Holyoke

Show detailed information about district and contract

DistrictHolyoke
Shared Contract District
Org Code1370000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2012
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyHampden
ESE RegionCommissioners Districts
UrbanUrban Supt Network
Kind of Communityurbanized centers
Number of Schools11
Enrollment5901
Percent Low Income Students74
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Hollyoke

AGREEMENT

between

THE HOLYOKE SCHOOL COMMITTEE

and

HOLYOKE TEACHERS ASSOCIATION

July 1, 2009 - June 30,2012

 

CONTRACT

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, THIS CONTRACT is made as of the ____________ day of ________, 2011 by and between the School Committee of the City of Holyoke (hereinafter sometimes referred to as the "Committee" or the "Employer") and the Holyoke Teachers Association/Massachusetts Teachers Association/ National Education Association (hereinafter referred to as the "Association").

PREAMBLE

Recognizing that our prime purpose is to provide education of the highest possible quality for the children of Holyoke, and that good morale within the teaching staff of the Holyoke Public Schools is essential to achievement of that purpose, we, the undersigned Parties to this Contract, declare that:

a.             Under the Law of Massachusetts, the Committee, elected by the citizens of Holyoke, has general charge of all public schools in Holyoke, and has been vested by law with broad and extensive powers to make final decisions concerning policies, progress, and personnel with the School System.

b.             The Superintendent of Schools of Holyoke (hereinafter referred to as the Superintendent), has responsibility for the care and supervision of all schools under the Committee's direction.

c.             The teaching staff of the public schools of Holyoke has responsibility for providing, in the classrooms of the schools, education of the highest possible quality.

d.             Fulfillment of these respective responsibilities can be facilitated and supported by consultations, free exchanges of views and information and collective bargaining between the Committee, the Superintendent, and the teaching staff, in the formulation and application of policies relating to wages, hours, and other conditions of employment for the teaching staff. And so, to give effect to these declarations, the following principles and procedures are hereby adopted:

ARTICLE I

RECOGNITION

1.            For the purpose of collective bargaining with respect to wages, hours, other conditions of employment, the negotiation of collective bargaining agreements, and any questions arising thereunder, the Committee recognizes the Association as the exclusive bargaining agent and representative of the teaching staff of the Holyoke Public Schools (hereinafter referred to as teachers) consisting of:

All full-time and regular part-time classroom teachers, teachers in federal projects, guidance counselors, department heads, librarians, teachers of special subjects, therapists, coaches, extra-curricular personnel, school psychologists, placement officer, teachers of driver education, teachers on the regular Holyoke staff teaching in the Holyoke Summer School, and teachers on regular Holyoke staff teaching in the Holyoke Evening School, excluding substitutes, Nursery/Day Care Personnel, Athletic Trainer, the Superintendent of Schools, the Assistant Superintendent of Schools, confidential and managerial employees, and all other School employees.

2.                   The above recognition clause shall, in no way, limit the rights granted to any teacher in the Holyoke Public Schools under the General Laws of the Commonwealth of Massachusetts.

3.                   Except as specifically abridged, delegated, granted or modified, by this Contract, or any supplement thereto, or by Chapter 150E of the General Laws of Massachusetts, all of the rights, powers, and authority held by the School Committee or their agents as designated by law, prior to the effective date of said Contract, and all rights and powers vested by law are retained by the School Committee and exercise of said rights, powers, and/or authority, shall not be subject to the grievance procedure and/or arbitration.

4.                   The Parties agree that the operation of the School Department of the City of Holyoke, the supervision of the employees and of their work are the rights of the Committee or their agents as designated by law alone. Accordingly, subject to the provisions of this Agreement, the making of reasonable rules to assure orderly and effective work; to determine the quantity and types of equipment to be used; to introduce new methods and facilities; the making of work schedules; the determination of what and where duties will be performed, and of employee competency; the hiring, transfer, promotion, demotion, layoff, recall, discipline or discharge of employees for just cause, without discrimination, are exclusive rights of the Committee or their agents. Consistent with Chapter 150E of the General Laws, the right to discuss terms and conditions of employment with employees and to inform them concerning employment matters remains exclusive rights of the Committee.

ARTICLE II

COMPENSATION AND OTHER CONDITIONS OF EMPLOYMENT

Subject to the provisions of this Contract, and except as otherwise provided by Appendix A, attached hereto, and made a part hereof, the wages, hours, and all other conditions of employment applicable on the effective date of this Contract, as established pursuant to the School Committee Rules and Regulations in force on the said date, to the employees covered by this Contract, shall continue to be so applicable during the life of this Contract. Nothing in this Contract which changes pre-existing School Committee Rules and Regulations shall operate retroactively. A copy of said School Committee Rules and Regulations and a copy of this Contract shall be placed in the principal's office of each building.

Section 1.

RULES GOVERNING THE TRANSFER AND ASSIGNMENT OF TEACHERS

1.                   A transfer is defined as a change from one (1) building to another or a change in the department to which the teacher is assigned. For teachers assigned to more than one (1) department, the department to which the teacher is assigned the majority of the time will control.

2.                   Teachers who wish to request a transfer shall apply, in writing, on a special form prepared for this purpose. Requests for transfers must be renewed annually and be filed with the Superintendent prior to April 1, in order to be considered for the next school year. However, should a position or positions become available after the April 1 filing date, a teacher may submit a written transfer request to that specific position(s). If a teacher requests to transfer out of a building to a position in a different school, a representative of the Administration and the Building Principal(s) shall meet with the teacher(s) and a representative of the Association to discuss the requested transfer and to make a recommendation to the Superintendent. The Superintendent shall determine whether the teacher can be transferred as requested. If the Superintendent determines that the teacher cannot be granted the transfer, the teacher shall be placed on a waiting list.

3.                   The District will post vacancies in full-time positions covered by this Agreement caused by resignation, death, retirement, promotion, transfer, reassignment or a newly created position for a period of at least seven (7) calendar days. The vacancy will also be listed on the District's website. Employees desiring to be considered for such vacancies may submit a written letter of interest. For vacancies occurring during the course of a school year, the District retains the right to fill the vacancy temporarily, permanently or not at all.

4.                   The parties recognize that the Administration may assign teachers and other staff covered by this Agreement to a particular position, department and/or school according to the operational needs of the School District and the educational needs of the students. The parties also recognize that the transfer and/or reassignment of teachers during the school year or at other times is sometimes necessary and/or desirable. In making such assignments, reassignments and/or transfers, the Administration shall select from a pool of teachers hired within the previous eight (8) years, who are certified in the subject area for the grade level at issue and who are highly qualified.

If the pool does not contain a minimum of three (3) certified and highly qualified teachers in subject matter for the grade level in question, then the Administration shall have the right to increase the number of years in the pool in increments of one (1) year, until at least three (3) individuals meet the criteria.

No grievances shall be filed concerning teachers selected from the pool for transfer.

5.             When it is necessary to involuntarily transfer a teacher to a different department or building for the ensuing school year, the District shall consider, at a minimum, the teacher's certification, experience, training, education and work record. The transfer will be made according to the Administration's determination of the needs of the District and its students. A teacher may make a written request for a meeting to discuss the reason(s) for such a transfer. If such a request is made, the Superintendent or his designee shall meet with the teacher. The teacher may request to have an Association representative present at the meeting. The reason(s) for the transfer shall be reduced to writing at the request of either the teacher or the Association.

Section II.

ELECTION OF SUPERVISORY STAFF

A.        RULES AND REGULATIONS

1.             Posting Vacancies:

It shall be the responsibility of the Superintendent to post in the schools, and elsewhere as directed, notices of vacancies in the supervisory staff. Notices shall include the listing of positions, qualifications, duties, and salaries, together with cut-off dates for the filing of applications. Vacancies shall be posted in all schools at least two (2) weeks prior to cut-off date for the filing of applications. Bulletin board space shall be reserved in each building for the sole purpose of posting such notices.

2.             Acting Administrative or Supervisory Positions:

The Superintendent or his/her designee may appoint an Acting Administrator or Supervisor in a temporary capacity. Such person, when appointed to the acting position, will receive additional salary and benefits. Such additional salary and benefits will continue for the duration of the temporary assignment and be based on the difference in the salary of the vacant position and the teacher's regular salary.

3.             Filling Temporary Administrative Positions on a Substitute Basis:

a.            The long-term substitute is a member of the faculty of the building in which a temporary administrative vacancy occurs, provided there is no assistant or vice-principal in the building.

b.             The long-term substitute is appointed by the Superintendent upon the recommendation of the Principal.

c.             The recommendation of the Principal will be based on: The qualifications of the long-term substitute.

The length and quality of his/her service in the school.

d.             Final selection will rest with the Superintendent. Section III.

REGULATIONS GOVERNING PROFESSIONAL STATUS OF STAFF

A.        PROFESSIONAL STATUS FOR TEACHERS

Service Beyond Professional Status:

1. Teachers who have completed three (3) successive school years as a certified teacher, teaching in an area of their certification shall be placed on professional status, provided they did not receive a notice of non-renewal or termination prior to the completion of the third (3rd ) successive year. If such a teacher is non-renewed and then is rehired to an area of their certification on or before October 1 of the calendar year in which they were non-renewed, they will be considered to have achieved professional status at the time of rehire.

Section IV.

GRIEVANCE OF PERSONNEL

A.            GRIEVANCE PROCEDURE

1.       The grievance procedure, as outlined in this Contract, is to be followed.

B.            COMPLAINT AGAINST A TEACHER

1.            A teacher will be notified in advance, in writing, of the purpose of a meeting with

an administrator in cases where disciplinary action is contemplated regarding that teacher. This notification shall include all details, including the name of the complainant, as well as notification of the teacher's right to have an available Association representative at any and all meetings/interviews concerning said incident.

Such information shall not be used by any teacher in a manner detrimental to the best interests of any pupil or in any manner that interferes with the School District's investigation of the matter.

The administrator may request that the teacher respond to the complaint in writing. When this option is exercised, the teacher will have four (4) school days or ten (10) calendar days, which ever is shorter, from the time the request is made to submit said response, detailing the teacher's response to each allegation.

Section V.

TEACHER ABSENCE FROM DUTY

A.            ABSENCE FROM DUTY

1.        General Regulation:

A staff member may be absent from school in case of personal illness or death in the immediate family, subject to the provisions of this Section.

a.            In all cases of absence the teacher shall first notify the principal or designee as soon as possible, but not less than sixty (60) minutes before the opening of the daily session.

b.            A reason for the absence must be given at the time of the notice.

B.            ABSENCE FOR THE CONVENIENCE OR WELFARE OF PERSONNEL

1.             Convenience:

The Superintendent may grant, with loss of pay, a necessary absence for the convenience of the teaching staff.

2.             Funeral of a Friend or Professional Colleague:

The Principal may permit, within reason, members of the teaching staff, to attend the funeral of a close family friend or professional colleague, without loss of pay, providing his/her class can be covered by another teacher at no expense to the School Department.

3.             Absence to Visit Schools:

The Superintendent may give permission to teachers to visit schools.

Requests of teachers to visit schools must be made to the Superintendent in writing. Such requests must be endorsed, in writing, by the school principal.

4.             Absence to Attend Conferences:

Subject to the approval of the Superintendent, time necessary for individual Association representatives to attend VITA and NEA conferences and conventions will be granted; provided, however, that the total amount of time taken by all such representatives shall not exceed a total of twenty (20) days. Such days will be charged against the individual representative's sick leave time.

C.            ABSENCE FOR TRAVEL

1.             In-State Travel:

Heads of Departments and teachers seeking to attend education conferences held in State, shall request approval of the School Committee through its secretary. Requests shall be in writing. When requests are filed for attendance at a conference to be held before the next regular meeting of the School Committee, permission may be obtained through the Superintendent, who will make the request of the Chairman of the School Committee or the Chairman of the Finance Committee. All such permissions must be reported back to the full Committee at its next regular meeting. All requests for travel by teachers or Department Heads must be endorsed by the School Principal. None may attend a conference in-state for which money was not budgeted. A written report must be submitted to the Committee by each person attending a conference.

2.             Out-of-State Travel:

Out-of-state travel shall be confined to school personnel in executive positions only—the Superintendent, Assistant Superintendent, Elementary Supervisor, Principals, Heads of Departments and Supervisors. Teachers may act as their representatives, subject to approval of the School Committee. Requests for all out-of-state travel should be made to the Superintendent, in writing, and in case of Heads of Departments or Special Supervisors, shall be endorsed by the Principal of the school. No one may attend a conference out-of-state for which money was not budgeted. A written report must be submitted to the Committee by each person attending a conference.

D.            TRAVEL ALLOWANCES

1.          Every teacher, who is required to travel in the performance of his/her duties, will be compensated at the prevailing city rate per mile.

2.             Outside the City Limits:

The prevailing City rate per mile.

3.        Travel Vouchers:

Requests for reimbursement of expenses shall be made within ten (10) days from termination of travel on forms prepared for this purpose. Payment of approved travel expenses shall be made within thirty (30) days of submission of the travel voucher.

E.             LEAVES

1.             Teachers on Professional Status:

A leave of absence may be granted for full time study or research at a college, university or other acceptable institution, to any teacher serving at discretion which would increase his/her professional ability, for a period not exceeding one (1) year, at partial pay not to exceed fifty percent (50%) of his/her salary which he/she would have received if he/she were actively teaching in the Holyoke School System during the period of his/her leave, provided that prior to the granting of such leave, he/she shall enter into a written contract with the Committee that upon termination of such leave, he/she will return to service in the Holyoke Public Schools for a period equal to twice the length of such leave, and that in default of completing such service, he/she will refund to the City, an amount equal to such proportion of salary received by him/her while on leave as the amount of service not actually rendered, as agreed bears to the whole amount of service to be rendered, except in cases of death or disability preventing the same. The salary referred to above is to be paid in the normal manner.

2.             Teachers Not on Professional Status:

A teacher not on professional status may be granted a leave of absence with loss of pay for one (1) year.

3.             Sick Leave:

Sick leave days are essentially a form of insurance protection for the teachers and are an inchoate right to compensation that does not vest in an employee until he/she has a bona fide sickness, preventing him/her from reporting for and performing his/her duties. Each teacher will earn sick leave at the rate of one and one-half (1 1/2) days per month of teaching to a limit of fifteen (15) days per year. However, all teachers in the employ of the School Committee on June 30, 1978, will continue to earn and accumulate sick leave at an annual rate of fifteen (15) days, as previously provided. Unused sick leave may accumulate to a total of not more than two-hundred and fifty (250) days. Whenever, in situations, a teacher is absent from school as a result of an injury caused by an assault arising out of and in the course of his/her employment, he/she shall be paid his/her full salary for the period of his/her absence, not to exceed one (1) full year and without having such absence charged to the annual sick leave or accumulated sick leave.   A teacher shall report to the Principal on the day of its occurrence, any injury sustained in confrontation with youth while the teacher is performing his/her duties. A Principal must report any such incident to the Superintendent of Schools on the day of its occurrence.

4.             Sick Leave Not Transferable:

Sick leave days shall be non-transferable.

5a.       Maternity Leave:

A maternity leave of absence of up to the end of the school year in which the leave commences, without pay, will be granted to a female teacher. During the first eight (8) weeks of such leave (or any amount of time on medically documented disability), the employee may use any accrued sick time in compliance with State and Federal Law. Application for such leave, accompanied by a physician's certificate, stating the expected date of delivery should be made at least thirty (30) days prior to the date of the commencement of the leave. The teacher shall make an irrevocable decision at that time as to whether she will return at the end of her Family Medical Leave for the birth of a child or extend the leave for what remains of the school year, on a form to be developed by the parties. The parties agree to follow the provisions of the Family Medical Leave Act with respect to such leaves.

5b.       Family Medical Leave Act:

An employee, who has worked for the Holyoke Public Schools for at least twelve (12) months and who has performed at least twelve hundred fifty (1250) hours of work during the year preceding the commencement of the leave, may be eligible for up to twelve (12) weeks of leave during a twelve (12) month period pursuant to the Family Medical Leave Act for the following purposes:

          Birth of the employee's child.

          Placement of a child with the employee for adoption or foster care.

          When the employee is needed to care for the employee's parent, spouse or child.

          When the employee has a serious health condition which renders the employee unable to perform the essential duties of the employee's job.

This leave shall be without pay except that employees must use all accrued personal time and all sick time, to the extent permissible under Section A of this Article, during the leave.

Employees shall submit all requests for leave on an approved form with accompanying medical documentation on an approved form as far in advance of the leave as possible and not less than thirty (30) days before the first day of leave requested when such leave is foreseeable.

The duration of the leave and the timing of the employee's return to employment shall be determined in accordance with the specific provisions of the FMLA concerning employees and the regulations enacted thereunder.

The twelve (12) month period for calculating leave will be a twelve (12) month rolling period computed backwards to the date leave is used.

The Employer shall continue to pay its portion of the employee's group health premium during the approved leave period unless the employee declines such coverage, fails to pay the employee's portion of the premium in a timely fashion, or notifies the employer that he/she will not return from leave.

Leave of absence and medical certification forms are available from the Superintendent or his/her designee or the building Principal.

6.             Funeral Leave:

In cases of death of near relatives, viz: spouse, father, mother, sister, brother, son or daughter, or for relatives residing in the same household, teachers shall be allowed absence of not more than five (5) calendar days in succession immediately following the day of the death, which shall not be charged against the annual and accumulated sick leave, and of three (3) calendar days in case of death of a father-in-law or mother-in-law, and of one (1) calendar day in cases of death of the following relatives whose place of residence is elsewhere than in the same household: brother-in-law, sister-in-law, son-in-law, daughter-in-law, uncle, aunt, nephew, niece, grandfather, grandmother, or grandchildren. Provided however, the Superintendent may at his/her discretion, grant additional bereavement days, but the granting of such additional days shall in no event cause the total number of days provided under this ARTICLE to exceed five (5) school days. The intent of this language is to provide bereavement leave for the teacher during the regular school year only, and is intended to be used only if the teacher would have worked and not been absent for any other reason.

7.             Personal Leave:

The Committee recognizes that situations may arise when a teacher must be absent. Therefore, each teacher shall be allowed not more than a total accumulation of three (3) days of his/her annual sick leave for the following reasons only: for absence due to the death of a close friend; for absence due to an emergency at home not involving the teacher himself/herself; for the absence due to personal business not transactable during non-school hours; for absence due to court appearances; for absence due to a school commencement of near relatives as defined in funeral leave; for absence on one's own wedding day; and for absence due to the marriage of near relatives as defined in funeral leave. Each request for personal leave under this Paragraph is subject to approval of the Superintendent upon recommendation of the Building Principal. All requests under this Section must first be submitted to the Building Principal. Effective upon the execution of this Agreement, if a teacher appropriately completes the District Form and checks the permissible reason for the personal leave request, the Principal shall not inquire further regarding the specific reason.

Unused personal leave shall accumulate as sick leave (not personal leave) to the limit indicated in Section V, Part E, Paragraph 3. The Committee recognizes that in some emergency situations, the teacher would be obligated to travel considerable distance to fulfill his/her obligation. Therefore, extended travel will be considered by the Superintendent in his/her approval of the number of personal days granted up to the stated limit of three (3) days. Effective upon the execution of this Agreement, each teacher shall provide as much advance notice of said leave as practicable to the Principal or Director. Subject to approval of the Superintendent as above outlined, not more than one (1) day will be allowed for a wedding.

Each teacher shall be allowed up to two (2) days per year, not to be deducted from sick leave, for religious holidays, provided that such absence is a requirement of one's religion. A teacher must submit notification at least ten (10) days prior to the use of a religious holiday.

Any teacher may use any of his/her available personal leave days for the observance of religious holidays after he/she has exhausted the two (2) religious holiday leave days already provided for in this Section for religious holidays, provided that such absence is a requirement of one's religion.

8.        Catastrophic Leave:

In cases of merit and the presence of extenuating circumstances, defined as serious and prolonged illness as evidenced by appropriate written medical certification, the Superintendent may grant additional catastrophic sick leave coverage after exhaustion of an individual's accumulated sick leave, in accordance with the following provisions:

a.             The grant or denial of extended benefits shall not be subject to the grievance arbitration provisions of this Agreement.

b.             In the event the teacher is absent from school on account of an illness or injury for which he or she is determined eligible for Workers Compensation benefits, the provisions of this section shall not apply.

c.             In the event that the Superintendent has reason to question the medical documentation  submitted by the teacher,  a second opinion may be requested, such examination to be conducted at the School Committee's expense. A teacher's refusal to submit to such examination shall constitute withdrawal of application for extended leave.

d.             Before applying for benefits from the bank, the teacher must have exhausted his/her own accrued sick leave and must be absent from work due to the catastrophic illness for a period of at least forty (40) consecutive working days.

e.             In order to be eligible for this catastrophic leave benefit the teacher must hold professional status and be employed five (5) years within the School District.

f.             The number of additional days granted the teacher will not exceed the number of days accumulated at the start of the illness, but in no event will exceed ninety (90) working days.

g.             The total number of days available for all bargaining unit members shall not exceed three hundred and sixty (360) days in any school year.

h.             Catastrophic leave will not be considered for elective surgery, which could

be scheduled during a summer vacation period.

9.             Special Leaves:

Special leaves not covered by the above policies must be requested of and approved by the Superintendent. Requests shall be made in writing and submitted to the Superintendent.

10.          Unauthorized Absence for Travel or Vacation:

Teachers who take time off during the school year for travel or vacation shall be subject to disciplinary action by the Superintendent.

11.          Resignations and Retirements:

Teachers planning to retire or resign from the Holyoke School System shall give not less than a thirty (30) day notice of their intentions so that an adequate replacement may be obtained.

12.          Notice of Intent:

All teachers on any leave provided under this Agreement will, prior to April 1, notify the School Committee in writing, of their employment intentions for the next school year.

F.             ADDITIONAL FRINGE BENEFITS

1.            All members of the professional staff shall have the advantage of participating in such special fringe benefits as are approved by the School Committee.

a.             The City of Holyoke maintains a contributory group insurance plan in accordance with Chapter 32B as amended of the General Laws, which plan shall continue its coverage for eligible employees covered by this Agreement to the extent such plan is maintained by the City of Holyoke.

b.             Accident Policy:

1.                   All bargaining unit members will be covered by the provisions of M.G.L. c. 152. Payment of the differential, if any, between the unit member's regular salary and the amount of the Workers Compensation award will be at the option of the unit member and such differential, if paid, will be deducted from sick leave.

2.                   In the event of personal injury or property loss through accident or assault while executing assigned duties, the Committee will reimburse the teacher for:

Clothing, glasses, contact lenses, dentures, hearing aids, watches, jewelry, as are commonly worn, which are damaged at the time of the injury as defined above and worn by the defined teacher normally in the course of executing assigned duties. The reimbursement shall be less the total amount of any insurance reimbursement. The cost of medical, surgical, and hospital service, less the total amount of all insurance reimbursement received by the teacher as a result of the personal injury as defined in this Article.

c.             Group Health Accident Insurance:

In addition to the above fringe benefits, health-accident insurance is available to a regular teacher through the Holyoke Teachers Association.

d.             Tax-Sheltered Annuity Plan:

The Teachers Association has adopted the Tax-Sheltered Annuity Plan. A teacher is free to purchase such insurance through payroll deduction from a company of his/her own choosing.

e.             Dues Deduction/Agency Service Fee:

On the effective date of this Contract the Committee agrees to deduct from the salaries of teachers, dues for Holyoke Teachers Association, MTA, NEA, as said teachers individually and voluntarily authorize the Committee to deduct. The authorization from the teachers shall be in writing on an appropriate form, which may be withdrawn by giving at least sixty (60) days notice in writing of such withdrawal to the School Committee. The City Treasurer shall deduct the said dues and transmit such sums so deducted to the Treasurer of the Association in accordance with the requirement of Chapter 180, Section 17C of the General Laws.

It is specifically understood and agreed that the City of Holyoke, the Holyoke School Committee, its Officers and Agents, shall be saved harmless for such deductions under Section A above. For the purposes of this Article, the term 'harmless' is defined as any monies, once transmitted by the City of Holyoke, the Holyoke School Committee and its Officers and Agents to the Holyoke Teachers Association MTA/NEA; the City of Holyoke, the Holyoke School Committee and its Officers and Agents, are no longer responsible for same.

Consistent with the provisions of Chapter 150E, Section 12 of the General Laws, the Committee agrees, effective thirty (30) days after the signing of this Agreement, to require as a condition of employment that every employee covered by this Agreement who has been employed for at least thirty (30) days and who is not a member of the HTA/MTA/NEA (the Association) pay to the Association an agency service fee in an amount equal to the cost of collective bargaining and contract administration, as certified by the Association. The agency service fee may be paid by payroll deduction, if authorized by the employee on the appropriate form in accordance with the procedures outlined in paragraph A.

The Association will indemnify, defend, and hold the School Committee harmless against any and all claims made and against any suit instituted against the School Committee on account of this dues deduction and agency service fee provision. Failure of the School Committee or its agents to cooperate with the Association shall relieve the Association of any obligation to indemnify, defend, and/or hold the Committee harmless.

Effective September 1, 1995, the following language will apply:

Except for those employees who are certified as being members of the Association to the School Committee by the Association, the School Committee in accordance with Massachusetts General Laws, Chapter 150E, Section 12 shall require as a condition of employment the payment of, on or after the thirtieth (30th) day of employment, or the effective date of this provision, whichever is later, an agency service fee to the Holyoke Teachers Association/MTA/NEA.

The amount of such fee shall be equal to the amount required to be a member and remain a member in good standing of the Holyoke Teacher's Association MTA/NEA. Employees may have access to payroll deduction dues deduction as currently provided for purposes of paying such fee.

Upon request to the Association, the Superintendent as agent of the School Committee shall suspend for five (5) school days without gross pay (5/the number of regular teacher work days) any member of the bargaining unit who, after proper annual notice and annual final demand has refused to pay the Agency Service Fee. Within fifteen (15) days of receipt of such request, accompanied by annual notice and annual final demand, the Superintendent shall notify the Association and the individual bargaining unit members whose names appear on such request when, specifically, during the thirty (30) school days following receipt of such request that the five (5) day suspension without gross pay referenced herein-above shall occur. The five (5) school days gross salary shall first be used to pay the cost of a substitute, if one is provided, and the remainder shall be given over to a scholarship fund benefiting the youth of Holyoke designated by the School Committee (such organization to be in compliance with Section 501 (3) (C) of the IRS code).

The Association will indemnify, defend, and hold the School Committee harmless against any and all claims made, and against any suit instituted against the School Committee on account of this agency service fee provision. Failure of the School Committee or its agents to cooperate with the Association shall relieve the Association of any obligation to indemnify and/or hold harmless the School Committee. The present method of dues deductions for Association members shall continue in force.

The terms of this provision are enforceable on an annual basis.

Section VI.

SALARIES OF STAFF

A.        WAGE SCALE USED

1.            Single Salary Schedule:

The single salary wage scale based on training and experience as established by the Committee, shall be the authorized schedule for computing salaries of all members of the teaching staff and Heads of Departments covered under this Agreement.

1 a.         Certified teachers must work at least fifty percent (50%) of the working days in a work year for that year to count towards the next step. Leaves required under State and Federal Law, such as authorized FMLA and maternity leaves, will not count as absences for purposes of this section.

2.             Salaries of Teachers New to System:

a.             Beginning Teachers without Experience:

Teachers without experience shall be compensated at minimum salary.

b.             Salary of an Experienced Teacher:

(From other school systems)

Experienced teachers will be credited one step on the appropriate column of the salary schedule of the City of Holyoke for each full year of teaching.

c.             Teacher with Broken Service:

The above regulation shall not apply to the teacher inactive in his/her profession for more than five (5) years. In such cases, credit for experience will be deducted for each year of absence at the rate of one step for each year beyond five (5).

3.             Requests for Salary Increases and Adjustments:

Requests for individual salary differential shall be negotiated by the Association in accordance with terms of Agreement.

4a.       Longevity Pay:

Longevity pay will be applied as follows:

 

Years of Consecutive Service

2009-10

2010-11

2011-12

After 10

$   441

$   485

$   534

After 15

$   581

$   639

$   703

After 20

$1,631

$1,794

$1,973

After 25

$2,107

$2,318

$2,550

After 30

$2,447

$2,692

$2,961

The above longevity increase is paid on the date they are eligible.

All time spent on recognized leaves, including the recall period of a layoff will count as part of the consecutive service requirement.

4b.       The following language is to be implemented in the 2008-2009 school year.

1.                   Longevity payments shall be made in a lump sum in the last pay period in June of the school year in which they are earned. For teachers hired after the start of the school year, said payment shall be received in the last pay period in June of the school year in which s/he becomes eligible.

2.                   A teacher's eligibility for longevity shall be determined by the individual teacher's date of hire.

3.                   In the first year of implementing this payment schedule, the 2008-2009 school year, teachers who are already eligible (10 or more years completed in June 2008) shall receive his/her normal longevity payment on the date he/she had received said payment in the past (September or anniversary date), and receive another longevity payment in the last pay period in June.

Teachers who become eligible for longevity for the first time by completing his/her 10th year in this school year (2008-2009) shall receive his/her longevity payment in the last pay period of June, only.

4.             Eligible teachers who retire from teaching during the course of a given school year shall receive a longevity payment that is pro-rated.

4c.       Longevity Buyout:

For the three (3) year term, July 1, 2006 to June 30, 2009, the Holyoke Public Schools will continue to pay for those teachers already previously chosen,(no new selections will be made) longevity payments of three thousand dollars ($3,000) per year for what remains of their three (3) consecutive years. Bargaining unit members will be entitled to the entire sum of nine thousand dollars ($9,000) regardless of date of termination. Payment will continue until the remaining credit is exhausted if an entitled member is terminated. After receiving longevity payments under Article II (VI) (4) of the current contract and three (3) consecutive years of payments under paragraph A, a bargaining unit member will no longer be eligible for either payment in future years of employment.

5.             Staff Paydays:

Salaries will be paid in twenty-six (26) equal installments on the same day of each second week. Teachers, who desire the summer payments in one (1) sum at the end of June, shall notify the Office of the Superintendent, in writing, no later than June 1st.

If the designated payday occurs on a holiday, every effort will be made to pay the day before the holiday.

6.             Vocational Teacher Training:

Dean Technical Chapter 74 personnel who are required by the School Committee to attend summer training programs in order to meet State Department of Education regulations for reimbursement under Chapter 74 of the General Laws of the Commonwealth, shall be reimbursed up to five hundred dollars ($500.00) for the cost of tuition, travel, and living expenses incurred while attending said summer training program. Proper documentation of such expenses is required. Said attendance must be recommended by the Director of the Dean Technical School and the number of teachers attending in a single year shall not exceed one-half (1/2) plus one (1) of those eligible.

7.             Summer and Evening School Compensation:

a.            Teachers employed in Summer School Programs and Evening School shall be paid twenty-seven dollars and eighty-five cents ($27.85) per hour. The hourly rate is effective 7/1/09, twenty-seven dollars and ninety-nine cents ($27.99) effective 9/1/10 and twenty-eight dollars and thirteen cents ($28.13) effective 9/1/11

b.            Lead Teachers will be compensated at a rate that is three dollars ($3.00) per hour above the stated hourly rate above.

8.             Coaches will be paid on a bi-weekly basis during their appropriate season. Section VII.

TEACHING HOURS AND TEACHING LOADS

The School Committee and the Association recognizes and agrees that a teacher's responsibility to his/her students and his/her profession generally entails the performance of duties and the expenditure of time beyond the regular work day, but that time and work schedules can and should be established applicable to teachers in the normal course of their employment. To this end, the following conditions of employment shall be effective except in circumstances beyond the control of the School Department in the administration of this Contract.

A.        WORK DAY

1.        Reporting Time:

Every teacher shall, except when required to be elsewhere in the performance of his/her duties, be in his/her school room and available for duty fifteen (15) minutes before the beginning of each school day in his/her building.

2.             Length of Work Day:

Each teacher at the close of the school day shall be in his/her school building available for duty, including extra help for students. Principals are required to file as part of the Staff Absence Report the names and incidents of staff members who fail to comply with the requirements of this paragraph. This period, however, may not always be sufficient and thus the following exceptions are made:

a.             Required building faculty meetings, not to exceed one (1) hour in length. Teachers must be notified at least three (3) school days prior to such meetings except in situations covered in "h" of this Section.

b.             Required teacher meetings.

c.             Required orientation meetings.

d.             Required in-service meetings.

e.             Required department meetings; with the same conditions as in "a" above.

f.             Required office hours; not to exceed one (1) hour in length and to be no more than one (1) per week. Teachers are not required to remain more than thirty (30) minutes if there are no students requiring help.

g.             Supervision of detention (secondary) and other duties such as: bus duty, recess duty, etc., (elementary and secondary) assigned on an alphabetical rotating basis for the entire faculty unless some other mutually agreeable agreement can be made.

h.             Situations beyond the control of school officials relating to emergency educational problems.

Effective upon the execution of this Agreement, the Administration will make a reasonable effort to schedule no more than three (3) meetings, as described in parts a through e, per month.

3.             Building Hours:

The School Committee will set the Building Hours for each school. The Building Hours will be furnished to each teacher in September, and a copy of said hours will be given to the Association. There shall be no increase in the length of the present school day unless so stipulated by statute or by regulations of the State

Department of Education. The school day shall be defined as the daily period of required student attendance.

4.             Teachers of Special Subjects:

Teachers of Special Subjects, except School Adjustment Counselors shall observe the same working hours as teachers of the same level (i.e., Elementary School, Middle School, Senior High School).

5.             Lunch Period - Elementary School Teachers:

Principals shall plan and arrange their schedules so that no teacher shall have a duty-free lunch period of less than one-half (1/2) hour.

6.             Lunch Period - Secondary School Teachers:

All secondary school Teachers shall have a duty-free lunch of at least twenty (20) minutes sometime between 11:15 a.m. and 1:00 p.m.

7.             Recess Supervision - Elementary School Teachers:

Pupils are to be adequately supervised during recess periods. Principals shall rotate the recess duty among the teachers on an equitable basis. Teacher Aides will be used for recess supervision if available.

8.             Preparation Period:

All Secondary school teachers shall have at least one (1) preparation period each day (not to include their lunch period) during which they shall not be assigned to any other duties.

9.             Preparation Time for Classroom Teachers During Visit by  Special  Subject Teachers:

Classroom visits by specialist (Art, Music, Natural Science, Physical Education, Health and Computer Education) will be used to provide preparation time for elementary classroom teachers.

Elementary classroom teachers will be guaranteed one hundred fifty (150) minutes of preparation time during each full week of teaching. Effective September 1, 2000, every effort will be made to provide one hundred ninety (190) minutes of preparation time per week for every elementary teacher, provided such increase is not implemented based upon computer, magnet staff, and is accomplished at no additional cost or staff, unless secured by an alternate source of funds (e.g., class size reduction funds). The use of such additional planning time must be documented and demonstrate a relationship to the classroom.

Special teachers are responsible to provide the classroom teacher with instructions as to appropriate follow-up activities. The Principal is responsible for the implementation of the policy, taking into consideration the recommendation of the special subject teacher or administrator. The determination of the Principal is based on the content of the lesson rather than the individual teacher concerned.

10.          No High School or Middle School academic teacher shall be required, in any one semester, to teach more than two (2) subjects: except, however, that such teachers may be required to teach an additional subject if they are relieved of duties such as, but not limited to, corridor, bus and cafeteria.

These provisions on limitations on subjects do not apply to Special Education, Transitional Bilingual Education Instruction or to subjects for which there is only currently (as of September 1, 2002) one (1) teacher (e.g., vocal music, instrumental music, speech, drama, Latin, German, Business/Educational technology, technical drawing). If these individuals are assigned more than two (2) subjects, they will not be required to perform duties as described in the first paragraph of this section.

Exceptions to the above provisions shall be made only in emergency situations or early release days. The teacher may, upon request, be promptly given a meeting with the building principal and an Association representative, if the teacher desires, to discuss the reasons for the emergency exception.

11.                Every Department Chairman, in addition to his/her preparation and lunch period, shall be released from homeroom obligations and one (1) additional teaching period per day, for departmental activities.

12.                Whenever possible, floating teachers shall be relieved of all homeroom duties.

13.                The School Committee will attempt to extend art, music and physical education instruction, as taught by special subject teachers to all kindergarten and pre-school classes.

14.                Teachers will not be required to drive pupils to activities which take place away from the school building, nor will they be required to make home visits unless accompanied by another employee of the Holyoke Public Schools.

15.                Attendance at evening meetings such as P.T.O./P.T.A. affairs, etc., shall be at the option of the individual teacher, but the School Committee and the Association encourage active participation in such meetings as part of the teacher's responsibilities. Exceptions to the above are two (2) evening meetings per year to be scheduled as Open House and/or evening parental conferences and for members of the Guidance Department only, the Annual Guidance Night or the Annual College Night.

16.                Lesson plans are required of the teachers and shall be available for use by the substitute teacher. Said lesson plans are expected to include activities for the class that are consistent with the instructional goals of that class including homework, where applicable. The instructional goals will be consistent with the curriculum/frameworks and learning outcomes. The lesson plans will be related to the curriculum/frameworks and/or learning outcomes. All teachers will be provided with a copy of the curriculum/frameworks and the learning outcomes.

17.                The Committee and the Association agree that class size is strictly a School Committee prerogative. The Committee, however, recognizes the desirability of optimum teaching conditions in reducing class size where possible within existing facilities and available staff and will work toward this objective.

18.                Substitute Teachers:

Substitute teachers will be employed when regular classroom teachers are absent, except in emergency situations. A substitute teacher will be employed for the length of the regular teacher's absence. A substitute teacher will not be used at the start of the school year, when it is known by administration that the regular teacher will not be returning during the year.

The Committee will make an effort to provide substitute teachers on the elementary level in the areas of Art, Music, and Physical Education whenever the regular teacher is absent. It is understood, however, this provision is subject to the availability of and the qualifications of the substitute teachers, as determined by the School Committee.

19.          Every effort will be made at HAP to schedule teachers assigned to the program preparation time comparable to that afforded to other teachers in the system. All teachers shall have a duty free lunch of at least twenty (20) minutes.

B.        WORK YEAR

1.            For the duration of this Contract, the work year of teachers covered by the salary schedule set forth in Appendix "A," shall be no more than one-hundred eighty-four (184) days between the last Monday in August and no later than June 30. But, in no event, shall this Contract provide a work year less than that which is mandated by law or regulations of the Department of Education of the Commonwealth of Massachusetts. A work day shall include any day in which teacher attendance is required by the School Committee or which satisfies the requirements of the Department of Education as a school day; also for teachers the day before school opens, in order to prepare for an orderly school opening; and the day after school closes for those teachers who have been requested, by the appropriate supervisor to return because of a failure to perform their necessary duties for the proper and orderly closing of the school.

Notwithstanding the foregoing paragraph:

2.                   Starting with the 2003-2004 school year two (2) additional days will be added to the work year for professional development to be paid at the per diem rate (1/184). Any or all of the three (3) days may be scheduled immediately before or during the school year. These days will not exceed the time allotted in a regularly scheduled school day. The professional development days will not be scheduled during regular school vacation periods. The compensation will appear in the salary schedule.

3.                   The Holyoke School Committee, through the Superintendent, will consult with the Holyoke Teachers Association, in the planning of the school calendar, relative to the end of the school year. This shall not in any way restrict the powers of the School Committee to set the school calendar.

4.                   Teachers shall be compensated at a per diem rate based upon a one hundred eighty-four (184) day work year effective September 1, 2003 and for the duration of this Agreement. Time authorized beyond the regular work year will be compensated at an hourly rate as set out in Article II (VI) (8) of the Agreement.

5.                   Teachers who are new hires to the School District shall participate in a two (2) day or twelve (12) hour orientation, in addition to any professional development days, for no additional compensation beyond their base salary. The time will not be scheduled on Sunday, holiday weekends, Friday afternoons or school vacation periods except for the three (3) business days prior to the start of scheduled professional development days or the school year.

Section VIII.

CREDITS FOR INCREMENT PURPOSES

A.        THE TAKING OF COURSES FOR PROFESSIONAL IMPROVEMENT

1.                   It is unnecessary for teachers or administrators to apply for prior approval to take courses when a Master's Degree, second Master's Degree, CAGS, or Doctor's Degree is the objective at an accredited institution. Accredited institutions granting educational degrees are qualified and their program of prescribing requirements for degrees is educationally sound and feasible. In the event the person does not get a second Master's Degree, a CAGS, or a Doctor's Degree, his/her record must be evaluated before he/she is placed on the appropriate step of the next column.

2.                   There are no limits to the number of credits one may earn in a calendar year.

3.                   Teachers are, however, limited to the number of credits and courses taken during the school year (September 1 - June 30). No more than two (2) courses may be taken in a semester and no more than six (6) credits may be earned. This imposes a limit of twelve (12) credits and four (4) courses during the school year. The amount of work a teacher may take during the summer is limited only by what the collegiate institution will allow.

4.                   It becomes possible for a teacher to acquire a Master's Degree in two (2) years for salary increment purposes. The same holds true for a year beyond the Master's Degree and for movement to Column Four on the Basic Salary Schedule.

5.                   A teacher who has earned a Master's Degree or thirty (30) points beyond the Master's Degree shall move horizontally on the Basic Schedule with the appropriate differential and then receive an increment for experience if additional increment is available on the schedule.

6.                   Courses taken beyond the Master's Degree for Column advancement will not need prior approval, but it is suggested that courses taken for advancement in Column be approved for accreditation by the Principal as taken.

7.                   National Defense Educational Institutes: Where credits are not advanced for work in NDEA institutes, and where the work is of graduate quality, recognition will be given on the basis of the number of hours of study taken during the summer, plus a letter from the institution involved.

C.        DEAN TECHNICAL HIGH SCHOOL TEACHERS

1.                   Non-academic teachers employed at the Dean Technical High School, who meet the qualifications for teaching a state-aided school, as established by the Massachusetts Division of Vocational Education; shall be placed in Column One (four [4] years and Bachelor's Degree). They shall be advanced to Column Two (five [5] years and Master's Degree) on completion of thirty (30) semester hours of collegiate work on either the graduate or undergraduate level, and to Column Three (six [6] years and Master's Degree) on the attainment of Master's Degree.

2.                   Academic teachers shall be placed in or advanced to Column Two only on the attainment of a Master's Degree.

3.                   Non-academic teachers at the Dean Technical High School shall be allowed one (1) semester hour of credit toward advancement to a higher column of the Basic Salary Schedule for attendance at one (1) week of conference work conducted annually by the Massachusetts Division of Vocational Education.

Section IX.

MISCELLANEOUS REGULATIONS

(TEXTBOOKS, LIBRARY AND SUPPLEMENT BOOKS, EXPERIMENTAL STUDIES)

A.        TEXTBOOKS

1.             Authorization for Use:

The textbooks used and the studies pursued shall be those authorized for adoption by the Principal, upon approval of the Superintendent.

2.             Experimental Texts and Programs:

Pilot programs, when approved by the Principal and the Superintendent, are encouraged. When there is any reasonable doubt as the suitability of books used in pilot programs, they should be referred to the Committee for approval. No text which does not have the endorsement of the School Principal shall be recommended for adoption.

3.             Textbooks Selection:

No basic textbook shall be selected on the basis of review by one individual. Appointed Committees of principals and teachers shall review several applicable texts. The one judged satisfactory by the majority of those serving on the Committee shall be presented to the Superintendent for approval.

4.             Availability of Textbooks:

A textbook and/or workbook will be provided for each student where such are used and needed.

5.             Curriculum Reorganization:

This is assigned to a Committee of Principals or Department Heads and a representative group of teachers. These are informed of the tasks involved by the Superintendent or his/her assistant. The curriculum once completed and accepted by the majority is to be presented to the Superintendent for review before it is recommended by him/her for adoption by the School Committee.

Section X.

BILLS AND PURCHASE ORDERS

A.            APPROVAL OF BILLS

1.             Bills against the School Committee:

No bill against the School Committee shall be approved and ordered paid until it bears the signature of the supply clerk, principal, or head of the department for which the supplies were ordered, acknowledging receipt of the goods and the signature of the Superintendent vouching for correct prices and extensions.

2.             The Consolidated School Fund:

All Principals, without exception, shall see that monies derived from student activities or raised for school purposes are deposited in the Consolidated School Fund of the Holyoke Public Schools, and that no separate funds are kept by the schools or their various student organizations.

There shall be no private or public solicitations of funds for any purpose connected with the public schools by Principals, teachers, or other employees acting singly or in groups without the written approval of the Superintendent and School Committee. All such funds when collected shall be disbursed through the Consolidated School Fund.

B.            VALIDITY OF PURCHASE ORDERS

1.             Regular Order Forms:

No order of any kind involving the expenditure of money shall be recognized as valid unless it is made out on a regular printed order blank, signed by the Superintendent of Schools, and by the Chairman of Supplies, or some duly authorized person of that Committee.

2.             Channeling of Purchase Orders:

No principal, teacher, clerk, custodian, or other persons connected with the School Department shall give out any order for supplies or shall confer with the Committee on  supplies on any order, request for supplies or other matter controlled by that Committee, save directly though the Office of the Superintendent of Schools.

3.             Orders to Board of Public Works:

No principal, supervisor, teacher, custodian or other employees of the School Department, with the exception of the Superintendent of Schools and the Administrative Assistant, shall make to the Board of Public Works, any oral or written request or requisition for repairs, alterations, construction or similar work done in or about school property. Such repairs or requisitions shall always be made to the Office of the School Department.

Section XI.

USE OF SCHOOL BUILDINGS

Teachers Association Meetings:

Assuming no conflict with any educational purpose, the school buildings shall be available, to the Holyoke Teachers Association, for meetings, without charge.

Section XII.

ADMINISTRATOR - TEACHER RELATIONSHIPS

A.            RELATIONSHIP TO AUTHORITY

1.             Duties:

All administrators and teachers, without exception, are responsible to the Superintendent or the Assistant Superintendent of Schools, to whom they must make such reports as may be required from time to time. (Rules and Regulations of the School Committee, Chapter IV, Section 2.)

2.             Keeping the Administration Informed:

It is the duty of Principals to keep the Superintendent or Assistant Superintendent informed in matters affecting their respective buildings or personnel and to advise, with the Superintendent or his/her Assistant, for the best interests of the schools. (Rules and Regulations of the School Committee, Chapter IV, Section 2.)

B.            PRINCIPAL-STAFF RELATIONS

1.             Discipline of Teacher:

No Principal or other Administrator shall discipline a teacher in the presence of students or another teacher or parents. No teacher shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. It is expressly understood that the School Committee and its agents retains all rights and obligations which it has under general laws.

2.             Teachers with Instructional Problems:

Teachers are encouraged to discuss problems with the Department Heads or Building Principal and in a manner of mutual confidence.

3.             Teacher Evaluation:

Principals will be responsible for evaluating professional staff members. These evaluations shall be submitted in writing to the Superintendent by April 30. Following any evaluation of any teacher, the evaluator shall meet with the teacher to discuss the evaluation. Where possible, this meeting shall occur on the day of the evaluation. After the discussion, the teacher shall sign the evaluation report, but the teacher's signature does not necessarily indicate agreement with the contents. The teacher shall have the right to make a written reply which shall be filed in the teacher's personnel file and a copy shall be provided to the teacher.

If a staff member is placed on a corrective action plan by a building principal, the teacher is not eligible for voluntary transfer until successful completion of the corrective action plan. However, the teacher may voluntarily transfer under the following conditions:

a.             If an individual has been involuntarily transferred to a different assignment/subject area and wishes to return to his/her equivalent/original position.

OR

b.             Both building principals approve the request.

4.             Teachers Giving Unsatisfactory Service:

It is the duty of the Principal to report, to the Administration, those teachers unable to adjust to their instructional assignments. For this purpose, the "Principal's Report to the Superintendent" will be used. A copy of this form is to be given to the teacher involved at such time as it is forwarded to the Office of the Superintendent. The Principal will inform the teacher if he/she does not plan to give a favorable recommendation.

5.             Letter of Recommendation:

Teachers may request letters of recommendation of their supervisors without fear of pressure being placed upon them to resign. a.                Personnel Files:

Personnel files shall be maintained with the following restrictions:

(1)                 The teacher shall have a right to submit a response to any entry into the file.

(2)                 Upon written request, a teacher shall be given access to his/her file without unreasonable delay.

6.             Student Control and Discipline:

A teacher may order removed and referred to the Principal any pupil whose conduct is detrimental to the learning process in the class or whose conduct is contrary to the acceptable standards of good behavior on school property. As soon as possible, but not later than the end of the school day, the teacher initiating the removal shall present to the Principal a written report of the incident. The Principal shall inform the teacher of the disposition of the incident.

Section XIII.

REQUISITIONS FOR MATERIALS OF INSTRUCTION

A.        REQUISITIONS

1.             Duty of Principals:

It is the duty of the Principal to requisition for such textbooks, equipment, and supplies as are necessary for the conduct of schools and classes. All routine requisitions shall be submitted on the same day as the monthly report.

2.             Requisition Forms:

Requisitions shall be made on forms furnished by the School Department. These must be properly completed and duly signed by the Principal. In ordering textbooks, teaching aids, etc., amounts, titles and publishers must be listed. IN NO INSTANCE SHOULD REQUISITIONS FOR MATERIALS OR SUPPLIES BE MADE THROUGH A SOURCE OTHER THAN THE SUPERINTENDENT'S OFFICE. Department Heads will be notified of any deletions or cuts in requisitions and they shall in turn notify the teachers involved.

3.             Special Permission to Order Certain Materials of Instruction:

A Principal must obtain special permission from the School Committee to order as basic or supplementary texts those not on the approved list.

4.             Annual Requisitions of Equipment:

Requisition forms for supplies and equipment purchased on a yearly basis are sent into the schools in the Spring. These should be examined carefully and completed in detail in terms of needs as inventoried by the Principal.

ARTICLE III

TUITION REIMBURSEMENT

1.                   The Committee shall reimburse at a rate of fifty percent (50%) of the actual cost of the courses up to a maximum of five hundred dollars ($500) per fiscal year.

2.                   The standard of work for said graduate courses must be that which is acceptable for graduate credit.

3.                   Course reimbursement will be effective within thirty (30) days of the date grade and course payment documentation is provided to the Superintendent of Schools. Reimbursement for courses will be made by separate check and not be treated as regular compensation under Chapter 32.

4.                   Payments will be made retroactively for courses taken after July 1, 2000 upon receipt of the proper documentation by the Superintendent of Schools. Prior to May 1, 2001 (and prior to each May 1 thereafter) teachers who intend to take qualifying courses for the following fiscal year must submit a statement of intent to attend a course(s) to the Superintendent.

ARTICLE IV

GRIEVANCE PROCEDURE

Section I.

1. The purpose of the procedures set forth below is to produce prompt and equitable solutions to those problems which from time to time may arise and affect the conditions of employment of the employees covered by this Contract. Such a problem shall be defined as a grievance under this Contract and must be presented promptly but no later than fifteen (15) calendar days (exclusive of Saturdays, Sundays, holidays and the school year vacation periods) after it arises or the employee first has knowledge of the event initiating the problem, and be processed in accordance with the following steps, time limits and conditions set forth. All grievances will be presented and answered in writing, on a form to be mutually developed by the Parties. Nothing in this procedure will preclude the Parties from resolving problems informally before a grievance is presented formally (in writing) at Level I. Any employee may discuss any grievance with the Professional Rights and Responsibilities Committee of the Holyoke Teachers Association.

2.             Level One:

The employee or the Association shall present the written grievance to the employee's immediate supervisor within the time limits set forth above. The supervisor shall give a written answer within seven (7) calendar days (exclusive of Saturdays, Sundays, holidays and the school year vacation periods).

3.             Level Two:

If the grievance is not settled at Level One within seven (7) calendar days of the written presentation to the immediate supervisor, the Association shall within seven (7) calendar days after receipt of the immediate supervisor's answer, present the grievance to the Superintendent of Schools who shall meet with the Association and Grievant within seven (7) calendar days of receipt of the written grievance. The Superintendent shall give a written answer within seven (7) calendar days of the Level Two meeting.

4.             Level Three:

If the grievance is not settled at Level Two, the Association may appeal it, by giving written notice of such appeal, within seven (7) calendar days after such receipt of the written answer of the Superintendent, to the School Committee, who shall discuss it with the Association representative at a meeting to be held within fourteen (14) calendar days following receipt by the School Committee of the written appeal of the Association. The School Committee shall give a written answer within seven (7) calendar days following the Level Three meeting.

5.             Level Four:

If the grievance is not settled at Level Three, the Association may submit it to final and binding arbitration by giving the School Committee written notice, within fourteen (14) calendar days of the Association's receipt of the School Committee's Level Four written answer, of its desire to arbitrate the problem. The procedures governing the arbitration process are set forth below.

Section II.

Arbitration:

1.             The parties agree for the duration of this Agreement to select an Arbitrator from the following panel of Arbitrators. The selection of an Arbitrator shall be on a rotating basis, following the sequence listed:

1.                   Timothy Bornstein

2.                   Philip Dunn

3.                   Garry Wooters

4.                   Richard Boulanger

The Party moving the grievance to arbitration must solicit in writing, with a copy to the other party, the participation of the panel members within seven (7) days of the written notice of intent to arbitrate as referenced in Paragraph 5 above.

If a member of the panel, whose turn it is to serve is not available to hear the case promptly, the member of the panel next in sequence will be contacted and so on until an Arbitrator is selected who can hear the case promptly. Once a member of the panel has been selected and arbitrates a problem, that Arbitrator will then go to the end of the sequence list and the above process will be repeated for any subsequent problems submitted to arbitration.

2.                   The arbitration proceeding will be conducted under the rules of the American Arbitration Association. The Arbitrator shall not have the authority to add to, subtract from, modify, change or alter any of the provisions of this Agreement. The award shall be final and binding on the School Committee, the Association and the Grievant. Each Party shall bear the expenses of its representatives and witnesses, and the fees and expenses of the Arbitrator shall be borne equally by the parties.

3.                   If the School Committee claims the Association has violated any provision of the Agreement, it may present such claim to the Association in writing and if the Parties fail to settle it within ten (10) calendar days, the School Committee may submit the problem to arbitration under the provision of this Article.

Section III.

General Provisions

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

2.                   If in the judgment of the Association, a grievance affects a group or class of employees, the Association may submit such grievance directly to Level Two.

3.                   Provided the Parties agree, Level One may be bypassed and the grievance brought directly to Level Two.

4.                   No reprisals of any kind will be taken by either party because of their participation in this Grievance Procedure.

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

6.                   The resolution of all problems settled informally will be consistent with the terms of this Agreement.

7.                   All reference to calendar days will be exclusive of Saturdays, Sundays, holidays and school year (September to June) vacation periods. Time limits involving grievances initiated during or overlapping the summer vacation period will be exclusive of Saturdays, Sundays and holidays. All other days during the summer vacation period will be within the time limits specified for the particular level(s) involved.

8.                   If for any reason the permanent rotating panel listed in Section II is not able to satisfy the Parties' need to arbitrate the problem, then the party submitting the issue to arbitration must file a conventional demand for arbitration with the American Arbitration Association. This demand for arbitration must be filed with the American Arbitration Association within seven (7) days of the date when the moving party had knowledge the panel had been exhausted. Any such Arbitrator selected will be under the rules of the American Arbitration Association and be bound by the provisions of the Grievance Procedure contained in this Article.

9.                   Teachers subject to discharge and/or suspension under the provisions of G.L. c. 71, §§ 42 and 42D shall elect between the grievance arbitration provisions of the Agreement and the statutory arbitration provisions of the aforementioned law in pursuing any appeal of such action. Once one forum is selected, the other shall be foreclosed to the teacher.

10.                If an arbitration hearing is scheduled during the regular work day, the Association may request a total of no more than four (4) representatives or witnesses to attend the hearing without loss of earnings, provided that their class and/or assignment can be adequately covered at no expense to the School Committee. In the event the class and/or assignment require a substitute, the Association will assume the full cost of the substitute(s). The Association must give the Superintendent of Schools three (3) calendar days notice specifying the names of the Association representatives who will attend the hearing. If the Association deems it necessary to have representatives and/or witnesses in excess of the four (4) referenced above, they will have the right to have a reasonable number attend and/or participate but only with the above-mentioned prior notice to the Superintendent and with no provision for protection against loss of earnings.

ARTICLE V

REDUCTION-IN-FORCE

The size of the staff, and/or any increase or reduction thereof, and the curriculum offered in the Holyoke Public Schools, shall rest in the sole and exclusive discretion of the School Committee. In the event of reduction of the number of teachers with professional status in the Holyoke Public Schools, the School Committee will take into consideration: the area(s) of certification and the bargaining unit seniority of the teacher with professional status involved.

Teachers With One Area of Certification Only:

In the event of reduction of the number of teachers with professional status in any department, the teacher with professional status with the least bargaining unit seniority will be the first laid off from his/her department.

Teachers With More Than One Area of Certification:

In the event of reduction of the number of teachers with professional status in any department, the teacher with professional status with the least bargaining unit seniority will be the first laid off from his/her department. However, if the displaced teacher with professional status has greater bargaining unit seniority in the Holyoke School System, he/she will be permitted to "bump" a teacher with less bargaining unit seniority in another department, where the displaced teacher is certified. The only position open for "bumping" to a displaced teacher with professional status with other areas of certification will be the position of the teacher with the least bargaining unit seniority in that department. In the event there are two (2) teachers with professional status with equal bargaining unit seniority, the Superintendent may make the choice it considers in the best interest of the Holyoke Public Schools.

"Certification" means that the teacher has on file at the office of the Superintendent evidence that he/she possesses the necessary certification in the specific discipline required.

"Bargaining unit seniority" means the teacher's continuous length of service in years, months and days of employment by the School Committee in the Holyoke Public Schools in positions covered by the Recognition Clause of this Agreement. Seniority will accrue while a teacher is on a recognized leave of absence. For the purpose of this Article, a teacher on layoff status, while eligible for recall will be considered on an unpaid recognized leave of absence.

For the purpose of this Reduction-in-Force Clause, the Elementary Unit (K-6) shall be considered as a department.

The Reduction-in-Force provisions of this Agreement shall be administered consistent with the provisions of G.L. c. 71, § 42.

Administrator Seniority Provision:

In the event that an administrator from the Holyoke Educators Association bargaining unit is assigned to a position covered by the Recognition Clause of this Agreement, as a result of a reduction-in-force or an administrative reorganization, said administrator will have bargaining unit seniority under this Agreement equal to:

1.                   The administrator's length of continuous service in years, months and days of continuous employment by the School Committee in the Holyoke Public Schools through January 1, 1974; plus

2.                   The length of continuous service in years, months and days of employment by the School Committee in the Holyoke Public Schools for all continuous service after January 1, 1974 in any position covered by the Holyoke Teachers Association bargaining unit; plus

3.                   One-half (1/2) the length of continuous service in years, months and days of employment by the School Committee in the Holyoke Public Schools for all continuous service after January 1, 1974 in any position covered by the Holyoke Educators Association bargaining unit.

4.                   A grace period of twelve (12) months will apply for any member of the bargaining unit who is promoted to an administrative position during which the member would retain the bargaining unit seniority accrued at the time the promotion took effect.

Recall:

Laid off teachers with professional status shall be given preference for recall to positions, if they develop, for which they are certified, in the inverse order of their respective layoff. Teachers with professional status who have been laid off, under the provisions of this Paragraph, shall be entitled to recall rights for a period of two (2) years from the effective date of layoff. The effective date of layoff will be defined as the first teacher work day that the laid off teacher would have normally been scheduled to work but for the layoff action or the first day for which the laid off teacher receives unemployment compensation, whichever occurs sooner.

Declination of Recall:

A member of the bargaining unit who rejects recall for reasons of illness, disability rendering him/her unable to work, employment as a teacher under contract (one year limit), enrollment as a full time student, or other good reason as determined by the Superintendent, shall be moved one (1) position down on the recall list or to the bottom of the recall list, whichever is higher on the list. Proof of illness or disability must be furnished to the School Committee, if requested. Regarding an illness or disability rendering a member of the bargaining unit unable to work, the Committee may require a letter from a physician certifying that the illness or disability renders him/her unable to work. All members of the bargaining unit who reject a recall with no reason or an unacceptable reason under this section will be removed from the recall list. Recall notices shall be sent by registered mail, return receipt requested. Failure to answer a recall notification within twenty (20) days shall be considered as rejection without reason and said bargaining unit member's name shall be removed from the recall list, after providing the teacher and the Association ten (10) days' notice of such intended removal, by registered mail, return receipt requested.  Said removal of a bargaining unit member's name from the recall list will satisfy all of the School Committee's obligation under this Article and be deemed a voluntary resignation. Any action taken under this Article is subject to the grievance/arbitration provisions of this Agreement.

Seniority List:

A seniority list, by department, will be furnished to the Association by the School Committee by November 15th of each contract year.

ARTICLE VI

GENERAL

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

This Contract constitutes School Committee policy for the term of said Contract and the School Committee shall carry out the commitments contained herein and give them full force and effect as School Committee policy. The School Committee shall amend its regulations and take such other action as may be necessary in order to give full force and effect to the provisions of this Contract.

ARTICLE VII

NO STRIKE CLAUSE

During the terms of this Agreement, the Parties hereto agree that there shall be no strikes of any kind whatsoever, work stoppages, slow-downs, withholding of services or interference or interruption with the operations of the School Department by any employees or the Association.

Nor, shall there be any strike or interruption of work during the term of this Agreement because of any disputes or disagreements between any other persons (or other Employers or Associations) who are not signatory parties to this Agreement.

Employees who violate this provision shall be subject to disciplinary action, including discharge; and any claim by either Party against the other of a violation of this Article, shall be subject to arbitration as provided for in this Agreement.

ARTICLE VIII

SEVERANCE BENEFIT

An active teacher after completing twenty (20) years of continuous full-time service for the Holyoke School Department will, upon retirement, be paid a severance benefit of two thousand dollars ($2,000) or thirteen hundred dollars ($1,300) or seven hundred dollars ($700), provided however, that in order to exercise the two thousand dollar ($2,000) severance benefit, the teacher must have at least two hundred (200) days of accumulated sick leave due at the time of retirement, or provided however, that in order to exercise the thirteen hundred dollar ($1,300) severance benefit, the teacher must have at least one hundred eighty (180) days of accumulated sick leave due at the time of retirement, or provided however, that in order to exercise the seven hundred dollar ($700) severance benefit, the teacher must have at least one hundred thirty (130) days of accumulated sick leave due at the time of retirement. It is understood by the Parties that no teacher will, under the terms of this Paragraph, receive more than two thousand dollars ($2,000), nor will any benefits be paid unless the terms of this Article are met in full.

An active teacher, after completing twenty-five (25) years of continuous full-time service for the Holyoke School Department will, upon retirement, be paid the following severance benefit:

200 days -             2,500

180 days              1,800

130 days              1,200

It is expressly understood and made a condition of this severance benefit that the Parties agree that the amounts paid under this Article will not be considered regular earnings under Massachusetts General Law, Chapter 32 and therefore will not be subject to retirement deductions or any other provisions of said General Law Chapter 32.

The above payments will be made to a teacher's estate upon death in lieu of retirement, provided the required numbers of sick leave days are accumulated at the time of death.

ARTICLE IX

ZIPPER CLAUSE

The Parties agree that all negotiable items have been discussed during the negotiations leading to this Agreement, and therefore agree that negotiations will not be re-opened on any item, whether contained herein or not, during the life of this Agreement, unless mutually agreed to by both Parties.

ARTICLE X

JURY DUTY

A teacher who serves as a grand or traverse juror in a federal court or in the courts of the commonwealth shall be paid the difference between his/her salary and the compensation he/she received for such jury service, exclusive of any travel or other allowance.

ARTICLE XI

AUTOMOBILE VANDALISM

The School Committee will, upon receipt of a documented claim and evidence of any insurance company payment, contribute a maximum of five hundred dollars ($500) to offset the deductible costs incurred by the teacher. The documentation must establish the vandalism act occurred while the teacher was on-the-job and executing the assigned duties of his/her job.

ARTICLE XII

MENTORS

The purpose of the induction and mentoring program is to ensure that each unit member new to the system receives guidance, information, support, and training in accordance with MGL. Chapter 71, Section 38G. as s/he undertakes his/her professional role and responsibilities. The participants in this program shall follow the guidelines and protocols set out in the parties' agreed upon Mentoring Packet. Each mentor shall receive the stipend as listed in the appendices of this Agreement.

ARTICLE XIII

DEPARTMENT HEADS ROLE AND COMPENSATION

A.            Compensation of Department Heads shall be in accordance with the stipends set forth in Appendix B of the salary agreement. Department Heads will be required to work up to five (5) days beyond the teacher work year, to be scheduled with the approval of the Superintendent or his/her designee. Work beyond the teacher work year will be compensated at a per diem rate based upon 1/184 of the Department Head's annual salary; effective 9/1/03.

B.            Department Heads housed at Holyoke High School will be responsible for curriculum leadership and staff development for their respective departmental staff in grades six through twelve. Department Heads at Dean Technical High School will be responsible for curriculum leadership and staff development. The parties current practice provides that Department Heads have grade 6-12 supervisory responsibilities and a consultation role with respect to curriculum grades K-5, unless stipulated in their current job description that they have K-12 supervision responsibilities (i.e., Music, Art, PE and Health).

C.            All Department Heads will be appointed by the Superintendent on an annual basis upon recommendation of the Building Principal. Any non-renewal of a Department Head will be based upon performance as evaluated through the established evaluation procedure for Department Heads.  Such evaluation must be completed and returned to the Department

Head not later than May 1, and the Department Head must be informed of his/her renewal or non-renewal by June 1 of each school year.

ARTICLE XIV

COACHES EVALUATION AND APPOINTMENT

All coaches will be appointed on an annual basis by the Superintendent of Schools, upon the recommendation of the Principal and Athletic Director. A decision not to reappoint will not be subject to a just cause standard under the contract. Only those coaching positions for which it is determined that annual reappointment will not occur will be subject to posting requirements. Coaches will be evaluated on the appropriate form each season, signed by the Building Principal, based upon observation by the Director of Athletics and, additionally, in consultation with the Head Coach in evaluation of any Assistants. Should a coach receive a rating below satisfactory in any category, comments will be provided by the evaluator.

Fall coaches will be evaluated prior to January 30th, Winter coaches by May 30th and Spring coaches by September 1 st.

ARTICLE XV

PROFESSIONAL DEVELOPMENT

The parties agree that within ninety (90) days of executing the Collective Bargaining Agreement, a Professional Development Steering Committee will be formed under the following conditions:

1.                   The Committee and the Association on behalf of the Teachers recognize their respective statutory obligations regarding professional development as set forth in Massachusetts General Laws Chapter 71, Sections 38G and 38Q, as amended from time to time.

2.                   The professional development options may include in-service courses, workshops and other professional development activities. The Superintendent or designee shall institute such in-service courses, workshops and other professional development activities at his/her sole discretion after reviewing recommendations from the Professional Development Committee and assessing the needs of the School District. The Superintendent or designee shall select the instructors and determine their necessary qualifications and compensation for in-service courses, workshops and other professional development activities at his/her sole discretion.

3.                   The Professional Development Committee shall consist of eight (8) members including one (1) elementary administrator, one (1) secondary administrator and two (2) other administrative representatives appointed by the Superintendent or designee and the HTA shall select one (1) teacher from each level (elementary, middle and high school) and one (1) other teacher appointed by the HTA President.

4.             The Professional Development Committee, comprised of unpaid volunteers, will normally meet outside of the school day; however, meetings may be called during the day as necessary with prior approval of the Superintendent or designee. The Professional Development Committee shall have the following responsibilities:

a.             assist in defining and identifying the professional development needs of teachers and administrators;

b.             assist in planning, developing and prioritizing the District's Professional Development Plan;

c.             assist in monitoring any approved locally developed options related to individual professional development plans for certification and the identification of outside sources of support for the District's Professional Development Plan;

d.             make recommendations to the Superintendent or designee regarding the scheduling and content of early release and professional day;

e.             assist in developing the assessment process/product used by Teachers in satisfying recertification requirements.

ARTICLE XVI

INDEMNIFICATION

A.            The School Committee agrees to provide indemnification to teachers for alleged negligent or wrongful acts to the extent permitted by M.G.L. c. 258, § 2.

B.            If an employee desires to bring civil or criminal proceedings in connection with an alleged assault suffered by him/her while acting within the scope of his/her official duties or employment, such teacher may request the Committee to furnish and select legal counsel to represent him/her in such proceedings. If the Committee does not provide such counsel and the teacher, after having so requested in writing, prevails in the proceedings, then the Committee will reimburse the teacher for reasonable counsel fees incurred by him/her.

ARTICLE XVII

MISCELLANEOUS PROVISIONS

A.            The Association agrees to execute all necessary documents settling any and all disputes regarding bargaining unit placement of certain academic coordinators that were discussed during the negotiations leading to this Agreement.

B.            The Association agrees to withdraw, without prejudice, any and all pending grievances regarding teachers being used as substitutes ("substitute issue")- Study Committee is to be formed as soon as possible comprised of an equal number of teachers designated by the Association and representatives designated by the Superintendent. The purpose of Committee is to work to develop mutually agreeable contract language to resolve the teacher substitute issue.

C.            The parties have agreed on the content of a new "End of Year Evaluation" form, as well as a "Recommended Principles of Effective Teaching" instrument to be used in conjunction with the End of Year Evaluation form. Said documents are effective during the term of this Agreement. See Appendices D-l and D-2.

ARTICLE XVIII

DURATION

A.            This Agreement shall continue in full force and effect from July 1, 2009 through June 30, 2012 with wage adjustments to become effective in conformity with and on the dates specified in the schedule attached hereto and made a part of this Agreement and as further qualified by the written agreement reached regarding eligibility for retroactive pay amounts as set forth in the Schedule.

B.            Collective bargaining for a new Agreement to become effective upon the expiration of this Agreement may be reopened by either party by September 15, 2011, by giving written notice to the other party. In the event an impasse occurs, either party or parties jointly may petition the State Board of Conciliation and Arbitration to initiate fact-finding in accordance with Chapter 150E of the General Laws of Massachusetts.

C.            If negotiations for a successor Agreement are not completed by June 30, 2012, the provisions of this Agreement will remain in full force and effect until said successor Agreement is executed; provided, however, either party can terminate this Agreement after June 30, 2012, by serving written notice of their intention to terminate the Agreement. Said written notice must be served at least forty-five (45) days prior to the actual termination. It is expressly understood the termination of the Agreement, under this Article, will result in the elimination of all contractual obligations for both parties as expressed in this Agreement.

D.            The parties agree to bargain over the impact and/or reopen, as appropriate, on issues of professional development and "time and learning" upon written demand by either party.

IN WITNESS WHEREOF, the Parties of this Contract have caused these present to be executed by their agents hereunto duly authorized and their seals affixed hereto as of the ___________day of ______________ ,2011.

HOLYOKE SCHOOL COMMITTEE:                            HOLYOKE TEACHERS ASSOCIATION:

By:______________________________________                 By:________________________________________

Its Chairman                                                                        Its President

By:______________________________________  

Its Vice-Chairman

APPENDIX A

Holyoke Teachers - Salary Schedule

2009-2010*

1/2%

 

Column I

Column II

Column III

Column IV

 

BA

MA

MA+30

Ph.D.

Step

 

 

 

 

1

38254

39834

42039

44216

2

39672

41155

43350

45538

3

41090

44588

46780

48969

4

42406

45903

48100

50287

5

43720

47216

49413

51602

6

45467

48984

51193

53407

7

48919

52432

54653

56862

8

50235

53759

55973

58193

9

55264

58007

60434

62853

10

56645

60581

63110

65660

11

 

62060

64654

67266

Superstep

 

 

 

 

(at 25 years)

58694

64107

66701

69313

2010-2011

1/2%

 

Column 1

Column II

Column III

Column IV

 

BA

MA

MA+30

Ph.D.

 

 

 

 

 

Step

 

 

 

 

1

38445

40034

42249

44437

2

39871

41360

43566

45765

3

41295

44810

47014

49214

4

42618

46133

48341

50539

5

43938

47453

49660

51860

6

45694

49229

51449

53674

7

49164

52694

54926

57146

8

50486

54028

56253

58484

9

55540

58297

60736

63167

10

56928

60884

63425

65988

11

 

62371

64977

67602

Superstep

 

 

 

 

(at 25 years)

58987

64427

67035

69660

This Schedule reflects a 1/2% wage increase retroactive to July 1, 2009 (and 14% across-the-board increase retroactive to July 1, 2010). Retroactive increase only to apply to employees in the bargaining unit employed in the bargaining unit as of the date of execution of this Agreement in addition to employees who retired prior to the date of execution of this Agreement who were employed in the bargaining unit during the relevant prior school year(s).

2011-2012

1/2%

 

Column I

Column II

Column III

Column IV

 

BA

MA

MA+30

Ph.D.

Step

 

 

 

 

1

38637

40234

42460

44660

2

40070

41567

43784

45994

3

41501

45035

47249

49460

4

42831

46363

48583

50791

5

44158

47690

49908

52119

6

45923

49475

51706

53943

7

49410

52958

55201

57432

8

50738

54298

56534

58777

9

55818

58589

61040

63483

10

57213

61189

63742

66318

11

 

62683

65302

67940

Superstep

 

 

 

 

(at 25 years)

59282

64749

67370

70008

APPENDIX B

SALARY DIFFERENTIAL

DEPARTMENT HEAD

7/1/09-6/30/10

7/1/10-6/30/11

7/1/11-6/30/12

 

$4,511

$4,534

$4,556

(English, Mathematics, Science, Social Studies, Modern Language, Occupation, Business, Reading, Choral Music, Instrumental Music, Art, Industrial Arts, Home Economics, ELL, Guidance, Literacy Coordinator Physical Education Academic Coordinator)

 

 

 

DEPARTMENT HEAD

 

 

 

(Electrical, Graphic Arts, Mill Carpentry, Automotive, Metal Fabrication, Machine Shop, Electronics, Distributive Education, Cosmetology, Culinary Arts, Auto Body, Building and Grounds, Computer Technology and Data Communications and Drafting)

$4,165

$4,186

$4,207

Psychologist

$2,336

$2,348

$2,359

Mentor (per Mentee)

$1,337

$1,344

$1,350

High School-Based Academic Coordinators

$4,337

$4,359

$4,380

Adolescent Health Coordinator

$4,205

$4,226

$4,247

APPENDIX C

July 1,2009-June 30, 2010

EXTRA-CURRICULAR SALARIES

 

STEP 1

STEP 2

STEP 3

STEP 4

Librarian

$195

$226

$252

$280

Director-High School Herald

$1,478

$1,683

$1,893

$2,103

Director-Dean Newspaper

$1,478

$1,683

$1,893

$2,103

Director-High School Yearbook

$1,478

$1,683

$1,893

$2,103

Director-Dean Yearbook

$1,478

$1,683

$1,893

$2,103

Director-High School Debating

$1,670

$1,908

$2,147

$2,383

Director-High School Dramatics

$1,082

$1,237

$1,389

$1,544

Director-Choral Music

$885

$1,008

$1,136

$1,263

Advisor-V.I.C.A.

$1,479

$1,683

$1,892

$2,103

Advisor-H.S. Student Council

$981

$1,121

$1,263

$1,401

Advisor-Dean Student Council

$981

$1,121

$1,263

$1,401

Advisor-Junior Honor Society

$440

 

 

 

Advisor-National Honor

 

 

 

 

Society

$882

 

 

 

Director-High School Musical

 

$5,356

 

 

School-Related Clubs (with the approval of the building Principal)

 

$536

 

 

Treasury-H.H.S.A.A.

$2,257

$2,580

$2,905

$3,225

Faculty Advisors

 

 

 

 

Freshman

 

$589

 

 

Sophomore

 

$613

 

 

Junior

 

$763

 

 

Senior

 

$917

 

 

Football

 

 

 

 

Head Coach

$3,660

$4,094

$4,530

$4,969

Asst. Coach

$2,116

$2,338

$2,552

$2,768

Freshman Coach

$2,083

$2,297

$2,508

$2,722

Asst. Freshman Coach

$1,993

$2,188

$2,385

$2,582

Transporter Football Equip.

$688

$787

$885

$981

Soccer

 

 

 

 

Boys Head Coach

$2,362

$2,610

$2,863

$3,115

Girls Head Coach

$2,362

$2,610

$2,863

$3,115

Boys Asst. Coach

$,1712

$1,869

$2,031

$2,188

Girls Asst. Coach

$,1712

$1,869

$2,031

$2,188

Boys Freshmen Coach

$1,667

$1,819

$1,970

$2,122

Girls Freshmen Coach

$1,667

$1,819

$1,970

$2,122

Cross Country

 

 

 

 

Head Coach

$1,712

$1,869

$2,031

$2,188

Field Hockey

 

 

 

 

Head Coach

$2,362

$2,610

$2,863

$3,115

Asst. Coach

$,1712

$1,869

$2,031

$2,188

Basketball

 

 

 

 

Head Coach

$3,119

$3,481

$3,838

$4,200

Asst. Coach

$2,109

$2,325

$2,540

$2,755

Freshmen Coach

$1,824

$1,999

$2,175

$2,346

Girls Head Coach

$3,119

$3,481

$3,838

$4,200

Girls Asst. Coach

$2,109

$2,325

$2,540

$2,755

Girls Basketball

 

 

 

 

(Lynch, Peck)

$1,824

$1,199

$2,175

$2,346

Gymnastics

 

 

 

 

Boys Head Coach

$2,288

$2,527

$2,767

$3,009

Girls Head Coach

$2,288

$2,527

$2,767

$3,009

Asst. Gymnastic Coach

$1,712

$1,869

$2,031

$2,188

Hockey

 

 

 

 

Head Coach

$2,544

$2,826

$3,103

$3,379

Asst. Coach

$1,622

$1,765

$1,911

$2,055

Skiing

 

 

 

 

Boys Head Coach

$1,806

$1,976

$2,150

$2,319

Girls Head Coach

$1,806

$1,976

$2,150

$2,319

Swimming

 

 

 

 

Head Coach

$2,544

$2,826

$3,103

$3,379

Asst. Coach

$1,622

$1,765

$1,911

$2,055

Baseball

 

 

 

 

Head Coach

$2,638

$2,932

$3,218

$3,510

Asst. Coach (Junior Varsity)

$1,667

$1,819

$1,970

$2,122

Freshmen Coach

$1,667

$1,819

$1,970

$2,122

Softball

 

 

 

 

Girls Head Coach

$2,638

$2,932

$3,218

$3,510

Girls Assistant Coach

$1,667

$1,819

$1,970

$2,122

Girls Softball

 

 

 

 

(Lynch, Peck)

$1,667

$1,819

$1,970

$2,122

Golf

 

 

 

 

Head Coach

$1,703

$1,859

$2,018

$2,176

Tennis

 

 

 

 

Boys Head Coach

$1,638

$1,782

$1,935

$2,081

Girls Head Coach

$1,638

$1,782

$1,935

$2,081

Track

 

 

 

 

Boys Head Coach

$2,453

$2,717

$2,980

$3,244

Girls Head Coach

$2,453

$2,717

$2,980

$3,244

Boys Asst. Coach

$1,528

$1,659

$1,791

$1,924

Girls Asst. Coach

$1,528

$1,659

$1,791

$1,924

Volleyball

 

 

 

 

Boys Head Coach

$2,362

$2,610

$2,863

$3,155

Girls Head Coach

$2,362

$2,610

$2,863

$3,155

Cheerleaders Supervisor (per season)

Holyoke High

$2,362

$2,610

$2,863

$3,155

Dean Vocational

$2,362

$2,610

$2,863

$3,155

Assistant Cheerleader

$1,713

$1,869

$2,031

$2,188

Supervisor

 

 

 

 

Band

 

 

 

 

Director (Full Year)

$2,656

$3,031

$3,390

$3,786

Asst. Director (Full Year)

$2,356

$2,688

$2,863

$3,364

Wrestling

 

 

 

 

Boys Head Coach

$2,544

$2,826

$3,103

$3,379

July 1,2010-June 30, 2011

EXTRA-CURRICULAR SALARIES

 

STEP 1

STEP 2

STEP 3

STEP 4

Librarian

$196

$227

$253

$281

Director-High School Herald

$1,485

$1,691

$1,902

$2,114

Director-Dean Newspaper

$1,485

$1,691

$1,902

$2,114

Director-High School Yearbook

$1,485

$1,691

$1,902

$2,114

Director-Dean Yearbook

$1,485

$1,691

$1,902

$2,114

Director-High School Debating

$1,678

$1,918

$2,158

$2,395

Director-High School Dramatics

$1,087

$1,243

$1,396

$1,552

Director-Choral Music

$889

$1,013

$1,142

$1,269

Advisor-V.I. C.A.

$1,486

$1,691

$1,901

$2,114

Advisor-H.S. Student Council

$986

$1,127

$1,269

$1,408

Advisor-Dean Student Council

$986

$1,127

$1,269

$1,408

Advisor-Junior Honor Society

$442

 

 

 

Advisor-National Honor Society

$886

 

 

 

Director - High School Musical

 

$5,383

 

 

School-Related Clubs (with the approval of the building Principal)

 

$539

 

 

Treasury-H.H.S.AA

$2,268

$2,593

$2,920

$3,241

Faculty Advisors

 

 

 

 

Freshman

 

$592

 

 

Sophomore

 

$616

 

 

Junior

 

$767

 

 

Senior

 

$922

 

 

Football

 

 

 

 

Head Coach

$3,678

$,4114

$4,553

$4,994

Asst. Coach

$2,127

$2,350

$2,565

$2,782

Freshman Coach

$2,093

$2,308

$2,521

$2,736

Asst. Freshman Coach

$2,003

$2,199

$2,397

$2,595

Transporter Football Equip.

$691

$791

$889

$986

Soccer

 

 

 

 

Boys Head Coach

$2,374

$2,623

$2,877

$3,131

Girls Head Coach

$2,374

$2,623

$2,877

$3,131

Boys Asst. Coach

$1,721

$1,878

$2,041

$2,199

Girls Asst. Coach

$1,721

$1,878

$2,041

$2,199

Boys Freshmen Coach

$1,675

$1,828

$1,980

$2,133

Girls Freshmen Coach

$1,675

$1,828

$1,980

$2,133

Cross Country

 

 

 

 

Head Coach

$1,721

$1,878

$2,041

$2,199

Field Hockey

 

 

 

 

Head Coach

$2,374

$2,623

$2,877

$3,131

Asst. Coach

$1,721

$1,878

$2,041

$2,199

Basketball

 

 

 

 

Head Coach

$3,135

$3,498

$3,857

$4,221

Asst. Coach

$2,120

$2,337

$2,553

$2,769

Freshmen Coach

$1,833

$2,009

$2,186

$2,358

Girls Head Coach

$3,135

$3,498

$3,857

$4,221

Girls Asst. Coach

$2,120

$2,337

$2,553

$2,769

Girls Basketball

 

 

 

 

(Lynch, Peck)

$1,833

$2,099

$2,186

$2,358

Gymnastics

 

 

 

 

Boys Head Coach

$2,299

$2,540

$2,781

$3,024

Girls Head Coach

$2,299

$2,540

$2,781

$3,024

Asst. Gymnastic Coach

$1,721

$1,878

$2,041

$2,199

Hockey

 

 

 

 

Head Coach

$2,557

$2,840

$3,119

$3,396

Asst. Coach

$1,630

$1,774

$1,921

$2,065

Skiing

 

 

 

 

Boys Head Coach

$1,815

$1,986

$2,161

$2,331

Girls Head Coach

$1,815

$1,986

$2,161

$2,331

Swimming

 

 

 

 

Head Coach

$2,557

$2,840

$3,119

$3,396

Asst. Coach

$1,630

$1,774

$1,921

$2,065

Baseball

 

 

 

 

Head Coach

$2,651

$2,947

$3,234

$3,528

Asst. Coach (Junior Varsity)

$1,675

$1,828

$1,980

$2,133

Freshmen Coach

$1,675

$1,828

$1,980

$2,133

Softball

 

 

 

 

Girls Head Coach

$2,651

$2,947

$3,234

$3,528

Girls Assistant Coach

$1,675

$1,828

$1,980

$2,133

Girls Softball

 

 

 

 

(Lynch, Peck)

$1,675

$1,828

$1,980

$2,133

Golf

 

 

 

 

Head Coach

$1,712

$1,868

$2,028

$2,187

Tennis

 

 

 

 

Boys Head Coach

$1,646

$1,791

$1,945

$2,091

Girls Head Coach

$1,646

$1,791

$1,945

$2,091

Track

 

 

 

 

Boys Head Coach

$2,465

$2,731

$2,995

$3,260

Girls Head Coach

$2,465

$2,731

$2,995

$3,260

Boys Asst. Coach

$1,536

$1,667

$1,800

$1,934

Girls Asst. Coach

$1,536

$1,667

$1,800

$1,934

Volleyball

 

 

 

 

Boys Head Coach

$2,374

$2,623

$2,877

$3,131

Girls Head Coach

$2,374

$2,623

$2,877

$3,131

Cheerleaders Supervisor (per season)

 

 

 

Holyoke High

$2,374

$2,623

$2,877

$3,131

Dean Vocational

$2,374

$2,623

$2,877

$3,131

Assistant Cheerleader Supervisor

$1,722

$1,878

$2,041

$2,199

Band

 

 

 

 

Director (Full Year)

$2,669

$3,046

$3,407

$3,805

Asst. Director (Full Year)

$2,368

$2,701

$2,877

$3,381

Wrestling

 

 

 

 

Boys Head Coach

$2,557

$2,840

$3,119

$3,396

July 1,2011-June 30, 2012

EXTRA-CURRICULAR SALARIES

 

STEP 1

STEP 2

STEP 3

STEP 4

Librarian

$197

$228

$255

$283

Director-High School Herald

$1,493

$1,700

$1,912

$2,124

Director-Dean Newspaper

$1,493

$1,700

$1,912

$2,124

Director-High School Yearbook

$1,493

$1,700

$1,912

$2,124

Director-Dean Yearbook

$1,493

$1,700

$1,912

$2,124

Director-High School Debating

$1,687

$1,927

$2,169

$2,407

Director-High School Dramatics

$1,093

$1,249

$1,403

$1,559

Director-Choral Music

$894

$1,018

$1,147

$1,276

Advisor-V.I.C.A.

$1,494

$,1700

$1,911

$2,124

Advisor-H.S. Student Council

$991

$1,132

$1,276

$1,415

Advisor-Dean Student Council

$991

$1,132

$1,276

$1,415

Advisor-Junior Honor Society

$444

 

 

 

Advisor-National Honor Society

$891

 

 

 

Director-High School Musical

 

$5,410

 

 

School-Related Clubs (with the approval of the building Principal)

 

$541

 

 

Treasury-H.H.S.A.A.

$2,280

$2,606

$2,934

$3,257

Faculty Advisors

 

 

 

 

Freshman

 

$595

 

 

Sophomore

 

$619

 

 

Junior

 

$771

 

 

Senior

 

$926

 

 

Football

 

 

 

 

Head Coach

$3,697

$4,135

$4,575

$5,019

Asst. Coach

$2,137

$2,361

$2,578

$2,796

Freshman Coach

$2,104

$2,320

$2,533

$2,749

Asst. Freshman Coach

$2,013

$2,210

$2,409

$2,608

Transporter Football Equip.

$695

$795

$894

$991

Soccer

 

 

 

 

Boys Head Coach

$2,386

$2,636

$2,892

$3,146

Girls Head Coach

$2,386

$2,636

$2,892

$3,146

Boys Asst. Coach

$1,729

$1,888

$2,051

$2,210

Girls Asst. Coach

$1,729

$1,888

$2,051

$2,210

Boys Freshmen Coach

$1,684

$1,837

$1,990

$2,143

Girls Freshmen Coach

$1,684

$1,837

$1,990

$2,143

Cross Country

 

 

 

 

Head Coach

$1,729

$1,888

$2,051

$2,210

Field Hockey

 

 

 

 

Head Coach

$2,386

$2,636

$2,892

$3,146

Asst. Coach

$1,729

$1,888

$2,051

$2,210

Basketball

 

 

 

 

Head Coach

$3,150

$3,516

$3,876

$4,242

Asst. Coach

$2,130

$2,348

$2,565

$2,783

Freshmen Coach

$1,842

$2,019

$2,197

$2,370

Girls Head Coach

$3,150

$3,516

$3,876

$4,242

Girls Asst. Coach

$2,130

$2,348

$2,565

$2,783

Girls Basketball

 

 

 

 

(Lynch, Peck)

$1,842

$2,019

$2,197

$2,370

Gymnastics

 

 

 

 

Boys Head Coach

$2,311

$2,552

$2,795

$3,039

Girls Head Coach

$2,311

$2,552

$2,795

$3,039

Asst. Gymnastic Coach

$1,729

$1,888

$2,051

$2,210

Hockey

 

 

 

 

Head Coach

$2,570

$2,854

$3,134

$3,413

Asst. Coach

$1,638

$1,783

$1,930

$2,076

Skiing

 

 

 

 

Boys Head Coach

$1,824

$1,996

$2,172

$2,342

Girls Head Coach

$1,824

$1,996

$2,172

$2,342

Swimming

 

 

 

 

Head Coach

$2,570

$2,854

$3,134

$3,413

Asst. Coach

$1,638

$1,783

$1,930

$2,076

Baseball

 

 

 

 

Head Coach

$2,664

$2,961

$3,250

$3,545

Asst. Coach (Junior Varsity)

$1,684

$1,837

$1,990

$2,143

Freshmen Coach

$1,684

$1,837

$1,990

$2,143

Softball

 

 

 

 

Girls Head Coach

$2,664

$2,961

$3,250

$3,545

Girls Assistant Coach

$1,684

$1,837

$1,990

$2,143

Girls Softball

 

 

 

 

(Lynch, Peck)

$1,684

$1,837

$1,990

$2,143

Golf

 

 

 

 

Head Coach

$1,720

$1,878

$2,038

$2,198

Tennis

 

 

 

 

Boys Head Coach

$1,654

$1,800

$1,954

$2,102

Girls Head Coach

$1,654

$1,800

$1,954

$2,102

Track

 

 

 

 

Boys Head Coach

$2,478

$2,744

$3,010

$3,277

Girls Head Coach

$2,478

$2,744

$3,010

$3,277

Boys Asst. Coach

$1,543

$1,676

$1,809

$1,943

Girls Asst. Coach

$1,543

$1,676

$1,809

$1,943

Volleyball

 

 

 

 

Boys Head Coach

$2,386

$2,636

$2,892

$3,146

Girls Head Coach

$2,386

$2,636

$2,892

$3,146

Cheerleaders Supervisor (per season)

 

 

 

Holyoke High

$2,386

$2,636

$2,892

$3,146

Dean Vocational

$2,386

$2,636

$2,892

$3,146

Assistant Cheerleader Supervisor

$1,730

$1,888

$2,051

$2,210

Band

 

 

 

 

Director (Full Year)

$2,683

$3,061

$3,424

$3,824

Asst. Director (Full Year)

$2,380

$2,751

$2,892

$3,398

Wrestling

 

 

 

 

Boys Head Coach

$2,570

$2,854

$3,134

$3,413

Effective July 1, 2011, there shall be no splitting of stipends for any position listed in the above Appendix. If two (2) or more teachers are hired for any position referenced above, each teacher shall receive the entire stipend amount listed for said position. This is intended for only those positions that are designed for more than one (1) individual (example: Assistant Coach of a sports team).