of the Association to investigate a grievance or attend a grievance meeting or hearing during the school day, he/she will be released without loss of pay necessary in order to permit participation in the foregoing activity.

 

11.       The procedure outlined in this article applies to the processing of the grievances and their resolution.

 

ARTICLE IV

TEACHER INPUT/CONCERNS

 

Teachers will be made aware of any complaints against them in a timely manner.  Teachers have the right to be present at any meetings resulting from said complaints. They also have the right to Union representation at any such meetings.

 

ARTICLE V

SALARIES

 

A.        The salaries of all persons covered by this Agreement are set forth in Appendix “A” which is attached hereto and is a part hereof.

 

B.        All persons on the Teachers’ Salary Schedule will be paid in twenty-six (26) equal payments.

 

C.        Payments are due every other Thursday.

 

D.        Summer Lump Sum Payments may be requested by May 1.

 

E.         No newly hired teacher shall be placed on the salary schedule at a step higher than a teacher presently employed by the Hancock School Committee with like experience and education.

 

F.         Any teacher who has attended at least fifteen (15) years of service in the Hancock School System shall be entitled to an Incremental Benefit of $500 per year for five consecutive years to a maximum of $2,500.

 

ARTICLE VI

TEACHING HOURS

 

A.        Teachers are expected to assume their regular duties as they are currently understood, at 7:45 A.M. and continue until the final bus leaves the school. The Committee agrees that under adverse conditions the bus driver will be required to remain at the school until the arrival of the first staff member.  It is the responsibility of the school Principal to provide a lunch period of not less than thirty minutes for each staff member.

 

B.        Work Year: The work year of teachers will in no event be more than one hundred eighty-five (185) days.

 

ARTICLE VII

SUBSTITUTES/PREP TIME

 

The Administration will make every effort to secure qualified substitutes in the event of a teacher/specialist absence.  The Administration will make every effort to provide teachers with 230 minutes of prep. time/week.

 

ARTICLE VIII

TEACHER EVALUATION

 

A.        All monitoring or observation of the work performance of a teacher will be conducted openly and with the full knowledge of the teacher.  Teachers will be given a copy of any evaluation report prepared by their supervisors and will have the right to discuss such reports with their supervisors promptly.

 

B.        Teachers will have the right, upon a request, to review the contents of their personal file.  A teacher will have the right to have a representative of the Association accompany him/her during such review.

 

C.        No material concerning a teacher’s professional service will be placed in his/her personal file unless the teacher has an opportunity to review the material.  The teacher will acknowledge that he/she has had an opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teachers will also have the right to submit a written answer to such material and his/her answer shall be reviewed and signed by the Superintendent and attached to the file copy.

 

D.        Serious complaints regarding a teacher made to any member of the Administration by any parent, student or other person will be called to the attention of the teacher within the next working day and the identity of the complainant will be made known to said teacher.

 

E.         The Association recognizes the authority and responsibility of the Principal for disciplining or reprimanding a teacher for delinquency or professional performance.  If a teacher is to be disciplined or reprimanded by a member of the Administration above the level of the Principal, however, he/she will be entitled to have the Principal of the school present.

 

F.         No teacher will be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause.

 

ARTICLE IX

LEAVE

 

SECTION 1:

 

Full-time professional teachers shall be entitled to fifteen (15) days sick leave per year, five of which may be used to care for a relative or significant friend, and they will be credited the first (15) fifteen days at the time of their initial employment.  It is understood that a teacher may no use more than five (5) days per year to care for a relative or significant friend.

 

Unused sick leave can accumulate up to one hundred sixty-five (165) days.  Teachers who are hired during the school year shall receive sick leave on a prorated basis. Teachers who are not employed on a full-time basis will receive sick leave prorated to the percentage of their employment. The sick leave is available for cases of actual sickness and/or disability of the teacher at the discretion of the Hancock School Committee.

 

SECTION II:

 

Employees who are covered by Workman’s Compensation shall continue to receive during the period of the absence from duty because of disability resulting from personal injuries arising out of and in the course of their employment, or arising out of ordinary risks of the street while actually engaged, with the authorization of the employer, in the business affairs or undertakings of the school system; or during the period of their absence from duty because of disability resulting from sickness or illness arising out of and in the course of their employment, the difference between their regular compensation and the amount being received by them under the Workman’s Compensation Act.  Amounts received hereunder shall be subject to the provisions of the foregoing section governing sick leave to which he/she may be entitled under the foregoing paragraph. Payment hereunder shall be charged against the unused portion of sick leave benefits as follows.

 

Number of days charged equals:

 

Per diem amount received hereunder

number of days for which

____________________X compensation benefits have

been received

 

Per diem regular compensation

 

SECTION III:

 

Each teacher shall receive annual notice of his/her accrued sick leave no later than December 1 of each school year.

 

SECTION IV:

 

Each teacher shall be notified when his/her absences exceed his accumulated sick leave.

 

SECTION V:

 

Each full-time professional teacher shall be entitled to three (3) personal days per year non-accumulative.  Whenever able, each teacher will give 24 hours written notice of absence to the building principal. Teachers who are not employed on a full-time basis will receive personal days prorated to the percentage of their employment.

 

SECTION VI:

 

All professional teachers shall be entitled to four (4) professional days per year.  All requests for leave will be submitted to the building Principal for approval. Additional time may be granted by the School Committee.

 

SECTION VII:

 

All professional teachers shall be entitled to maternal/paternal leave without pay for a time period of one (1) year.  Such applications must be approved by the School Committee and application for leave must be submitted in writing no later than two (2) months prior to the anticipated leave. Application for additional leave must be submitted in writing not less than one (1) month before the original leave time has expired.

 

SECTION VIII:

 

Upon request of any teacher, the School Committee may grant an extended leave for purposes that they (the School Committee) deem advantageous and beneficial to the educational process of the Hancock School.

 

SECTION IX:

 

In the event of the death of an immediate relative, each teacher shall be granted up to five (5) days paid leave in each instance.  In the event of the death of a close relative or live-in mate, each teacher shall be granted up to three (3) days paid leave in each instance.

 

 SECTION X:

 

The Committee and the Association will establish a Sick Leave Bank to be administered under the direction of a Sick Leave Bank Committee.  This Committee will be composed of one member of the teaching staff, the Superintendent and one member of the School Committee.  The Bank may hold up to a maximum of fifty (50) days of sick leave at any time.  Individual staff members may contribute, on a yearly basis, up to a maximum of ten (10) sick days to the Bank, to be charged against their accumulated sick leave.

 

The Sick Leave Bank Committee may promulgate rules and requirements in order to properly administer the Bank, which will include procedures to replace days that have been withdrawn from the Bank and awarded to the staff member in need.  In the event that an individual uses all of his/her sick days, including those eligible through the Bank, additional days may be donated to help that individual in need through a request made to the Sick Leave Bank Committee.

 

 

 

 

 

 

 

 

 

 

ARTICLE X

PROFESSIONAL DEVELOPMENT

AND

EDUCATIONAL IMPROVEMENT

 

A.        The Committee agrees it will pay the tuition cost of courses.  Additionally, a teacher may make application for courses to the Superintendent of Schools. The Committee agrees that it will pay the cost of tuition for courses that have the recommendation of the Superintendent, and approval of the School Committee.

 

B.        The Committee will pay the reasonable expenses (including fees, meals, lodging and/or transportation) incurred by teachers who attend workshops, seminars, conferences or other professional improvement sessions at the request of, or upon the recommendation of the Superintendent of Schools.

 

C.        The School Committee will pay the tuition of courses, which have the recommendation of the Superintendent and approval of the School Committee for a teacher on Sabbatical Leave.

ARTICLE XI

HEALTH INSURANCE

 

A.        The Committee agrees to provide for all teaching employees of Hancock School, medical health insurance coverage as outlined under Blue Cross/Blue Shield Berkshire County Public Employee Insurance Plan.

 

B.        The Committee agrees to abide by the provisions set forth under Chapter 32-B of the General Laws, in regard to employee insurance, and to pay no less than fifty percent (50%) up to ninety-five percent (95%) of the premium set forth by Blue Cross/Blue Shield, or any other amount greater than (50%) so agreed to by the voters of the Town of Hancock and the members of the Hancock Teachers’ Association.  The remaining percentage is to be paid by the insured.  Dental is included in the above package.

 

C.     All coverage under the Berkshire County Public Employee Insurance Plan will be in effect.

 

      D.  The Committee agrees to re-open the contract for the purposes of examining Health Insurance at the beginning of the third year (2011-2012) of the contract.  The Committee also agrees to participate in the establishment of a Health Care Committee, to begin in the second year (2010-2011) of the contract, to examine Health Care in anticipation of re-opening discussion in the third year.

 

 

 

ARTICLE XII

DUES DEDUCTION

 

A.        The Committee agrees to deduct from the salaries of its employees, dues for the Massachusetts Teachers Association or any such association as said teachers individually and voluntarily authorize the Committee to deduct, an4 to transmit monies systematically to such Association or Associations.  Teacher authorizations will be provided in writing.

 

B.        It expressly understood that any deductions which a teacher may authorize to the Committee to make from his/her earnings may be deducted in equal installments from each paycheck received by said teacher during the year.

 

C.        The Committee agrees to deduct from the salaries of its employees, any deductions requested for the Pittsfield Teachers Credit Union.  Monies will be deducted from payroll checks and transmitted automatically to the Pittsfield Teachers Credit Union. Withdrawal authorizations are to be provided in writing from the teachers.

 

ARTICLE XIII

OVERNIGHT FIELD TRIPS

 

A.        Meals will be paid for teachers involved in overnight stays or field trip (s).

 

B.        Staff members involved in any overnight field trip(s) with students will be paid at the rate of one hundred dollars ($100) per night, in addition to their regular salary.

 

ARTICLE XIV

AFTER SCHOOL AND SUMMER PROGRAMS

 

Teachers employed for after school and summer programs will be compensated at a rate set forth by the Committee.  This does not preclude or inhibit any member of the staff from offering voluntary professional service in exchange for PDP’s.

 

ARTICLE XV

TEACHER INPUT/NEW HIRES

 

Whenever any vacancy in a professional position occurs, written notice of such vacancy will be given to the Association President.  The qualifications for the position, its duties, and the rate of compensation shall be clearly set forth.  No such vacancy shall be filled within ten (10) days from the date such notice is presented to the Association.

 

Teachers currently employed at Hancock Elementary School will be given the opportunity for meaningful input prior to the selection of any new teacher or support staff for the elementary program.  Such input, attendance at meetings, or other activities dealing with the selection of new hires shall be voluntary.  Teachers currently employed at Hancock Elementary School, interested in job openings, will be given first consideration in filling positions, if they are certified and qualified.

 

ARTICLE XVI

RETIREMENT SEVERANCE PAY

 

Any teacher upon leaving the employ of the Town of Hancock after completing 20 years of service and has notified the superintendent by February 1 of the preceding year shall receive twenty ($20) per day to a maximum of 165 days of unused sick days in a lump sum in addition to their contracted amount if they work through the last day of school.

 

 

ARTICLE XVII

SCHOOL COMMITTEE MINUTES

 

The School Committee will provide the Association President with agendas prior to School Committee meetings.  The Committee will also provide the Association President minutes of meetings upon acceptance.

 

ARTICLE XVIII

DURATION

 

This agreement constitutes Committee Policy in respect to teachers’ wages, hours, and other conditions of employment, and the Committee will carry out the commitments contained herein and give them full force and effect as Committee policy.  The Committee will amend its Administrative Regulation and take such other actions as may be necessary in order to give full force and effect to the provisions of this Agreement.

 

This Agreement will be effective September 1, 2009, and will continue in full force and effect to and including August 31, 2012

 

 

 

FOR THE                                                       FOR THE

HANCOCK SCHOOL COMMITTEE         HANCOCK TEACHERS ASSOCIATION

 

 

 

 

_______________________________          __________________________________

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

HANCOCK EDUCATION ASSOCIATION
2003-2004 PROPOSED SALARY SCHEDULE @ 2.% INCREASE
STEP	BA	BA+9	BA+18	BA+27	MA	MA+9	MA+18	MA+27	MA+36
1	25,349	25,484	26,143	26,362	27,460	29,206	30,239	31,785	32,115
2	25,849	26,018	26,582	26,805	29,342	30,195	30,788	31,860	32,189
3	26,348	26,808	27,345	27,574	29,691	30,488	31,027	31,934	32,888
4	26,846	27,595	27,969	28,343	30,040	31,112	31,267	32,558	33,512
5	27,345	28,218	28,594	28,857	30,663	31,736	31,890	33,183	34,260
6	27,517	28,340	29,182	30,066	30,968	31,897	32,855	33,837	34,820
7	28,616	29,475	30,358	31,270	32,208	33,173	34,170	35,191	36,213
8	29,759	30,653	31,572	32,518	33,495	34,500	35,537	36,599	37,662
9	30,951	31,880	32,837	33,857	34,836	35,881	36,957	38,062	39,169
10	32,188	33,154	34,147	35,173	36,228	37,315	38,437	39,586	40,732
11	33,476	34,480	35,516	36,580	37,642	38,809	39,974	40,038	42,365
12	34,816	35,859	36,936	38,043	39,184	40,360	41,572	42,816	44,058
13	36,208	37,294	38,413	39,566	40,752	41,975	43,235	44,528	45,820
14		38,786	39,948	41,147	42,382	43,655	44,965	46,310	47,654
15			41,547	42,795	44,077	45,400	46,763	48,161	49,559
16			42,234	44,010	47,216	48,591	50,008	51,467	52,925
17			43,924	45,770	49,104	50,536	52,008	53,525	55,042
18			45,681	47,602	51,069	52,558	54,088	55,667	57,243
19			47,052	49,030	52,601	54,133	55,710	57,336	58,960
20			48,422	50,458	54,137	55,710	57,332	59,005	60,677
21			49,793	51,886	55,667	57,286	58,955	60,675	62,394

 

HANCOCK EDUCATION ASSOCIATION
2004-2005 PROPOSED SALARY SCHEDULE @ 2.% INCREASE
STEP	BA	BA+9	BA+18	BA+27	MA	MA+9	MA+18	MA+27	MA+36
1	25,856	25,993	26,665	26,889	28,010	29,790	30,844	32,421	32,757
2	26,366	26,539	27,114	27,341	29,929	30,799	31,403	32,497	32,833
3	26,875	27,344	27,892	28,125	30,285	31,098	31,648	32,573	33,546
4	27,383	28,147	28,529	28,910	30,641	31,734	31,892	33,210	34,182
5	27,892	28,783	29,166	29,434	31,277	32,371	32,528	33,846	34,945
6	28,067	28,906	29,766	30,667	31,588	32,535	33,512	34,514	35,516
7	29,188	30,064	30,965	31,896	32,852	33,837	34,853	35,895	36,937
8	30,354	31,266	32,204	33,168	34,165	35,190	36,248	37,331	38,416
9	31,570	32,518	33,494	34,534	35,533	36,598	37,696	38,824	39,952
10	32,832	33,817	34,829	35,876	36,953	38,061	39,205	40,378	41,546
11	34,146	35,170	36,227	37,312	38,395	39,585	40,773	40,839	43,212
12	35,512	36,576	37,675	38,804	39,968	41,168	42,404	43,672	44,939
13	36,932	38,040	39,181	40,357	41,567	42,815	44,099	45,419	46,737
14		39,561	40,747	41,970	43,230	44,528	45,864	47,236	48,607
15			42,378	43,651	44,959	46,308	47,698	49,125	50,550
16			43,079	44,890	48,160	49,563	51,008	52,497	53,983
17			44,803	46,686	50,086	51,547	53,048	54,595	56,143
18			46,594	48,554	52,091	53,609	55,169	56,780	58,388
19			47,993	50,011	53,653	55,216	56,825	58,483	60,139
20			49,391	51,468	55,219	56,825	58,479	60,185	61,890
21			50,789	52,924	56,780	58,432	60,134	61,888	63,642

 

HANCOCK EDUCATION ASSOCIATION
2005-2006 PROPOSED SALARY SCHEDULE @ 2.% INCREASE
STEP	BA	BA+9	BA+18	BA+27	MA	MA+9	MA+18	MA+27	MA+36
1	26,373	26,513	27,199	27,427	28,570	30,386	31,461	33,069	33,412
2	26,893	27,069	27,656	27,887	30,528	31,415	32,032	33,147	33,490
3	27,412	27,891	28,450	28,688	30,891	31,720	32,281	33,224	34,217
4	27,931	28,710	29,099	29,488	31,254	32,369	32,530	33,874	34,866
5	28,450	29,358	29,749	30,023	31,902	33,018	33,179	34,523	35,644
6	28,628	29,485	30,361	31,280	32,219	33,186	34,183	35,205	36,226
7	29,772	30,666	31,585	32,533	33,509	34,514	35,550	36,613	37,676
8	30,961	31,891	32,848	33,831	34,848	35,894	36,972	38,077	39,184
9	32,201	33,168	34,163	35,225	36,243	37,330	38,450	39,600	40,751
10	33,489	34,494	35,526	36,594	37,692	38,822	39,990	41,185	42,377
11	34,829	35,873	36,951	38,058	39,163	40,377	41,589	41,656	44,076
12	36,222	37,308	38,428	39,580	40,767	41,991	43,252	44,545	45,838
13	37,671	38,801	39,965	41,164	42,398	43,671	44,981	46,327	47,672
14		40,352	41,562	42,809	44,094	45,419	46,781	48,181	49,580
15			43,225	44,524	45,858	47,234	48,652	50,107	51,561
16			43,940	45,788	49,123	50,554	52,028	53,546	55,063
17			45,699	47,620	51,088	52,578	54,109	55,687	57,266
18			47,526	49,526	53,133	54,681	56,273	57,915	59,556
19			48,952	51,011	54,726	56,320	57,961	59,653	61,342
20			50,379	52,497	56,324	57,961	59,648	61,389	63,128
21			51,805	53,983	57,915	59,601	61,337	63,126	64,915