Hatfield

Show detailed information about district and contract

District	Hatfield
Shared Contract District
Org Code	1270000
Type of District	Municipal K12
Union Affiliation	MTA
Most Recent Document	Contract
Expiring Year	2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
County	Hampshire
ESE Region	Pioneer Valley
Urban
Kind of Community	rural economic centers
Number of Schools	2
Enrollment	456
Percent Low Income Students	11
Grade Start	PK or K
Grade End	12

view accessible version of this document

Contractual Agreement

Agreement between the

Hatfield School Committee

and the

Hatfield Teachers’ Association

Hatfield, Massachusetts

September 1, 2010 to August 31, 2013

Table of Contents

Article Description Page

Contractual Agreement 3

Duration 3

Successor Agreement 3

Committee Rights Clause 3

Preamble 3

I Recognition of Bargaining Agent 3

II Collective Bargaining 4

III Negotiation Procedure 5

IV Grievance Procedure 5

V Work Year, Hours, Load 8

VI Professional Development 11

VII Tutors 12

VIII Vacancies 13

IX Teacher Evaluation 13

X Discipline or Dismissal 14

XI Personnel Files 14

XII Teacher Facilities 14

XIII Paid Leaves of Absence 15

XIV Unpaid Leaves of Absence 16

XV Sick Leave Bank 17

XVI Substitute Teachers 19

XVII Student Teachers 19

XVIII Personal Injury Benefits 19

XIX Indemnification 20

XX C.O.R.I. 20

XXI Prohibition Against Strikes 20

XXII Reduction In Force 20

XXIII Insurance 22

XXIV Deductions 22

XXV Pay Checks 22

XXVI Travel Allowance 23

XXVII HTA Rights, Responsibilities, Etc. 23

XXVIII Saving Clause 23

XXIX Retirement 24

Appendix A Salary Schedules 25

Appendix B Extra-Curricular Activities 29

Pursuant to the provisions of Chapter 150E, §178 of the Massachusetts General Laws, this contract is made on the 14 day of May, 2007_ by the SCHOOL COMMITTEE of the Town of Hatfield (hereinafter referred to as the Committee) and the HATFIELD TEACHERS’ ASSOCIATION (hereinafter referred to as the Association).

Duration

This contact will be effective as of September 1, 2010 and will continue and remain in force until August 31, 2013 and will thereafter automatically renew itself for successive terms of one (1) year each unless by November first of the calendar year preceding the calendar year in which this contract expires, either the Committee or the Association will give the other written notice of its desire to modify or terminate this contract.

Successor Agreement

If a successor agreement is not reached before the expiration date of this contract, the existing contract will remain in force until a successor agreement is reached.

Committee Rights Clause

The Committee and the Association agree that the Committee will retain and reserve all statutory rights, authority, and obligations in the administration of the School Department and the direction of their employees. All functions, rights, powers, and authority which the Committee has now, or may be granted, or have conferred upon it, including all customary and usual rights, powers, functions, and authority of an employer, which have not been specifically delegated or modified by this agreement, are recognized by the Association to be retained by the Committee.

Preamble

To fulfill the responsibilities of the School Committee, which establishes the educational policies of the public schools of Hatfield, the Superintendent of Schools who administers these policies, and the professional staff who implements the School Committee’s policies in the classroom through instruction, the following procedures are hereby adopted.

Article I

Recognition of Bargaining Agent

A. For the purpose of collective bargaining with respect to wages, hours, and other conditions of employment, the negotiation of collective bargaining agreements and any questions arising hereunder, the Committee recognizes the Association as the exclusive bargaining agent and representative of all professional employees of the Committee, including, but not limited to, teachers, guidance counselors, school adjustment counselors, school social workers, librarians, school psychologists, speech therapists, and nurses. It does not include non-contract substitute teachers, the Superintendent, Principals, Assistant Principals, the Director of Student Services or any combination of these positions.

B. Unless otherwise indicated, the employees in Section A. will hereinafter be referred to as the “Teachers.”

C. The Committee will respect the position of the HTA/MTA/NEA as the sole and exclusive bargaining agent of all Teachers on matters of wages, hours, and conditions of employment for the life of this agreement.

D. Agency Fee.

1. Effective thirty (30) days after the execution of the agreement or the commencement of employment, whichever comes later, each Teacher who is not a member of the Association will be required to pay the agency fee to the Association in accordance with Massachusetts General Laws, Chapter 150E, §12.

2. The Association is responsible for enforcing provisions of Section D. The Committee is not responsible for enforcing provisions of Section D.

3. The Association will indemnify, defend, and hold harmless the Committee against any and all claims, actions or lawsuit of any kind or description, whether at law or in equity, and whether based on statute, constitution or common law, made or instituted against the Committee or its agents, employees or administrators, resulting from Section D. Specifically, the Association will have no right of action, by way of contribution, counterclaim or other basis against the Committee. Should any administrative agency or court of competent jurisdiction find the Committee liable for damages as a result of Section D., the Association will pay damages, including interest and charges.

4. If any court of competent jurisdiction determines any part of Section D. 1, 2, or 3, is unconstitutional, in violation of statute or other wise unenforceable, all the other parts of Section D. 1, 2, and 3, will be null and void.

5. The agency fee will be calculated in accordance with the provisions of M. G. L. Chapter 150E. §12, and applicable state and federal Constitutional laws and will not exceed periodic dues required to be paid by Teachers to remain members in good standing with the Association.

Article II

Collective Bargaining

A. The parties acknowledge during the negotiations that resulted in this agreement, each had unlimited rights and opportunities to make demands and proposals with respect to any subject or matter not mandated by law from the area of collective bargaining, and the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this agreement.

B. The School Committee and the Association, for the term of this Agreement, voluntarily and without qualification waive the right, and agree the other will not be obligated to bargain collectively with respect to any subject matter not specifically referred to or covered in this agreement even though the subject or matter may not have been within the knowledge or contemplation of both the School Committee and the Association for the term of this agreement.

C. This agreement may not be modified in whole, or in part, by the parties except in writing executed by both parties.

Article III

Negotiation Procedure

A. The Committee and the Association agree to enter into negotiations over a successor agreement in accordance with the procedure set forth herein in a good faith effort to reach an agreement concerning teachers’ wages, hours, and conditions of employment.

B. The Association agrees to provide written notification to the Committee of its intent to bargain a successor agreement. Said notification will be provided by November first prior to the year of the expiration of this agreement.

C. Any agreement so negotiated will apply to all Teachers and will be reduced to writing and signed by the Committee and the Association. The contract resulting from these negotiations will be final and binding upon both parties for the period of that contract.

D. If negotiations described in this Article reach an impasse, the procedure described in M. G. L. Chapter 150E. will be followed.

E. The Committee and the Association mutually pledge the representatives selected by each will have all necessary power and authority to present relevant data, exchange points of view, make proposals, counter proposals, make tentative agreements, and effectively recommend acceptance of the agreement.

F. In any negotiations in this agreement, neither the Committee nor the Association will have control over the selection of the representatives of the other party. Each party’s negotiation group will consist of not more than seven (7) members.

Article IV

Grievance Procedure

A. Purpose

The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to problems affecting the welfare or working conditions of teachers. All parties agree these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

B. Definition

A grievance is a claim by the Association or a teacher of a violation, misinterpretation or misapplication of the terms of this agreement.

C. Time Limits

All time limits herein consist of calendar days exclusive of: legal holidays, Saturdays, Sundays, and December, February, and April vacations, and cancelled school days. Meetings that must be held in July or August will be subject to agreement by both parties. Time limits indicated herein are considered maximum unless extended by mutual agreement in writing.

D. Association Representation

1. A representative chosen by the Association will be present for meetings, hearing, appeals, or other proceedings to a formal grievance.

2. Nothing contained herein will be construed as limiting the right of any Teacher having a grievance to discuss the matter informally with the appropriate member of the administration or School Committee, and having the grievance adjusted without intervention of the Association provided the Adjustment is not inconsistent with the terms of this agreement and the Association is notified of the terms of the adjustment.

E. General Provisions

1. Unless noted to the contrary below, the Association and the Committee has the right to any representative(s) of their choosing.

2. A teacher may present a grievance to his/her supervisor without intervention by an Association representative provided the Association is afforded the opportunity to be present. Any resolution will not be inconsistent with the terms of this agreement.

3. With mutual written agreement, the parties may elect to bypass Level One and/or Level Two and file at Level Three.

4. No reprisals will be taken by the Committee or school administrators against any teacher because of his/her participation in this grievance procedure.

5. The Committee and the administration will cooperate with the Association in its investigation of any grievance to the extent permitted by state law. Further, it will make available to the Association such information from the personnel file of the aggrieved teacher as is necessary for the processing of the grievance. The Association will similarly cooperate with the Committee and the administration.

6. All documents, communications, and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants.

7. If, in the judgment of the Association, a grievance affects a Class or group of teachers, the Association may submit the grievance according to the procedure contained in Level One, and the processing of such grievance will commence at Level Two.

8. All decisions rendered at Level One, Two, Three and Four of The Grievance Procedure will be in writing, setting forth the decision and the reasons therefore, and will be transmitted in a timely manner to the grievant and the Association.

9. The arbitrator will be without power to modify or alter the terms of the agreement.

10. The costs of the arbitrator, including per diem expenses, necessary travel and subsistence expenses, will be shared equally by the Committee and the Association.

F. Informal Procedure

The parties acknowledge it is most desirable for the employee and his/her supervisor to resolve problems through free and informal communications. Such should be the case with any alleged violation. To this end, it is desirable for the parties to meet and attempt to resolve the matter informally.

G. Formal Procedure – Level One

Should the parties fail to resolve the grievance at the Informal Stage, the teacher or the Association may present the grievance in writing to the Principal.

1. The written grievance must clearly identify the alleged violation of contract, the date(s) of the alleged violation, and the remedy requested. To be considered timely, the grievance must be submitted in writing to the Principal no later than twenty (20) days after its alleged occurrence.

2. If the Principal believes the grievance should not be initiated at his/her level, said Principal will direct the grievance to Level Two within two (2) days of receipt of the written grievance.

3. If the Principal believes the grievance should be initiated at his/her level said Principal will arrange a meeting to hear the grievance within five (5) days of receipt of the written grievance.

4. Level One grievance hearing will include: the aggrieved teacher, the Association representative(s), and the Principal.

5. The Principal will provide a written response to the aggrieved teacher within five (5) days of the hearing. A copy of the decision will be provided to the Association.

H. Formal Procedure – Level Two

Should the parties fail to resolve the grievance at Level One, the teacher or the Association may present the grievance within ten (10) days in writing to the Superintendent.

1. The Superintendent will arrange a meeting to hear the grievance within five (5) days of receipt of the written grievance.

2. The Level Two grievance hearing will include: the aggrieved teacher, the Association representative(s), the Principal, and the Superintendent.

3. The Superintendent will provide a response to the aggrieved teacher within five (5) days of the hearing. A copy of the written decision will be provided to the Association and to the Principal.

I. Formal Procedure – Level Three

Should the parties fail to resolve the grievance at Level Two, the teacher or the Association may present the grievance within ten (10) days in writing to the School Committee.

1. The Committee will arrange a meeting to hear the grievance within ten (10) days of receipt of the written grievance to the School Committee Chairperson.

2. The Committee hearing will include the aggrieved teacher, the Association representative(s), and/or attorney, the Principal, the Superintendent, members of the School Committee and/or attorney.

J. Formal Procedure – Level Four

Should the parties fail to resolve the grievance at Level Three, the Association may file a demand for arbitration within ten (10) days to the American Arbitration Association for binding arbitration in accordance with its current rules. The decision of the arbitrator will be final and binding on both parties.

1. The demand for arbitration must be filed within ten (10) days after receipt of the Committee’s written decision, or within ten (10) days after the due date of the Committee’s decision and a copy must be given to the School Committee. If the demand is not received within this time limit, the grievance is considered withdrawn.

2. Neither party is permitted to assert any ground before the arbitrator which has not been previously disclosed to the other party at Level Three.

3. The cost of arbitration will be shared equally by the School Committee and Association.

K. Arbitration – Suspension or Dismissal

The Committee and Association agree in an arbitration concerning a teacher’s suspension or dismissal an arbitrator will be appointed pursuant to the grievance procedure or M. G. L. Chapter 71, § 42 and §42D. However, both parties agree if the arbitration pursuant to M. G. L. Chapter 71, §42 and §42D results in a decision concerning the same matter prior to the rendering of a decision in the contractual arbitration, such decision will be fully binding upon the arbitrator appointed pursuant to the grievance procedure. Further recognizing Chapter 150E, §8, the parties agree that, to the extent legally possible, where a contractually appointed arbitrator renders a decision pursuant to M. G. L. chapter 71, §42 and §42D, such decision will be the exclusive remedy of that suspension or dismissal.

Article V

Work Year, Work Hours, Work Load

A. Contract Year

1. The teacher contract year will consist of 185 days: 180 student contact days - pursuant to the Massachusetts DESE, laws and regulations, 603 CMR 27.00, §27.03: School Year Requirements; Three (3) district wide Professional Development days; one (1) Professional Development day for Smith Academy only and one (1) Curriculum/Professional Development Day for Hatfield Elementary School only, and one (1) Teacher Orientation day. Normally the Teacher Orientation day will be the first day of the contract year.

2. A teacher’s per diem rate will be based upon 1/185^th of his/her regular salary.

3. A teacher will be compensated at a per diem rate for work assigned by the administration prior to the first day of the teacher’s contract year or after the last day of the teacher’s contract year.

4. Teachers must complete exit requirements prior to check out at the end of the year.

B. School Calendar

1. Prior to setting the school calendar, the Committee will consult with the Association.

2. If school is cancelled, lost time will be added to maintain the 185-day contract requirement.

3. Two early release days will be scheduled in the fall for elementary parent-teacher conferences.

4. The Committee will schedule seven (7) half day curriculum days annually for elementary teachers only, which will consist of one-half day of instructional time with students (approximately 3.5 hours), and the second half of these days will be used specifically for curriculum work and as common planning time associated with instruction. On these days dismissal for the staff will be ten (10) minutes earlier than normal. In the 2012-2013 school year the number of half days scheduled will be six (6).

In the month of March elementary teachers only will have a full day curriculum/professional development day which may be devoted to the same purpose.

Teachers will be responsible for identifying, in advance, the activities they will be undertaking during these release times. Activities will be related to district and school improvement plans and will generate a report that will be submitted to the building principal.

An elementary curriculum committee consisting of the principal and two (2) teachers chosen by the Association, will approve teacher proposals and receive work completed reports.

C. Work Day/Required Hours

1. The teacher’s workday, including the student academic day, lunch, and preparation time will not exceed seven hours.

2. Teachers must be present fifteen (15) minutes before the student academic day and ten (10) minutes after the student academic day.

3. The teacher workday at the elementary level will be six (6) hours and forty-five (45) minutes. The high school workday will be seven (7) hours.

D. Work Day/Remaining Beyond Required Hours

1. Teachers will schedule student help sessions in consultation with the principal.

2. Teachers, as defined in Article I, sec. A, will be available for parent conferences as needed.

3. Faculty meetings may be called twice monthly by the principal or the superintendent lasting no more than one hour. An agenda will be provided to Teachers at least 24 hours in advance of the meeting unless the meeting is called for an emergency purpose. Faulty meetings will begin 10 minutes after the dismissal bell. Additional meetings may be called for emergency purposes.

4. All teachers will attend one (1) open house per year.

5. Teachers will remain in the building each day during school hours unless they have duties in one or more buildings or permission from the building principal or his/her designee to leave the building. Such permission shall not be arbitrarily or unreasonably withheld.

E. Duties

1. Teachers will be assigned detention supervision on a rotation basis. Detention supervision will be up to one (1) hour long at the high school, and up to thirty (30) minutes long at the elementary school.

2. Duty assignments will be distributed equitably at the high school and equitably at the elementary school.

F. Lunch

1. At the elementary school a teacher’s lunch period will be duty-free and equal in length to a student’s lunch period not to be less than 25 minutes. At Smith Academy a teacher’s lunch period will be duty free and equal to the student’s lunch period.

G. Preparation Period

1. Each secondary teacher will have one (1) duty free preparation period daily, equal to the length of the class period. Each elementary teacher will have one (1) duty free preparation period daily consisting of a minimum of 40 consecutive minutes.

2. All other non-assigned time, with the exception of the preparation period, is to be used for professional improvement, departmental work, individual assistance to students and other such professional uses of time as may be from time to time reasonably assigned by the principal.

H. Teacher Schedules

1. Every effort will be made to notify a teacher regarding his/her teaching schedule by the end of the school year.

2. A teacher will not be scheduled more than twenty percent (20%) outside his/her area of certification in accordance with established state regulations and/or Massachusetts state law.

3. Every effort will be made to assign secondary teachers no more than five (5) teaching periods per day in addition to one (1) duty period per day. Elementary teachers, in addition to their teaching assignment, will have one (1) duty assignment per day plus student arrival or dismissal duty.

4. If a teacher agrees to accept a sixth teaching period assignment in lieu of a duty period in any semester, s/he will be compensated at 10% of the annual rate of pay according to his/her placement on the salary schedule at the time.

5. Should the Teachers and/or administration wish to experiment with an alternative schedule, the Association and the Committee agree to form a sub-committee with the Principal to collaboratively develop a workable schedule, which may be implemented with Superintendent approval.

6. Teachers may be assigned to teach an Honors Course and will receive the following stipend per yearlong course.

2010 – 2011 - $850.00 2011 – 2012 - $900.00 2012 – 2013 – $950.00

7. A Teacher who agrees to accept the position of Virtual High School Coordinator will receive a five hundred dollar ($500.00) base stipend for the year and an additional fifty dollar ($50.00) per student, over ten (10) students, participating in the program. If more than one (1) Teacher accepts the position, the stipend shall be split between the Teachers.

8. A Teacher who agrees to be an Independent Study Advisor will receive the following stipend for each yearlong Independent Study student.

2010 – 2011 - $400.00 2011 – 2012 - $450.00 2012 – 2013 – $500.00

9. A teacher who agrees to serve as a mentor will follow the program guide in the Hatfield

Public School, Teacher Mentoring Program publication.

I. Mandated IDEA Meeting Hours

Federal requirements established under the Individuals with Disabilities Education Improvement Act (IDEA-2004) make it necessary, under certain circumstances, to convene Special Education TEAM meetings during non-school days. As a result of this requirement it may be necessary to have the presence of Teachers at these meetings. In the event that a teacher is requested to attend such a meeting the following procedures will apply:

1. Every effort will be made to involve the teachers who are directly involved with the education of the particular student for which the meeting is being held. If those teachers are not available to participate in the meetings, the Superintendent of Schools or his/her designee will choose an available teacher who will best fulfill the requirements associated with the specifics of the particular meeting.

2. Teachers involved in these meetings will be compensated on an hourly rate based on 1/7^th of their individual per diem rate. The per diem rate will be determined by the contract salary schedule which runs from September to August.

3. A teacher will be paid for a minimum of two hours regardless of the length of the meeting.

4. For every meeting extending beyond one and one-half hours (1 ½) the reimbursement time will be calculated by multiplying the meeting length by 1.5. This rate is established to compensate for travel time and preparation time incurred. For example, if a meeting’s duration is 3 hours in length, the teacher’s compensation will be (3hrs x 1.5) to equal 4.5 hours. Therefore, the teacher will receive 4.5 hours of pay, based on their hourly per diem rate.

5. There will be no additional reimbursement associated with travel or preparation time.

J. Benefits

1. Part-time teachers will have pro-rated salaries, duties, sick days, personal days, and preparation periods.

2. Part-time teachers will receive full service for seniority purposes.

Article VI

Professional Development

Each teacher is responsible for creating an Individual Professional Development Plan aligned with the School Committee’s goals and School Improvement Plan, and which meets with state licensing requirements.

A District Professional Development Committee will be formed to develop and implement a yearly Professional Development Plan. The committee will be comprised of at least two teachers from each school, chosen by the Association, and school administrators

A. Professional Leave

A teacher will be entitled to two (2) days of professional leave per school year to attend professional activities pertaining to his/her Individual Professional Development Plan and/or the district’s goals, subject to the approval of the Superintendent or Principal. Additional days may be granted at the discretion of the Superintendent or Principal.

B. Requests for credit hours for Professional Development courses, workshops, conferences and curriculum development work.

1. Requests to do professional development work will be submitted to the building principal and superintendent in a timely fashion on the form provided for this purpose.

2. Requests will be approved on the basis of how well they meet the goals of a teacher’s Professional Development Plan and the goals and objectives of the building and/or district.

3. Upon completion of the pre-approved Professional Development activity, teachers will submit an acceptable curriculum guide, grade sheet, transcript or professional development certificate to the principal and superintendent for credit toward lateral movement on the salary schedule.

4. The Committee, subject to funding, will annually establish budget line items for elementary and secondary Professional Development. Teachers participating in pre-approved professional development activities will be reimbursed for associated expenditures, such as, books, travel, registration and fees. When working on approved curriculum development teachers will be compensated at the rate of $30 per hour.

5. Teachers will be limited to a maximum of three (3) credit hours for curriculum development (writing) as part of any fifteen (15) credit total needed for column movement on the salary schedule.

C. In-Service Training

1. In-service training provides teachers with professional development points for recertification.

2. Professional development points will be awarded by hours. For Example: Should a teacher successfully complete a five-hour planned professional development activity, he/she will earn five (5) professional development points for recertification.

3. If an Association member is approved to conduct an in-service activity, he/she will receive: (1) twice the number of professional development points for recertification, but not lateral movement; and (2) a stipend of sixty dollars ($60.00) per hour, one hundred eighty dollars ($180.00) per half-day, or three hundred sixty dollars ($360.00) for a full-day workshop.

Article VII

Tutors

A. When the professional skills of teachers are required by the School Department for instructional services to pupils beyond the established student day, teachers will be paid at the tutor’s hourly rate. In all cases, required extended services must have prior written approval of the Superintendent.

B. Tutor’s hourly rate: $34.00

Article VIII

Vacancies

A. When any vacancy in a professional position, including an extracurricular or extra-duty position, occurs during the school year, it will be publicized by the Superintendent by means of a notice placed on the H.T.A. bulletin boards in both schools as far in advance of the appointment as possible. The notice will state qualifications, duties, and compensation.

B. During the months of July and August written notice of any vacancies will be mailed by the Superintendent’s office to the last known address of any Association member who has given prior written notice to the superintendent of his/her wish to be notified.

C. No vacancy will be filled, except on a temporary basis, within five (5) school days during the school year or within ten (10) calendar days during summer vacation, from the date the notice is posted in the school or provided to the Association members. Whenever any vacancy or new position occurs during summer months, the Superintendent shall notify all teachers who had previously given written notice of interest in such position(s), and shall also notify the Association President(s) or his/her designee. The Committee and the Association agree this timeline provides adequate opportunity for interested Association members to make application.

D. The Committee/Administration agrees in making its selection it will give due weight to the professional background and attainments of the applicant, the teaching certificates held, the length of time in the school system, and other relevant factors.

E. Each available position will be filled by the best available candidate. When comparing candidates’ qualifications, if a present staff member is equal to the best outside applicant, additional consideration will be given to the present staff member.

F. Appointments will be made without regard to race, creed, color, religion, nationality, gender, age, marital status, sexual orientation, or handicap in accordance with Massachusetts State and Federal Laws.

G. Should an employee desire a voluntary transfer to another position within the schools, he/she will notify the Superintendent or Principal in writing prior to the school year in which he/she desires to be transferred.

H. Said transfer requests will be acknowledged in writing within ten (10) days of request. Should a vacancy occur, teachers requesting a voluntary transfer will be considered in accordance with Article VIII.

I. Vacancies created by the transfer under this provision will be filled at the Principal’s discretion with the Superintendent’s approval in accordance with Article VIII.

Article IX

Teacher Evaluation

A. The teacher evaluation process has been established in accordance with M. G. L. chapter 69, §1B and chapter 71, §38.

B. The teacher evaluation process will follow the district’s handbook, “Licensed Employee Evaluation Process,” June 2003 revised edition.

C. Should the Association or Committee determine handbook changes are needed, a sub- committee comprised of an equal number of representatives from the Association and the Committee will be formed to complete the revision process. The Association and the Committee will choose their own representatives.

Article X

Discipline or Dismissal

A. No Teacher will be disciplined, reprimanded, reduced in rank, or denied professional advantage without just cause. No Teacher with professional status will be dismissed without just cause. The provisions of M.G.L. c. 71, 42 will be followed regarding dismissal of teachers without professional status.

Article XI

Personnel Files

A. A teacher has the right upon request to inspect his/her personnel files and folders and make copies of such contents as concern their work or themselves. Both employer and employee have the right to have a witness in attendance at the appointed time of inspection.

B. No material derogatory to an employee’s conduct, service, character, or personality will be placed in a personnel file until the employee has had an opportunity to review such material. The employee will receive a copy of said material. The employee will acknowledge he/she has been given an opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that said signature in no way indicates agreement with the contents thereof.

C. The employee will have the right to submit a written response to said material and his/her response will be attached to the file copy.

D. The administration will remove, upon request of the teacher, all derogatory material from the teacher’s personnel file after a three (3) year period provided similar materials have not been added during the stated time frame.

E. If derogatory materials are removed from an employee’s personnel file, the Association acknowledges the Committee’s legal responsibility to retain said records pursuant to Massachusetts General Law.

Article XII

Teacher Facilities

A. Each school will have the following facilities:

1. A faculty lounge

2. A teacher work area where supplies and equipment are easily accessible

3. Well-lighted, clean restrooms for teachers

4. A telephone located in an area to ensure privacy (Personal long distance calls may be made at the teacher’s expense.)

5. Adequate teacher parking spaces.

B. Each classroom will have the following facilities:

1. A serviceable teacher desk and chair

2. A locked compartment for storage of personal items

3. A communication system connected with the main office

4. Adequate storage space for instructional materials and supplies

Article XIII

Paid Leaves of Absence

A. Bereavement

1. In the event of a death of a member of the immediate family, a teacher will be entitled to five (5) school days with pay for bereavement. Immediate family includes husband, wife, domestic partner, child, mother, father, father-in-law, mother-in law, brother, sister, grandfather, grandmother, and/or grandchild of the employee.

2. In the event of a death of a member of the extended family, person who is a step-relative, or member of the teacher’s household, a teacher will be entitled to three (3) school days with pay for bereavement at the discretion of the Superintendent.

B. Family Care Leave

1. A teacher may apply for family care leave to be deducted from the teacher’s accumulated sick leave up to a total of fifteen (15) days per school year. To apply, the teacher must put his/her request in writing to the Superintendent indicating the reason and number of days needed. At the time of application, the teacher is required to submit a physician’s certification that the family member, as defined below, has a serious injury or illness as defined under the F.M.L.A. of 1993. For purposes of this subsection only, family member shall be defined as spouse, domestic partner, parent, child, step-child, and foster child; and shall also include the following categories only if the individual resides in the teacher’s household: grandparent, grandchild, sister, brother, mother-in-law, and father-in-law. The Superintendent may require the teacher to submit a physician’s certification of the family member’s serious injury or illness in accordance with the F.M.L.A. of 1993 during the course of the leave.

C. Legal Leave

1. A teacher serving on Jury Duty on a work day, or reporting to the court for jury service as required by said court for any portion of a work day, will receive his/her regular rate of pay for each day served minus the amount of jury pay received from the court. Jury Duty will not interrupt the normal pay of a teacher. However, the teacher must reimburse the jury pay to the Committee.

2. Teachers will not suffer any loss of pay, sick or personal days for subpoenaed court appearances.

D. Military Leave

1. Paid military leave will be granted according to the provisions of M. G. L. chapter 33, §59.

E. Personal Leave

1. A teacher will be entitled to two (2) personal days with pay per year which will be deducted from the teacher’s annual sick leave.

2. Except in an emergency, a teacher will notify the Superintendent at least forty-eight (48) hours in advance of taking said leave.

3. If the Superintendent determines an emergency situation exists and it is necessary for the safe and proper operation of the school he/she may refuse the request for personal days.

4. Personal days may be utilized the day before or after a holiday or a vacation. The number of teachers granted personal days on these occasions shall not exceed three (3) from Smith Academy, and three (3) from Hatfield Elementary School.

5. Personal days will not be taken on a scheduled professional development day unless approved by the Superintendent.

6. Upon request the Superintendent has the discretion to grant a third personal day which will be deducted from the teacher’s annual sick leave. The denial of the Superintendent of any such request will not be the subject of the grievance procedure or the subject of arbitration.

F. Sick Leave

1. Teachers are entitled to fifteen (15) sick leave days each year provided they are under contract for that year.

2. First year teachers in the Hatfield School system will earn sick leave at the rate of one and one half (1 ½) days per month beginning September 1^st and ending June 30^th. First year teachers will be paid for sick leave only to the extent of their accumulation. However, a teacher who is not paid for such time at the end of his/her illness will be paid for such time at the end of the school year providing the sick leave has been earned.

3. Sick leave time may be accumulated to two hundred (200) days.

4. The Superintendent may require a teacher to submit a certificate of personal illness certified by a physician for absences over five (5) consecutive days.

5. In the event a teacher does not use any sick days during the course of the school year, the teacher will be entitled to an additional one (1) personal day the following school year.

Article XIV

Unpaid Leaves of Absence

A. All benefits a teacher was entitled to at the time his/her unpaid leave commenced, including sick leave and place on the salary schedule, will be restored to him/her upon his/her return.

B. Said teacher will be assigned to the same position he/she held at the time said leave commenced, if available. If the same position is not available, he/she will be assigned an equivalent position.

C. All requests for extensions and renewals of unpaid leaves must be applied for in writing to the Superintendent. The Superintendent will approve or deny an unpaid leave in writing.

D. The School Committee, at its discretion, may add other leaves without pay, including leaves for the purpose of higher education.

E. Family Care Unpaid Leave

An unpaid leave of absence of up to six months may be granted for the purpose of caring for a sick member of the teacher’s immediate family. Immediate family is defined as husband, wife, domestic partner, child, father, mother, father-in-law, mother-in-law, sister, brother, grandfather, grandmother, and/or grandchild. Intent to return to work will be made in writing within thirty (30) calendar days of the teacher’s intended return.

F. Family and Medical Leave Act of 1993

Notwithstanding anything to the contrary in the agreement, the Committee offers the benefits provided by the Family and Medical Leave Act of 1993. Eligible teachers may receive up to twelve workweeks of unpaid leave during a twelve-month period at the time of the birth or adoption of a child or at the time of serious health condition affecting the employee or a family member. With certain exceptions, teachers employed for at least twelve months who have worked at least 1,250 hours during the twelve months immediately preceding the commencement of the leave are eligible, provided, in most cases, that thirty days advance notification is given. Teachers desirous of obtaining such leave should contact the Superintendent and/or the Association for further information regarding rights and restrictions under this law.

G. One Year Unpaid Leave

An unpaid leave of absence of up to one year may be granted by the Superintendent to a Teacher who has been continuously employed in the Hatfield School system for three years. Request for leave will be made in writing to the Superintendent of Schools. The Teacher must notify the Superintendent by February 1^st of his/her intention to return the next year.

Article XV

Sick Leave Bank

The Hatfield Teachers’ Association and the Hatfield School Committee agree to create and operate a Sick Leave Bank. The Association agrees to hold the Hatfield School Committee harmless for any action or inaction in the establishment or administration of the Sick Leave Bank and further agrees to indemnify the Committee for all damages and costs, including legal fees incurred by the Sick Leave Bank Committee in connection with any civil action or administrative proceeding involving the Sick Leave Bank. It is understood the only obligation of the Committee is to pay out sick leave to teachers from the Sick Leave Bank as directed by the Sick Leave Bank Committee.

A. Participation

1. Participation by members of the Unit represented by this Agreement shall be mandatory. Said days are to be “deposited” in the Bank.

2. New members of the bargaining unit shall be assessed one (1) day of their annual and/or accumulated sick leave as of the date they enter the Unit. Said days are to be “deposited” in the Bank.

3. Unused days in the Bank shall carry over from year to year. Should the number of days in the Bank reach the level of one hundred (100) days or less, each teacher in the bargaining unit shall be assessed one (1) day of his or her annual and/or accumulated sick leave as of the first day of the next calendar month. Said days are to be “deposited” in the Bank.

4. In the event a teacher has no annual and/or accumulated sick leave at the time of said assessment, that teacher shall be assessed the amount of days owed to the Bank the following September 1.

B. Sick Leave Bank Committee

1. A Sick Leave Bank Committee will be created on or before September 30^th of each school year. It will consist of two (2) teachers selected by the Association and two (2) School Committee members or designees thereof. The Chair of the Sick Leave Bank Committee will be chosen within and by the Sick Leave Bank Committee members.

2. The Sick Leave Bank Committee will assess the need of each applicant and may grant sick leave to teachers suffering from prolonged and/or catastrophic illness. Sick leave will only be granted by a majority vote of the Sick Leave Bank Committee.

3. The Sick Leave Bank Committee will make every reasonable effort to make a decision within ten (10) school days following receipt of the application.

4. The Sick leave Bank Committee will notify the applicant of its decision and, in the case of a rejection of the application, will inform the applicant of the reason for its decision.

5. Any member whose application is rejected may reapply if the member has additional information.

6. The Sick Leave Bank Committee’s decision on all applications and other matters within its jurisdiction shall be final.

7. The Sick Leave Bank Committee will issue a report to the School Committee and the Association concerning the number of days donated and the balance of days remaining in the Sick Leave Bank prior to June 15th of each school year.

C. Granting of Benefits

1. A member of the Unit who exhausts his/her individual sick leave benefits may apply for benefits from the Sick Leave Bank.

2. Such benefits are intended for prolonged and/or catastrophic illness for the individual.

3. To apply, the member must put his/her request in writing to the Sick Leave Bank Committee, c/o the Chair of the Sick Leave Bank Committee, indicating the reason and the number of days needed. The request should be made prior to the exhaustion of the member’s annual and/or accumulated sick leave.

4. The member is required to submit medical documentation and/or any other information the Sick Leave Bank Committee may deem necessary, before the application is considered by Sick Leave Bank Committee.

5. Each member is eligible to receive days of sick leave from the Bank each school year in accordance to his/her completed years of service to the Hatfield School District, and upon approval by the Sick Leave Bank Committee, as follows:

Years of Service Maximum Days Allowed

0-1 15

2-3 25

4-5 35

6+ 50

6. One additional granting of days during that same school year may be approved by the Sick Leave Bank Committee, as follows:

Years of Service Maximum Days Allowed

0-1 15

2-3 25

4-5 35

6+ 50

Article XVI

Substitute Teachers

A. Every effort will be made to provide substitute teachers for all areas of instruction, including specialists.

B. In cases where a regular substitute teacher is not available and a regular teacher serves as a substitute during his/her non-teaching time, said teacher will be paid a stipend for each period.

The stipend is as follows: $28.00

C. The principal or designee of the school will make substitute teaching assignments. Teachers will be limited to one period per day.

Article XVII

Student Teachers

A. The Committee agrees acceptance of a student teacher by a full time faculty member will be on a voluntary basis.

Article XVIII

Personal Injury Benefits

A. Whenever a teacher is absent from school as a result of an illness for which Worker’s Compensation is awarded, the teacher will be paid a regular salary, less the amount received under Worker’s Compensation insurance for the period of such absence and such absence will be charged to accumulated sick leave to the extent that sick leave is required to pay the difference between the compensation award and the teacher’s regular rate of pay.

B. Teachers will be reimbursed for any clothing damaged in an assault or accident occurring in the course and scope of his/her employment, except where the teacher’s clothing is damaged because of his/her failure to wear appropriate protective clothing when usually expected. Example: Acid burns in the laboratory when rubber apron is not worn.

Article XIX

Indemnification

A. If criminal or civil proceedings are brought against a teacher alleging that he/she committed a wrong in connection with his/her employment, the Committee will indemnify the teacher in accordance with M. G. L. Chapter 258.

Article XX

Criminal Offender Record Information (CORI) Checks

The following applies to criminal record information (CORI) checks pursuant to Chapter 385 of the Acts of 2002:

1. CORI checks will be conducted once every three (3) years for employees, or more often with reasonable cause.

2. A copy of the CORI report will be available to the employee. If the CORI report shows any activity, a copy will be sent to the employee.

3. All CORI reports will be maintained in the Superintendent’s office in separate confidential files.

4. The Superintendent or other administrator in his/her central office designated by the Superintendent and cleared by the Criminal History Systems Board will be the only persons authorized to request and review CORI checks.

5. Any disciplinary action taken as a result of CORI checks will be in accordance with the Agreement and/or the law.

Article XXI

Prohibition Against Strikes

A. The Association agrees to adhere to the dictates of M. G. L. Chapter 150E. Sec. 9A.

B. The Association will not induce, encourage, condone, or engage in a strike, work stoppage, slowdown, or withholding of services.

Article XXII

Reduction in Force

In the event it becomes necessary to terminate or reduce the hours of an employee due to economic cause, declining enrollment or reorganization, the following procedure will apply:

A. Conditions

1. This provision shall apply only to teachers with professional teacher status who are full and regular part-time employees and shall only apply when no hearing is mandated under M.G.L., c.71, s. 40-45.

2. No teacher with professional status will be laid off or reduced in hours if there is a teacher without professional status for whose position the covered teacher is currently certified under Massachusetts General Laws, chapter 71, Section 42.

3. The Administration will determine which subject, grade level, position or areas will be affected.

4. The Administration will determine the number of hours a teacher would work pursuant to this Article.

B. Procedure

1. When staff reductions are necessary the Administration will consider the length of service, ability, and qualifications, not necessarily in that order. When all factors that constitute ability and qualifications are relatively equal, length of continuous service will prevail.

2. For the purpose of this Article, length of service will mean the actual service in days, months, and years from the most recent date of continuous hire. Any time or approved leave of any kind will be counted in length of service.

3. A teacher will provide a copy of his/her certification(s) to the Superintendent by July 1^st of each year.

C. Employee Response

1. A teacher whose position is reduced or eliminated may transfer into an open position for which he/she is certified and qualified at the time of actual separation.

2. If an open position is not available, a teacher may replace another teacher with lower seniority in the Hatfield School system for which he/she is certified and qualified. To exercise this option, the employee must have more seniority as defined herein than the teacher replaced. A teacher claiming a position according to the provisions of this paragraph must notify the Superintendent of his/her intention to do so, in writing within thirty (30) calendar days after the date or postmark of his/her termination notice.

D. Notification

A teacher whose services will be terminated/reduced at the end of the school year will be notified not later than June 15^th and whenever possible prior to April 15^th.

E. Scheduling

1. Reasonable effort will be made to provide scheduling continuity for teachers with reduced hours; however, the final determination regarding schedules will be made by the Administration. Teachers with reduced hours may have a partial schedule every day or a full schedule on certain days.

2. At the secondary level: one teaching period will constitute twenty-percent (20%), two teaching periods will constitute forty-percent (40%), three teaching periods will constitute sixty-percent (60%), four teaching periods will constitute eighty-percent (80%), five teaching periods will constitute one hundred-percent (100%), as long as teacher assignments continue to be the five periods per day. If the regular number of assignments are changed, the pro-ration contained in this section will be adjusted accordingly.

3. At the elementary level, teacher’s hours will be based on a percentage of the total length of the school day to the nearest one-tenth exclusive of the duty-free lunch.

F. Recall

1. A teacher reduced/laid off in accordance with this provision will have recall rights for two (2) years. Such years will commence with his/her actual date of separation, which will be August 1^st of the year of separation. Should an open position occur during the recall, a teacher who has recall rights and is certified for the position will be notified by certified letter, return receipt requested, sent to the last address on file with the Superintendent.

2. A teacher who fails to notify the Superintendent within fifteen (15) working days of the date of the letter received will forfeit all recall rights. If there is more than one teacher who has recall rights, the position will be offered to the most senior and qualified teacher on lay-off and then in descending order of seniority.

3. If employees are of equal seniority, the employee with the higher degree status or courses beyond the degree status, within a teacher’s certification, will be considered the most senior teacher for the purposes of recall rights.

4. Upon re-employment a teacher will be restored to all benefits he/she would have had at the time of his/her effective date of separation.

5. A teacher on recall may continue group health and life insurance coverage during the recall period as provided by the Committee to members of the bargaining unit by reimbursing the Town Treasurer for full premium cost. Refusal to return to employment upon recall will terminate this option.

Article XXIII

Insurance

A. For each employee the Committee will pay fifty percent (50%) of the premium on:

1. Life Insurance - $5,000.00 (or Town rate) renewable term insurance

2. Accidental death and dismemberment - $5,000.00 (or Town Rate)

B. For each employee the Committee will pay fifty percent (50%) of the cost of any medical insurance plan offered by the Town.

Article XXIV

Deductions

A. The Committee will provide authorized payroll deductions on behalf of

Teachers for any and all of the following purposes:

1. Association dues: Hatfield Teachers’ Association

Massachusetts Teachers’ Association

National Education Association

2. Premiums for the Town of Hatfield’s Employees’ Group Insurance

3. Premiums under any annuity contract purchased by a teacher

B. Requests for deductions must be made prior to September first of any year. Deductions will commence in the first pay period of September of that same year, if possible. If not possible, deductions will commence during the second pay period.

Article XXV

Pay Checks

A. Payroll checks/direct deposit receipts will be distributed in individual envelopes.

B. During the school year, teachers have the option to receive payroll checks/direct deposit receipts from the Administrative Assistant or the U. S. Postal Service.

C. Payroll checks/direct deposit receipts will be distributed the day they are received from the Hatfield Treasurer’s Office. If a Teacher is not available, arrangements may be made with the

Administrative Assistant.

D. During the summer months payroll checks/direct deposit receipts will be mailed unless other arrangements are made with the Administrative Assistant.

E. No payroll check/direct deposit receipt will be held past the distribution day unless previous arrangements have been made with the Administrative Assistant.

F. Teacher’s pay will be available on 26 week cycle.

Article XXVI

Travel Allowance

A teacher who is required to use an automobile in his/her work will be compensated at the Town rate for such travel.

Article XXVII

Hatfield Teachers’ Association -- Rights, Responsibilities, and Privileges

A. Neither the Association nor the Committee will discriminate against any teacher on the basis of race, creed, color, religion, political activity, age, nationality, gender, sexual orientation, marital status, handicap, membership or non-membership in its activities in accordance with Massachusetts State and Federal Law.

B. The Committee will take no reprisals against any teacher by reason of his/her membership in, or legal activities for the Association.

C. The Committee will take no reprisals against any person eligible for membership in the Association.

D. The Association will not conduct any of its business at time which interferes with the performance of professional duties.

E. The Association will not conduct any Committee-Association activities on school time. If conciliation and arbitration proceedings are scheduled when school is in session, the

Committee will allow reasonable time for travel.

F. The Committee will provide a bulletin board in the faculty room of each building for the exclusive display of Association materials.

G. The Association may use school buildings at reasonable times without cost provided such use does not require additional expense. Arrangements will be made with the building principal.

H. The Association will furnish the Superintendent with a list of its current officers.

I. Copies of the Committee agenda and copies of minutes will be made available to the Association as soon as they are available in the Superintendent’s Office.

J. Copies of this agreement will be made. The cost of the copies will be shared equally.

Article XXVIII

Saving Clause

A. In the event any provision of this agreement is or shall be contrary to the laws of the Commonwealth of Massachusetts or the Constitution of the United States, all other provisions of this agreement will continue in effect. In the event any provision is held invalid, the parties affected thereby enter into the immediate collective bargaining negotiations upon the request of either party for the purpose of arriving at a mutually satisfactory replacement for such Article or Section during the period of the invalidity.

B. This agreement constitutes Committee policy in respect to Teachers’ wages, hours, and other conditions of employment and the Committee will carry out the directives contained herein.

Article XXIX

Retirement

A. Teachers who retired with at least fifteen (15) years of service to the Hatfield School Department will be compensated for the total value (at a per diem rate) of ten percent of unused sick leave up to a maximum of two hundred days and a total dollar amount of $5,400.00, provided the Superintendent of Schools receive the teacher’s Notice of Intent to Retire, in writing, prior to February 1^stof the school year preceding the year of retirement. For example, for a retirement date of July 1, 2008 notice must be given no later than February 1, 2007.

B. If the notice provided for above is not received, payment will be delayed from the fiscal year of retirement to the next fiscal year for which the School Committee can budget said payment.

The foregoing agreement was reached by the undersigned and submitted for signatures.

In witness thereof, the parties set their hands and seal this day of , 2010.

FOR THE ASSOCIATION: FOR THE SCHOOL COMMITTEE:

__________________________ ______________________________

__________________________ FOR THE TOWN OF HATFIELD:

______________________________

Appendix A

Salary Schedules

General

A. The placement of each teacher on a specific column and step of the salary schedule is based on the teacher’s original placement when hired.

B. All teachers will be allowed to advance one vertical step each year for experience.

C. Graduate credits referenced in this document are “semester” credits. Should a teacher bring in “quarter” credits, the conversion is three quarter credits for two semester credits.

D. Teachers who intend to move laterally on the salary schedule must provide the Superintendent with written notice by February 1^st of the school year preceding the movement. Verification of completed coursework for said lateral movement must be provided to the district office no later than August 31^st of the year in which the movement is to take place.

E. When considering lateral placement and college credit, it is assumed that teachers will take graduate level coursework. Teachers must obtain prior approval from the Superintendent to use undergraduate coursework for lateral movement on the pay scale.

2007-2010 Salary Schedules

A. Six salary columns are identified for these schedules:

B M

M+15 M+30

M+45 CAGS/DOC

B. Any teacher who has previously moved to the discontinued B+45 column, without having earned a Master’s degree, is grandfathered on this column (i.e. MA).

C. Longevity. Any teacher who has served in the district for fifteen (15) years will receive a longevity increase of $400, which is to be added to their salary. When a teacher has served in the district for 25 years, the longevity salary increase will change from $400 to $600, and similarly be added to their salary.

			2010 - 2013 Salary Schedule

STEP	BA	BA+15	MA	MA+15	MA+30	MA+45	CAGS/DOC
1	$34,709.00		$39,335.00	$41,302.00	$43,367.00	$45,536.00	$48,267.00
2	$35,709.00		$40,515.00	$42,542.00	$44,667.00	$46,901.00	$49,716.00
3	$35,709.00		$41,731.00	$43,818.00	$46,008.00	$48,308.00	$51,206.00
4	$39,020.00		$42,982.00	$45,132.00	$47,389.00	$49,758.00	$52,742.00
5	$39,020.00		$44,272.00	$46,486.00	$48,809.00	$51,250.00	$54,325.00
6	$39,020.00		$45,600.00	$47,881.00	$50,274.00	$52,788.00	$55,955.00
7	6A $39,410.00		$46,968.00	$49,317.00	$51,782.00	$54,372.00	$57,634.00
8	6B $39,804.00		$48,378.00	$50,796.00	$53,336.00	$56,002.00	$59,362.00
9	6C $40,600.00		$49,828.00	$52,320.00	$54,936.00	$57,683.00	$61,142.00
10			$51,323.00	$53,889.00	$56,583.00	$59,413.00	$62,978.00
11			$52,862.00	$55,506.00	$58,282.00	$61,196.00	$64,867.00
12			$54,449.00	$57,171.00	$60,030.00	$63,031.00	$66,814.00
			12A $54,993.00	$57,743.00	$60,630.00	$63,661.00	$67,482.00
			12B $55,543.00	$58,320.00	$ 61, 237.00	$64,298.00	$68,157.00
			12C $56,654.00	$59,487.00	$62,461.00	$65,584.00	$69,520.00
Super Max @ 15 yrs.	$47,989.00	$50,388.00	$56,083.00	$58,886.00	$61,831.00	$64,922.00	$68,818.00
Super Max A	$48,469.00	$50,892.00	$56,644.00	$59,475.00	$62,449.00	$65,571.00	$69,506.00
Super Max B	$48,954.00	$51,401.00	$57,210.00	$60,070.00	$63,074.00	$66,227.00	$70,201.00
Super Max C	$49,933.00	$52,429.00	$58,354.00	$61,271.00	$64,335.00	$67,551.00	$71,605.00

Note: Only those teachers who did not receive a step, including SuperMax, are eligible to move to steps 6A-C, 12A-C, or SuperMax A-C. For Example, if a teacher moved from MA Step 12 to MA SuperMax in 2010-2011, the teacher would receive $56,083 in 2010-2011, $56,644 in 2011-2012, and $57,210 in 2012-2013. If a teacher was on MA SuperMax in 2009-2010, the teacher would receive $56,644 in 2010-2011, $57,210 in 2011-2012 and $58,354 in 2012-2013. Effective at the end of the work day on August 31, 2013, BA step 6C shall replace step 6, 12C shall replace steps 12, and SuperMax C shall replace SuperMax. BA+15 and BA+30 SuperMax steps would stay in effect until all teachers who are at that step or who will eventually qualify for that step are no longer teaching in the district. The only teachers who can qualify for those steps are those who are already there or those who do not have to earn their Masters degrees. At this point (2010-2011) there are 2 teachers who are in that group.

NURSES SALARY SCHEDULE

	2010-2013
STEP	BA
1	$35,709
2	$35,709
3	$35,709
4	$36,779
5	$37,882
6	$39,020
7	$40,189
8	$41,396
9	$42,638
10	$43,917
11	$45,234
12	$46,591
12A 12B 12C	$47,057 $47,528 $48,478
Super Max 15 Super Max A Super Max B Super Max C	$47,989 $48,469 $48,954 $49,933

Note: Any nurse with a Master’s degree or beyond will be placed on the regular teacher’s salary schedule as appropriate.

Appendix B: Extra-Curricular Activities

		2010 - 2011			2011 - 2012			2012 -2013
		1% increase			1% increase			1% increase
Sport	Step 1	Step 2	Step 3	Step 1	Step 2	Step 3	Step 1	Step 2	Step 3
	1-3 years	4-6 years	7-9 years	1-3 years	4-6 years	7-9 years	1-3 years	4-6 years	7-9 years
Varsity
Basketball	$4,068	$4,149	$4,274	$4,109	$4,191	$4,317	$4,150	$4,233	$4,360
Field Hockey	$2,770	$2,825	$2,910	$2,798	$2,853	$2,939	$2,826	$2,882	$2,968
Soccer	$2,770	$2,825	$2,910	$2,798	$2,853	$2,939	$2,826	$2,882	$2,968
Baseball	$2,770	$2,825	$2,910	$2,798	$2,853	$2,939	$2,826	$2,882	$2,968
Softball	$2,770	$2,825	$2,910	$2,798	$2,853	$2,939	$2,826	$2,882	$2,968
Golf	$2,770	$2,825	$2,910	$2,798	$2,853	$2,939	$2,826	$2,882	$2,968
Cheerleading	$1,930	$1,970	$2,028	$1,949	$1,989	$2,048	$1,969	$2,009	$2,069

JV
Basketball	$2,458	$2,507	$2,583	$2,483	$2,532	$2,608	$2,507	$2,557	$2,634
Field Hockey	$1,698	$1,732	$1,784	$1,715	$1,749	$1,802	$1,732	$1,767	$1,820
Soccer	$1,698	$1,732	$1,784	$1,715	$1,749	$1,802	$1,732	$1,767	$1,820
Baseball	$1,698	$1,732	$1,784	$1,715	$1,749	$1,802	$1,732	$1,767	$1,820
Softball	$1,698	$1,732	$1,784	$1,715	$1,749	$1,802	$1,732	$1,767	$1,820
Golf	$1,698	$1,732	$1,784	$1,715	$1,749	$1,802	$1,732	$1,767	$1,820
Cheerleading	$1,162	$1,185	$1,220	$1,173	$1,197	$1,232	$1,185	$1,209	$1,245






Middle School
Basketball	$1,698	$1,732	$1,784	$1,715	$1,749	$1,802	$1,732	$1,767	$1,820
Field Hockey	$1,382	$1,410	$1,451	$1,396	$1,424	$1,466	$1,409	$1,438	$1,480
Soccer	$1,382	$1,410	$1,451	$1,396	$1,424	$1,466	$1,409	$1,438	$1,480
Baseball	$1,382	$1,410	$1,451	$1,396	$1,424	$1,466	$1,409	$1,438	$1,480
Softball	$1,382	$1,410	$1,451	$1,396	$1,424	$1,466	$1,409	$1,438	$1,480
Golf	$1,382	$1,410	$1,451	$1,396	$1,424	$1,466	$1,409	$1,438	$1,480
Cheerleading	$1,162	$1,185	$1,220	$1,173	$1,197	$1,232	$1,185	$1,209	$1,245
Game Site Supervisor	Game Official Fee	Game Official Fee	Game Official Fee	Game Official Fee	Game Official Fee	Game Official Fee	Game Official Fee	Game Official Fee	Game Official Fee
Basketball Timer	$1,107	$1,129	$1,163	$1,118	$1,140	$1,174	$1,129	$1,152	$1,186
Events Manager	$1,365	$1,392	$1,434	$1,378	$1,406	$1,449	$1,392	$1,420	$1,463

For purposes of Appendix B, continuous years of service in the same coaching position in the Hatfield Public Schools shall be used to determine step placement.

Those coaches presently receiving a longevity incentive for 5 consecutive years of service will continue to receive that benefit for as long as they coach that sport. These coaches are: Coach Webb – Field Hockey and Coach Keir – Golf.

Longevity incentive of $100.00 will be provided at ten (10) consecutive years of service in the same position and an additional $100.00 payment for every additional five (5) year increment.

Activities

1) Written performance expectations for activity advisors/directors will be provided by the Principal.

2) Appointment will be made annually following posting and receipt of applications for positions from interested parties.

3) On an annual basis after consultation with the Association, the Superintendent and/or the School Committee will make a determination regarding whether Activities will be included in the teacher schedule in the upcoming school year. If the Superintendent and/or the School Committee determine to include Activities in the teacher schedule, the Principal will determine, in consultation with activity advisors/directors and the Superintendent, the specific activities that will be offered each year, the category/level at which each activity will be offered, and the maximum number of students to be enrolled in that activity.

4) The Principal will meet with each activity advisor/director at least once per semester to review plans for activities. Students should be involved in the planning of activities.

5) Annual evaluation of advisors and the effectiveness of each club or activity will be conducted by the Principal.

6) Any teacher may be requested to accept or may request to be assigned one (1) or more of the following extra-curricular duties. No teacher shall be assigned such extra duties against his/her will.

The following salary differentials will be paid for extra-curricular duties indicated:

Extracurricular Activities Grid

2010 - 2013

Class Advisors	2010-2011	2011-2012	2012-2013
Grade 6	$441.00	$446.00	$450.00
Grade 7,8	$634.00	$641.00	$647.00
Grade 9, 10	$717.00	$724.00	$732.00
Grade 11	$883.00	$892.00	$901.00
Grade 12	$1,047.00	$1,058.00	$1,069.00
Trip Chaperones - overnight	$56 per day	$56 per day	$57 per day
Graduation Advisor	$275.00	$277.00	$280.00
Yearbook	$2,760.00	$2,788.00	$2,816.00
Sec Sub Coordinator	$3,017.00	$3,047.00	$3,078.00
Head Teacher	$2,519.00	$2,544.00	$2,570.00
Variety Show	$545.00	$551.00	$556.00
Band Director	$3,027.00	$3,057.00	$3,088.00
Student Government Day	$187.00	$189.00	$191.00
National Honor Society	$404.00	$408.00	$412.00
Chorus Director	$1,434.00	$1,448.00	$1,477.00
Athletic Director	$9,314.00	$7,222.00	$8,222.00
MAP Testing Coordinator	$650.00	$700.00	$750.00
Teacher Mentor	$580.00	$586.00	$591.00