Harwich

Show detailed information about district and contract

DistrictHarwich
Shared Contract District
Org Code1260000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2010
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersCape Cod RVTSD
CountyBarnstable
ESE RegionSoutheast
Urban
Kind of Communityresort/retirement/artistic
Number of Schools3
Enrollment1334
Percent Low Income Students20
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Harwich

 

A G R E E M E N T   B E T W E E N

 

 

THE HARWICH SCHOOL COMMITTEE

 

 

AND

 

 

THE HARWICH EDUCATION ASSOCIATION

 

 

2007-2010


 

AGREEMENT BETWEEN

HARWICH SCHOOL COMMITTEE

AND THE

HARWICH EDUCATION ASSOCIATION

 

 

THIS AGREEMENT IS MADE AND ENTERED INTO on this 9th day of April, 2008, by and between the HARWICH SCHOOL COMMITTEE (hereinafter usually referred to as the "Committee") and the HARWICH EDUCATION ASSOCIATION (hereinafter usually referred to at the "Association").  This agreement will be effective as of September 1, 2007, and will continue and remain in full force and effect until

August 31, 2010.

 

IN WITNESS WHEREOF, the parties hereunto set their hands and seals this                day of                      , 2008.

 

 

 

HARWICH SCHOOL COMMITTEE

 

 

 

 

By:                             

 

 

HARWICH EDUCATION ASSOCIATION

 

 

 

 

By:                            

 

 

 

 

 


TABLE OF CONTENTS

 

ARTICLE                                                  SECTION  PAGE

 

 

            PREAMBLE                                                 1

 

COMMITTEE AND SUPERINTENDENT
PREROGATIVES                                        2-3

 

I           RECOGNITION                                           4

 

II         NEGOTIATION PROCEDURE                 4-5

 

III        GRIEVANCE PROCEDURE                     5-10

 

IV        SALARIES & CREDIT EVALUATIONS                               10-11

            Salaries of Newly Hired Teachers         F-G          11

            Salary Classification Credits SCCs        H-I           12

            Professional Development                   J-K           13

            Reimbursement for Professional

                Development Points PDPs               L              14-15

            School Nurse Salary                                    M             15

            Supplementary Longevity Payment        N              16

 

V         TEACHING HOURS AND
TEACHING LOAD                                     17-18

            Preparation Time                               C              18-20

            Duty-Free Lunch Period                      G              20

            Parent Conferences                            H              20

            Work Year                                       I, J            20-21

Preparation Time for
Part-Time Teachers                            M             21

            Pupil Personnel Services Teacher

            Testing Time                                     N              22

            Workshop Days                                O              22

            School Nurse Compensatory Time        P              22

            Staggered Schedule                                     Q              22-23

            Prof. Dev. Flex Day                                     S                   23-26

 

 


Table of Contents, Continued

 

VI        TEACHER EMPLOYMENT, ASSIGNMENTS

                   AND EVALUATION                           27

            Notification of School Year Assignment  C             27

            Vacancy Posting                               D              27

            Personnel Files                                  G              28

            Just Cause Dismissal                          H              29

 

VII      SICK LEAVE AND OTHER LEAVES     29-30

            Bereavement Leave                           C              30

            Personal Leave                                 D              30-31

            Sick Leave Bank                               G              31-33

            Sick Leave "Buy-Back"                      H              33

            Association-Related Leave                  J               34

 

VIII     LEAVES OF ABSENCE                             34

            Unauthorized Leave                          A              34

            Leave Prior To or Following Vacation  B                34

            Legal Proceeding Leave                      C              34

            Military Reserve Duty Leave               D              35

            Extended Leave of Absence                E              35

            Jury Duty                                         H              35

 

IX        SABBATICAL LEAVE                              36

            Sabbatical Leave Subcommittee          C              39

           

X         INSURANCE AND ANNUITY PLAN     40-42

 

XI        GENERAL                                                   42

            Employment-related Assault               A-D         42

            No-Strike Section                               F              43

            Travel Compensation                         G              43

            Notice of Resignation                         H              43

 

XII      DEDUCTIONS                                            43

 

XIII   REDUCTION IN FORCE                             43-46

 

 


Table of Contents, Continued

 

XIV     AGENCY SERVICE FEE                           46-47

 

XV      MENTORING                                              47-50

 

PREFACE TO APPENDIX A                                 51

 

APPENDIX A  SALARY SCHEDULES 2007-08,
                           2008-09, 2009-10

 

PREFACE TO APPENDIX B 

 

APPENDIX B  ATHLETIC COACHES SALARY SCHEDULES 2007-08, 2008-09, 2009-10

 

APPENDIX C  EXTRA CURRICULAR ACTIVITIES

SALARY SCHEDULE        

 

APPENDIX D  DEPARTMENT HEADS AND COORDINATORS

 

APPENDIX E  LUNCHROOM & RECESS DUTY K-4

 

APPENDIX F  POSTED HOURLY WORK

 

APPENDIX G  TEACHING DUTIES BEYOND SCHOOL DAY

 

HARWICH EDUCATOR APPRAISAL SYSTEM - Reproduced in a separate document

 

 

 

 

 

 

 

 

 

 

 


 

 

PREAMBLE

 

Recognizing that our prime purpose is to provide education of the highest possible quality for the children of Harwich, and that good morale within the professional teaching staff of Harwich is essential to the achievement of that purpose, the Committee and the Association declare that:

 

1.      Under the General Laws of Massachusetts, the Committee, elected by the citizens of Harwich, has the final responsibility for establishing the educational policies of the public schools of Harwich;

 

2.      The Superintendent of Schools of Harwich (hereinafter usually referred to as the Superintendent) has responsibility for carrying out the policies so established;

 

3.      The professional teaching staff of the public schools of Harwich has the responsibility to provide in the classrooms of the public schools education of the highest possible quality;

 

4.      Fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchanges of views and information between the Committee, the Superintendent, and the professional teaching staff in the formulation and application of policies relating to wages, hours, and other conditions of employment for the professional teaching staff; and so,

 

5.      To give effect to these declarations, the following principles and procedures are hereby adopted.


COMMITTEE AND SUPERINTENDENT PREROGATIVES

 

The Committee is a public body established under and with powers provided by statutes of the Commonwealth of Massachusetts and nothing in this Agreement shall be deemed to derogate from or impair any power, right or duty conferred upon the Committee by statute or any rule or regulation or any agency of the Commonwealth.  As to every matter not specifically mentioned or provided for in this Agreement the Committee retains all of the powers, rights and duties that it has by law and may exercise the same at its discretion without any such exercise being made subject of a grievance proceeding hereunder.

 

Subject only to the express provisions of this Agreement, the right and responsibility to operate, manage and control the public schools and educational activities and the right to di­rect and control the work of the employees and the use of its properties and facilities are vested exclusively in the Committee and/or Superintendent.  These rights whether exercised or not, include without being limited to, all the rights and powers given to the Committee and/or Superintendent by law, the right to select, employ, test, train, assign, transfer, promote and direct the work of the teachers and to periodically evaluate and determine their qualifications; to organize the supervisory and teaching staff and to establish, change and discontinue their duties including the right to introduce, change and discontinue improved and experimental methods, facilities, operations, processes, services and techniques; to discipline, suspend or dismiss teachers in the manner provided by law; to obtain from any source and to contract and subcontract for materials, services, supplies and equipment; to establish and change any form of employee benefits in excess of or in addition to those provided in this Agreement; to establish modify and enforce policies and regulations regarding studies, curriculum, conduct, library and reference facilities, textbooks, discipline, schedules and safety regulations; to control, direct and change facilities and services


COMMITTEE AND SUPERINTENDENT PREROGATIVES, Continued

 

for the use or benefit of the employees and all other rights pertaining to the operation and management of the schools and the establishment and change of conditions of employment not specifically given in this Agreement to the Association or to the teachers provided, however, that none of the rights shall be exercised by the Committee or Superintendent contrary to any express provision of this Agreement.  The failure by the Committee and/or Superintendent to exercise any of the rights as provided in this paragraph shall not be construed as a waiver of these rights.  The exercise by the Committee and/or Superintendent of any of the rights as provided in this paragraph shall not be subject to the grievance procedure or to arbitration as provided in Article III.

 

The parties are agreed that the relations between them shall be governed by the terms of this Agreement only.  No prior agreements or understandings, oral or written shall be controlling or in any way affect the relations between the parties unless and until such agreements or understandings have been reduced to writing and duly executed by both parties.  No change or modifications of this Agreement shall be binding on either the Association or the Committee unless reduced to writing as executed by the respective duly authorized representative.


ARTICLE I

RECOGNITION

 

The Committee recognizes the Association for purposes of collective bargaining as the exclusive representative for all professional teaching employees of the Harwich School System, including:  those assigned as elementary, middle, and high school classroom teachers, coaches (as per Appendix B), Director of Guidance, and nurses (as per below), but excluding:

 

The Superintendent of Schools, all School Principals, the Director of Pupil Personnel Services, Assistant Principals, the Director of Curriculum, Instruction and Assessment and the Business Manager and all per diem substitutes.

 

Unless otherwise indicated, the employees in the above unit will be hereinafter referred to as the "Teachers," and references to male teachers will include female teachers.

 

The only terms of this Agreement that apply to the Coaches shall be the salaries set forth in Appendix B.

 

The following sections of this Agreement do not apply to nurses:  Article V, section C, D, F, and G; Article VI, section C; and Article IX in its entirety.

 

ARTICLE II

NEGOTIATION PROCEDURE

 

A.  Not later than October 1 of the calendar year preceding the calendar year in which this Agreement expires, the Com­mittee agrees to enter into negotiations with the Association over a successor Agreement.  Either party may, if it so desires, utilize the services of outside consultants and may call upon professional and lay representatives to assist in the negotia­tion at the expense of the party utilizing such services or re­presentatives.


ARTICLE II  NEGOTIATION PROCEDURE, Continued

 

B.  This Agreement incorporates the entire understanding of the parties on all issues which were or could have been the subject of negotiations.  The Association and the Committee ac­knowledge that during the negotiations which resulted in the Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to all proper subjects of collective bargaining, that all subjects have been discussed and negotiated, and that the agreements contained in this Agreement were arrived at after free exercise of such rights and opportunities.  The Association and the Committee therefore, voluntarily and without qualifications, waive any rights each may have had in this respect and agree that each party shall not be obligated to bargain collectively with regard to any subject or matter re­ferred to or covered by this Agreement or with regard to any subject or matter not covered or referred to in this Agreement, whether or not within the knowledge or contemplation of the parties at the time they negotiated or signed this Agreement.

 

 

ARTICLE III

GRIEVANCE PROCEDURE

 

It is the declared objective of the parties to encourage prompt resolution of complaints.  Any person with a complaint will discuss it with his/her principal or immediate supervisor, either directly or through an Association representative, with the objective of resolving the matter informally before proceeding through the formal grievance procedure outlined below.  In the event that a complaint affects a group or class of employees, the group or class may request the Association to discuss the complaint on their behalf with the principal or immediate supervisor.  The parties recognize the importance of prompt and equitable disposition of any complaint at the lowest organizational level possible.

 


ARTICLE III  GRIEVANCE PROCEDURE, Continued

 

Any persons covered by this Agreement, the Association and the Committee shall have the right to present a grievance.

 

Definition of "grievance."

 

1.      The term "grievance" shall include only those claims or disputes which allege a specific and direct violation of the express language of a specific provision of this Agreement.

 

2.      Failure to institute a grievance within the time limits set forth in Section 5 of this article shall be conclusively deemed to constitute a waiver of all rights under this article.

 

3.      The grievance at any level will be in writing and signed and shall set forth the precise date, time and place of the grievance and shall set forth the facts giving rise to the grievance and the section of this Agreement that is believed to be violated.

 

4.      An employee with a grievance shall with or without a representative of the Association present it in writing to his immediate supervisor and/or the principal within fifteen (15) school days of the event on which the grievance is based.  In the event that a grievance affects a group or class of employees, the group or class of employees may request the Association to submit the grievance on their behalf commencing at Level One provided, however, that the fifteen (15) school day time limitation for instituting grievances shall begin to run from the date of the first of the alleged violations or from the date when the grievant first became aware


ARTICLE III  GRIEVANCE PROCEDURE, Continued

 

of the violation.  Any meeting with reference to the above shall be held during non-school hours.  The employee shall be notified of decisions in writing no more than ten (10) school days after submission of the grievance.

 

5.      In the event that the grievance is not settled at Level One, the original written grievance may be submitted to the Superintendent of Schools within five (5) school days of the receipt of notification of an adverse decision.  The Superintendent or his/her designee shall meet with the aggrieved employee in an effort to settle the grievance at this level.  This Level Two meeting shall normally be held within ten (10) school days after receipt of the grievance by the Superintendent, unless the Superintendent requires a longer period in which to arrange the meeting.  The aggrieved employee shall be notified of the Superintendent's decision within ten (10) school days after the Level Two meeting.

 

6.      In the event that the grievance is not settled at Level Two, and does not concern employee discipline, including suspensions and dismissals, the original written grievance may be submitted to the Committee within five (5) school days of written receipt of an adverse decision.  At either its first or second regularly scheduled meeting which follows, or at a special meeting called for the purpose of considering the grievance, the Committee shall meet with the aggrieved employee in an effort to settle the grievance.  The aggrieved employee shall be notified in writing of the Committee's decision within ten (10) school days, whenever possible, after the Level Three meeting.

 

7.      In the event the grievance is not settled at Level Two (or Three, if the grievance does not concern employee discipline,


ARTICLE III  GRIEVANCE PROCEDURE, Continued

 

including suspensions and dis­missals), the original written grievance may be submitted to arbitration in accordance with the following procedure:

 

a.       A request for arbitration shall be made in writing within seven (7) school days of re­ceipt by the grievant or the Association President (whichever occurs sooner) of an adverse decision at Level Two (or Three, if the grievance does not concern employee discipline, including suspensions and dismissals).

 

b.      The arbitrator shall be selected by agreement between the parties.  If the parties have not reached an agreement on an arbitrator within seven (7) school days after the written re­quest for arbitration has been received by either party, then the party requesting arbi­tration, within five (5) school days there­after, shall execute and mail a written request to the American Arbitration Association for the appointment of an arbitrator, and a copy of said request shall be simultaneously mailed to the other party.  The selection of an arbitrator will then be made in accordance with the rules and regulations of the American Arbitration Association.

 

c.       The authority of the arbitrator shall be limited to the terms and provisions of this Agreement and to the question or questions which are submitted.  The arbitrator shall be bound by the provisions of this Agreement and he/she shall not have any authority to establish salaries or other forms of compensation.  The arbitrator shall not have any authority to change the established salary schedule or other forms of compensation as provided in this Agreement, to establish any terms or conditions of employment or to add to, subtract from, modify or other


ARTICLE III  GRIEVANCE PROCEDURE, Continued

 

wise change any of the terms or provisions of this Agreement.  The arbitrator shall have no authority to make any decisions or award retroactive beyond the date on which the grievance was first filed at Level One.

 

d.      The arbitrator shall mail his written decision simultaneously to the Committee, to the Association and to the aggrieved employee within thirty (30) days after the final submission.  The decision shall be final and binding upon all parties.

 

e.       The costs for the services of the arbitrator shall be borne equally by the Committee and the Association.

 

f.       Each party shall pay its own expenses for the presentation of its case to the arbitrator.

 

g.      By mutual consent of the parties involved in the grievance procedure, the time schedule may be shortened or lengthened.

 

8.      Any matter referred for disposition under the griev­ance or arbitration procedure set forth in this ar­ticle shall not at the same time be referred to or processed by the Committee or by the Association be­fore any state or federal regulatory agency.

 

9.      For purposes of this Article, the term "school days" shall be defined as those days when school is actually in session, except that during periods of summer and school vacation, the term "school days" shall be defined as calendar days with the exclusion of Saturdays, Sundays, and holidays.


ARTICLE III  GRIEVANCE PROCEDURE, Continued

 

10.  All documents, communications and records dealing with the processing of a grievance will be kept in the strictest confidence and will not be made available to potential employers or others inquiring about said employee.

 

11.  At the option of the employee, the Association shall be permitted to be heard at each level of the procedure under which the grievance shall be consid­ered.

 

 

ARTICLE IV

SALARIES AND CREDIT EVALUATIONS

 

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

 

B. The teachers' salary schedule is for work performed during the ten month period beginning September 1 and ending the following June 30.  Should the Committee extend the school year beyond ten months, additional pro rata compensation will be paid.

 

C. The payment of teachers' salaries shall be paid over a period of fifty-two (52) weeks.  A teacher has the right to be paid in advance for July and August, but a written request from the teacher for such pay must be submitted to the committee. 

 

D. The payment of teachers' salaries shall be made biweekly.  It is understood that when the first payday within a given contract year falls within the first week of school, that paycheck may be for an amount equivalent to the number of days taught within that contract year prior to the issuance of the paycheck.  The remaining biweekly paychecks during the course of that year shall be in an amount necessary to achieve


ARTICLE IV SALARIES AND …continued

 

full payment of the annual salary.  It is further understood that when a scheduled pay day falls within a full week vacation or summer vacation, teachers will, whenever possible, be paid on the last school day preceding the vacation.

 

E.  Annual increments shall become effective on September 1 of each year.  They are approved annually on the basis of continued successful service.  They are not automatic.  For purposes of this paragraph, the phrase "annual increment" shall include the step increases and/or increases resulting from revised salary schedules.

 

     Movement from one column to another will require prior notification before June 15 for movement on or before September 1 and prior notification before September 15 for movement on or before February 1.

 

F.      All teachers' contracts are to be determined by the schedule under Appendix A of this agreement.  However, the Committee has the right to place new teachers at salaries higher if in its judgment this is necessary.  Generally, new teachers shall be placed on schedule according to training and experience.  Newly hired teachers may, by agreement between the teacher and the Superintendent, be placed on a salary step lower than the one which would normally correspond to that teacher's training and experience. 

 

Teachers hired prior to the start of the 2001-2002 school year at a step lower than the one which would normally correspond to that teacher’s experience and training shall at the start of that teacher’s fourth full year of service be placed on the salary scale commensurate with his/her training and experience.

 

G. Evaluation of Credits - The Superintendent of Schools, shall evaluate applications for salary schedule classification credits.


ARTICLE IV SALARIES AND …continued

 

H.  Procedure

1.      Requests for approval of credits are to be made in advance in duplicate on forms provided for this purpose.  An exception may be made by the Superintendent in a case in which enrollment in the previously approved course has been closed.  In such cases, application for alternate means of earning credits shall be filed with the Superintendent within three (3) days after the applicant receives notification that the previously approved course has been closed.

 

2.      All applications for credits shall be submitted to the office of the Superintendent of Schools.

 

3.      The decision of the Superintendent shall be final.

 

I.       Salary Schedule Classification Credits (SCCs)

1.      To obtain credit for any specified number of hours be­yond a degree level as set forth in the salary sched­ule (e.g. M+30), only credits from an approved institu­tion may be used.

 

2.      Study credits shall be honored only from institutions approved by the following:  New England Association of Colleges and Secondary Schools; Middle States Association of Colleges and Secondary Schools; Southern Association of Colleges and Secondary schools; North Central Association of Colleges and Secondary Schools; Northwest Association of Colleges and Secondary Schools; Western Association of Colleges and Secondary Schools; other institutions, including foreign institu­tions approved by the Committee.


ARTICLE IV  SALARIES AND …Continued

 

J.    Professional Development - A Professional Development Committee comprised of the Superintendent, Director of Curriculum, Instruction and Assessment, Business Manager, a minimum of two administrators, and a minimum of six (6) teachers designated annually by the Association (two from each building) will be established to act as the vehicle for the development and coordination of professional development activities and for the development of a plan for the allocation of financial resources budgeted for system-wide staff development.

 

PDPs shall be issued to all participating employees for all in-service activities and school-sponsored professional development, including those achieved, if any, in after-school meetings convened under Article V, Section B.  PDPs shall be credited to employees within ten school days of the activity.

 

K.    The following procedures shall be in effect when a salary increment has been denied because of failure to meet the requirements of Section E of Article IV or Section P of Article V;

 

1.      The teaching salary shall remain the same as was written in the last teaching contract signed by the Superintendent and the teacher affected.

 

2.      Progression toward maximum teaching salary shall be subject to the provisions of Section E of Article IV and Section P of Article V.

 

3.      Upon the satisfactory completion of the requirements in Section E of Article IV and Section P of Article V, the increase in teaching salary shall not exceed the amount of one annual increment and shall not be forthcoming until the beginning of the next contract year.

ARTICLE IV  SALARIES AND …Continued

 

4.      The teaching salary under (3) above shall also include the amount of a salary increment resulting from the adoption of a revised salary schedule for the next contract year.

5.      No teacher shall be denied a salary increment or adjustment for failure to meet the requirements of Section E of Article IV or Section P of Article V without just cause.

 

L.  1.   Teachers shall be reimbursed for tuition and fees related to courses of at least two (2) credits, which are satisfactorily completed with a grade of B or better (minimum grade of 80), approved in advance by the superintendent.  Such reimbursement shall be up to a total of $750.00 annually during 2007-2008.  The preceding figure will be increased to $1,000.00 beginning in 2008-2009.  “Annually” is defined as meaning the period July 1 to June 30, although teachers new to the system shall not receive reimbursement for courses taken prior to the school year in which they begin their employment.

 

2.  To receive credit and reimbursement for such courses, professional employees must promptly submit a copy of the grade report received in the course and a copy of the receipted bill for the cost of such course.

 

3.   Separate from the course reimbursements spoken of in paragraphs 1 and 2, the school department will budget the amount of $10,000.00 annually for employee costs associated with workshops or other professional development pursuits approved by the Superintendent.                                                       

 

4.   It is intended by the Parties that input by the professional staff relating to district-sponsored professional development shall be seriously considered.


 

ARTICLE IV  SALARIES AND …Continued

 

To be eligible for a reimbursement, a teacher must submit to the Superintendent in writing an explanation of the course/PDP activity that the teacher proposes to take, a written explanation of where and when the course/PDP activity will be taken and any other relevant information that the Superintendent may request.  In addition, the teacher will submit a statement of all expenses (including tuition costs, activity fees, and other expenses).  Such information will be provided to the Superintendent as far as possible in advance of the commencement of the course/PDP activity.  The decision as to whether or not to grant a reimbursement, as well as the decision as to the size of the reimbursement, is subject to the complete discretion of the Superintendent.  The Superintendent shall notify the individual of his/her decision in regard to the requested reimbursement prior to the commencement of the course/PDP activity unless the lateness of the

teacher's request and/or presentation of supporting information makes this impractical.  The course reimbursement which has been approved by the Superintendent shall be made to the teacher after evidence of successful completion of the course work has been presented and reviewed.  It is expressly understood that decisions made by the Superintendent are not subject to the grievance and/or arbitration sections of this contract.

 

M.   All nurses' contracts, (nurse with a Bachelor's degree or degrees beyond Bachelor), are to be determined by the schedule under Appendix A of this agreement.  Further, if a nurse has a three-year nursing degree, she/he will receive $1,500.00 less than the otherwise appropriate step on the Bachelor's column, and if a nurse has a two-year nursing degree, she/he will receive $3,000.00 less than the otherwise appropriate step on the Bachelor's column.


ARTICLE IV  SALARIES AND …Continued

 

N.    The supplementary longevity payments described in the following language of this section will be available only to those teachers who were already receiving them during contract year 2007-2008.  Those teachers who were receiving these payments in 2007-2008, unless they resign or retire earlier, will be able to complete the three year period of receiving these payments.  No additional teachers will be eligible for these payments.  This entire section N will be removed from the successor to the 2007-2010 contract.

 

Effective September 1, 2004, a supplementary longevity payment will be available only to those teachers who have served in the Harwich School System for at least fifteen (15)

years.  Any such teacher shall be eligible to receive a supplementary longevity payment in the amount of Fifteen Hundred Dollars ($1,500.00) per year; Sixteen ($1,600.00) effective September 1, 2005; and Seventeen Hundred ($1,700.00) effective September 1, 2006; (which will not be changed by increases to the salary schedule) for any single period of three (3) consecutive years during his/her teaching career subject to the following conditions:

 

1.      The teacher must give written notice of his/her intent to access this supplementary longevity payment to the Superintendent or his/her designee prior to the October 1 preceding the contract year in which the teacher desires to begin receiving this benefit.

 

2.      Once given, the written notice will be irrevocable.

 

3.      Once the three (3) year period for this supplementary longevity payment has been completed, the supplementary longevity payment will terminate and the teacher will revert to the salary level that he/she would otherwise be at under the terms of the collective bargaining agreement that is then in effect.


 

ARTICLE V

TEACHING HOURS AND TEACHING LOAD

 

A.  The workday of classroom teachers will begin at the time designated by the respective principals of each school building, and will end thirty (30) minutes after dismissal time.  A classroom teacher is not required to remain the thirty (30) minutes after the dismissal time if excused by the principal of his or her school building.  Classroom teachers are not required to remain the thirty (30) minutes after the dismissal time on any school day preceding a day in which school is not in session.

 

B.  Teachers may be required to remain after the end of the regular workday, without additional compensation, for:

1.      Faculty Meetings

2.      Parental conferences

3.      Faculty Council Meetings

4.      Detention duty

5.      Assistance of students in classes

6.      Assistance to clubs, organizations, and classes

      (This pertains to advisors only)

7.      Such other educational reasons as the principal or Superintendent deems necessary.

8.      In-service workshops required because of state or federal programs.

 

Under normal circumstances, meetings called under (1) and (7) above shall not exceed eighteen (18) meetings per year in the aggregate.  Such meetings shall normally be no more than one hour in length.  Under normal circumstances twenty-four (24) hours' notice shall be given.  Under unusual circumstances additional meetings may be scheduled.


ARTICLE V

TEACHING HOURS & TEACHING LOAD, Continued

 

Commencing with the school year 1999-2000, nine of the eighteen meetings shall normally be no more than one and one-half hours in length.  Effective September 1, 2008, required after school meetings held under this article will start no later than 15 minutes after the dismissal time for students, and the meetings themselves will extend for no more than 60 minutes each.  Additionally, required after school meetings, held under this article, will total no more than 990 minutes over the course of the year.  The schedule of after school meetings will be distributed to teachers by September 15 of each school year.  If changes in the schedule need to occur, as much notice as possible will be given to the teachers.

 

With the exception of faculty meetings called due to an emergency, meetings will normally entail necessary administrator/principal business and necessary instructional/curriculum business.  A teacher committee, formed each year of not more than 3 members, will be given the option to plan with the principal that portion of the faculty meeting that has to do with instructional/curriculum business.  The 3 members will be selected by the principal from six names chosen by the faculty.

 

C.  Academic subject area teachers in grades 9-12 will not be assigned more than thirty-five (35) periods, per week, con­sisting of at least five (5) preparation periods and not more than thirty (30) teaching periods, including student supervision periods.

 

Teachers in grades K-8 shall receive forty-five (45) con-secutive minutes or the equivalent of one period of planning time per day.  Any period of 45 consecutive minutes or the

equivalent of one period of unassigned time during the student day shall be considered to fulfill this requirement.

 


ARTICLE V

TEACHING HOURS & TEACHING LOAD, Continued

 

It is understood that preparation time is to be utilized for teaching-related tasks, and it is further understood that teachers who need to leave the building for teaching-related tasks shall sign out with destination noted and sign in upon return..

 

With the new rotating schedule to be implemented at the high school in 1995, when a teacher's preparation period falls during the last period of the day, which shall be once during a six-day cycle, the teacher may leave for the day, except that the teacher shall remain or return to attend a scheduled after-school meeting which the teacher is required to attend. It is

further understood that if a teacher is required to give up more than 3 early release periods per year for purposes of attending faculty meetings (Article V, Section B-1) or meetings for such other educational reasons as the principal or superintendent deems necessary (Article V, Section B-7), then the teacher will notify the principal that coverage is needed for a last period duty which falls within the current or following six-day rotation.

 

Specific accommodations for unusual cases of teachers needing to leave the building during planning time will require prior administrator approval with a stated reason and anticipated duration.  Teachers will sign out indicating destination and sign in upon return.  In the case of a long-term accommodation, the teacher will need annual prior administrative approval and shall submit a written request stating the anticipated duration, and stating the reason for the request.  Teachers will sign out indicating destination and sign in upon return.

 

D. Exceptions to the provisions of Section C above may be made only if the Superintendent (or his/her designee) determines that it is necessary to do so in the best interests of the educa-


ARTICLE V

TEACHING HOURS & TEACHING LOAD, Continued

 

tional process.  A disagreement over whether an exception is justified will be subject to the grievance procedure.

 

E.   Teacher participation in extracurricular activities will be strictly voluntary.

 

F.   The Committee and the Association acknowledge that a teacher's primary responsibility is to teach and that his energies should, to the extent possible, be utilized to this end.

 

G.  The Committee and the Association recognize that class size is an important factor in good education and will strive whenever possible to limit class size, subject to space availability and other educational considerations.

 

H.  Each teacher in grades K-12 will be afforded a daily duty-free lunch period of at least twenty-five (25) minutes, exclusive of passing time.

 

I.    In schools where parent conferences are required in conjunction with report cards or in lieu of report cards, two one-half days of release time will be granted at times scheduled by the building principals.  This provision is not intended to preclude evening parental conferences where required by the building principal.

 

J.    The work year of teachers covered by this Agreement (other than new personnel who may be required to attend additional orientation sessions) will normally begin no earlier than the

day after Labor Day and end no later than June 30.  The number of schedule days in the work year shall be no more than one hundred eighty-three (183) days.  Orientation days for new personnel and workshop days, regardless of when held, shall be considered as being within the work year.  The

 

ARTICLE V

TEACHING HOURS & TEACHING LOAD, Continued

 

Harwich Schools may commence prior to Labor Day, but not prior to September 1, with a majority vote of the Harwich School Committee and an additional majority vote of the Harwich Teachers Association.  Both votes shall occur prior to March 1 of the preceding school year.

 

K.  In the event of extraordinary circumstances, exceptions to the provisions as to the length of the work year (Arti­cle V, J) and planning time (Article V, C) may be made by the Committee after consultation with the Association.  Such exceptions 

shall not increase the total length of the work year.  Every effort shall be made to remedy promptly such extraordinary circumstances should they occur.

 

L.   Teachers shall continue to make every reasonable effort to provide special help in consultations to pupils as re­quested by pupils, parent, or administrators.

 

M.  All teachers may be required to share equally in extra duty assignments not pertaining to their particular class.  Such assignments will be made in an equitable fashion.

 

N.  Individuals who teach only a fraction of each day or a frac­tion of each work week and who are compensated on the basis of a multiple of 1/6 of a full-time teacher's salary, shall be compensated for preparation time as follows.  They will receive one preparation period each week for each "sixth" of a

full-time teacher's salary which they receive.  These preparation periods will be converted to minutes, and the individual will be compensated at the appendix F hourly rate for each sixty minutes of preparation time. The individual will be required to remain in the school building during these preparation periods.  This compensation does not apply to part-time teachers who already have preparation time fact­ored into their workday for which they are already being compensated.

ARTICLE V

TEACHING HOURS & TEACHING LOAD, Continued

 

O.  Commencing with school year 1999-2000, Pupil Personnel Services teachers will be afforded two "testing" periods per week over and above their usual preparation periods, for purposes of testing or evaluating students and/or conferencing with parents or students.

 

P.   It is understood that workshop days should be considered as any other workday, with attendance by teachers in workshops expected, except at the direction of the Superintendent, building principal, or Pupil Personnel Services Director.  It is understood that personal days will not be taken on workshop days.

 

Q.   When, at the request of the administration, a nurse works on days during the summer, the nurse will be allowed compen­satory time off with pay during the school year.  The days on which such compensatory time will be taken will be at the choice of the nurse, subject to the advance approval of the building principal.  Such approval by the principal will not be unreasonably withheld.

R.     The School Committee has the right to schedule staggered working days for teachers within the 6:30 AM to 6:30 PM

time period.  The length of such staggered days shall not exceed the length of the regular work day as set forth in this article.

 

No teacher employed by the Harwich School Committee as of 9/1/98 shall have his/her job eliminated, or reduced, or transformed into a staggered workday position as a consequence of the introduction of a staggered day schedule.

 

No teacher employed by the Harwich School Committee as of 9/1/98 shall be transferred from a regular day schedule to a staggered day schedule without his/her annual consent.

ARTICLE V

TEACHING HOURS & TEACHING LOAD, Continued

 

The School Committee reserves the right to place teachers hired after 9/1/98 on the regular day schedule or a staggered day schedule.  The individual contract shall specify the hours if a staggered work day schedule is required.  For teachers hired on a staggered work day schedule or for teachers hired

prior to 9/1/98 who opt to take on an annual staggered work day schedule, subsequent yearly contracts will adhere to the original staggered work day schedule with a maximum adjustment of plus or minus one hour in starting and finishing times or will revert to the standard work day hours.

 

For teachers hired after 9/1/98 initially to work the regular work day schedule, the initial contract will specify a specific staggered work day schedule option which the School Committee may exercise in future years.  This alternative staggered work day option will also be subject to a plus or minus one hour adjustment in the starting and finishing times.

 

S.   The President of the Harwich Education Association will not be assigned any supervisory duties.

 

T.   Professional Development “Flex Day”

1.   Effective September 1, 2008 one day or the equivalent thereof will be scheduled and planned individually by teachers at their discretion for any combination of the following (see list of sample flex day opportunities):

 

      One or more approved teacher proposals relating to at least one of these areas:

            a.   Recertification

            b.   School/district/state goals

            c.   Content

            d.   Pedagogy

            e.   Research

 

ARTICLE V

TEACHING HOURS & TEACHING LOAD, Continued

     

      Prior approval by the principal is required for all Flex Day projects.  In the event that a principal disapproves of a teacher’s Flex Day proposal, the teacher may appeal that decision to the Superintendent.

 

      Normally, teachers will submit Flex Day proposals 30 days prior to the beginning of the project.  Principals will act upon and return Flex Day proposals within 14 school days. This timeline may be modified with administrative approval.

 

      All individually designed projects must be judged by the principal to be equivalent to at least 6.5 hours.  Activities sponsored by external professional development providers must be completed as designed to qualify for approval (e.g., graduate courses will require a passing grade).

 

2.   District-sponsored activities (e.g., summer workshops) will qualify as Flex Day activities.  The successful completion of a graduate course will satisfy the Flex Day requirement.

 

3.   Work for a given year may begin the day after school closes the previous year and must be completed no later than July 15 of the next calendar year.

 

4.   Each Flex Day will earn .75 credit toward salary lane changes not associated with attainment of a higher degree (e.g., Bachelors to Bachelors +30; Masters to Masters +15).  PDPs will be awarded at the rate of 6.5 per day for work that meets DOE standards for recertification.  If teachers receive salary credits, they may not also receive graduate credits.

 

 

ARTICLE V

TEACHING HOURS & TEACHING LOAD, Continued

 

5.   Professional Development Presenters

      Workshops must be a minimum of 6.5 working hours.  Presenters will be paid at the hourly rate which is expressed in Appendix F for preparation time, up to 50 percent of the workshop length.  Presenters will earn two PDPs for each hour of presentation.

 

6.   Teachers with professional teacher status who have reached the Masters +75 column will be exempt from this Flex Day requirement in every other year.

 

Sample Flex Day Opportunities

 

Flex Days are intended to provide individualized professional development opportunities that support the goals of the teacher, the school, and the district.  Although some examples are more obvious than others, the intent of the Flex Day proposal is to encourage relevant projects and inspire innovation.  The teacher’s selection may include one or more of the following, or s/he may develop an original proposal.

 

1.   Graduate course work

2.   District sponsored courses/institutes

      a.   Reading Academy

      b.   Studying Skillful Teaching

      c.   Math Institute (C. Delani)

      d.   Writing Across the Curriculum

3.   Summer/vacation workshop or conference participation

      a.   District sponsored

      b.   Other sources

            i.    Professional associations

            ii.   Museums

            iii.  Massachusetts DOE Summer Institutes

            iv.  Woods Hole

 

ARTICLE V

TEACHING HOURS & TEACHING LOAD, Continued

 

4.   Curriculum development projects

      a.   Curriculum guides/outlines

      b.   Unit development

            i.    Work at historic locations to develop lessons and

                    materials

            ii.   Team/grade development of unit

5.   Technology integration development projects

      a.   Teacher web pages

      b.   Webquests to support curriculum units

      c.   Research internet resources for instructional use

      d.   Classroom technology using Microsoft Office

      e.   See It, Say It, Write It

6.   Development of support materials and programs

      a.   Study skills guide/program

      b.   Courtyard garden

      c.   Weather station

      d.   Learning centers

7.   Study group

      a.   Brain research

      b.   Assessment and learning

      c.   Habits of mind

      d.   Differentiated instruction

      e.   Professional learning communities

      f.    Project-based learning

      g.   Literacy

      h.   Using rubrics to enhance learning

8.   LEAP/Proficiency Team projects

9.   Action research

10. Conference/workshop presentation                                                                  

 

 


ARTICLE VI

TEACHER EMPLOYMENT, ASSIGNMENTS

AND EVALUATION

 

A.    The Committee agrees to continue its policy of not discriminating against any teacher on the basis of race, creed, color, religion, nationality, sex, marital status, or membership or participation in, or association with the activi­ties of any teachers' organization.

 

B.  The Association agrees to continue to admit persons to membership without discrimination on the basis of race, creed, color, religion, nationality, sex, or marital status and to represent equally all teachers without regard to membership or participation in, or association with the activities of any teachers' organization.

 

C.  Teachers will be notified in writing of their programs for the coming school year, including the schools to which they will be assigned, the grade and/or subjects that they will teach, and any special or unusual classes that they will have, as soon as practicable and under normal circumstances not later

      than July 1.  Such notification shall not pre­clude changes in the program for any teacher if such changes shall be deemed by the administration to be neces­sary.  When such changes are made, the teacher affected shall be notified as soon as practicable.

 

D.  Whenever any vacancy in a professional position is to be filled, it will be adequately publicized by the Superintendent by means of a notice placed on the Association bulletin board in each school and by letters to the president of the Association and Association building representatives as far in advance of the appointment as possible and in no case less than five (5) calendar days.  In both situations the minimum requirement for the position, its duties and the rate of compen-

sation will be clearly set forth.  In filling such vacancies, full consideration will be given to qualified applicants already

ARTICLE VI  TEACHER EMPLOYMENT, ASSIGNMENTS AND EVALUATION, Continued

 

employed by the School Department, but nothing in this section shall be construed so as to infringe upon the Superintendent's prerogative to fill the vacancy with the applicant of his/her choice.  Nothing in this agreement shall restrict the Superintendent from hiring outside the school system.

 

E.     All monitoring or observation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher.

 

F.   Any complaints regarding a teacher made to any member of the administration by any parent, student, or other person will be promptly called to the attention of the teacher.  Except in cases when it is necessary for the administrator to bring the complaint to the attention of another administrator in his/her chain of command for the purpose of clarification of policy, no member of the administration will discuss the complaint with any other person until the complaint has been brought to the attention of the teacher.  Except in emergency situations,

      the teacher will be given an opportunity to meet with the complainant to resolve such complaints before any administrative action is taken in reference to the teacher.  In any case, the teacher will be notified at the earliest possible time.

 G. No material derogatory to a teacher's conduct, services, character, or personality will be placed in the personnel file unless the teacher has had an opportunity to review such material by affixing his signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof.  The teacher will also have the right to submit a written answer to such material and

      his answer shall be reviewed by the Superintendent and attached to the file copy.  The Superintendent will notify the individual involved five (5) days prior to an evaluation or a recommendation being removed from a file.

ARTICLE VI  TEACHER EMPLOYMENT, ASSIGNMENTS AND EVALUATION, Continued

 

Employees will have the right to inspect by appointment the contents of their personnel file and to review all evaluations completed by Harwich administrators.

 

 Under the Family Rights and Privacy Act, recommendations filed before January 1, 1975, from outside evaluators are not subject to review.

 

Employees will have the right to inspect by appointment the contents of their evaluation file and to make photocopies at the employee's personal expense.

 

H.  No teacher will be dismissed, suspended, or reprimanded in writing without just cause.  This clause does not apply to decisions not to renew a non-professional status teacher, nor does it apply to a decision to terminate a probationary teacher within his/her first ninety days of employment, nor does it apply to decisions not to employ or reemploy a teacher in any extracurricular, coaching, or hourly-compensated capacity, nor does it apply to teacher evaluations.

     

I.    Any affected teacher and/or the Association reserves the right to grieve an evaluation not completed in compliance with this Agreement.

 

 

ARTICLE VII

SICK LEAVE AND OTHER LEAVES

 

A.  Sick Leave - Teachers shall be entitled to fifteen (15) sick leave days each school year earned at a rate of one and one-half days per month.  Unused sick leave days shall accumulate to one hundred and fifteen (115) days.

 

 

ARTICLE VII

SICK LEAVE AND OTHER LEAVES, Continued

 

B.  Sick leave may be utilized for the following purpose:  personal illness, illness of a household member, illness of a spouse, child, sibling, parent, parent-in-law, daughter-in law, or son-in-law, emergency, disability, or quarantine regulations of the health department.  Ordinarily, emergency means one or two days.  A doctor's certificate may be re­quired by the Superintendent after five (5) days of consecu­tive illness

      or with repeated absences or where there is a reasonable question of abuse.

 

Except for the employee's own personal illness or the illness of a family household member, the use of sick leave will be limited to no more than five (5) consecutive days at any one time and no more than fifteen (15) days in any one year.  Personal days may not be used to increase sick leave beyond five

      (5) consecutive days at any one time except for the em-

ployee's own personal illness or the illness of a household family member.

 

C. Bereavement Leave - Teachers will be entitled to bereavement leave of up to five (5) days at any one time in the event of a death of a teacher's spouse, child, parent, parent-in-law, daughter-in-law, son-in-law, sibling or grandparent.  In addition, at the Superintendent's discretion bereavement leave of up to five (5) days may be granted in the event of a death not included in the above categories.  Additional days may be granted at the Superintendent’s discretion.  A teacher shall apply for bereavement leave as soon as possible.

 

D.  Personal Leave - No more than two of the fifteen days allowed for sick leave may be used for personal leave.  Such personal leave shall be taken only for urgent personal business that cannot be conducted on non-school hours.  Travel solely for purposes of extending vacation does not meet the standard of urgent personal business.  Employees shall be

ARTICLE VII

SICK LEAVE AND OTHER LEAVES, Continued

 

      entitled to carry over one (1) unused personal day, as defined herein, to the next school year.  In no event shall the number

      of personal days available to an employee exceed three (3) in any school year.

 

Written application for all personal leave will be made at least 24 hours before taking such leave except in cases of emergency.

 

E.   One full day's pay (1/183rd) shall be deducted for each day school is in session after accrued days have been used.

 

F.   Teachers shall be notified when accumulated sick leave days have been exhausted.

 

G.  Upon the effective date of this agreement, a Sick Leave Bank shall be established for use by staff members defined below who have exhausted their own sick leave.  The Sick Leave Bank may be utilized for personal illness and illness of a household family member.

 

Staff members who are eligible to participate in the bank are as follows:

 

1.      All staff members covered by the recognition clause of this contract (exclusive of coaches who are not otherwise employed by the school department).

 

2.      All secretaries and "assistants" in Unit D and all Chapter I Teachers in Unit C.

 

All new staff members defined above shall have one (1) of their annual sick days automatically deducted no later than October 1 of the present school year.  If the Sick Leave Bank Committee determines that the sick leave bank is exhausted,

ARTICLE VII

SICK LEAVE AND OTHER LEAVES, Continued

 

the bank shall be renewed by contributions from each staff member's total sick leave days as of the date of contribution.

 

A six-person Sick Leave Bank Committee consisting of three teachers appointed to the Bank Committee by the Associa­tion, one administrator (exclusive of the Superintendent), one secretary or assistant as appointed by Unit D of the Association, and the Superintendent of Schools shall ad­minister the bank.  If a tie in voting occurs relative to the use of the Sick Leave Bank, the decision shall be in favor of the applicant.

 

The Sick Leave Bank Committee shall determine the eligi­bility for use of the plan and the amount of leave to be granted.  The following criteria may be used by the Commit­tee in administering the bank and determining the eligi­bility and amount of leave:

 

1.      Adequate medical evidence of illness or incapacita­tion.

 

2.      Prior utilization of all eligible sick leave.

 

3.      Length of service in the Harwich system.

 

4.      Propriety of use of previous sick leave.

 

The initial grant of sick leave by the Sick Leave Bank Com­mittee to an applicant shall not exceed thirty (30) school days.  Upon completion of the thirty (30) school day period, the period of entitlement may be extended by the committee upon demonstration of need by the applicant.

 

A written request shall be submitted to the Sick Leave Bank Committee by the applicant.  Such request shall be accom­panied by whatever medical evidence the Sick Leave Bank Com­mittee deems appropriate to substantiate the request.

ARTICLE VII

SICK LEAVE AND OTHER LEAVES, Continued

 

The applicant shall repay the Sick Leave Bank for the total number of days granted from the plan at the rate of five (5) days per school year until such time as the total number of 

days repaid equals those granted from the Sick Leave Bank.  Alleged sick leave bank violations shall not be subject to the grievance and arbitration procedures of the con­tract.

 

Days contributed by administrators and central office secretaries and clerical office staff, including bookkeeper, will be returned to these personnel from the current sick bank accu-

mulation.  As of September 1, 1998, a total of 25 sick days from the Unit A sick bank will be awarded for the establishment of a central office staff/administrators sick bank.

 

H.  Upon retirement after fifteen (15) years of service in the Harwich School System, a teacher with professional teacher status will be paid an amount equal to 10 percent of 1/183 of said teacher's last yearly salary up to a maximum of one hundred and twelve (112) days.  The specific number of such days shall be the number of days of sick leave which that teacher has accumulated beyond ninety (90) days up to two hundred and two (202) days.  Upon the death of a teacher with professional teacher status, his/her estate will be paid an amount equal to 10 percent of 1/183 of said teacher's last yearly salary up to a maximum of one hundred and twelve (112) days.  The specific number of such days shall be the number of days beyond ninety (90) days, up to two hundred and two (202) days.

 

I.    Teachers will be notified annually of their number of accumulated sick days up to two hundred and two (202) days.

 

 

 

 

ARTICLE VII

SICK LEAVE AND OTHER LEAVES, Continued

 

J.    Subject to the advance approval by the Superintendent, up to ten (10) school days each year in the aggregate may be requested by officers or designees of the Association for pur-

      poses of attending regional or state Association conferences, activities, etc.  Adequate advance notice and an explanation of the request will be given to the Superintendent.

 

K.  Unpaid maternity and/or child rearing leave will be provided in accordance with state law and with the Family Medical Leave Act.  In addition, with a minimum of a forty-five (45) day written request to the Superintendent, a teacher with professional status may be granted additional leave without pay for all or part of a school year for the purpose of rearing a

      child who is born or adopted into the teacher’s family within the past four months.  The return to work for the additional leave granted under the preceding sentence must occur at the start of a school year, after a school vacation period or at the beginning of a school term.  A teacher may use sick leave for the period of disability related to childbirth.

 

ARTICLE VIII

LEAVES OF ABSENCE

           

A.  One full day's pay (1/183rd) shall be deducted for each day of absence for which pay is not authorized by this Agreement.

 

B.  Teachers shall not be absent for personal reasons immediately prior to or following any vacation except in case of absolute necessity.

 

C.  In addition to any sick leave to which a teacher is entitled, a teacher will be entitled to temporary leaves of absence with pay each school year for time necessary for appearance in any legal proceeding connected with the teach­er's employment or

 

ARTICLE VIII: LEAVES OF ABSENCE, Continued

 

      with the school system, or at the discretion of the Superintendent, in any other legal proceeding if the teacher is required by law to attend.

 

D.    In addition to any sick leave to which a teacher is entitled, a teacher will be entitled to a temporary leave of absence for a period of not more than two (2) weeks in any school year for military reserve duty.  In such a case, the teacher will be paid 

the amount to which he or she is entitled in accordance with the salary schedule less any amount which he or she is entitled to receive from the military service.

 

E.   Extended Leaves of Absence - The Committee may grant a leave of absence without pay or increment to any teacher upon written request stating the reason for such absence (e.g., professional activity, study, travel, or other reasons).  It is understood that such requests will be presented to the School Committee prior to August 1 if the leave is to become effective at the start of the school year.

 

F.   Unused accumulated sick leave will be restored to a teacher upon his return.

 

G.  All requests for extensions or renewals of leaves will be applied for and granted in writing.

 

H.  Jury Duty - When an individual serves jury duty, he/she shall be viewed as being on paid leave, but if he/she receives additional compensation for serving on jury duty, he/she shall reimburse such compensation to the Town of Harwich.

 

 


ARTICLE IX

SABBATICAL LEAVE

 

A.    Purpose: The purpose of Sabbatical Leave Policy is:

 

1.      Recognition of professional excellence as a teacher, supervisor, director, or administrator.

 

2.      Encouragement of professional growth.

 

3.      Improvement of the Harwich Public School System.

 

B.     Conditions Governing Sabbatical leave:

 

1.      The School Committee, upon the recommendation of the Superintendent of Schools, may grant a leave of absence

for study or other approved professional improvement to any regularly-appointed member of the teaching, supervisory, or administrative staff who has professional teacher status and/or has completed seven (7) consecutive years of continuous service within the Harwich Public School System.  The term "teacher" is defined as any member of the professional staff.

 

2.      Prior to the granting of Sabbatical Leave said teacher shall enter into a written agreement with the School

Committee that upon termination of such Sabbatical Leave he/she will return to service in the public schools of Harwich for a period of at least two years.

 

3.      In default of completing such service, the teacher will refund to the Town of Harwich an amount equal to such proportion of salary received by the teacher while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered or be liable for legal action to recover the amount of salary involved.  Such refunds shall be made not later than the effective date of the teacher's resigna

ARTICLE IX:  SABBATICAL LEAVE, Continued

 

      tion from the Harwich Public School System.  However,    the teacher shall be released from such payment:

 

a.       If his failure to serve for the stipulated period is due to his illness, disability, or death.

 

b.      If he/she is discharged from his position by the Superintendent.

 

c.       If the Committee elects to waive this provision.

 

Sabbatical Leave shall be granted for a period not exceeding one (1) year at one-half (1/2) salary after seven (7) years of service in the Harwich Public School System or one (1) year of full salary after fourteen (14) years of service in the Harwich Public School System.  Salary will be interpreted to mean the basic salary excluding supplemental payments for special duties.  For administrators or supervisors salary will be interpreted to mean the total salary that would have been paid for the school year.

 

4.      The salary amount to be paid a teacher on Sabbatical Leave shall be based on the amount which a teacher would have earned had he/she not been on Sabbatical Leave.  Payment of salary during Sabbatical Leave shall be subject to conditions as set forth in Article IV, sections C and D.

 

6.      The period of Sabbatical Leave shall be considered a period of teaching, administration, or supervision for purposes of measuring teaching experience for salary determination and will not affect other benefits earned as a member of the staff.

 

 

 

ARTICLE IX:  SABBATICAL LEAVE, Continued

 

7.      Teachers shall not engage in remunerative work while on Sabbatical Leave except as hereinafter provided.  Scholarships, fellowships, and grants which do not interfere with the program of professional improvement are excepted.  If other remunerative work is desire by the teacher on leave, arrangements satisfactory to the Superintendent and the Committee shall be made.

 

8.      A teacher granted a Sabbatical Leave may not receive a second Sabbatical Leave within a period of seven (7) years.

 

9.      Requests for Sabbatical Leave shall be made before October 1 of the school year previous to the school year for

which Sabbatical Leave is requested.  Not more than one Sabbatical Leave shall be granted for any school year.

 

10.  In the event of the receipt of more than one appli­cation, the following factors will be taken into account in assigning Sabbatical Leave.  These factors are not listed in order of importance.

 

a.       Educational value of the proposed project to the Harwich Public School System.

 

b.      Length of service in the Harwich Public School System.

 

c.       Representation of areas of teaching in the system (i.e., elementary school, middle school, high school, supervisory and administrative staff).

 

d.      Priority of application (date).

 

e.       Awarding of scholarships, fellowships, or grants.

 

ARTICLE IX:  SABBATICAL LEAVE, Continued

 

f.       Participation in an approved program of advanced study.

 

11.  If possible, on returning to Harwich, a teacher shall be assigned to the position that was held prior to Sabbatical Leave, or to a substantially equivalent position.

 

12.  The teacher returning from Sabbatical Leave shall sub­mit a report to the Superintendent containing tran­scripts of all college or university work done while on Sabbatical Leave and all other items of information pertinent to an evaluation of his program.

 

13. The Sabbatical Leave of a teacher may be terminated for just cause at the discretion of the Committee after a hearing.

 

C.    A Sabbatical Leave Subcommittee shall be established each year for the purpose of reviewing applications for sabbatical leave.  This Subcommittee will consist of the Superintendent (Subcommittee Chair), two representatives from the Harwich School Administration, and two representatives from the Harwich Teachers Association.

 

1.   Each applicant for sabbatical leave shall be required to submit a detailed letter of application including the following information:

 

a.    Duration and nature of one's employment as a teacher in the Harwich School System.

 

b.   Detailed description of proposed sabbatical activity. An individual seeking sabbatical leave for advanced study should include evidence that he or she has applied for admission to an accredited college or university program.

ARTICLE IX:  SABBATICAL LEAVE, Continued

 

c.    Description of how sabbatical leave will benefit the individual and, more specifically, how the sabbatical will benefit the Harwich School System and its students.

 

d.   Letters of recommendation from individuals familiar with the applicant and/or the program of study/project to be completed during the proposed sabbatical.

 

2.      The Harwich School Committee shall notify all appli­cants for sabbatical leave of action taken on such requests no later than December 1.

 

3.      During the sabbatical, the individual will submit a mid-year progress report of his/her activities and accomplishments.

 

4.      In the event that an individual is in default of completing two (2) years of service following return from sabbatical leave, the individual shall be required to pay interest on the amount to be repaid from date of demand.

 

ARTICLE X

INSURANCE AND ANNUITY PLAN

 

A.    Teachers will be eligible to participate in a "tax-sheltered" Annuity Plan established pursuant to Massachu­setts General Laws, Chapter 71, Section 37B, and applicable Federal statutes.

 

B.     The Committee does hereby authorize the Superinten­dent to agree with any employee that his or her salary shall hereafter be reduced and that an amount equal to the amount of such reduction be paid to a life insurance company properly authorized to issue insurance contracts and annuity contracts in

 

ARTICLE X: INSURANCE AND ANNUITY PLAN, Continued

 

      this Commonwealth as premiums of such contracts on the life of the employee.

 

C.     It is understood that this is a voluntary program requiring no contribution of funds from the Town of Harwich.

 

D.    It is further understood that this program will be effective at the beginning of a school year, but that the em­ployee, by giving sufficient written notice to the Superinten­dent, may cease participation in the annuity plan during a school year.

 

E.   Notwithstanding any other provisions of the contract, effective upon ratification of the 2007-2010 contract, the members of the bargaining unit are no longer eligible to participate in the Town’s Blue Cross Master Medical Plan.  They will choose a new plan for the balance of 2007-2008 during an open period to be provided by the Town.  The Association and its members waive any claim arising from their being ineligible to enroll in the Town’s Master Medical plan and/or from the Town’s future elimination of its Master Medical plan.  The Association and its members also waive any claim arising from the Town’s adoption of M.G.L. c.32B, Sec. 18, including without limitation the elimination of Medicare part A for Town retirees.  Effective July 1, 2008, the Town has the right to join the Cape Cod Municipal Health Group as a sole source provider of health insurance coverage either as of July 1, 2008 or at some other future date of the Town’s choice.

 

F.   Effective when the Town opts to join the Cape Cod Municipal Health Group, employees will be eligible to participate only in the group health insurance plans available to the Town through the Cape Cod Municipal Health Group (“CCMHG”), under the terms and conditions of those plans, except that employees will not be eligible to participate in the

 

ARTICLE X: INSURANCE AND ANNUITY PLAN, Continued

 

      Blue Cross Master Health Plus, or the Blue Cross Master Health/Master Medical plans offered by the CCMHG.

 

G.  The Town shall contribute seventy-five percent (75%) of the cost of medical insurance premiums, with the employee contributing the remaining twenty-five percent (25%).

 

ARTICLE XI

GENERAL

 

A.    Teachers will immediately report all cases of assault suffered by them in connection with their employment to the Superintendent in writing.

 

B.     This report will be forwarded to the Committee which will comply with any reasonable request from the teacher for information in its possession relating to the incident or the persons involved.

 

C.     If criminal or civil proceedings are brought against a teacher alleging that he/she committed an assault in connection with his employment, the Committee may furnish legal counsel to defend him in such proceeding if he/she requests such assistance.

 

D.    Whenever a teacher is absent from school as a re­sult of personal injury caused by an accident or an assault occurring in the course of his employment, he/she will be paid his full salary (less the amount of any worker's compensation award made for temporary disability because of said injury) for the period of such absence.

 

E.     If any provisions or clause of the Agreement or application thereof to any person or circumstance is held invalid, such invalidity shall not affect the other provisions or applications

 

ARTICLE XI: GENERAL, Continued

 

of the Agreement which can be given effect without the invalid provision or application.

 

F.      Neither the Association nor any teacher or teachers, either individually or collectively, shall engage in, induce or encourage any strike, work stoppage, slowdown, or withholding of services of any teacher or teachers, either collectively or individually.

 

G.    Individuals who are required to travel between schools as part of their work shall be compensated, with ap­propriate documentation, at the per mile rate currently approved by the IRS at the start of the contract year.

 

H.    A teacher who is resigning is to submit his notice of resignation to the School Committee at least forty-five (45) days prior to the effective date of resignation.

 

 

ARTICLE XII

DEDUCTIONS

 

Deductions on payroll scheduled may be made from the salary of a teacher of any amount which such teacher specifies in writing to the Committee for the payment of dues or agency fee to the Association in accordance with the provisions of General Laws, Chapter 180, Section 17C.

 

 

ARTICLE XIII

REDUCTION IN FORCE

 

A.    The Committee retains the right to determine the number of teaching positions and other professional positions which are needed.  Subject to this Article, the committee also retains

 

ARTICLE XIII:  REDUCTION IN FORCE, Continued

 

the right to determine the employees to be laid off and recalled.

 

B.     A teacher with professional teacher status shall not be laid off if there is a teacher without professional teacher status whose position the teacher with professional teacher status is certified/licensed to fill.  Layoff shall include both reduction from full-time to part-time status and termination of a teacher because of reduction in force.  This entire Article refers to teachers with professional teacher status only.

 

C.     Seniority within the Harwich School System will be used in determining the order in which teachers are laid off within affected groups as defined in Section D of this Article.  Certification/license for the position in which one is teaching is a prerequisite to having any seniority in the affected group contain­ing that position.

 

Seniority is defined as the length of continuous service from date of regular full-time employment as a teacher in the Harwich School System.  Authorized leaves of absence up to eight weeks and sabbatical leaves shall be considered time worked for the purposes of seniority.  Authorized leaves of absence without pay shall be considered as continuous service in the same manner as present authorized leaves of absence without pay but will not be considered as time worked for purposes of seniority.  In cases involving identical seniority as herein defined, prefer­ence for retention or recall shall be given to the employee with the earlier date (and time, if necessary) of appointment by the Committee.

 

D.  1.   In the event that the Committee determines that a position     is to be eliminated or reduced from full-time to part-time status, the following procedure will be followed.  All

            teachers teaching within areas of certification/license which include the position to be eliminated or reduced

ARTICLE XIII:  REDUCTION IN FORCE, Continued

 

will be considered as belonging to the affected group.  Within this group, the teacher having the least seniority within the Harwich School System will be laid off or reduced.

 

2.      Each teacher's "area(s) of certification/license" is (are) determined by the terms of the teaching certificate/license issued by the Massachusetts Department of Education, Bureau of Certi­fication, for that teacher.

 

E.     1.  A teacher identified under D(1) above shall have the right to take the position of another teacher in the system having less seniority provided:

 

a.       The teacher identified under D(1) above is certified/licensed for the position held by the less senior teacher, and

 

b.      The teacher identified under D(1) above has taught at least one full year within an area of certification/license containing this position in the Harwich Public Schools.

 

2.      In the event that the teacher identified under D(1) above has the right under E(1) to take the positions of more than one less senior teachers, then the teacher identified under D(1) above will take the position of the teacher having the least seniority in the Harwich School System, and shall be given preference in the filling of such positions.

 

F.  Employees laid off under this Article shall be considered for recall in the inverse order of their lay off for a period of twelve (12) months from the effective date of their layoff. 

Such employees shall be notified by the Superintendent concern­ing any open positions in the system for which they are

 

ARTICLE XIII:  REDUCTION IN FORCE, Continued

 

certified/licensed and have taught at least one full year in the Harwich Public Schools within an area of certification /license containing this position.  Failure to accept such offering within ten (10) days of such offering will result in the teacher forfeiting his recall rights.  The Superintendent will make every reasonable effort to give priority on the substitute list to teachers on recall, provided such teachers indicate their desire to be placed on the substitute list.

 

Employees serving a recall period may continue group health and life insurance coverage as provided at their expense during such recall period if permitted by the insurance company.

 

Teachers recalled after layoff shall be placed on that step of the salary schedule which is one higher than the one on which they were at the time of layoff.  The request of a teacher to a hearing under Chapter 71, Section 42, in the event of a layoff, if applicable under law, shall be an automatic waiver of his/ her recall right.  The request must be made of the Superintendent within ten (10) days of notification of intended layoff.

 

ARTICLE XIV

AGENCY SERVICE FEE

 

Every employee covered by this Agreement who was hired after April 7, 1993, if and when not a member in good standing of the Association shall pay or by payroll deduction shall have paid to the Association by January 1 an agency service fee equal to eighty (80) percent of the combined dues for full membership in the Harwich Education Association, the Massachusetts Teach­ers' Association, and the National Education Association.  If the eighty (80) percent figure exceeds that portion of the com­bined dues which is permissible under the regulations and decis­ions of

the Massachusetts Labor Relations Commission, the fee shall be limited to the permissible amount.

 

ARTICLE XIV: AGENCY SERVICE FEE, continued

 

In the event that an employee covered by this Agreement who was hired after April 7, 1993, fails to comply with the pre­ceding paragraphs, s/he shall be sent a written demand by the Association with a copy to the Superintendent.  If the individual does not comply, and the Association sends a request calling for the suspension of the individual to the Superintendent, the Superintendent shall meet with the individual.  If the individual still does not comply, s/he will be suspended without pay for five (5) days by the Superintendent with the School Committee retaining the

unpaid money.  Such suspension will not be grievable nor arbitrable.  No further action will be taken against that individual on the basis of that contract year.

 

The Association agrees to indemnify and hold harmless the School Committee for any action that the Committee or the Association takes pursuant to this article, and the Association will indemnify and hold harmless the Committee for any claims made against or legal actions taken against the committee or the Association by any employee(s).

 

This article shall not be applicable to those individuals who were hired before April 7, 1993.

 

ARTICLE XV

MENTORING

 

A.   Beginning with teachers hired to commence their employment in the School District in September 2007, there shall be a mentoring program for all teachers new to teaching during their first three years of employment and for experienced teachers new to the District during their first year of employment by the District.

 

B.   All potential new mentors will be trained in a district-provided or district-approved training program.  Professional

 

ARTICLE XV: MENTORING, continued

 

Development Points will be awarded for successful completion of approved mentor training.

 

C.   A teacher who has completed mentor training as defined in Section B and who wishes to serve as a mentor may apply to become a mentor by completing an application and indicating interest in the mentor program and the background and experience s/he would bring to the position.  Two protégés at any one time will be the maximum for any mentor with full-time teaching responsibility.

D.   During school year 2007-2008 each mentor will receive a stipend of $800.00 to mentor a person who is new to teaching.  New to teaching is defined as three (3) or fewer years of teaching experience.  This position shall be carried in Appendix D of the Collective Bargaining Agreement.

 

E.   During school year 2007-2008 each mentor shall receive a stipend of $530.00 to mentor a person who is new to the District but who has more than three (3) years of teaching experience.  This position shall be carried in Appendix D of the Collective Bargaining Agreement.

 

F.   Mentors will be required to attend 2 mentor program meetings per year.  These meetings will be held after school hours and will be scheduled for no longer than one and one-half (1.5) hours. Mentors will receive three (3) Professional Development Points for attendance at these meetings.

 

G.   A Mentor Coordinator will be appointed by the Superintendent from the administrative staff to oversee the mentoring program in all schools.  The Mentor Coordinator will coordinate all mentor/protégé training, meetings, professional

     development activities, and problem-solving, etc. for the  mentor program.

 

 

ARTICLE XV: MENTORING, continued

 

H.   All mentors will receive one dedicated mentor professional day during the school year to participate in programs relevant to the mentoring role.

 

I.   All mentors will receive fifteen (15) Professional Development Points (PDPs) for their mentoring work during the school year subject to any maximum that the Department of Elementary and Secondary Education applies.

 

J.   For new teachers and their mentors, there will be release time once per month, with substitute coverage provided, to facilitate a required monthly observation.  This time will be documented and the documentation will be submitted to the Men

      tor Coordinator at the end of the school year.  Mentors of teachers new to the district but with more than three (3) years of teaching experience will not be required to schedule formal observations, but they may do so if the parties feel it would be helpful to the teacher new to the district.

 

K.   Mentors shall be matched as closely as possible with their protégés according to grade level and discipline by a team consisting of the Building Principal, the Mentor Coordinator, and a teacher representative from the building approved by the President of the Association or her/his designee.

 

L.   Retirees who have met the district mentor criteria may be asked to mentor in their discipline area.  However, current employees will be given first consideration.

 

M.  Mentors will keep logs of their meeting times with their protégés on a form prepared for them by the School Department and the HEA jointly.  Mentors of teachers with less than four (4) years of teaching experience are expected to meet with their protégés for a minimum of two (2) hours per month,  including any monthly observations.  Mentors of teachers with more than three (3) years of experience but new to the

ARTICLE XV: MENTORING, continued

 

District are expected to meet with their protégés a minimum of one (1) hour per month.  Logs shall be returned to the Mentor Coordinator at the end of the second term and at the end of the school year.  The journal of notes of observations or other professional conversations between mentor and protégé will be absolutely confidential to the mentor and protégé and, at the conclusion of said school year, will become the exclusive property of the protégé.

 

N.  Mentors and protégés will provide feedback to the Mentor Coordinator concerning their mentoring experiences.

 

O.  Mentors and protégés will be required to attend an orientation session to be held during the summer months for up to a half day.

 

P.   If the mentor and/or protégé deem the relationship incompatible and/or ineffective, the following steps will be implemented:

 

            1.   The Mentor Coordinator will be notified;

            2.   The mentor and the protégé will discuss the relation                   ship with the Mentor Coordinator;

            3.   If, after meeting with the Mentor Coordinator, it is                     still deemed to be an ineffective relationship, either                         party or both parties should request of the Superinten                       dent in writing that s/he terminate the relationship;

            4.   The mentor may be reassigned, and the protégé will                    be assigned another mentor.

 

Q.  Representatives of the School Department and the HEA will meet in the spring to review the program.

 

 


PREFACE TO APPENDIX A

SALARY SCHEDULE

 

Section I:  PRINCIPLES

1.      Minimum salaries should be high enough to attract the best of well-qualified new teachers, experienced as well as inexperienced.

2.      Maximum salaries should be high enough to keep highly competent and professionally ambitious teachers.

3.      A schedule should provide equal pay to classroom teachers with equivalent qualifications and experience.

4.      Annual increments should provide an orderly progress to the maximum salary.

5.      A schedule should encourage the teacher to professional betterment through stimulation and incentive to such progress.

6.      Schedules should be reviewed periodically and adjusted as the need arises.


APPENDIX A

SALARY SCHEDULE

 

Percent Increase:

 

Salary Schedule

 

 

 

 

3.0%

 

FY 2008

 

 

 

 

 

 

 

 

 

 

Step #

Bachelors

Bachelors

Masters

Masters

Masters

 

 

 

+30

 

+30

+60

 

 

 

 

 

 

 

 

1

$34,699

$37,733

$38,684

$39,238

$41,166

 

2

$35,800

$38,532

$39,676

$41,123

$42,651

 

3

$37,318

$39,240

$40,579

$43,038

$44,558

 

4

$39,228

$40,748

$42,273

$44,578

$46,276

 

5

$41,129

$42,846

$44,556

$46,463

$48,370

 

6

$43,038

$44,945

$46,847

$49,130

$51,414

 

7

$44,937

$47,035

$49,130

$51,793

$54,459

 

8

$47,224

$49,317

$51,413

$54,460

$57,503

 

9

$49,513

$51,603

$53,699

$57,128

$60,552

 

10

$52,553

$54,460

$56,356

$59,787

$63,219

 

11

$55,984

$57,696

$59,412

$62,839

$66,271

 

12

$59,968

$61,701

$63,432

$66,887

$70,345

 

13*

$64,164

$65,912

$67,660

$71,149

$74,637

 

 

 

 

 

 

 

*After 17 years of service in the Town of Harwich

 

 

 

If a Masters Degree requires the attainment of more than 36 credits, the additional credits beyond 36 will be credited toward column advancement.
APPENDIX A

SALARY SCHEDULE, CONTINUED

 

Percent Increase

                       Salary Schedule

                2009

3.00%

 

 

 

 

Step #

Bachelors

Bachelors

Masters

Masters

Masters

Masters

Masters

Masters

 

 

 

+30

 

+15

+30

+45

+60

+75

 

 

 

 

 

 

 

 

 

 

 

1

$35,740

$38,865

$39,844

$40,130

$40,415

$41,408

$42,401

$43,461

 

2

$36,874

$39,688

$40,866

$41,611

$42,357

$43,144

$43,931

$45,029

 

3

$38,437

$40,417

$41,797

$43,063

$44,329

$45,112

$45,895

$47,042

 

4

$40,404

$41,971

$43,541

$44,728

$45,915

$46,790

$47,664

$48,856

 

5

$42,363

$44,131

$45,892

$46,874

$47,857

$48,839

$49,821

$51,066

 

6

$44,329

$46,293

$48,252

$49,428

$50,604

$51,780

$52,957

$54,281

 

7

$46,285

$48,446

$50,604

$51,975

$53,347

$54,720

$56,093

$57,495

 

8

$48,641

$50,796

$52,956

$54,525

$56,094

$57,661

$59,228

$60,709

 

9

$50,999

$53,151

$55,310

$57,076

$58,842

$60,605

$62,369

$63,928

 

10

$54,129

$56,094

$58,047

$59,814

$61,580

$63,348

$65,116

$66,744

 

11

$57,663

$59,426

$61,195

$62,960

$64,724

$66,492

$68,259

$69,966

 

12

$61,767

$63,552

$65,334

$67,114

$68,894

$70,675

$72,456

$74,268

 

13*

$66,089

$67,889

$69,690

$71,487

$73,284

$75,080

$76,876

$78,798

 

 

 

 

 

 

 

 

 

 


*After 15 years of service in the Town of Harwich

 

If a Masters Degree requires the attainment of more than 36 credits, the additional credits beyond 36 will be credited toward column advancement.

 

Effective September 1, 2008, teachers who have completed the following number of years of service as a teacher in the Town of Harwich will be paid the following amounts, in addition to their normal salary, in each subsequent year until he or she reaches the new level:

                 After 20 years of service – $400

                 After 25 years of service - $900

                After 30 years of service - $1,400
APPENDIX A

SALARY SCHEDULE, CONTINUED

 

Percent Increase

                         Salary Schedule

                   2010

3.25%

 

 

 


Step #

Bachelors

Bachelors

Masters

Masters

Masters

Masters

Masters

Masters

 

 

 

+30

 

+15

+30

+45

+60

+75

 

 

 

 

 

 

 

 

 

 

 

1

$36,901

$40,128

$41,139

$41,434

$41,728

$42,754

$43,779

$44,873

 

2

$38,072

$40,978

$42,194

$42,964

$43,733

$44,546

$45,359

$46,493

 

3

$39,686

$41,731

$43,155

$44,462

$45,769

$46,578

$47,386

$48,571

 

4

$41,718

$43,335

$44,957

$46,182

$47,408

$48,311

$49,213

$50,444

 

5

$43,740

$45,566

$47,384

$48,398

$49,412

$50,426

$51,440

$52,726

 

6

$45,769

$47,798

$49,820

$51,034

$52,249

$53,463

$54,678

$56,045

 

7

$47,790

$50,021

$52,249

$53,665

$55,081

$56,498

$57,916

$59,364

 

8

$50,222

$52,447

$54,677

$56,297

$57,917

$59,535

$61,153

$62,682

 

9

$52,656

$54,879

$57,108

$58,931

$60,754

$62,575

$64,396

$66,006

 

10

$55,888

$57,917

$59,934

$61,758

$63,582

$65,407

$67,232

$68,913

 

11

$59,537

$61,358

$63,184

$65,006

$66,828

$68,653

$70,478

$72,240

 

12

$63,774

$65,618

$67,458

$69,295

$71,133

$72,972

$74,811

$76,681

 

13*

$68,237

$70,096

$71,955

$73,810

$75,665

$77,520

$79,375

$81,359

 

 

 

 

 

 

 

 

 

 


*After 15 years of service in the Town of Harwich

 

If a Masters Degree requires the attainment of more than 36 credits, the additional credits beyond 36 will be credited toward column advancement.

 

Effective September 1, 2008, teachers who have completed the following number of years of service as a teacher in the Town of Harwich will be paid the following amounts, in addition to their normal salary, in each subsequent year until he or she reaches the new level:

                 After 20 years of service – $400

                 After 25 years of service - $900

                After 30 years of service - $1,400
PREFACE TO APPENDIX B

ATHLETIC COACHES SALARY SCHEDULE

 

A Joint Sub Committee will be convened each spring to review the positions in Appendices B and C.  Any changes shall be recommended to the parties.  Any agreements to change by the parties will be reduced in writing in a Memorandum of Agreement to be placed into the Agreement at its next printing.


APPENDIX B

ATHLETIC COACHES SALARY SCHEDULE

2007-08

 

Category A

 

Step 1

Step 2

Step 3

Step 4

Step 5

BOYS VARSITY SOCCER

$4,076

$4,264

$4,449

$4,888

$5,331

GIRLS' VARSITY SOCCER

$4,076

$4,264

$4,449

$4,888

$5,331

VARSITY FIELD HOCKEY

$4,076

$4,264

$4,449

$4,888

$5,331

BOYS' VARSITY BASKETBALL

$4,076

$4,264

$4,449

$4,888

$5,331

GIRLS' VARSITY BASKETBALL

$4,076

$4,264

$4,449

$4,888

$5,331

ICE HOCKEY

$4,076

$4,264

$4,449

$4,888

$5,331

VARSITY BASEBALL

$4,076

$4,264

$4,449

$4,888

$5,331

VARSITY SOFTBALL

$4,076

$4,264

$4,449

$4,888

$5,331

BOYS' TRACK

$4,076

$4,264

$4,449

$4,888

$5,331

GIRLS’ TRACK

$4,076

$4,264

$4,449

$4,888

$5,331

VARSITY GOLF

$4,076

$4,264

$4,449

$4,888

$5,331

BOYS’ TENNIS

$4,076

$4,264

$4,449

$4,888

$5,331

GIRLS’ TENNIS

$4,076

$4,264

$4,449

$4,888

$5,331

CROSS COUNTRY

$4,076

$4,264

$4,449

$4,888

$5,331

SAILING

$4,076

$4,264

$4,449

$4,888

$5,331

 

 

 

 

 

 

 

Category B

 

Step 1

Step 2

Step 3

Step 4

Step 5

JV FIELD HOCKEY

$2,959

$3,152

$3,335

$3,667

$3,998

GIRLS' JV SOCCER

$2,959

$3,152

$3,335

$3,667

$3,998

BOYS' JV SOCCER

$2,959

$3,152

$3,335

$3,667

$3,998

JV BOYS' BASKETBALL

$2,959

$3,152

$3,335

$3,667

$3,998

JV GIRLS' BASKETBALL

$2,959

$3,152

$3,335

$3,667

$3,998

JV SOFTBALL

$2,959

$3,152

$3,335

$3,667

$3,998

JV BASEBALL

$2,959

$3,152

$3,335

$3,667

$3,998

CHEERLEADING

$2,959

$3,152

$3,335

$3,667

$3,998

JV ICE HOCKEY

$2,959

$3,152

$3,335

$3,667

$3,998

 

 

 

 

 

 

 

Category C

 

Step 1

Step 2

Step 3

Step 4

Step 5

INTRA/EXTRA MURAL COORD.

$2,154

$2,346

$2,530

$2,841

$2,900

I/E MURAL FIELD HOCKEY

$2,154

$2,346

$2,530

$2,841

$2,900

I/E MURAL SOCCER

$2,154

$2,346

$2,530

$2,841

$2,900

I/E MURAL BOYS' BASKETBALL

$2,154

$2,346

$2,530

$2,841

$2,900

I/E MURAL GIRLS' BASKETBALL

$2,154

$2,346

$2,530

$2,841

$2,900

I/E MURAL SOFTBALL

$2,154

$2,346

$2,530

$2,841

$2,900

I/E MURAL BASEBALL

$2,154

$2,346

$2,530

$2,841

$2,900

I/E MURAL TRACK

$2,154

$2,346

$2,530

$2,841

$2,900

 

 

 

 

 

 

 

Category D

 

Step 1

Step 2

Step 3

Step 4

Step 5

ASST.COACH BOYS' BASKETBALL

$1,478

$1,671

$1,853

$2,042

$2,224

ASST. COACH GIRL'S BASKETBALL

$1,478

$1,671

$1,853

$2,042

$2,224

ASST. COACH TRACK

$1,478

$1,671

$1,853

$2,042

$2,224

ASST. COACH ICE HOCKEY

$1,478

$1,671

$1,853

$2,042

$2,224

ASST. COACH FIELD HOCKEY

$1,478

$1,671

$1,853

$2,042

$2,224

 

 

 

 

 

 

 

Athletic Director

 

$5,764

$5,981

$6,192

$6,808

$7,430

The Athletic Director will be released from one class period per day for Athletic Director duties.

 

Intramural per hour:

 

$13.26

 

 

 

 

 

 

 

 

 

 

 

Step 4:  After 5 years coaching in sport

 

 

Step 5:  After 10 years coaching in sport

 

 

 

 

 


APPENDIX B

ATHLETIC COACHES SALARY SCHEDULE

2008-09

 

Category A

 

Step 1

Step 2

Step 3

Step 4

Step 5

BOYS VARSITY SOCCER

$4,198

$4,392

$4,582

$5,035

$5,491

GIRLS' VARSITY SOCCER

$4,198

$4,392

$4,582

$5,035

$5,491

VARSITY FIELD HOCKEY

$4,198

$4,392

$4,582

$5,035

$5,491

BOYS' VARSITY BASKETBALL

$4,198

$4,392

$4,582

$5,035

$5,491

GIRLS' VARSITY BASKETBALL

$4,198

$4,392

$4,582

$5,035

$5,491

ICE HOCKEY

$4,198

$4,392

$4,582

$5,035

$5,491

VARSITY BASEBALL

$4,198

$4,392

$4,582

$5,035

$5,491

VARSITY SOFTBALL

$4,198

$4,392

$4,582

$5,035

$5,491

BOYS' TRACK

$4,198

$4,392

$4,582

$5,035

$5,491

GIRLS’ TRACK

$4,198

$4,392

$4,582

$5,035

$5,491

VARSITY GOLF

$4,198

$4,392

$4,582

$5,035

$5,491

BOYS’ TENNIS

$4,198

$4,392

$4,582

$5,035

$5,491

GIRLS’ TENNIS

$4,198

$4,392

$4,582

$5,035

$5,491

CROSS COUNTRY

$4,198

$4,392

$4,582

$5,035

$5,491

SAILING

$4,198

$4,392

$4,582

$5,035

$5,491

 

 

 

 

 

 

 

Category B

 

Step 1

Step 2

Step 3

Step 4

Step 5

JV FIELD HOCKEY

$3,048

$3,246

$3,435

$3,777

$4,118

GIRLS' JV SOCCER

$3,048

$3,246

$3,435

$3,777

$4,118

BOYS' JV SOCCER

$3,048

$3,246

$3,435

$3,777

$4,118

JV BOYS' BASKETBALL

$3,048

$3,246

$3,435

$3,777

$4,118

JV GIRLS' BASKETBALL

$3,048

$3,246

$3,435

$3,777

$4,118

JV SOFTBALL

$3,048

$3,246

$3,435

$3,777

$4,118

JV BASEBALL

$3,048

$3,246

$3,435

$3,777

$4,118

CHEERLEADING

$3,048

$3,246

$3,435

$3,777

$4,118

JV ICE HOCKEY

$3,048

$3,246

$3,435

$3,777

$4,118

 

 

 

 

 

 

 

Category C

 

Step 1

Step 2

Step 3

Step 4

Step 5

INTRA/EXTRA MURAL COORD.

$2,218

$2,417

$2,606

$2,926

$2,987

I/E MURAL FIELD HOCKEY

$2,218

$2,417

$2,606

$2,926

$2,987

I/E MURAL SOCCER

$2,218

$2,417

$2,606

$2,926

$2,987

I/E MURAL BOYS' BASKETBALL

$2,218

$2,417

$2,606

$2,926

$2,987

I/E MURAL GIRLS' BASKETBALL

$2,218

$2,417

$2,606

$2,926

$2,987

I/E MURAL SOFTBALL

$2,218

$2,417

$2,606

$2,926

$2,987

I/E MURAL BASEBALL

$2,218

$2,417

$2,606

$2,926

$2,987

I/E MURAL TRACK

$2,218

$2,417

$2,606

$2,926

$2,987

 

 

 

 

 

 

 

Category D

 

Step 1

Step 2

Step 3

Step 4

Step 5

ASST.COACH BOYS' BASKETBALL

$1,522

$1,721

$1,909

$2,104

$2,290

ASST. COACH GIRL'S BASKETBALL

$1,522

$1,721

$1,909

$2,104

$2,290

ASST. COACH TRACK

$1,522

$1,721

$1,909

$2,104

$2,290

ASST. COACH ICE HOCKEY

$1,522

$1,721

$1,909

$2,104

$2,290

ASST. COACH FIELD HOCKEY

$1,522

$1,721

$1,909

$2,104

$2,290

 

 

 

 

 

 

 

Athletic Director

 

$5,937

$6,161

$6,378

$7,013

$7,653

The Athletic Director will be released from one class period per day for Athletic Director duties.

 

Intramural per hour:

 

$13.66

 

 

 

 

 

 

 

 

 

 

 

Step 4:  After 5 years coaching in sport

 

 

Step 5:  After 10 years coaching in sport

 

 

 

 

 


APPENDIX B

ATHLETIC COACHES SALARY SCHEDULE

2009-10

 

Category A

 

Step 1

Step 2

Step 3

Step 4

Step 5

 

BOYS VARSITY SOCCER

$4,334

$4,535

$4,731

$5,199

$5,670

 

GIRLS' VARSITY SOCCER

$4,334

$4,535

$4,731

$5,199

$5,670

 

VARSITY FIELD HOCKEY

$4,334

$4,535

$4,731

$5,199

$5,670

 

BOYS' VARSITY BASKETBALL

$4,334

$4,535

$4,731

$5,199

$5,670

 

GIRLS' VARSITY BASKETBALL

$4,334

$4,535

$4,731

$5,199

$5,670

 

ICE HOCKEY

$4,334

$4,535

$4,731

$5,199

$5,670

 

VARSITY BASEBALL

$4,334

$4,535

$4,731

$5,199

$5,670

 

VARSITY SOFTBALL

$4,334

$4,535

$4,731

$5,199

$5,670

 

BOYS' TRACK

$4,334

$4,535

$4,731

$5,199

$5,670

 

GIRLS’ TRACK

$4,334

$4,535

$4,731

$5,199

$5,670

 

VARSITY GOLF

$4,334

$4,535

$4,731

$5,199

$5,670

 

BOYS’ TENNIS

$4,334

$4,535

$4,731

$5,199

$5,670

 

GIRLS’ TENNIS

$4,334

$4,535

$4,731

$5,199

$5,670

 

CROSS COUNTRY

$4,334

$4,535

$4,731

$5,199

$5,670

 

SAILING

$4,334

$4,535

$4,731

$5,199

$5,670

 

 

 

 

 

 

 

 

 

Category B

 

Step 1

Step 2

Step 3

Step 4

Step 5

 

JV FIELD HOCKEY

$3,147

$3,352

$3,547

$3,900

$4,252

 

GIRLS' JV SOCCER

$3,147

$3,352

$3,547

$3,900

$4,252

 

BOYS' JV SOCCER

$3,147

$3,352

$3,547

$3,900

$4,252

 

JV BOYS' BASKETBALL

$3,147

$3,352

$3,547

$3,900

$4,252

 

JV GIRLS' BASKETBALL

$3,147

$3,352

$3,547

$3,900

$4,252

 

JV SOFTBALL

$3,147

$3,352

$3,547

$3,900

$4,252

 

JV BASEBALL

$3,147

$3,352

$3,547

$3,900

$4,252

 

CHEERLEADING

$3,147

$3,352

$3,547

$3,900

$4,252

 

JV ICE HOCKEY

$3,147

$3,352

$3,547

$3,900

$4,252

 

 

 

 

 

 

 

 

 

Category C

 

Step 1

Step 2

Step 3

Step 4

Step 5

 

INTRA/EXTRA MURAL COORD.

$2,290

$2,495

$2,690

$3,021

$3,085

 

I/E MURAL FIELD HOCKEY

$2,290

$2,495

$2,690

$3,021

$3,085

 

I/E MURAL SOCCER

$2,290

$2,495

$2,690

$3,021

$3,085

 

I/E MURAL BOYS' BASKETBALL

$2,290

$2,495

$2,690

$3,021

$3,085

 

I/E MURAL GIRLS' BASKETBALL

$2,290

$2,495

$2,690

$3,021

$3,085

 

I/E MURAL SOFTBALL

$2,290

$2,495

$2,690

$3,021

$3,085

 

I/E MURAL BASEBALL

$2,290

$2,495

$2,690

$3,021

$3,085

 

I/E MURAL TRACK

$2,290

$2,495

$2,690

$3,021

$3,085

 

 

 

 

 

 

 

 

 

Category D

 

Step 1

Step 2

Step 3

Step 4

Step 5

 

ASST.COACH BOYS' BASKETBALL

$1,572

$1,777

$1,971

$2,172

$2,365

 

ASST. COACH GIRL'S BASKETBALL

$1,572

$1,777

$1,971

$2,172

$2,365

 

ASST. COACH TRACK

$1,572

$1,777

$1,971

$2,172

$2,365

 

ASST. COACH ICE HOCKEY

$1,572

$1,777

$1,971

$2,172

$2,365

 

ASST. COACH FIELD HOCKEY

$1,572

$1,777

$1,971

$2,172

$2,365

 

 

 

 

 

 

 

 

 

Athletic Director

 

$6,130

$6,361

$6,585

$7,240

$7,902

 

The Athletic Director will be released from one class period per day for Athletic Director duties.

 

 

Intramural per hour:

 

$14.10

 

 

 

 

 

 

 

 

 

 

 

 

 

Step 4:  After 5 years coaching in sport

 

 

Step 5:  After 10 years coaching in sport

 

 

 

 


APPENDIX C

SALARY SCHEDULE FOR

EXTRA CURRICULAR ACTIVITIES

 

 

2007-08

2008-09

2009-10

 

 

3.00%

3.00%

3.25%

 

 

 

 

 

Band Director

 

$2,777

$2,860

$2,953

Yearbook Advisor, High School

$3,334

$3,434

$3,546

Yearbook Advisor, Middle School

$1,478

$1,522

$1,572

Drama, High School

 

$3,979

$4,098

$4,231

Drama, Middle School

$2,777

$2,860

$2,953

Newspaper Advisor, High School

$3,246

$3,343

$3,452

Newspaper Advisor, Middle School

$744

$766

$791

Student Council Advisor, High School

$1,671

$1,721

$1,777

Student Council Advisor, Middle School

$1,671

$1,721

$1,777

School Store

 

$926

$954

$985

Senior Class Advisor (2)

$1,621

$1,670

$1,724

Junior Class Advisor (2)

$1,621

$1,670

$1,724

Sophomore Class Advisor (2)

$1,073

$1,105

$1,141

Freshman Class Advisor (2)

$1,073

$1,105

$1,141

Channel 19 Advisor

 

$3,246

$3,343

$3,452

Mock Trial Advisor

$3,246

$3,343

$3,452

HUGS

 

$1,327

$1,366

$1,411

Best Buddies Advisor

 

$1,327

$1,366

$1,411

Spirit

 

$1,026

$1,057

$1,091

National Honor Society

 

$1,043

$1,075

$1,110

 

 

 

 

 

If one Class Advisor serves alone the salary will be 150 % of the specified stipend of the single Class Advisor

 


APPENDIX D

Department Heads, Coordinators, Mentors,

Director of Guidance

 

                                                                              2007-08     2008-09     2009-10

 

Category I (K-12 Department Heads)

Technology/Business/Industrial Arts               $4,222       $4,349       $4,490

Health/Phys. Education/Home Economics     $4,222      $4,349       $4,490

Fine Arts (Music, Art, Dance, Theater)          $4,222         $4,349       $4,490

 

Category II Department Heads

High School (9-12)

Language Arts                                                      $3,229       $3,326       $3,434

Math                                                                      $3,229       $3,326       $3,434

Sciences                                                                 $3,229       $3,326       $3,434

Social Studies                                                       $3,229       $3,326       $3,434

 

Category III Expanded Departments

World Languages (5-12)                                    $3,229       $3,326       $3,434

 

Category IV Middle School (5-8) Department Heads

Language Arts/Reading                                     $3,229       $3,326       $3,434

Math                                                                      $3,229       $3,326       $3,434

Science                                                                  $3,229       $3,326       $3,434

Social Studies                                                       $3,229       $3,326       $3,434

 

Category V Elementary School (K-4) Department Heads

Language Arts/Reading                                     $3,229       $3,326       $3,434

Math                                                                      $3,229       $3,326       $3,434

Science                                                                  $3,229       $3,326       $3,434

Social Studies                                                       $3,229       $3,326       $3,434

 

Category VI

N.E.E.D. Coordinator                                          $1,380       $1,422       $1,468

Media Specialists (3)                                           $1,380       $1,422       $1,468

Early Childhood Coordinator                           $1,380       $1,422       $1,468

 

Mentors

Three years or less teaching experience          $800           $824           $851

More than 3 years teaching experience          $530           $546           $564              

 

Director of Guidance to be compensated at a per diem rate, up to 20 days per year, at the discretion of the building principal.

 


APPENDIX E

LUNCHROOM AND RECESS DUTY K-4

 

It is understood that teachers who are employed by the Harwich School Committee as of May 1, 1990, will not be utilized for lunchroom or recess duty while they teach in Grades K-4.  This agreement will extend for three years, and it is the intent of the parties that it will be re­newed thereafter.  Individuals who are hired after May 1, 1990, who teach in Grades K-4 may be used for lunchroom or recess duty.

 

APPENDIX F

 

Posted hourly work would be paid at the rate of $28.00 per hour for the 2007-08 school year, $29.00 per hour for the 2008-09 school year, and $30.00 per hour for the 2009-10 school year.  This would exclude summer school, multi-town programs, extended day, adult education and grant programs.

 

Posted teacher-to-teacher instruction will be compensated at the above rates plus an additional 25% per instructional hour for planning time. 

 

Teachers who are specifically requested in writing by building administrators or the Superintendent to work beyond the contractual 183 days will be paid per diem.

 

 


APPENDIX G

 

In the event that a teacher is voluntarily assigned to undertake full teaching responsibilities or a class beyond the standard teaching load, such teacher shall receive additional per diem compensation determined by the ratio of the increased teaching load, provided that such assignment exceeds five school days.  For example, if the standard contractual teaching load is five courses, a teacher who meets these criteria will receive a twenty per cent (20%) per diem increase for the time of such service.  When such a position (teaching an additional class) is created, the position will be publicized and filled in accordance with Article VI, Section D.  If a position teaching a particular course or class is offered more than once, and if more than one teacher is qualified to teach that course or class, then the opportunity to teach this class will be rotated, on a yearly basis, among those teachers who wish to teach it.  The decision to offer such a course or to create an additional section under this provision is entirely within the prerogative of the administration.  Independent study supervision, as it currently exists, does not fall within the scope of this provision, (i.e. additional compensation is not required).

 


NOTES