Hanover

Show detailed information about district and contract

DistrictHanover
Shared Contract District
Org Code1220000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2015
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersSouth Shore RVTSD
CountyPlymouth
ESE RegionSoutheast
Urban
Kind of Communityresidential suburbs
Number of Schools5
Enrollment2698
Percent Low Income Students4
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Hanover

Collective Bargaining Agreement

between the

Hanover Teachers Association

and the

Hanover School Committee

Effective

JULY 1, 2012

Through

JUNE 30, 2015

HANOVER TEACHER ASSOCIATION

Rebecca Kelly, VP

Keri Morrison

Joanne Goldstein

Jannel Kost

Anthony DeFranzo, Chair

Patty Losordo

Maureen Shea, RN

Mary Ann Johnson

Laura Collins

Nancy Moore

Heather Healy

Ann Coates

Peggy Westfield

Steve Lovell, President

John Hopkins

HANOVER SCHOOL COMMITTEE

Elizabeth Corbo, Chairperson

Kevin Bradley

John Geary

William Marriner

Kevin McLeod

TABLE OF CONTENTS

 

Page

Article I

Recognition

1

Article II

Dues Deductions

1

Article III

Responsibilities of Committee, Superintendent and Principals

2

Article IV

Grievance Procedure

3

Article V

Salaries

4

Article VI

Hours and Teaching Load

4

Article VII

Work Year

6

Article VIII

Working Conditions

6

Article IX

Class Size

7

Article X

Vacancies and Promotions

7

Article XI

Evaluation of Professional Employees

8

Article XII

Assignment

9

Article XIII

Use of School Facilities

10

Article XIV

Protection

10

Article XV

Insurance and Annuity Plan

10

Article XVI

Leave Policy

11

Article XVII

Sabbatical Leaves

18

Article XVIII  Transfers

19

Article XIX

Team Leaders, Directors, Supervisors, and Mentors

20

Article XX

General

21

Article XXI

Discrimination

22

Article XXII   Personal Injury Benefits

22

Article XXIII  Reduction in Force

23

Article XXIV Seniority

25

Article XXV   Americans with Disabilities Act

25

Article XXVI Retirement

25

Article XXVII Effect of Agreement

25

Article XXVIII Duration

26

Appendix A - Teacher Salary Schedule

27

Appendix B - Extracurricular Activities

31

Appendix C - Evaluation Instrument and Procedure

36

Appendix D - Sick Leave Bank – Nonparticipation Form

47

Mentors

48

AGREEMENT

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, this Agreement is effective the 1st day of July, 2012 by the School Committee of the Town of Hanover, Massachusetts, herein referred to as the "Committee", and the Hanover Teachers Association, the Massachusetts Teachers Association, and the National Education Association, herein referred to as the "Association".

ARTICLE I – RECOGNITION

For the purposes of collective bargaining with respect to wages, hours, standards of productivity and performance and other conditions of employment, the negotiation of collective bargaining agreements, and any questions arising thereunder, the Committee recognizes the Association as the exclusive bargaining agent and representative of those members of the professional staff of the Hanover Schools. Professional employees include all teachers, partnership teachers, and nurses, and exclude the Superintendent, the Assistant Superintendent, and all Administrators, substitute teachers, aides, and all others.

ARTICLE II - DUES DEDUCTIONS

(a)      The Committee agrees to deduct from the salaries of persons covered by this Agreement such dues for the Hanover Teachers Association as such persons authorize the Committee to deduct. The dues shall be deducted in equal amounts monthly from October through June. The authorization will be in writing in a form approved by the Committee.

Any professional employee who was not a member of the bargaining unit on June 30, 2009, shall be subject to an agency service fee unless said professional employee is or becomes a member of the Association, provided that, effective July 1, 2013, all professional employees who elect not to become members of the Association shall be subject to an agency service fee. Employees may pay the agency service fee annually or by dues deduction to the Association. The Association agrees to set the amount of the agency service fee and to administer procedures relating to the fees in accordance with all applicable laws and regulations. The Committee shall not be obligated to take any action in regard to the employment of employees delinquent in the payment of such fees. Bargaining unit members who fail to pay the agency service fee shall not be subject to dismissal or suspension, but the Association may pursue payment through whatever legal means it deems appropriate.

(b)      The Association, through the M.T.A., in accordance with applicable state law, shall indemnify and save the Committee and the Town of Hanover harmless against any claim, demand, suit or other form of liability that may arise out of any action taken or not taken by the Committee for the purpose of complying with this Article.

(c)      The Hanover Teachers Association shall provide the Town Treasurer a copy of the bond, which is in conformance with G.L. Chapter 180, Section 17C.

ARTICLE III

RESPONSIBILITIES of COMMITTEE,

SUPERINTENDENT and PRINCIPALS

(a)      The Committee is a public body established under the statutes of Massachusetts and has final responsibility for establishing the educational policies and goals of the public schools of Hanover. The Superintendent has the responsibility for the management of said schools and the principals have responsibility for the management and administration of their schools.

(b)      Nothing contained in this Agreement shall be deemed to derogate from the powers and responsibilities of the Committee, the Superintendent, or the Principals under the statutes of Massachusetts or the rules and regulations of agencies of Massachusetts. As to every matter not covered by this Agreement, the Committee, the Superintendent, and the Principals retain the powers, rights and duties that they have by law and may exercise the same without any such exercise being made the subject of a grievance or arbitration proceeding.

(c)      The powers and responsibilities of the Committee, the Superintendent, and the Principals, to the extent that G.L. Chapter 71, Section 59B so provides, include, but are not limited to, the hiring, termination, discipline, assignment, transfer and promotion of school personnel; the granting of professional status to teachers; the determination of the length of the school year and the school day; the determination of the curriculum; the adoption of a professional development plan; the determination of eligibility for salary increase; the evaluation of teachers and nurses; the selection of text books and other teaching aids and all other matters properly part of the educational policies and goals and the management of the Hanover Schools; all as limited by any of the articles of this Agreement.

(d)      The Committee, the Superintendent, and the Principals have the sole and exclusive right and responsibility to promulgate reasonable rules and regulations concerning persons covered by this Agreement.

ARTICLE IV - GRIEVANCE PROCEDURE

(a)      A grievance is a written claim by the Committee, Association, or an individual involving an allegation that the contract has been violated or involving a question concerning the interpretation of the contract providing, however, that any matters filed before the Massachusetts Commission Against Discrimination, the Equal Employment Opportunity Commission, or the State or Federal Courts shall not be subject to this grievance procedure nor be construed as grievable.

(b)      In the event a grievance is filed by the Association, the following procedure shall apply:

1.    The grievance must be filed within twenty (20) calendar days after the occurrence of the event which gave rise to the grievance.

2.    The grievance shall be discussed by the aggrieved person and the immediate supervisor who shall answer the grievance within fifteen (15) calendar days of the receipt of the grievance.

3.    Should the grievance remain unresolved, it may be referred to the Superintendent within seven (7) calendar days of the receipt of the answer as provided in 2 above. The Superintendent shall answer the grievance within fifteen (15) calendar days of receipt of the referral.

4.    Should the grievance remain unresolved, it may be referred to the Committee within seven (7) calendar days of the receipt of the answer as provided in 3 above. The Committee shall answer the grievance within twenty-eight (28) calendar days of receipt of the referral.

5.    Within twenty-eight (28) calendar days after the answer of the Committee either party may request arbitration under the Voluntary Expedited Municipal Labor Arbitration Rules of the American Arbitration Association.

(c)      In the event a grievance is filed by the Committee, the following procedure shall apply.

1.    The grievance must be filed within twenty-one (21) calendar days after the occurrence of the event which gave rise to the grievance.

2.    The grievance shall be discussed by the Superintendent or a representative of the Committee and the President of the Association who shall answer the grievance within fourteen (14) calendar days of the receipt of the grievance.

3.    Within twenty-one (21) calendar days after the answer of the Association either party may request arbitration under the Voluntary Expedited Municipal Labor Arbitration of the American Arbitration Association.

(d)      Any professional employee covered by this Agreement may be represented at all stages of the grievance procedure by a member of the following: Hanover Teachers Association, Massachusetts Teachers Association, or National Education Association. In no case may the person be represented by a representative or an officer of any teachers association other than those mentioned previously. When a professional employee is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the grievance procedure.

(e)      The number of days indicated at each level should be considered as maximum and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement. In the event a grievance is filed after June 1, time limits will be waived until September 1 and a copy of the grievance will be filed with the Superintendent.

(f)       All documents, communications, and records dealing with the processing of a grievance will be filed separately from the personnel files of the participant.

(g)      The arbitrator selected under this Article shall have no power to modify, amend, add to, subtract from, or alter this Agreement.

ARTICLE V – SALARIES

The salaries of all persons covered by this Agreement together with related conditions are set forth in Appendices A, B & C which are attached hereto and made a part hereof.

ARTICLE VI - HOURS and TEACHING LOAD

(a)      The professional employees’ workday will normally be seven (7) hours and twenty (20) minutes.

(b)      The workday of professional employees includes thirty (30) minutes before the students' starting times and ends thirty (30) minutes after the students' dismissal times with the exception of the staff at the high school, whose workday includes ten (10) minutes before the students’ starting times and thirty (30) minutes after the students’ dismissal times. Starting and dismissal times are subject to modification by the Committee, provided, however, that no such modification will increase the length of the professional employees’ workday, and provided further that if the Committee intends to make major changes in starting and dismissal times which will affect a substantial number of professional employees for a substantial period of time, the Committee shall give the Association notice of such intent and provide also for the discussion and negotiation of such changes prior to implementation; otherwise, the Committee or the Administration has the unilateral right to effect changes in the starting time of the school day.

(c)      Professional employees other than classroom teachers will work at their assigned tasks for at least, the length of the regular teachers' workday. It is recognized, however, that the proper performance of their duties may, on occasion, require these persons to work longer than the normal working day. If a guidance counselor or nurse and the Superintendent mutually agree that the guidance counselor or nurse will work before and/or after the regular school year or school day, then in such case the guidance counselor or nurse will receive pay for the time worked.

(d)      1. Professional employees may be required to remain after the end of the regular workday without additional compensation to attend an average of two (2) meetings per month, as needed.

2. Professional employees may be required to attend up to and including four (4) parent conference evening meetings each year. Attendance at all other evening meetings will be optional.

(e)      Lunch period shall be at least twenty-five (25) minutes. All teachers will have a minimum of five (5) preparation periods per week. The total amount of preparation time will not be less than the two hundred and twenty-five (225) minutes. No planning period shall be less than thirty (30) minutes in length. If an occasion occurs where this is not possible, both the Association and Administration will confer on a resolution.

(f)       1. Academic subject area senior high school teachers will normally not be assigned more than six (6) periods per day consisting of at least one (1) supervisory period and not more than five (5) teaching periods.

2. High school teachers will not be assigned more than three (3) different class preparations per day, unless mutually agreed upon by teacher and administrator.

3. A study committee operating under or within the data team framework at the High School shall study the scheduling of time within the student day for teachers and other professional employees to provide a formal, ongoing program through which each student has an adult in the school, in addition to the school counselor who knows the student well and assists the student in achieving the school’s 21st century learning expectations. This study committee shall commence no later than April 1, 2013, with recommendations made by November 1, 2013.

(g)      Professional employee participation in extracurricular activities will be strictly voluntary and professional employees will be compensated for all such participation in accordance with the provisions of this Agreement. No new extracurricular position will be initiated by the Committee without the written agreement of the Association concerning wages, hours, and working conditions and placement in Appendix B.

ARTICLE VII - WORK YEAR

The work year of professional employees (other than personnel who may be required to attend additional orientation session as determined by the Superintendent) will begin no earlier than the Tuesday after Labor Day unless Labor Day falls on the fifth of September or later. In such event school will begin on September first and terminate no later than June 30, but will in no event be longer than three (3) days more than the number of days when pupils are required to be in attendance. Pupils shall be in attendance no more than one hundred eighty (180) days.

ARTICLE VIII – WORKING CONDITIONS

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

1.    Teachers will have a duty-free lunch period. Each teacher will also receive free periods for class preparation, according to the provisions of Article VI(e).

2.    The Committee will make every effort to equalize extra duty assignments for teachers whether assigned to one (1) or more than one (1) building.

3.    Health services, such as administering eye and ear examinations and weighing and measuring pupils, will not be the responsibility of teachers.

4.    Teachers are not required to collect money from students for noneducational purposes. Teachers may be required to collect and transmit money to be used for educational purposes.

5.    Teachers will not be required to drive pupils to activities which take place away from the school building.

(b)      Nurses will have a duty-free lunch period.

(c)      The committee will maintain liability insurance, School Board Legal Liability Policy, including coverage for employees for the duration of this contract.

ARTICLE IX - CLASS SIZE

The Committee and Association agree that a desirable maximum class size for K-2 is twenty (20) pupils and that a desirable maximum class size for the remaining grades is twenty-five (25) pupils, and to the extent possible, such class size will be maintained. The designation of the number of pupils per class is not to be construed as a limitation on the Committee as to any given number of pupils per class. The administration will make reasonable efforts to equalize the number of students assigned to high school English teachers, consistent, however, with curriculum needs.

ARTICLE X - VACANCIES and PROMOTIONS

(a)      Whenever a new position in the bargaining unit or a position calling for a higher rate of pay becomes available during the school year (September to June), it will be adequately publicized by the Superintendent through placement in a binder located in each school and posting on the Hanover Schools website. A new position does not include the temporary vacancy of a teaching position, which can be filled by a substitute or other teacher. During the months of July and August, written notice of any such new position will be given to the Association whose responsibility it will be to notify the members of the bargaining unit. In addition, such position will be posted on the Hanover Schools website. The teacher must then file a request with the Superintendent in writing in order to be considered. In both situations, the qualifications for the position, its duties, and the rate of compensation will be clearly set forth. All bargaining unit applicants not receiving the promotion or transfer will be notified in writing within a week after Committee action.

(b)      All qualified teachers will be given opportunity to make written application for such positions and the Committee agrees to give due weight to the professional background and attainments of all applicants. If a vacancy occurs on or before June 30, the Committee agrees to fill the position no later than the beginning of the following school year. If a vacancy occurs after June 30, the position will be filled no later than the beginning of the school year following the next school year.

(c)      Vacancies in nurse positions will be adequately publicized by the Superintendent. All qualified nurses will be given opportunity to make written application for such positions and the Committee agrees to give due weight to the professional background and attainment of all applicants.

ARTICLE XI

EVALUATION of PROFESSIONAL EMPLOYEES

(a)      All monitoring or observation of the work performance of a professional employee will be conducted openly and with the full knowledge of the professional employee. Professional employees will be given a copy of any evaluation report prepared by their supervisors and will have the right to discuss such report with their supervisors.

(b)      1. Professional employees will have the right, upon request, to review the contents of their personnel file. A professional employee will be entitled to have a representative of the Association accompany him/her during such review.

2. No material derogatory to a professional employees’ conduct, service, character or personality will be placed in his/her personnel file unless the professional employee has had an opportunity to review the material. The professional employee 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 professional employee will also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent and attached to the file copy.

(c)      Any serious written complaint in the judgment of the Administration regarding a professional employee that will result in action against the professional employee made to any member of the Administration by any parent, student, or other person will be promptly called to the attention of the professional employee.

(d)      1.The Association recognizes the authority and responsibility of the Committee, the Superintendent, or other administrator for disciplining or reprimanding a professional employee for delinquency of professional performance. In any disciplinary procedure a professional employee is entitled to have a representative of the Association present upon request.

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

3. The Committee may at its discretion retain or terminate the services of a teacher or nurse to whom no one of the sections of Chapter 71 of the General Laws applies.

(e)      Performance standards shall be established as required by Chapter 71, Section 38 and shall also be established for nurses to the extent required by Chapter 71, Section 38.

(f)       The Association agrees to accept the evaluation instrument and procedure as jointly developed by the administration and a team of teachers and adopted by the Hanover School Committee as set forth in Appendix C.

The Association and the Committee agree to establish a study committee to develop and recommend a new evaluation instrument and procedure to comply with the requirements of Chapter 71, Section 38 and related regulations. The study committee shall be composed of up to seven (7) members designated by the Committee and up to seven (7) members designated by the Association.

If the parties do not agree upon a new evaluation instrument and procedure, the instrument and procedure as set forth in Appendix C shall remain in full force and effect, unless otherwise provided by law.

ARTICLE XII - ASSIGNMENT

Teachers will be notified in writing of their programs for the coming school year, including the schools to which they will be assigned, the grades and/or subjects that they will teach, and any special or unusual classes that they will have not later than the end of the school year subject to the principals involved making said assignments.

In order to assure that pupils are taught by teachers working within their areas of competence, teachers will normally not be assigned (except temporarily and in the best interest of the pupils) outside the scope of their teaching certificates and/or their major or minor fields of study.

In making changes in grade assignment in the elementary schools and in subject assignment in the secondary schools, the convenience and wishes of the individual teacher will be given consideration. In arranging schedules for teachers who are assigned to more than one school, an effort will be made to limit the amount of inter-school travel. Such teachers will be notified of any changes in their schedule as soon as practicable. Teachers who are assigned to more than one school in any one school day will receive the town mileage rate for all inter-school driving done by them, and the method of payment will be determined by the Committee.

To the extent practicable, nurses will be notified in writing of the School(s) to which they will be assigned for the coming school year. Nurses assigned to more than one school will receive the town mileage rate for inter-school driving.

ARTICLE XIII - USE OF SCHOOL FACILITIES

(a)      The Association will have the right to use school buildings without cost at reasonable times for meetings provided reasonable notice is given to the principal of the building in question and provided further that if the building has been previously reserved for use by another group, the Association shall not be entitled to use such building.

(b)      The Association will have the right to distribute material in professional employees’ mailboxes.

ARTICLE XIV – PROTECTION

(a)      Professional employees will immediately report in writing all cases of assault suffered by them in connection with their employment to their Superintendent and Principal.

(b)      This report will be forwarded to the Committee which will comply with any reasonable request from the professional employee for information in its possession relating to the incident or the persons involved, and will act in appropriate ways as liaison between the professional employee, the police and courts.

ARTICLE XV - INSURANCE AND ANNUITY PLAN

The Committee will pay the same percentage for school employees as is paid for other town workers for the following types of insurance coverage.

(a)      The $2,000 group term life insurance policy offered by the Town of Hanover.

(b)      Individual or family coverage for Blue Cross and Blue Shield or other health programs of equal or better coverage for the group policy taken by the Town of Hanover.

(c)      Professional employees will be eligible to participate in a tax sheltered annuity plan as established under the law.

(d)      Professional employees will be eligible to purchase additional life insurance, as established under the law, with the premium being deducted from their salary.

(e)      Upon written authorization by the professional employee, the Town Treasurer will electronically deposit the employee’s paycheck or a portion thereof at one or more financial institutions of the employee’s choice.

ARTICLE XVI - LEAVE POLICY

(a) Sick Leave

Any regular full-time professional employee shall receive full sick leave pay for absence due to illness or any other disability; any quarantine regulation of the Board of Health; in accordance with the following provisions:

1.    Only service in the Hanover Schools may be credited for sick leave benefits.

2.    Each professional employee is eligible for fifteen (15) days sick leave annually, five of which accrue as of the first day of September and the balance to be earned at the rate of one day per month beginning in September and continuing through June. Notwithstanding the above, a professional employee may access all 15 days of sick leave at the beginning of the school year, with the understanding that in the event the individual’s employment ceases (for whatever reason) prior to earning days used, the employee’s final paycheck will be reduced accordingly. A professional employee shall also, in addition to all other provisions of this section, be allowed full pay while absent on account of death of a relative*, or for religious holidays, not to exceed five (5) days in any school year, this provision is to be non-cumulative.

*A relative is defined as a father, mother, brother, sister, wife, husband, child, grandparents, a domestic partner or near relatives residing within the household, or immediate in-laws.

3.    The unused sick leave days earned in the preceding years will accumulate and be added to the current year’s allowance. Family illness leave days will be deducted annually from accumulated sick leave. Family illness days are limited to five (5) per year and restricted to use for a relative as defined above.

4.    A certificate or written report of a physician, approved by the Committee, must be furnished when so requested by the Superintendent as a condition of sick leave.

5.    A Sick Leave Bank ("Bank") shall be maintained. Professional employees who have used up their personal sick leave to which they are entitled and who are members of the Bank may apply to draw on the bank. The operations of the bank and withdrawals there from shall be carried out by the Bank Committee composed of equal numbers of persons designated by the Superintendent and by the Association and in accordance with the following guidelines.

All deposits to the Bank are to be voluntary, however, any professional employee who desires not to participate in the Bank must affirmatively notify the Superintendent's office using the Sick Leave Bank Non-Participation Form as listed in Appendix D ("Non-Participation Form") within the time limits set forth herein.

Each newly hired professional employee shall be provided the Non-Participation Form upon which the newly hired professional employee may elect to designate his/her desire not to join the Bank and thus not to donate his/her personal sick day(s) in accordance with this section. Any newly hired professional employee must submit the Non-Participation Form to the Superintendent's office no later than thirty (30) school days following the first date of employment. If the newly hired employee does not submit the Non-Participation Form to the Superintendent's office within the thirty (30) school day time period, she/he shall have one sick day deducted from his/her sick leave entitlement and deposited into the Bank.

Effective September 1, 2009, all current professional employees who are not now members of the Bank shall have a one-time opportunity to join the Bank. In order to join, the professional employee must provide written notice to the Superintendent of the employee's agreement to deposit into the Bank all personal sick leave days that the employee would have been required to deposit had the employee joined the Bank at the time of initial employment. The employee shall have thirty (30) school days following September 1, 2009, in which to submit the written notice to the Superintendent's office.

Professional employees already members of the Bank need not deposit on an annual basis to retain membership unless the Bank falls below 600 days. If the Bank falls below 600 days, the Superintendent's office shall provide all professional employees who are already members of the Bank with the Non-Participation Form. If a professional employee desires to terminate his/her participation in the Bank, he/she shall submit the Non-Participation Form to the Superintendent's office no later than thirty (30) school days after being provided with the Non-Participation Form. If the professional employee elects not to submit the Non-Participation Form within the timelines specified above, the professional employee shall have one (1) sick leave day deducted from his/her sick leave entitlement and deposited into the Bank.

a.  Only those who have joined and maintained their membership in the Bank by making deposits to the Bank in accordance with the above may be permitted to withdraw from the Bank.

b.  All requests for withdrawal from the bank must be accompanied by the reason and approved by the Sick Leave Bank Committee.

c.   The number of days requested from the bank must be specified at the time of initial request.

d.  Any request for extension of days after the initial request from the bank will be reviewed by the Sick Leave Bank Committee and granted accordingly.

e.  The Sick Leave Bank Committee may request an attending physician's statement regarding the nature of the illness of the applicant and the anticipated period of absence.

f.   All decisions of the Bank Committee regarding the operations of the bank and withdrawals there from shall be final and shall not subject to grievance and arbitration.

g.  The borrower is required to repay 25% of the number of days. This amount may be adjusted by the Sick Leave Bank Committee dependent upon the total days available in the sick bank.

h. No days may be withdrawn from the Sick Leave Bank for use for any other reason than illness. Days may not be withdrawn to permit a professional employee to stay at home for other members of a family. In the event of a new contract and/or an extension of the existing one, the balance of days in the Sick Leave Bank is to be carried over to succeeding contracts.

i.   Professional employees will be notified of their accumulated sick leave by October 1 of each year.

6.   a. Upon application for, approval of, and receipt of superannuation or disability retirement benefits under Massachusetts retirement laws or death, a professional employee or the professional employee’s estate shall be entitled to receive the following percentages: 60% of up to 130 days of the accumulated sick leave based on the professional employee’s then current placement on the salary scale. There will be a cap of $10,000 on all employees not part of this bargaining unit on June 30, 1994. Employees who are not part of this bargaining unit on June 30, 2009 will not be eligible for sick leave buyback under this Section. Professional employees who give the School Department written notice may elect to accept the above-mentioned payment in two (2) equal installments so long as such payments do not extend more than seven months beyond the date of retirement.

b. All professional employees agree to give notice by January 1 if they intend to retire or resign before the start of the next school year. Professional employees failing to give such notice shall not be entitled to the sick leave buyback provisions contained in Article XVI(a)6. This provision shall not apply to professional employees entitled to retire within the meaning of Article XVI(a)6 upon a showing of good cause as to why they were unable to comply with this provision.

(b) Leave Without Pay

Leave of absence without pay may be granted by the Committee to professional employees who have professional teacher status or nurses in the Hanover Schools for the following reasons:

1.  Approved study.

2.  Approved travel.

3.  Exchange with a teacher or nurse in another school system.

4.  Health.

5.  Peace Corps - Leave without pay will be granted to teachers or nurses to allow them to serve in the Peace Corps. Upon returning to the school system, they will be placed on the salary scale step as if they had remained in the system. A maximum of two (2) years' credit will be allowed on the step scale for Peace Corps service.

6.  Unusual or Unanticipated Circumstances – Each teacher or nurse will be granted up to five (5) days of leave without pay for unusual or unanticipated circumstances. Said five (5) days may not be used to extend the December, February or April vacations. This leave in no way affects the three personal days as established by section (1) of Article XVI sec. (f).

7.  All requests for leaves will be applied for and answered in writing. All answers will be received no later than thirty (30) days after receipt of request. A teacher who is not on professional teacher status shall not be eligible for such leave except on recommendation of the Superintendent. A teacher or nurse who is returning from leave for any of the above reasons, except for career leave, shall be placed on the step of the salary schedule she/he would have attained had she/he remained in the school system.

(c) Parental Leave

1. A professional employee who has been employed by the Hanover Public Schools for at least three (3) consecutive months on a full time basis or who has professional teacher status shall be granted a leave of absence for the purpose of adoption or birth of a child under the terms and conditions set forth in this section.

2. A professional employee who wishes to take leave under this section shall inform the Superintendent in writing on an approved form of the anticipated date of departure at least eight (8) weeks in advance. (In the event of notification by an appropriate agency of an adoption date less than eight (8) weeks in advance, the notice date will be adjusted accordingly.) At the time of the notification, the professional employee will select one of the following two (2) options:

Option A - Unpaid Massachusetts Statutory Maternity Leave (MGL Chapter 149, Section 105D) or unpaid leave under the Family Medical Leave Act Leave, with substitution of seven (7) work days of paid leave to be deducted from accumulated sick leave for professional employees who are adopting or otherwise taking maternity/paternity leave without giving birth. A professional employee giving birth shall be entitled to substitute up to forty (40) consecutive workdays of paid sick leave for disability due to maternity, provided a doctor’s certification attesting to disability is given. Such paid sick leave will be deducted from the professional employee’s accumulated sick leave, or if exhausted, paid sick leave will be available pursuant to approved sick leave from the Sick Leave Bank Committee. The following shall apply:

(1)      The duration of leave shall not exceed eight (8) weeks (or in the case of FMLA leave, twelve (12) weeks) from the date of leave’s commencement.

(2)      At the time the professional employee requests his/her leave, he/she shall select and notify, in writing, the Superintendent of his/her anticipated date of return. If the professional employee fails to so notify the Superintendent in writing or does furnish written notice and fails to return to duty at the expiration of the leave, the professional employee shall be deemed to have resigned unless the failure to return is because of disability, in which case he/she shall be placed on sick leave to the extent he/she has any remaining.

(3)      A professional employee who has complied with all of the above prescribed conditions shall be, upon his/her return, returned to his/her original position with the same status, pay, length of service credit, and seniority, wherever applicable, as of the date of the commencement of his/her leave.

Option B – Unpaid extended leave, with substitution of seven (7) work days of paid leave to be deducted from accumulated sick leave for professional employees who are adopting or otherwise taking maternity/paternity leave without giving birth. A professional employee giving birth shall be entitled to substitute up to forty (40) consecutive workdays of paid sick leave for disability due to maternity, provided a doctor’s certification attesting to disability is given. Such paid sick leave will be deducted from the professional employee’s accumulated sick leave, or if exhausted, paid sick leave will be available pursuant to approved sick leave from the Sick Leave Bank Committee. The following shall apply:

(1)      At the professional employee’s option, the duration of the leave shall be as follows:

B1 through the remainder of the school year in which the birth or adoption occurs;

B2 through the conclusion of the school year in which the birth or adoption occurs, plus one additional full school year.

B3 through the conclusion of any academic term of the school year in which the birth or adoption occurs; or

(2)      At the time the professional employee requests his/her leave, he/she shall select a return date, which shall be the first scheduled day of the applicable school year if selecting option B1 or B2 or the first scheduled day following the end of the quarter if selecting option B3.

(3)      If a professional employee has selected option B1 or B2 and wishes to change his/her return date from the beginning of the school year specified in his/her original designation, he/she shall provide written notice to the Superintendent no later than April 1 of the school year proceeding the return date originally requested. If the professional employee complies with this notification, he/she will be able to change his/her return date to the first day of the alternative year available under Option B. If a professional employee has selected option B3, no changes will be permitted.

(4)      When a professional employee returns to work under Option B, the professional employee shall be returned to his/her original position, if practicable, or to a substantially equivalent position.

(5)      If a professional employee has selected option B1 or B2, the professional employee must notify the Superintendent, in writing, between March 1 and April 1 of the school year preceding the return (first scheduled day of the school year) date agreed upon, of his/her intention to return to duty at the expiration of his/her leave. If a professional employee has selected option B3, such written notice must be received no earlier than four (4) weeks and no later than two (2) weeks prior to the end of the applicable quarter. If the professional employee fails to so notify the Superintendent in writing, or does furnish said written notice and fails to return to duty at the expiration of his/her leave, he/she shall be deemed to have resigned, and the obligation of the employer to provide a position for him/her shall cease.

3.  Except as provided herein, all benefits to which the professional employee was entitled at the time his/her leave under this section commenced, including any unused accumulated sick leave, shall be restored to him/her upon return. However, he/she shall be advanced to the next step on the salary schedule and shall accrue sick leave and credit for years of service for the purpose of determining seniority under Article XXIII (Reduction in Force) only for a year in which the professional employee actively worked for at least ninety-one (91) days. Nothing in this section prevents the employer’s non-reappointment of a professional employee without professional teacher status or dismissal or lay off of a professional employee with or without professional teacher status, to the extent such nonrenewal, dismissal, or lay off is otherwise applicable.

4.  No professional employee shall be entitled to under this section to be absent from her duties for more extended leave under Option B for more than two consecutive school years.   In order to access extended leave for subsequent births or adoptions, the employee must return to full-time active service for at least one full school year prior to becoming eligible for additional extended leave under Option B. The parties agree that sick leave benefits for disability due to childbirth and recovery there from will not be allowed for an employee who is on an approved extended leave of absence (such as sabbatical or other leave). In addition, employees will not be entitled to sick leave benefits for any other illnesses and/or disabilities incurred while on extended leave under Option B of this section.

(d) Absence for Professional Purposes

1.  The Superintendent may authorize absences of employees for professional purposes with full pay, not to exceed five (5) school days in any school year. The employee shall make application for the authorization of such absences at least ten (10) days in advance of their occurrence. The decision to authorize such absence in a specific instance shall be based upon length of service, previous record of absence, and the purpose of the absence. Additional absences for professional purposes may be granted on specific authorization of the Committee.

2.  Under this provision, five (5) official delegates of the Association may take up to one (1) day each with full pay to attend the Massachusetts Teachers Association and/or National Education Association Convention.

(e)  Absence for Jury Duty

Absence for jury duty and as a witness when subpoenaed by the Court shall not count in calculating absence limitations under other sections. The salary paid by the Hanover Schools during such absence shall be at the regular rate less the fee paid by the county for such jury duty.

(f)  Other Absences

1.  Absence for personal business. Three personal days per school year shall be available without need to give reason. Such days may be taken consecutively or immediately preceding or following a vacation period or holiday at the discretion of the Superintendent. The Superintendent’s decision to grant personal days consecutively or immediately preceding or following a vacation period or holiday will not be grievable. The same notification procedure as for absence due to illness will be followed. Additional days may be granted with full pay for emergencies as determined by the Superintendent.

2.  Absence for Summer Study. Early leave for summer school study will be figured considering date of start of summer school plus travel time. Travel time shall be calculated at three hundred fifty (350) miles per calendar day. Participants who have been accepted for summer study may be allowed to leave up to the maximum of five (5) school days with full pay, prior to the last days of students' attendance. Earlier leave will be up to the discretion of the Committee. All requests for leaves will be applied for and answered in writing. All answers will be received no later than thirty (30) days after receipt of request.

3.  Absence for Military Service. A maximum of ten (10) days per school year for persons called into temporary active duty on 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 will be authorized. Professional employees will be paid the difference between their regular pay and the pay which they receive from the State or Federal Government. Special leaves of absence shall be granted under the direction and approval of the Committee.

ARTICLE XVII - SABBATICAL LEAVES

Upon the recommendations of a joint committee, composed of three (3) Association Negotiating Team members, one (1) Principal and the Superintendent, sabbatical leaves may be granted by the Committee for study or research to a member of the teaching staff, subject to the following conditions:

(a)      No more than three (3) members of the teaching staff may be absent on sabbatical leave at any one (1) time.

(b)      Requests for sabbatical leave must be received by the Superintendent in writing during or after a teacher's seventh consecutive year in the Hanover school system.

(c)      Teachers on sabbatical leave will be paid full salary or part salary, with the minimum of 70% of their regular salary for the sabbatical year and will continue on their regular increment step as if they had been present for the year.

(d)      Prior to granting such leave, teachers will enter written agreement with the Committee to return to employment in the Hanover school system for a period equal to twice the length of such leave and that, if in default of completing such service, a refund in an amount equal to such proportion of salary received by him/her while on leave as the amount of service not actually rendered, as provided in Chapter 71, Section 41A.

(e)      Sabbatical leaves will not exceed one (1) year, as provided by the statute.

ARTICLE XVIII - TRANSFERS

(a)      Although the Committee and the Association recognize that some transfer of teachers from one school to another is unavoidable, they also recognize that frequent transfer of teachers is disruptive to the educational process and interferes with optimum teacher performance. Therefore, they agree as follows:

1.  When a reduction in the number of teachers in a school is necessary, volunteers will be considered first.

2.  When involuntary transfers are necessary, a teacher's area of competence, major and/or minor field of study, quality of teaching performance and length of service in the Hanover school system will be considered.

3.  An involuntary transfer will be made only after a meeting between the teacher involved and the Superintendent, (or designee), at which time the teacher will be notified of the reasons for the transfer. In the event that a teacher objects to the transfer at this meeting, upon the request of the teacher, the Association will be notified and the Superintendent, (or designee), will meet with the Association's representatives to discuss the transfer.

4.  A list of open positions in other schools will be made available to all teachers.

5.  Notice of transfer will be given to teachers as soon as practicable and under normal circumstances not later than June 1.

6.  Teachers desiring a transfer will submit a written request to the Superintendent stating the assignment preferred. Such requests must be submitted between September 1 and April 1 of each school year to be considered for the next school year. Requests must be renewed each year. All requests will be acknowledged in writing.

7.  When a teacher requests a transfer, the teacher’s certification and/or license, major/minor area of competence, proven performance, and length of service will be among the considered factors. Stronger consideration will be given to on-staff teachers before any other applicant. If more than one teacher in the system applies for a transfer to the same position and all factors are essentially equal, more weight will be given to length of service. If the teacher is not granted the transfer, the denial will be reviewed by the Superintendent before a decision is rendered on the filling of position that the teacher requested. After the Superintendent’s review, if the teacher is not granted the transfer, the teacher will be given reason(s) for the denial prior to any knowledge or announcement of the hiring decision.

(b) When a reduction in the number of nurses is necessary, volunteers will be considered first. A list of open nurse positions will be made available to all nurses. Notice of transfer will be given as soon as practicable.

ARTICLE XIX

TEAM LEADERS, DIRECTORS, SUPERVISORS, AND MENTORS

(a)      The Adjustment Counselor index is based on work time requirements of the job. If required to work an additional two (2) weeks, the Adjustment Counselor will receive an additional 5% of his/her annual salary.

(b)      A teacher who spends the majority of his or her time in the classroom but who has been given additional duties as an assistant principal shall be paid on the following scale:

•   $2,000 - first year as assistant principal

•   $3,500 - second year as assistant principal

•   $5,000 - third year and subsequent years as assistant principal

(c)      A teacher who chooses to participate in the Mentoring Program as a System-wide Coordinator, a Building Coordinator or a Mentor will be paid a stipend as set forth in Appendix B.* If it is necessary that a mentor work with more than one protégé, the stipend paid will be per protégé, with a limit of two protégés assigned to any one mentor.

(d)      A full time professional employee appointed to the position of High School Department Head for Guidance will have four (4) periods of counseling/testing responsibilities, one (1) preparation period, and two (2) periods of Department Head responsibilities. The High School Department Head for Guidance will receive an annual stipend of $5,000 and will annually work four (4) days in addition to the work year set forth in Article VII-Work Year (a total of 187 days) without additional compensation. Additional terms and condition of employment for the High School Department Head for Guidance are set forth in a document entitled “Memorandum of Agreement (Guidance Department Head)” dated September 2009, which is incorporated herein by reference.

(e)      Full time teachers appointed to the position of Special Education Coordinator, at the Elementary, Middle School or High School level will receive an annual stipend of $2,000. Additional terms and conditions of employment for the Special Education Coordinator positions are set forth in a document entitled “Memorandum of Agreement (SPED Coordinators)” dated September 2009, which is incorporated herein by reference.

ARTICLE XX – GENERAL

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

(b)      This Agreement constitutes Committee policy for the term of said Agreement, and the Committee will carry out the commitments contained herein and give them full force and effect as Committee policy. The Committee will amend its Administrative Regulations and take such other action as may be necessary in order to give full force and effect to the provisions of this Agreement.

(c)      In no event shall any present or future member of the Committee or the Superintendent have any personal obligations for any payment under any provision of this Agreement.

(d)      The Association agrees that it will not cause, condone, sanction, or take part in any strike, walkout, slowdown, or work stoppage during the term of this Agreement or during any period of time while negotiations are in progress or pending between the parties for a continuance or renewal of it. The fact as to whether such action has taken place and the determinations of the involvement of an individual or individuals shall be the subject of the arbitration process or procedure.

(e)      Nothing in this Agreement shall be deemed to conflict with any power or to prohibit the right or duty possessed by the Committee, the Superintendent or Principals except where such right or duty is specifically limited by this agreement.

(f)       If a new bargaining unit position is established, the Committee will negotiate with the Association an appropriate salary for such position.

(g)      If a professional employee is absent, a good faith effort will be made by the Superintendent or his designee to replace the absent professional employee with a substitute.

(h)      This Agreement contains and constitutes the entire agreement between the parties arrived at through the collective bargaining process and supercedes any and all existing agreements and understandings between the said parties.

ARTICLE XXI – DISCRIMINATION

The Committee will not interfere with or discriminate against any person covered by this Agreement because of membership or nonmembership in the Association or because of legitimate activity as required in this Agreement on behalf of members of this bargaining unit, nor will the Committee discourage membership in the Association or encourage membership in any association. The Association recognizes its responsibility as exclusive bargaining agent and will represent all members of the bargaining unit whether they are members or non-members of the Association without discrimination. The provisions of this Agreement shall be applied equally to all persons without discrimination as to age, sex, marital status, race, color, creed, national origin, or political affiliation. The Association shall share equally with the Committee the responsibility for applying this provision of the Agreement. The Committee and the Association agree that they will not discriminate against any member of the bargaining unit for exercising rights under the provisions of Chapter 150E and sections thereof, of the General Laws of Massachusetts.

ARTICLE XXII - PERSONAL INJURY BENEFITS

Whenever a professional employee is absent from school as a result of personal injury arising out of and during the course of his/her employment, the Committee agrees that the provisions of G.L. Chapter 152, Section 69 (Workers Compensation Benefits) providing for benefits to employees or their dependents in the event of incapacity or death arising out of employment shall be, and hereby are, accepted and applied to all employees covered under the provision of this Agreement.

ARTICLE XXIII - REDUCTION IN FORCE

Section 1.    Pursuant to the provisions of Chapter 71, Section 42, the Association recognizes the right of a Superintendent to lay off teachers pursuant to reductions in force or reorganization resulting from declining enrollment or other budgetary reasons. No teacher with professional teacher status shall be laid off pursuant to a reduction in force or reorganization if there is a teacher without such status for whose position the covered employee is currently certified. No teacher with such status shall be displaced by a more senior teacher with such status in accordance with the terms of this collective bargaining agreement unless the more senior teacher is currently certified pursuant to Chapter 71, Section thirty-eight G for the junior teacher's position.

Section 2.    If a reduction in staff results in the layoff of a professional employee, the relevant professional training (including but not limited to certification and/or license), competency, proven performance, as well as the needs of the system, shall be reviewed in determining the order in which the layoff of professional employees shall occur within the separate groups of professional status and provisional status professional employees. If the above factors are relatively equal, the most junior professional employee(s) within his/her certification and/or license shall be laid off first. Total time in the Hanover School System from the first day worked in a permanent position shall be used to compute length of service under this Article.

Section 3.    For the purposes of this Article, "certification and/or license" shall mean the areas of certification and/or license as defined by the Department of Education.

Section 4.    The seniority of all professional employees currently employed in the Hanover school system shall be determined by their total time worked in the Hanover school system in a professional position. The seniority of all professional employees hired after September 1, 1990 shall be determined by their permanent and continuous service in the Hanover school system in a professional position.

Section 5.    Except in unforeseen circumstances, a professional status professional employee who has served for more than three years so affected by a reduction in staff shall be notified by April 15 of the school year preceding the school year in which the reduction is to take place.

Section 6.    If subsequent vacancies occur or if new positions are added or old positions reinstated, which persons on layoff previously performed, such persons shall have recall rights in accordance with the criteria in Section 2 above.

Section 7.    The recall period will run through the first day of the following October. The Superintendent will notify the professional employees on recall within 5 days whenever any position for which they are qualified becomes available. Upon receipt of the notification of available positions, the professional employee will contact the Superintendent within 5 days of intent of acceptance or rejection of the said position. The professional employee will send a written verification of the decision to be filed at the Superintendent's office within 10 days. The professional employee when placed on the recall list will give written notification to the Superintendent of his/her current certification and/or license status, current address and phone number by June 30th of the year in which the recall status begins. If any changes (at any time during the recall period) occur in certification and/or license, address, or phone number, the professional employee will update the Superintendent of these changes in writing by certified return/receipt mail. If a professional employee is recalled under the provisions above, he or she will be given credit on the salary schedule for previous experience in Hanover, and any previous unused sick leave shall be credited to the professional employee.

Section 8.    Professional employees released under the provision of this Article shall be given initial consideration on the substitute list if they choose to be so recorded.

Section 9.    If necessary to provide for continuity of coverage for Blue Cross/Blue Shield or other available health plans, payments for July and August shall be deducted from the final pay check. To the extent permitted by law and the terms of the contract between the Town and the insurance carrier, a laid off employee may retain membership in the Group Blue Cross/Blue Shield Plan or other available health plans, up to eighteen months, provided the employee pays the full premium for such coverage.

Section 10. The Committee will furnish the Association a seniority list of professional employees within the certification and/or licenses described in Section 3 as of October 1st each year.

Section 11. Any person who is being laid off will be given the option of a Chapter 71, Section 42 or 42A hearing, as applicable and of a Chapter 32, Section 16 hearing, if applicable, or of postponing that hearing until the end of the recall period. This option will be on an individual basis only. Anyone with professional status at the time of layoff will retain professional status during the recall period provided the individual does not litigate the layoff whether by grievance or otherwise. If the individual does file such litigation, that person's rights under this Section would be terminated. However, such an individual may grieve the failure to be recalled in accordance with the provisions of this Article.

ARTICLE XXIV – SENIORITY

Any person covered by this Agreement who has not already been placed on seniority steps shall be time-barred from recovering monies that may have been owed prior to February 1, 1996, and any placement on seniority steps will take place on September 1 and February 1 of the school year following a persons fulfillment of required years whichever is nearest the teacher’s anniversary date.

ARTICLE XXV - AMERICANS WITH DISABILITIES ACT

The Committee and the Association recognize their responsibilities under the Americans With Disabilities Act. Accordingly, the Association recognizes that it may be necessary for the Committee to make reasonable accommodations for an employee who has a disability within the meaning of the statute. Such accommodations may necessitate an assignment of different work duties to the disabled employee. The Association recognizes the obligations of the Committee in this regard and agrees that it shall not be a violation of this agreement for the Committee to make such accommodations.

ARTICLE XXVI – RETIREMENT

The Committee and the Association recognize their obligations under Chapter 306 of the Acts of 1996 relating to the processing of accidental disability retirement applications. All provisions of the new pension disability reform law shall take precedence over this collective bargaining agreement including but not limited to the procedures for early intervention, for periodic medical examinations, and for return to duty.

ARTICLE XXVII - EFFECT OF AGREEMENT

1.        This instrument constitutes the entire Agreement of the Committee and the Association arrived at as a result of collective bargaining negotiations, except such amendments hereto as shall have been reduced to writing and signed by the parties.

2.        The parties acknowledge that during the negotiations which resulted in the Agreement each had the unlimited right and opportunity to make proposals with respect to any subject or matter not removed by law from the area of collective bargaining.

3.        The waiver of any breach or condition of this Agreement by either party shall not constitute a precedent with respect to the future enforcement of all terms and conditions of this Agreement.

ARTICLE XXVIII - DURATION

This Agreement shall commence on July 1, 2012 and continue in full force and effect until midnight, June 30, 2015 and from year to year thereafter unless either party on or before October 1 st of the year prior to the expiration date of this Agreement, shall give notice in writing to the other party of a desire to terminate or modify this Agreement.

IN WITNESS WHEREOF, the Committee has caused this instrument to be duly executed and the Association acting on behalf of the persons covered by this Agreement has caused this instrument to be signed by its representatives hereunto duly authorized, the day and year first above written.

HANOVER SCHOOL COMMITTEE:

______________________________________________________                        Date: ___________

Elizabeth Corbo, Chairman

HANOVER TEACHERS ASSOCIATION:

______________________________________________________                        Date: ___________

Steve Lovell, President

APPENDIX A – TEACHER SALARY SCHEDULE

a.        Upon attaining a higher degree or completing courses the teacher will be placed on the salary schedule in the appropriate column as of September 1 or February 1, whichever date follows more closely the submission of evidence of the higher degree or course completion. When a teacher moves from one column to another, he or she will be given all salary credit for the number of years in Hanover.

b.        The teacher and (his, her) supervisor will jointly confer and agree upon courses which will be of greatest value in the light of the teacher's interest and needs. The teacher will be reimbursed for the necessary tuition costs in an amount not to exceed $750.00. Reimbursement will be made upon satisfactory evidence of successful completion of the courses. There shall be no reimbursement if the teacher is receiving, or is entitled to receive, money for educational purposes from any other sources regardless of whether such money is specifically designated for tuition, provided however, that a teacher shall be reimbursed for the difference between the cost of the course, and the amount of money he/she receives or is entitled to receive for educational purposes for any other source in an amount not to exceed $750.00 in the contract year. All costs must be approved by the Superintendent, and his decision will be subject to the grievance and arbitration procedure; however, in reviewing the Superintendent's decision to disapprove course reimbursement the arbitrator may not set aside the Superintendent's decision unless it is arbitrary or capricious. Teachers in a degree program will be reimbursed up to $1,000 annually for courses completed at an accredited college or university. Teachers who have completed an advanced degree will be reimbursed up to $750.00 per course for two courses completed at an accredited college or university during the independent project and reflection years of the teacher’s current evaluation cycle. Applications for desired courses will be given in writing to the Superintendent whose role it is to work in concert with Principals to assure equal distribution of course allotments, per semester, during the recertification and/or license cycle. If a particular course is not available during either of the two assigned years, the teacher will be given the opportunity to take the course when it is offered during the other years of the evaluation cycle.

Upon recommendation of the building principal and with the approval of the Superintendent, the School Department will pay reasonable costs for professional development related to the nurse’s position.

c.        Teachers will receive all salary payments by direct deposit to an account or accounts in financial institution(s) of their choice. The first salary payment for a school year will be deposited during the first full week of school. Payments will be made in two (2) week intervals thereafter. When there is a holiday, teachers will be paid on the regular pay day. Teachers may choose to be paid in 21 or 26 payments. For teachers who choose 26 payments, they have the option to receive a lump sum payment in June or continue to be paid at two week intervals throughout the summer. The selection shall be made by June 15 of the preceding school year.

HTA Contract

FY2013 through FY2015

 

BA

Restructure

1.5%

1.5%

Previous Step

Step*

12-13

13-14

14-15

Steps 1-4

1

48,328

49,053

49,789

 

2

49,778

50,525

51,283

Step 5

3

51,271

52,040

52,821

 

4

52,809

53,601

54,405

Step 6

5

54,394

55,210

56,038

 

6

56,025

56,865

57,718

Step 7

7

57,706

58,572

59,451

Step 8

8

59,437

60,329

61,234

 

9

61,221

62,139

63,071

Step 9

10

63,057

64,003

64,963

Step 10

11

64,949

65,923

66,912

 

12

66,897

67,900

68,919

Step 11

13

68,904

69,938

70,987

Step S1

S1

69,548

70,591

71,650

Step S2

S2

70,833

71,895

72,973

Step S3

S3

71,735

72,811

73,903

Step S4

S4

72,763

73,854

74,962

 

BA+15

Restructure

1.5%

1.5%

Previous

 

 

 

 

Step

Step*

12-13

13-14

14-15

Steps 1-3

1

49,264

50,003

50,753

Step 4

2

50,742

51,503

52,276

Step 5

3

52,264

53,048

53,844

 

4

53,832

54,639

55,459

Step 6

5

55,447

56,279

57,123

 

6

57,111

57,968

58,838

Step 7

7

58,824

59,706

60,602

Step 8

8

60,589

61,498

62,420

 

9

62,406

63,342

64,292

Step 9

10

64,279

65,243

66,222

Step 10

11

66,207

67,200

68,208

 

12

68,193

69,216

70,254

Step 11

13

70,239

71,293

72,362

Step S1

S1

70,882

71,945

73,024

Step S2

S2

72,170

73,253

74,352

Step S3

S3

73,071

74,167

75,280

Step S4

S4

74,099

75,210

76,338

S1 - Super Max Step for teachers with 16 years in the system.

S2 - Super Max Step for teachers with 20 years in the system.

S3 - Super Max Step for teachers with 25 years in the system.

S4 - Super Max Step for teachers with 30 years in the system.

*It is understood that “step placement,” under both the restructured schedule and prior schedules, is not synonymous with years of “seniority.”

 

 

 

 

 

 

 

 

 

 

 

M

Restructure

1.5%

1.5%

Previous Step

Step*

12-13

13-14

14-15

Steps 1-4

1

51,932

52,711

53,502

 

2

53,490

54,292

55,106

Step 5

3

55,095

55,921

56,760

Step 6

4

56,748

57,599

58,463

 

5

58,450

59,327

60,217

Step 7

6

60,204

61,107

62,024

Step 8

7

62,010

62,940

63,884

 

8

63,870

64,828

65,800

Step 9

9

65,786

66,773

67,775

Step 10

10

67,760

68,776

69,808

 

11

69,792

70,839

71,902

Step 11

12

71,886

72,964

74,058

 

13

74,043

75,154

76,281

Step 12

14

76,264

77,408

78,569

Step S1

S1

76,909

78,063

79,234

Step S2

S2

78,196

79,369

80,560

Step S3

S3

79,095

80,281

81,485

Step S4

S4

80,123

81,325

82,545

 

M+30

Restructure

1.5%

1.5%

Previous Step

Step*

12-13

13-14

14-15

Steps 1-4

1

54,958

55,782

56,619

 

2

56,607

57,456

58,318

Step 5

3

58,305

59,180

60,068

Step 6

4

60,055

60,956

61,870

Step 7

5

61,856

62,784

63,726

 

6

63,712

64,668

65,638

Step 8

7

65,623

66,607

67,606

Step 9

8

67,592

68,606

69,635

 

9

69,620

70,664

71,724

Step 10

10

71,708

72,784

73,876

Step 11

11

73,859

74,967

76,092

 

12

76,075

77,216

78,374

Step 12

13

78,358

79,533

80,726

Step 13

14

80,708

81,919

83,148

 

15

83,129

84,376

85,642

Step 14

16

85,623

86,907

88,211

Step S1

S1

86,267

87,561

88,874

Step S2

S2

87,553

88,866

90,199

Step S3

S3

88,453

89,780

91,127

Step S4

S4

89,483

90,825

92,187

 

S1 - Super Max Step for teachers with 16 years in the system.

S2 - Super Max Step for teachers with 20 years in the system.

S3 - Super Max Step for teachers with 25 years in the system.

S4 - Super Max Step for teachers with 30 years in the system.

*It is understood that “step placement,” under both the restructured schedule and prior schedules, is not synonymous with years of “seniority.”

 

M+45 CAGS

Restructure

1.5%

1.5%

Previous Step

Step*

12-13

13-14

14-15

Steps 1-4

1

56,031

56,871

57,724

 

2

57,712

58,578

59,457

Step 5

3

59,444

60,336

61,241

Step 6

4

61,227

62,145

63,077

 

5

63,064

64,010

64,970

Step 7

6

64,956

65,930

66,919

Step 8

7

66,904

67,908

68,927

Step 9

8

68,912

69,946

70,995

 

9

70,979

72,044

73,125

Step 10

10

73,108

74,205

75,318

Step 11

11

75,301

76,431

77,577

 

12

77,561

78,724

79,905

Step 12

13

79,887

81,085

82,301

Step 13

14

82,284

83,518

84,771

 

15

84,753

86,024

87,314

Step 14

16

87,295

88,604

89,933

Step S1

S1

87,941

89,260

90,599

Step S2

S2

89,227

90,565

91,923

Step S3

S3

90,126

91,478

92,850

Step S4

S4

91,156

92,523

93,911

 

Doctorate

Restructure

1.5%

1.5%

Previous Step

Step*

12-13

13-14

14-15

Steps 1-3

1

57,106

57,963

58,832

Step 4

2

58,819

59,701

60,597

Step 5

3

60,583

61,492

62,414

Step 6

4

62,401

63,337

64,287

 

5

64,273

65,237

66,216

Step 7

6

66,201

67,194

68,202

Step 8

7

68,187

69,210

70,248

 

8

70,233

71,286

72,355

Step 9

9

72,340

73,425

74,526

Step 10

10

74,510

75,628

76,762

Step 11

11

76,745

77,896

79,064

 

12

79,048

80,234

81,438

Step 12

13

81,419

82,640

83,880

Step 13

14

83,862

85,120

86,397

 

15

86,377

87,673

88,988

Step 14

16

88,969

90,304

91,659

Step S1

S1

89,611

90,955

92,319

Step S2

S2

90,897

92,260

93,644

Step S3

S3

91,799

93,176

94,574

Step S4

S4

92,827

94,219

95,632

S1 - Super Max Step for teachers with 16 years in the system.

S2 - Super Max Step for teachers with 20 years in the system.

S3 - Super Max Step for teachers with 25 years in the system.

S4 - Super Max Step for teachers with 30 years in the system.

*It is understood that “step placement,” under both the restructured schedule and prior schedules, is not synonymous with years of “seniority.”

APPENDIX B – EXTRACURRICULAR ACTIVITIES

(applicable to all professional employees)

Each coaching and extracurricular position is based on the annual salary increase in the collective bargaining unit. Placement of new positions on the salary scale is within the discretion of the Committee. It is agreed that on-staff Unit A members will have preference over all other individuals in filling the positions covered under Appendix B unless there is a substantial difference in qualifications of the individual applicants for the position as determined by the Superintendent.

  

  

  

2012-2013

2013-2014

2014-2015

A1

Assistant Baseball

 

  

 

 

  

Assistant Field Hockey (2)

 

 

 

 

  

Assistant Softball

 

 

 

 

  

Assistant Soccer

 

 

 

 

  

Assistant Track

 

 

 

 

  

Cheerleaders Fall and Winter

 

 

 

 

  

Assistant Volleyball

 

 

 

 

  

Assistant Lacrosse

 

 

 

 

  

 

Step 1

3,108

3,155

3,202

  

 

Step 2

3,315

3,365

3,415

  

 

Step 3

3,522

3,575

3,629

A2

Freshman Basketball

 

 

 

 

  

Freshman Football (2)

 

 

 

 

  

Golf

 

 

 

 

  

Gymnastics

 

 

 

 

  

Tennis (2)

 

 

 

 

  

Wrestling

 

 

 

 

  

Cross Country

 

 

 

 

  

Alpine Skiing

 

 

 

 

  

Swimming

 

 

 

 

  

 

Step 1

3,315

3,365

3,415

  

 

Step 2

3,730

3,786

3,843

  

 

Step 3

4,143

4,205

4,268

A3

Assistant Basketball (2)

 

  

 

 

  

Assistant Football (2)

 

 

 

 

  

Assistant Hockey (1)

 

 

 

 

  

 

Step 1

4,595

4,664

4,734

  

 

Step 2

4,765

4,836

4,909

  

 

Step 3

5,181

5,259

5,338

2012-2013

2013-2014

2014-2015

A4

Baseball

 

 

 

 

  

Field Hockey

 

 

 

 

  

Lacrosse

 

 

 

 

  

Softball

 

 

 

 

  

Soccer

 

 

 

 

  

Track

 

 

 

 

  

Volleyball

 

 

 

 

  

 

Step 1

4,562

4,630

4,699

  

 

Step 2

5,013

5,088

5,164

  

 

Step 3

5,388

5,469

5,551

A5

Basketball

 

 

 

 

 

Hockey

 

 

 

 

 

 

Step 1

6,424

6,520

6,618

 

 

Step 2

6,838

6,941

7,045

 

 

Step 3

7,343

7,453

7,565

A6

Head Football

 

 

 

 

 

 

Step 1

7,459

7,571

7,685

 

 

Step 2

8,288

8,412

8,538

 

 

Step 3

9,127

9,264

9,403

A7

Athletic Director

 

 

 

 

 

 

Step 1

11,606

11,780

11,957

 

 

Step 2

11,812

11,989

12,169

 

 

Step 3

12,019

12,199

12,382

A8

Freshman Class Advisor

 

 

 

 

 

Sophomore Class Advisor

 

 

 

 

 

Junior Class Advisor

 

 

 

 

 

Senior Class Advisor

 

 

 

 

 

SADD Advisor

 

 

 

 

 

Tomorrow’s Teachers Advisor

 

 

 

 

 

Art Club Advisor

 

 

 

 

 

 

Step 1

1,243

1,262

1,281

 

 

Step 2

1,449

1,471

1,493

 

 

Step 3

1,710

1,736

1,762

 

 

 

2012-2013

2013-2014

2014-2015

A9

Choral Director

 

 

 

 

 

Debate

 

 

 

 

 

Drama Director

 

 

 

 

 

Math Team

 

 

 

 

 

National Honor Society

 

 

 

 

 

Student Council

 

 

 

 

 

Robotics Advisor

 

 

 

 

 

Step 1

2,071

2,102

2,134

 

Step 2

2,279

2,313

2,348

 

Step 3

2,486

2,523

2,561

 

*The music department and the drama director have the option to produce and direct a full length production in alternating years. When the full length production is done, the following scale applies which replaces the above-mentioned stipend.

 

 

 

 

A9

 

 

 

 

 

 

 

Step 1

2,900

2,944

2,988

 

 

Step 2

3,108

3,155

3,202

 

 

Step 3

3,315

3,365

3,415

A10

Band

 

 

 

 

 

Newspaper

 

 

 

 

 

 

Step 1

3,315

3,365

3,415

 

 

Step 2

3,730

3,786

3,843

 

 

Step 3

4,143

4,205

4,268

A11

Senior Banquet

 

 

 

 

 

Prom

 

 

 

 

 

 

Step 1

514

522

530

 

 

Step 2

514

522

530

 

 

Step 3

514

522

530

A12

Science Fair Advisor

 

 

 

 

 

 

Step 1

661

671

681

 

 

Step 2

661

671

681

 

 

Step 3

661

671

681

A13

Science Fair Teachers

 

 

 

 

 

 

Step 1

661

671

681

 

 

Step 2

661

671

681

 

 

Step 3

661

671

681

A14

Yearbook (2)

 

2012-2013

2013-2014

2014-2015

 

 

Step 1

3,443

3,495

3,547

 

 

Step 2

3,922

3,981

4,401

 

 

Step 3

4,401

4,467

4,534

A15

Middle School Student Council

 

 

 

 

 

Middle School Jazz Band

 

 

 

 

 

 

Step 1

1,028

1,043

1,059

 

 

Step 2

1,028

1,043

1,059

 

 

Step 3

1,028

1,043

1,059

A16

Middle School Student Yearbook

 

 

 

 

  

 Middle School Math Olympiad

 

 

 

 

 

 

Step 1

642

652

662

 

 

Step 2

642

652

662

 

 

Step 3

642

652

662

A17

Middle School Sports (All)

 

 

 

 

 

 

Step 1

2,071

2,102

2,134

 

 

Step 2

2,279

2,313

2,348

 

 

Step 3

2,486

2,523

2,561

A18

Middle School Football

 

 

 

 

 

 

Step 1

2,900

2,944

2,988

 

 

Step 2

3,108

3,155

3,202

 

 

Step 3

3,315

3,365

3,415

A19

Curriculum Writing (Hourly)

 

 

 

 

 

 

Step 1

36.38

36.93

37.48

A20

Team Leaders

 

 

 

 

 

 

Step 1

4,501

4,569

4,638

 

 

Step 2

5,145

5,222

5,300

 

 

Step 3

5,788

5,875

5,963

A21

High School Jazz Band Director 

 

 

 

 

Middle School Performance Troupe

 

Middle School Instrumental Troupe

 

 

 

 

 

 

Step 1

1,189

1,207

1,225

 

 

Step 2

1,397

1,418

1,439

 

 

Step 3

1,605

1,629

1,653

2012-2013

2013-2014

2014-2015

A22

Elementary Student Council(2)

 

 

 

 

 

 

Step 1

392

398

404

 

 

Step 2

392

398

404

 

 

Step 3

392

398

404

A23

 

 

 

 

 

 

System-wide Coordinator

 

896

909

923

 

Building Coordinator

 

448

455

462

 

Mentor

 

868

881

894

APPENDIX C – EVALUATION INSTRUMENT AND PROCEDURE

PROFESSIONAL GROWTH CYCLE

This document has been developed by the Hanover Teacher Evaluation Committee consisting of Hanover teachers and administrators. The intent is to provide teachers with information about the expectations and procedures used in assessing teacher effectiveness.

For easy reference, this document has been divided into six sections. Please read each section to familiarize yourself with the evaluation system to be used in Hanover.

The teacher is recognized as the central figure in both the designated implementation of classroom activity. A teacher’s skill makes a difference in the performance of students not only in student achievement, but also in their sense of fulfillment of school and their feeling of well-being.

This plan supports the responsibility of the administration to evaluate each professional in a systematic manner, and its intent is to promote shared responsibility for professional growth by establishing a collegial atmosphere to improve instruction.

According to Article 11 of the contract, teachers will be evaluated by the administration in addition to participating in activities, which enhance classroom effectiveness.

 

TITLE OF EVALUATION

DEFINITION

CRITERIA

SAMPLE ACTIVITIES

EVALUATION

The primary purpose of evaluation is the improvement of individual professional performance which reflects an acceptable system-wide philosophy & serves as a guide for constructive supervision.

COMMONWEALTH OF MASSACHUSETTS PRINCIPLES OF EFFECTIVE TEACHING

 

INDEPENDENT PROJECT

The independent project is an individual growth activity which should correlate to one's professional knowledge and/or skill as a teacher.

• Activities should be related to K-12, individual professional development plans and/or improvement of teaching and learning.

• The goal/focus should provide an opportunity to enhance one's professional knowledge.

Course work, workshops/seminars (as presenter or participant), teacher exchange program, independent or self-study groups, experimental projects, community service/involvement, publishing.

COLLABORATION

Collaboration is a professional growth activity with at least one other person of the teacher's choice for professional interaction during the years.

• The identifiable goal/focus should contribute to one's professional knowledge and/or skills as a teacher.

• The goal/focus will be established by the teacher & approved by the administrator no later than Nov. 1 of the collaborative year.

Study group, working with a consultant toward a common goal, committee work related to discipline or instruction, piloting a program, joint planning of lessons, grade level or department project, experimental project with a colleague, mentoring.

OBSERVATION

Observation is a professional growth activity whose purpose is not to evaluate but to encourage communication & provide useful information about one's teaching. Teachers identify an area of teaching skill, method or content with they want to experiment with, master or improve. A skilled observer provides teacher with feedback.

• Each observation should focus on a particular area.

• Each observation should be accompanied by mutual planning & feedback.

• After each observation the observed teacher should complete a written log for personal reference.

• There must be a minimum of three observations.

Paired observation One way-way observation and feedback Video-taping Observation by outside consultant

REFLECTIVE

A reflective year is one that enables teacher to initiate, refine or complete work begun in other cycle years. No forms will be completed during the year.

It is understood that teacher will use this time in continuing the cycle of professional growth.

 

II

DESIGN PROCESS

Evaluation Year Cycle

Provisional Status Teachers (those in their first three years of teaching in Hanover will be evaluated as follows as of November 1:

•        First Year                                     one interim written evaluation by December 1 and one summative report by May 1 (generally additional interims by 1/15 & 3/15)

•        Second Year                               one interim written evaluation by December 1 and one summative report by May 1 (generally additional interims by 1/15 & 3/15)

•        Third Year                                   one interim written evaluation by December 1 and one summative report by May 1 (generally additional interims by 1/15 & 3/15)

A mentor teacher(s) would be available to provide personal and professional support to provisional status teachers.

Professional Status Teachers (those who completed three full years of employment in Hanover) will be evaluated as follows:

•                                              At least one interim written evaluation based on classroom observation by January 15 and one summative report by June 1 (generally additional interim by 3/15)

Administrative observations may be preceded or followed by a conference between the teacher and the observing administrator, during which the teacher’s goals and/or administrator’s observations will be discussed.

Other Professional Development Cycles

With the exception of the Evaluation Year Cycle, teachers will be responsible for the design of their evaluation program(s) in each year.

Teachers in the cycles of Independent Projects, Collaboration, and Observation will complete the Individual Professional Development Plan (IPDP) form. Cycle meetings will be held by the administration prior to October 15 of each year. A follow-up meeting will be held June 1. The IPDP form will be kept by the individual teacher with a copy submitted to the administration by the end of the school year.

III

HANOVER SCHOOLS

EVALUATION REPORT

School Year 2009-2010

Teacher:                ___________________________________    Supervisor: ______________________________

Teacher Status: ________________________________________________________________________

School: ______________________Interim Report _______________Subject/Grade Level:____________

The Supervisor’s comments will refer to the following criteria from Principles of Effective Teaching, Commonwealth of Education, Board of Education.

I.            Currency in Curriculum

II.           Effective Planning and Assessment of Curriculum and Instruction

III.          Effective Management of Classroom Environment

IV.          Effective Instruction

V.           Promotion of High Standards and Expectations for Student Achievement

VI.          Promotion of Equity and Appreciation of Diversity

VII.         Fulfillment of Professional Responsibilities

_______________________________________________________________________

Supervisor’s signature:                                                                                             Date:

_______________________________________________________________________

Teacher’s signature:                                                                                                  Date:

Note:     The signature of the teacher means only that he/she has seen the document. The teacher may attach a written statement to this form.

III

HANOVER SCHOOLS

EVALUATION REPORT

School Year 2009-2010

Teacher:                ___________________________________    Supervisor: ______________________________

Teacher Status: ________________________________________________________________________

School: ____________________ Summative Report _____________Subject/Grade Level:____________

The Supervisor’s comments will refer to the following criteria from Principles of Effective Teaching, Commonwealth of Education, Board of Education.

I.            Currency in Curriculum

II.           Effective Planning and Assessment of Curriculum and Instruction

III.          Effective Management of Classroom Environment

IV.          Effective Instruction

V.           Promotion of High Standards and Expectations for Student Achievement

VI.          Promotion of Equity and Appreciation of Diversity

VII.         Fulfillment of Professional Responsibilities

_______________________________________________________________________

Supervisor’s signature:                                                                                             Date:

_______________________________________________________________________

Teacher’s signature:                                                                                                  Date:

Note:     The signature of the teacher means only that he/she has seen the document. The teacher may attach a written statement to this form.

IV

HANOVER SCHOOLS

INDIVIDUAL PROFESSIONAL DEVELOPMENT PLAN

Date         ______________                                                            School Year        __________

Teacher ________________________________             School           _____________________

To be completed for each Cycle Phase (please check one) and returned to the Principal by June 1.

o  Independent Project                           o  Collaboration                          o  Observation

I.            Desired Goals:

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

II.          How do your goals CONNECT with your Professional Development Plan and with your school, district, and state?

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

III.          What improvements in teaching and learning do you hope will occur because of your professional development?

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

IV.         Plan for reaching desired goals (include necessary resources).

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

V.           Outcomes

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

*Reflective year follows Observation Cycle.

V

COVER SHEET FOR TEACHER FILE

Name                _______________________________         School ________________________

Position            _______________________________

Evaluation Year

Date      ____________

[  ]     Professional                                             Interim Evaluation     __________

[  ]     Provisional first year

[  ]     Provisional second year                               Summative Report       __________

[  ]     Provisional third year

Independent Project Year

Date ___________                       Accepted Date ___________                  Completed Date __________

Activity/Project:

________________________________________________________________________________

________________________________________________________________________________

Administrator _________________________________                   Teacher Initial ___________

Collaboration Year

Date ___________                       Accepted Date ___________                  Completed Date __________

Goal:

________________________________________________________________________________

________________________________________________________________________________

Administrator ______________________________                           Teacher Initial __________

Collaborating Partner(s) _________________________________________________________

Observation Year

Date ___________                       Accepted Date ___________                  Completed Date __________

Area of Focus:

________________________________________________________________________________

________________________________________________________________________________

Activity

________________________________________________________________________________

________________________________________________________________________________

Observer(s) ______________________________ _________________         Teacher Initial _______

1st Observation ______                             2nd Observation _____                 3rd Observation _____

Reflective Year

Date _________________________

Hanover Schools

Evaluation Cycle Teacher Input Opportunity

Name __________________________________________________________________________

I would like to offer you an opportunity to reflect on the Department of Education's Principles of Effective Teaching, which are the base of our evaluation system and to offer any input you would like into the evaluation process.

I.          Currency in Curriculum

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

II.        Effective Planning and Assessment of Curriculum and Instruction

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

III.      Effective Management of Classroom Environment

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

IV.      Effective Instruction

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

V.        Promotion of High Standards and Expectations for Student Achievement

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

VI.      Promotion of Equity and Appreciation of Diversity

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

VII.     Fulfillment of Professional Responsibilities

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

VI

TEACHER ASSISTANCE PLAN

When an administrator has concerns about a teacher’s ability to demonstrate an acceptable level of competency in one or more of the Principles of Effective Teaching, the administrator may place the teacher into a special observation/evaluation cycle. The administrator shall meet with the teacher to discuss why this is being done. The teacher and the administrator will create an individual plan to achieve competence in identified areas for the observations and evaluations of the teacher’s performance.

Such a plan might include any or all of the following activities:

•   Formal observation with pre and post conferences and written documentation.

•   Informal observation

•   Conferences and strategy sessions on a regular basis

•   Formal observations and conferences with a team of observers

•   Assistance from colleagues which may include individual coach/resource person of the teacher’s choice.

A summary conference will be held to review the teacher’s performance and plan next steps.

APPENDIX D

TEACHERS’ SICK LEAVE BANK

NEW EMPLOYEES NON-PARTICIPATION FORM

Date:   ________________

To: __________________

From:   [School Business Manager]

Pursuant to Article XVI Leave Policy of the , members of the Sick Leave Bank (“Bank”) may draw on sick days from the Bank if they have exhausted their own sick leave, contingent on application to and approval from the Sick Leave Bank Committee.

Membership in the Bank is voluntary. All bargaining unit members have the opportunity not to join the Bank.

If you wish not to join the Sick Leave Bank, you must sign and submit this form to the Superintendent’s Office no later than thirty (30) school days following the first day of employment (i.e., for the 2009-2010 school year, generally by October 15, 2009.) If you submit this Non-Participation Form, you will not be permitted to join the Bank at any later time.

In the alternative, if you wish to become a member of the Bank, simply do not submit any form to the Superintendent’s Office. Unless this Non-Participation Form is received by the date designated above, you will automatically become a member of the Bank. As a new member of the Bank, one of your personal sick days from this year will be donated for deposit into the Bank. In addition, whenever the total days in the Bank fall below 600, you will be required to donate one additional day in order to retain your membership in the Bank.

____   I DO NOT wish to donate one of my sick days for deposit into the Teachers’ Sick Leave Bank. I understand in choosing not to make a deposit, I am declining my only opportunity to become a member of the Bank and I will not be permitted to join at a later time.

Date: _________________________           School: _________________________

______________________________           ________________________________

Name Printed                                                 Signature

RETURN THIS FORM TO PAYROLL AT THE SUPERINTENDENT’S OFFICE

cc: personnel file

Mentors

It is agreed that issues regarding Mentors will be discussed by the parties in a committee to be appointed by the President of the Association and an equal number of representatives appointed by the School Committee or its designee.

 

SIDE LETTER OF AGREEMENT

BETWEEN

THE HANOVER SCHOOL COMMITTEE

AND

THE HANOVER TEACHERS ASSOCIATION

This SIDE LETTER OF AGREEMENT is entered into by and between the Hanover School Committee (hereinafter the "Committee") and the Hanover Teachers Association (hereinafter the "Association") (collectively hereinafter the "Parties").

Whereas, the Committee and the Association are parties to a collective bargaining agreement for the period September 1, 2012 through August 31, 2015; and

Now, therefore, in consideration of mutual covenants, the parties agree as follows:

The terms and conditions set forth in the Collective Bargaining Agreement for the period September 1, 2012 through August 31, 2015 shall remain in full force and effect except as amended herein.

1.   Appendix A - Teacher Salary Schedule.

Effective July 1, 2014, delete section (b) and replace with the following:

"Professional employees will be reimbursed for tuition and registration costs for graduate level courses granting at least two (2) credits, up to a maximum reimbursement (tuition and fees) of one three-credit graduate course at Bridgewater State University (adjusted and pro-rated for 2 credit courses) provided such credits are earned in an approved area subject to the following conditions:

1.   Professional employees will be eligible for reimbursement for one approved course per contractual year.

2.   In order for a graduate level course to be reimbursable, the course must be given the prior approval of the principal or the employee's supervisor.

3.   All course work must be taken at colleges and universities accredited by a regional or national accrediting association. Special courses may be taken at other accredited institutions (i.e: international colleges or universities) subject to prior approval of the Assistant Superintendent.

4.   No reimbursement shall be made until an official transcript of the course and semester hours earned is received from the institution by the HPS Business Manager. No reimbursement shall be made unless a Grade of B or 3.0 is obtained in said course. In those cases where institutions' grading system is on a pass-fail basis, a pass grade shall satisfy the requirement of this section.

5.   The total payments made by Hanover Public Schools pursuant to the provisions of this Article shall not exceed the sum of $30,000 during any one contractual year.

6.   Of the $30,000 total sum, $15,000 shall be set aside to fund approved courses that are scheduled to begin between July 1 and December 31 (Session 1). Another $15,000 shall be set aside to fund courses that are scheduled to begin between January 1 and May 31 (Session 2). Course reimbursement requests will be evaluated on a first-come, first-served basis upon the order of receipt by HPS Business Office. Requests for Session 1 will be accepted beginning August 1. Requests for Session 2 will be accepted beginning on December 1.

7.   The approved reimbursement amount shall be subtracted from the applicable reimbursement pool in the order requests are submitted. If no available funds remain in the applicable pool when a teacher submits a course for approval, the teacher shall be notified by the Business Manager that insufficient funds are available for reimbursement at that time.

8.   As of June 1 of each year, any remaining sum of money that has not been expended or encumbered from the two pools shall be placed in a Final Reimbursement Pool subject to mutual review by the Business Manager and a representative of the Association. Any teacher who had submitted a course for approval, but was denied approval for reimbursement due to insufficient available funds shall be reimbursed from the Final Reimbursement Pool in the order in which their course(s) were approved to the extent funds remain available."

The Committee and the Association have caused this SIDE LETTER OF AGREEMENT to be executed by their duly-authorized representatives this____ day of August___, 2014.

____________________________                            ___________________________

Matthew A. Ferron, Superintendent                             Stephen Lovell, President

On behalf of the Hanover School Committee              Hanover Teachers Association

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