Hancock

Show detailed information about district and contract

DistrictHancock
Shared Contract District
Org Code1210000
Type of DistrictElementary
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2012
Expired Status
Superintendency UnionUnion 70 Hancock Richmond
Regional HS MembersMount Greylock
Vocational HS Members
CountyBerkshire
ESE RegionBerkshires
Urban
Kind of Communitysmall rural communities
Number of Schools1
Enrollment41
Percent Low Income Students12
Grade StartPK or K
Grade End6
download pdf version of this document view accessible version of this document Hancock

 

 

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 15th 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 1st 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