Hudson

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DistrictHudson
Shared Contract District
Org Code1410000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2011
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersAssabet Valley RVTSD
CountyMiddlesex
ESE RegionCentral
Urban
Kind of Communityeconomically developed suburbs
Number of Schools6
Enrollment3071
Percent Low Income Students19
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document CONTRACT

 

 

 

CONTRACT

 

between the

 

HUDSON SCHOOL COMMITTEE

 

and the

 

HUDSON EDUCATION ASSOCIATION

 

 

 

 

                                                                             

 

September 1, 2008 - August 31, 2011

 

 

 

 


 


Basic Objectives. 5

ARTICLE 1  -  RECOGNITION.. 7

ARTICLE 2  -  NEGOTIATION PROCEDURE.. 8

ARTICLE 3  -  GRIEVANCE PROCEDURE.. 9

ARTICLE 4  -  SALARY INFORMATION.. 11

ARTICLE 5  -  TEACHERS' HOURS AND TEACHING LOAD.. 12

ARTICLE 6  -  CLASS SIZE (Does not apply to Nurses) 17

ARTICLE 7  -  SUPPLEMENTAL SERVICES. 17

ARTICLE 8  -  NON-TEACHING DUTIES. 17

(Does not apply to Nurses) 17

ARTICLE 9  -  EMPLOYMENT.. 18

ARTICLE 10  -  ASSIGNMENTS. 18

ARTICLE 11  -  TRANSFERS  (Does not apply to Nurses) 19

ARTICLE 12  -  REDUCTIONS IN STAFF. 20

ARTICLE 13  -  NOTICE OF VACANCIES. 22

(Does not apply to Nurses) 22

ARTICLE 14  -  POSITIONS IN EVENING SCHOOL IN FEDERALLY FUNDED SCHOOL PROGRAMS  23

ARTICLE 15  -   EVALUATION.. 23

ARTICLE 16  -  TEACHER FACILITIES. 25

ARTICLE 17  -  USE OF SCHOOL FACILITIES. 25

ARTICLE 18  -  SICK LEAVE.. 26

ARTICLE 19  -  SICK LEAVE BANK.. 27

ARTICLE 20  -  TEMPORARY LEAVES OF ABSENCE.. 29

ARTICLE 21  -  EXTENDED LEAVES OF ABSENCE.. 31

ARTICLE 22  -  PROFESSIONAL LEAVE.. 33

(Does not apply to FPPIE's ) 33

ARTICLE 23  -  ORIENTATION, MENTORING AND INDUCTION.. 35

ARTICLE 24  -  IN-SERVICE WORKSHOP DAYS. 36

ARTICLE 25  -  SCHOOL LIBRARIES. 37

ARTICLE 26  -  COMMUNICATION.. 37

ARTICLE 26-A  -  PROFESSIONAL IMPROVEMENT.. 38

ARTICLE 27  -  PERSONAL INJURY BENEFITS. 38

ARTICLE 28  -  PROTECTION.. 39

ARTICLE 29  -  INSURANCE AND ANNUITY PLAN.. 39

ARTICLE 30  -  DUES DEDUCTIONS. 40

ARTICLE 31  -  INSTRUCTIONAL SUPPLIES AND EQUIPMENT.. 40

ARTICLE 32  -  AGENCY SERVICE FEE.. 40

ARTICLE 33  -  RETIREMENT INCENTIVE  (FPPIE's excluded) 42

ARTICLE 34  -  JURY DUTY PAY.. 43

ARTICLE 35  -  LICENSE REQUIREMENT REIMBURSEMENT.. 44

ARTICLE 36  -  GENERAL.. 44

ARTICLE 37  -  EDUCATION REFORM ACT OF 1993. 45

ARTICLE 38  -  HEALTH AND SAFETY COMMITTEE.. 45

ARTICLE 39  -  INCLUSION/INTEGRATION.. 45

ARTICLE 40  -  DURATION.. 46

Letter of Understandings. 47

APPENDIX A.. Error! Bookmark not defined.

LONGEVITY.. 53

INCREMENTS. 53

RESTRICTIONS. 53

Stipend - SPED Team Chairperson.. 54

APPENDIX B - SALARY SCHEDULE - SCHOOL NURSES. 66

APPENDIX C - FPPIE's SALARY SCHEDULE.. 67

Waiver.. 69

 


 

Basic Objectives

 

The Hudson School Committee and the Hudson Education Association jointly promote the best possible educational system for Hudson.  The School Committee and the Education Association acknowledge that a teacher's primary responsibility is to teach, and his/her energies should be used for that purpose.  The objectives of this contract are to attract the best-qualified teaching talent available to the Hudson school system, to encourage such teachers to continue in the service of Hudson's schools, and to encourage the professional growth of the members of the professional staff. 


           


ARTICLE 1  -  RECOGNITION

 

The Hudson School Committee recognizes the Hudson Education Association and its parent organizations for purposes of collective bargaining as the exclusive representative of a unit consisting of professional employees of the Hudson Public Schools and those regular part-time professional employees on contract who work at least one-half (1/2) a week or one-half (1/2) a day during the school year, including: 

 

Classroom Teachers

Head Teachers

Remedial Teachers

Advisors

School Librarians

Department Coordinators

Guidance Counselors

Athletic Director

School Psychologists

Athletic Coaches

Social Workers

School Nurses

Federal Program Professional

Coordinating Psychologist

Instructional Employees (FPPIE)

Bilingual Coordinator/Counselor

 

 

but excluding: 

 

Superintendent of Schools

Substitute Teachers

Assistant Superintendent of Schools

Teacher Assistants

Principals (full-time)(part-time)

Paraprofessionals

Administrator of Pupil Personnel Services

Curriculum Directors

Assistant Principals

Director of Health Services

Director of Community Services Learning

Director of Technology

Assistant Director of  Pupil Services

All Other Employees of the Hudson Public Schools

Student Activities Director

 

A.        All provisions of the collective bargaining agreement except as set forth in paragraph B below, shall apply to all part-time employees in the bargaining unit.  A year of part-time service on contract shall be credited as a year of service for all purposes, except seniority as provided for in Paragraph D, below, and payment of salary and paid leaves of absence benefits shall be pro-rated for that portion of the school day or week scheduled. 

 

All provisions of the collective bargaining agreement, except as set forth in Paragraph C below, shall apply to FPPIE's. 

 

With respect to insurance benefits, eligibility for insurance coverage shall be governed by Town Policy. 


 

B.        Article 5 - Part-time employees shall have no rights to paid preparation time, but shall have reasonably diminished before or after school obligations.  Article 26-A - Part-time employees shall be eligible for course reimbursement for those courses that are required in order for them to meet recurrent study obligations. 

 

C.        Article 4-B and C; Article 7-C; Article 10-A (delete August 15); Article 18-A (FPPIE's receive 12 sick days a year with 50% accumulation); Article 22; Article 24-B; Article 33.  In Appendix A, the language under the headings "Preparation Scale Progression" and "Longevity" shall not apply. 

 

D.        Effective September 1, 1993, employees who work less than full time or enter the year after the opening day of school will accrue seniority proportionately to the amount of time worked as Pro-rated Seniority.  Pro-rated Seniority will be accrued on a tenth of a year basis for those starting after the beginning day of school with one tenth (.1) being equivalent to 18 workdays.  Pro-rated Seniority will also be accrued on a tenth of a year basis for those who work less than full-time based on the percent, rounded to tenths, of full-time employment.  Pro-rated Seniority for all faculty will be used in all decisions that require consideration for seniority or length of service.

 

ARTICLE 2  -  NEGOTIATION PROCEDURE

 

A.        1.         Authorized representatives of the Committee and the Hudson Education Association will present relevant data, exchange points of view, and make proposals and counter-proposals.  Either party may, if it so desires, utilize the services of outside consultants and may call upon professional and lay representatives to assist in the negotiations. 

 

2.         If negotiations have reached an impasse, the procedure described in Chapter 150E of the General Laws will be followed. 

 

B.        1.         This agreement is the result of collective negotiations between the Committee and the Association under the provisions of Chapter 150-E of the General Laws of Massachusetts, as amended.  The provision of this Agreement supersedes all conflicting policies and directives of the Committee and may be changed only through mutual agreements of the Committee and the Association. 

 

All terms and conditions of employment not covered by this agreement shall continue to be subject to the School Committee's direction and control, and shall not be the subject of negotiations until the commencement of negotiations for a successor to this agreement. 

 

2.         Pursuant to the provisions of Chapter 150E of the General Laws, and as a matter of good employee relations, written notice of any prospective change in working conditions will be forwarded to the President of the Education Association before School Committee action is taken. 

 

3.         The Committee agrees not to negotiate with any employees' organization other than that designated as the exclusive bargaining agent pursuant to Chapter  150E of the General Laws.  The Committee further agrees not to negotiate with any employees' organization other than the Association in regard to changes in wages, hours, or other conditions of employment to become effective during the term of this Agreement. 

 

C.        The School Committee recognizes that it is sound administration to involve members of the professional staff in the decision-making process.  It agrees to instruct school principals and the Superintendent of Schools to involve the professional staff in the formulation of administration policy and regulations. 

 

ARTICLE 3  -  GRIEVANCE PROCEDURE

 

A.        Definition - A grievance is a complaint that there has been an alleged violation of a specific provision of this Agreement. 

 

B.        Time Limits - All time limits herein shall consist of school days, except during summer recess when days shall mean when the central administration office is open.  The time limits indicated hereunder will be considered maxima unless extended by mutual agreement, in writing. 

 

If at the end of seven (7) days next following either the occurrence of any grievance or the date when the grievant should reasonably have had first knowledge of its occurrence, whichever is later, the grievance shall not have been presented at Level One, as set forth below, it shall be deemed to have been waived.  Failure of the grievant to appeal a decision within the time limit specified will mean that the grievance shall be considered settled on the basis of the decision last made, and not eligible for further appeal. 

 

Failure of administration to answer an appeal within the time limit specified shall mean that the appeal may be taken to the next step immediately. 

 

C.        Levels

 

Level One - The grievant will present his/her grievance, in writing, to his/her principal or other immediate supervisor.  The principal or supervisor will answer, in writing, within seven (7) days. 

 

Level Two - If the grievance is not satisfactorily resolved at Level One, the grievant may present it, in writing, to the Superintendent within seven (7) days of his/her receipt of the Level One answer.  Such writing shall include: 

 

1.         A description (on the form currently being supplied by the Hudson Education Association to staff members for the filing of grievances) of the events giving rise to the grievance;

 

2.         A specification of the provisions of this Agreement alleged to have been violated; and

 

3.         A statement of the relief sought. 

 

The Superintendent or his/her designee will answer, in writing, within seven (7) days of his/her receipt of the grievance. 

 

Level Three - If the grievance is not satisfactorily resolved at Level Two, the grievant may present it, in writing, to the School Committee within seven (7) days of his/her receipt of the Level Two answer.  The School Committee will answer, in writing, within twelve (12) days of its receipt of the grievance. 

 

Level Four - If the grievance is not satisfactorily resolved at Level Three, the Association may within seven (7) days after the grievant's receipt of the Level Three answer, present it to the State Board of Conciliation and Arbitration for arbitration pursuant to Board rules and procedures. 

 

The fees of the Board and of the arbitrators, and the expenses of any required hearings, shall be shared equally by the Committee and the Association, but each party shall bear the expenses of its representatives, participants, witnesses, and for the preparation and presentation of its own case.  The arbitrator's award shall be in writing and shall set forth his/her findings of fact with reasoning and conclusions.  He/she shall arrive at his/her decision solely upon the facts, evidence, and contentions presented by the parties through the arbitration proceeding. 

 

The arbitrator shall have no power to add to, subtract from, or modify any of the terms of this Agreement, and in reaching his/her decision shall interpret the Agreement in accordance with the commonly accepted meaning of words used herein and the principle that there are no restrictions intended on the rights or authority of the Committee, other than those expressly set forth herein. 

 

Subject to the foregoing, the decision of the arbitrator shall be final and binding upon the Committee, the Association, and the staff member or group of staff members who initiated the grievance.  The arbitrator will be without power or


authority to make any decision which requires the commission of an act prohibited by law, or which is violative of the terms of this agreement.  The parties may, by mutual agreement, submit more than one pending grievance to the same arbitrator.

 

D.        General Provisions

 

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

 

2.         Either party shall have the right to use in its presentation at any level of this grievance procedure, any representative or representatives of its own choosing. 

 

3.         Provided the parties agree, Level One and/or Level Two of the Grievance Procedure may be bypassed and the grievance brought directly to Level Three. 

 

4.         Neither party will take reprisals of any kind against any staff member because of his/her participation or non-participation in this Grievance Procedure. 

 

5.         The parties will furnish each other with such information as is requested for the processing of any grievance pursuant to requirements of applicable law. 

 

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

 

7.         All grievances must be filed by the staff member or members allegedly aggrieved by the action or inaction at issue, except that the Association may grieve any alleged violation of a contract right specifically conferred upon it (e.g., dues deduction). 

ARTICLE 4  -  SALARY INFORMATION

 

A.        The contractual salaries of all persons covered by this agreement are set forth in Appendix A, B, or C of this agreement. 

 

B.        All persons in this salary schedule (except FPPIE's) shall be paid on every other Thursday beginning in September, at a rate equal to the gross salary, minus deductions, divided by the number of payment dates during the salary schedule year which shall run from September 1 to August 31 for the purpose of determining the number of pay days. In the event that the district offices and the schools are scheduled to be closed on a pay date, the district shall pay individuals on the last day the district office is open prior to such a pay date.

C.        Staff members (except FPPIE's) may receive the payments due in July and August in a lump sum at the close of the academic year, by requesting this method of payment, in writing, not later than May first of the school year.  These checks will be subject to all normal withholding which will be handled by the Town Treasurer.  Such lump sum payment shall be made on the last payday in June. 

 

D.        The Committee shall provide the necessary payroll deduction procedures in order that staff members may participate in direct deposit banking, subject to the Town Treasurer's approval. 

 

E.        As soon as practicable after the first pay day in each school year, staff members shall receive a notice of the amount of salary, the gross amount of each pay check, and the number of days sick leave accumulated from prior school years. 

 

F.         The Administration shall also provide the Association with a master seniority not later than December 1st of each year. The information in all the above shall conclusively presumed to be correct unless challenged within four (4) weeks of its issuance. 

 

G.        Cases involving absences of more than the number of accumulated days of leave or unauthorized leaves will be subject to salary deductions at the rate of 1/183rd of the yearly salary for each day of unauthorized absence.  Staff members facing salary deductions will be notified, in writing, prior to payday, and deductions will be explained. 

 

H.        Minimum Salary.  As a minimum salary is increased, all salaries shall be increased a similar minimum amount. 

 

ARTICLE 5  -  TEACHERS' HOURS AND TEACHING LOAD

 

A.        1.         Changes in starting or dismissal time are reserved to the School Committee by statute - General Laws (Chapter 71, Section 37).  The School Committee agrees to discuss with representatives of the Hudson Education Association any contemplated major changes in school hours.  Beginning in the 2000-2001 school year, teaching time and thus the length of the school day will be extended by 20 minutes in all schools. 

 

2.         The length of the workday shall be equal for employees in all single session elementary schools. 

 

3.         The length of the workday for teachers in schools which are on schedules other than the normal single session schedule shall be equal for all teachers therein, even though the length of the workday may differ from those schools where the normal single schedule is in effect. 

 

4.         The length of the workday shall be equal for all high school teachers covered by this agreement. 

 

5.      The length of the workday in any case, shall be exclusive of the post-pupil dismissal hour Provision D of this Article. 

 

6.      The parties recognize that the implementation of new technologies into the educational setting may impact on the working conditions of unit members. Prior to the adoption of new technology related policies or procedures, the Superintendent agrees to consult with the Association and afford the Association the opportunity for input. Prior to the School Committee implementation or announcement of any new internet, acceptable use policy, email, web page, VES, VHS, or other technology based policy impacting unit members, the School Committee agrees to bargain with the Association to the extent required by law.

 

 

B.        The school year is proposed to consist of 180 days for students, 183 days for the professional staff (with one for the opening day of school and two for professional development).  School may be closed at the discretion of the Committee for a professional development day during which all teachers will work from 8:30 a.m. to 3:00 p.m. 

 

Effective school year 2006-2007, all workdays shall be scheduled between the Tuesday preceding Labor Day and June 30th according to the following schedule:

 

When Labor Day is on September 1 or September 2, teachers report for duty the day after Labor Day and students start the following day.

 

In other years, teachers report for duty on the Tuesday before Labor Day, students start on the Wednesday before Labor Day, and there shall be no school on the Friday before Labor Day.

 

 

C.        Teachers may be required to remain up to one hour on Monday through Thursday, without additional compensation, for one of the following reasons:  Department, grade, principal, or Superintendent meetings, or student help sessions. 

 

Beginning in the 2005-2006 school year, the Superintendent may schedule one 90 minute meeting a month during each of the following months:  September, October, November, January, February, March, April and May, two of which will be building-based meetings.  Said meetings may be for cross school and/or cross grade meetings at the elementary level, cross school and/or cross grade teachers at the middle school and high school level, and cross school and/or cross grade meetings for such K-12 departments as Art, Music, Technology, Physical Education, Library, World Language, etc.  These meetings will begin 15 minutes after dismissal of the latest school involved, with the exception of the meetings of K-12 departments.  For five of the K-12 department meetings, these meetings will take place from 3:00 pm to 4:30 pm. 

 

Two days prior to any meeting described above, the administration shall distribute an agenda to the participants.  In May of each year, the HEA and the superintendent shall meet to review the efficiency and effectiveness of the curriculum meetings. For each meeting, an additional day in the same month may be scheduled at the beginning of the year in the event that a school or workday is cancelled because of inclement weather. Whenever a school or workday is cancelled because of inclement weather the meeting time provided for in this section may be re-scheduled by the Superintendent to one of the scheduled alternate dates.

 

 

Twice during the school year the Superintendent may use these meetings for meetings between teachers at the elementary and middle and/or high school level.  These meetings will begin at  3:15 p.m.

 

During the week said meeting is held teachers at those schools will not be required to attend department, grade, principal or Superintendent meetings.

 

D.        1.         Middle, junior high, and secondary school teachers will be limited to three preparations daily, except by mutual agreement.

 

2.         Except in cases of emergency:

 

a.         All elementary teachers shall have a guarantee of no less than 200 minutes of preparation time per five school days with no less than thirty uninterrupted minutes per school day.

 

b.         Teachers in grades 6 and 7 shall have a minimum of one class period each day for the purpose of preparation.

 

c.         During the 1996-97 and 1997-98 school years, high school teachers will have one duty one semester and none during the other semester.  During the semester in which they have a duty, teachers will have three full blocks and three half blocks for preparation within a six school day cycle.  During the semester in which they do not have a duty, teachers will have one full block for preparation during each school day.  The School Committee agrees to provide lunchroom coverage for the 1996-97 school year.  Teachers will not have hall duty during the second year of the contract.  Effective September 1, 1998, high school teachers shall have a minimum of one-half block for preparation three days out of a six-day cycle and a minimum of three full blocks out of each six-day cycle.  Those teachers who have lunch duty will have the remainder of the block as preparation time.

 

Any teacher who teaches three consecutive blocks will not be assigned lunch or cafeteria duty on that day.

 

In the event that the block schedule in effect during the 1996-97 school year is discontinued and the high school schedule in effect during 1995-96 is restored, teachers at the high school will have one class period each day for purposes of preparation.

 

3.         Teachers shall have a duty-free lunch period of at least thirty minutes daily in all buildings. 

 

E.        Exceptions to the provisions of Section D above may be made only if the Superintendent of Schools determines that it is necessary to do so in the best interest of the educational process.  The Association shall be notified of each exception and will be allowed to be heard. 

 

F.         1.         Extra-curricular activities which are approved by the School Committee as part of the educational program, will be directed by sponsors and advisors chosen from faculty volunteers whenever possible.  Recommendation for appointment will be made by the Superintendent of Schools.  Because the School regards the approved extra-curricular activities as components of the total education program, just as the subject offerings are, it is the responsibility of the Superintendent to appoint qualified personnel to carry out the program.  It is the right of the sponsors and advisors to be compensated for their work. 

 

2.         Compensation for carrying out assignments of extra-curricular activities shall be in accordance with Appendix A. 

 

G.        Staff members may be required to attend four evening meetings each year. 

 

H.        Notwithstanding any other provision of this Agreement, whenever a principal and/or the Director of Pupil Services approves and a member of the unit voluntarily agrees, a flexible schedule with respect to both hours and days of work may be implemented so long as the total number of days and/or hours does exceed the total required for other positions in the bargaining unit (e.g. some counselors may start earlier or later and end earlier or later than the regularly scheduled work day; some employees may work some evenings or days when school is not in session and be provided with compensatory time).

 

Flexible scheduling as outlined in this section is limited to guidance counselors, school psychologists and special needs personnel.

 

Compensatory time may not be used immediately before or after holidays or vacation periods for the purpose of extending the holiday or vacation period.

 

The President of the Association will be notified of all instances where flexible scheduling is being implemented.

 

 

I.          NURSES' WORKING HOURS AND LOAD

 

1.         School nurses will be required to work no more than seven consecutive hours, including a one-half (1/2) hour lunch period, which shall be during the regular school day.  Hours are to be assigned appropriately according to the school being worked in. 

 

            Effective in 2007 – 2008 school nurses will be required to work no more than seven and a quarter consecutive hours, and in 2008 – 2009 an additional 15 minutes will be added to the nurses’ schedule. As of the 2008 – 2009 school year nurses will work a 7 ½  hour day.

 

2.         The work year for nurses shall be the same as that for teachers.  An exception to this general rule will be that school nurses will assist with physicals with the school doctor. 

 

In the event that fall sport physicals are conducted during the summer during out of school hours, each nurse participating shall receive additional compensation at the daily rate of pay to be in effect for the subsequent school year. 

 

3.      The High School nurse shall attend the graduation ceremony at Hudson High School in order to be available to provide appropriate professional services as required.  The compensation for such attendance shall be at the regular hourly rate for the number of hours actually worked at the request of the High School Principal.  If the High School nurse has a prior commitment, she/he shall make arrangements with another member of the unit to provide the professional services required. 

 

4.      A nurse will cover the baccalaureate at the high school, if requested by the principal and be compensated at his/her hour rate.

 

5.      All nurses covered by this Agreement shall be required to be present for three (3) evening meetings during the course of the school year beginning in 2007 – 2008 year.

 

ARTICLE 6  -  CLASS SIZE (Does not apply to Nurses)

 

The Committee and the Association agree that reductions in class size limitations are desirable, and to the extent possible, such reductions will be made. 

 

 

ARTICLE 7  -  SUPPLEMENTAL SERVICES

 

A.        It is the policy of the School Committee to increase the special supplemental services whenever it appears that a proposed service will improve the teaching/learning process and that it is within the limits of the budget. 

 

B.        It is the policy of the School Committee to consider any proposal for supplemental services, which sets forth improvement of instruction or learning as an objective.

 

C.        The Superintendent shall hire substitutes in the absence of employees in these areas (excluding FPPIE's) whenever they are available. 

 

D.        Whenever possible, teaching specialists (librarians, special needs educators, and reading specialists) shall not be used to cover other classes of instruction at the expense of those students for whom they are responsible. 

 

E.        In the event of an absence of a school nurse, the Hudson School Administration will make every reasonable effort to provide a substitute registered nurse. 

 

 

ARTICLE 8  -  NON-TEACHING DUTIES

(Does not apply to Nurses)

 

A.        The Hudson School Committee and the Hudson Education Association acknowledge that the primary duty of a teacher is to teach, and that his/her time and energy, to the fullest extent possible, should be utilized to instruct pupils. 

 

B.        The Association and Committee agree that questions relating to the fair distribution of school lunch, bus coverage, and elimination of double duty for specialists will be addressed by the administration and can be handled at labor/management meetings as problems occur. 

 

C.        Teachers shall not be required to collect money for lunches, milk, insurance, and photographs, except in cases of emergency. 

 

D.        Teachers cannot be required to transport students in their private automobiles.  Teachers may transport students in private automobiles during the workday if they have the prior written approval of their principal.  This language in no way precludes teachers from transporting students in their own vehicles at their own risk outside of the teacher workday without the prior approval of their principal.

 

E.        The Association President will not be assigned non-teaching duties.

 

ARTICLE 9  -  EMPLOYMENT

 

A.        At the time of employment, the staff member and Superintendent, will mutually agree upon the initial placement on the applicable salary schedule, and all further progress on the schedule will be from that agreed upon placement, except that there shall be no placement to a position on the scale higher than would have been the case had the staff member's entire teaching career been in Hudson. 

 

B.        Staff members who have left the Hudson Public Schools will not, whenever re-employed in the bargaining unit, be placed at a lower numbered step in their new applicable salary schedule than the numbered step held when terminated. 

 

C.        Credit for military service will be given in accordance with the statute. 

 

 

ARTICLE 10  -  ASSIGNMENTS

 

A.        Staff members will be notified, in writing, of their programs for the coming year, the schools to which they will be assigned, and the grades or subjects that they will have, as soon as practicable and under normal circumstances not later than August 15th.  (FPPIE's not covered by the August 15th date). 

 

B.        Teachers will not be assigned outside the scope of their teacher certificates or licenses. 

 

C.        To the extent possible, changes in grade assignments in the elementary schools and in subject assignments in the secondary schools, will be voluntary. 

 

D.        In arranging schedules for teachers who are assigned to more than one school, an effort will be made to limit the amount of intra-school travel.  Teachers who are assigned to more than one school in any one school day will be compensated at the yearly rate of $150.00 per additional school per day in place of mileage. 

 

E.        Nurses Travel.  $600 per year, per nurse, only when the nurse's workload includes more than one school.  Payments will be made on November 30, March 30, and June 30.

 

F.         School Psychologist will receive $1,000 per school year for school-related travel, only when the School Psychologist workload includes district-wide assignment.  If more than one (1) person is in the position, the $1,000 shall be divided equally. 

 

 

ARTICLE 11  -  TRANSFERS  (Does not apply to Nurses)

 

The Hudson School Committee and the Hudson Education Association recognize that transfer of teachers from one school to another is sometimes unavoidable.  They also recognize that frequent transfer of teachers may be disruptive of the educational process and may interfere with optimum teacher performance.  Therefore, they agree as follows: 

 

A.        When changes in the grade organization or a reduction in the number of teachers in a school is necessary, the teachers in the school will be notified as early as possible, and requests for transfer will be invited.  Insofar as it is possible, volunteers will be given preference when transfers are made.  (Does not apply to FPPIE's.) 

 

B.        When involuntary transfers are necessary, a teacher's area of competence, type of certification, major and minor fields of study, quality of teaching performance, and length of service in the Hudson Public Schools will be considered in determining which teachers are to be transferred.  Teachers being involuntarily transferred will be transferred only to comparable positions when vacancies in such positions exist.  All involuntary transfers will be made only after a meeting between the teacher involved and the Superintendent or his/her designee, at which time the teacher will be notified of the reasons for the transfer. 

 

In the event that a teacher continues to object to the transfer after this meeting, the teacher may invoke the grievance procedure (Article 3). 

 

C.        A list of open positions in other schools will be made available to all teachers being transferred, and all other factors being substantially equal, preference will be given in filling such positions on the basis of length of service in the Hudson school system. 

 

D.        Notice of transfer will be given to teachers as soon as practicable, and under normal circumstances not later than May 15th. 

 

E.        Exceptions to the provisions of Sections A, B, and C, and/or D above, may be made only if the Superintendent of Schools determines that it is in the best interests of the teacher(s) and/or the school(s) affected.  The Association will be notified of every instance in which the Superintendent so determines.  A disagreement over whether an exception is justified will be subject to the grievance procedure.

 

F.         Teachers desiring a transfer will submit a written request to the Superintendent or his/her designee, stating the assignment preferred.  Such requests must be submitted between September 1st and February 1st of each school year.  All requests will be acknowledged in writing. 

 

ARTICLE 12  -  REDUCTIONS IN STAFF

 

A.        In the event that a reduction in staff occurs, displaced tenure teachers shall have the right to replace any non-tenure teacher holding a position for which the tenure teacher is certified; or, should no such position exist, replace any tenure teacher with less system-wide seniority holding a position for which the senior tenure teacher is certified, provided that ability, training, and experience in the subject matter of the senior tenure teacher are at least equal to that of the junior tenure teacher in the position.  If a group of teachers has identical length of service and certification, then lots will be drawn among said teachers to determine seniority. 

 

B.        In the event it becomes necessary to lay off a nurse or nurses, the principle of seniority in the Hudson Public Schools shall be the major element in determining the order of lay off, along with the recommendation of the Superintendent of Schools.  Any nurse laid off under this provision shall have recall rights for two (2) school years following said lay off. 

 

C.        Tenure teachers who have been laid off will have recall rights for two years from the effective date of their respective layoffs.  During the recall period, teachers will be given preference for positions for which they are qualified as they develop.  The recall right must be exercised by the teacher within two weeks of receipt of a registered mail notice of recall.  All benefits to which a teacher was entitled at the time of layoff will be restored in full upon re-employment. 

 

D.        On or after September 1, 1982, time spent on any authorized leave of absence will not constitute a break in seniority, and seniority will accumulate up to one (1) year during such periods.  A layoff of tenured teachers placed on the recall list in accordance with this Article will not constitute a break in their seniority, but the seniority of a teacher not recalled in accordance with this Article will be broken. 

 

E.        Teachers laid off under the provisions of this Article shall be given initial consideration on the substitute list if they choose to be so recorded. 

 

F.         The Committee will recommend to the Town of Hudson that a staff member laid off and on the recall list be allowed to continue being covered under any health or medical insurance applicable to staff members, provided that said staff member pays the full cost thereof and according to procedures established by the Town Treasurer. 

 

G.        1.         A dismissal vote to effectuate a layoff shall be treated as a vote to place the laid off staff member on an involuntary leave of absence without pay for the period in Article 12 Section C of this Agreement, during which recall period the laid off staff member shall retain his/her tenure to the extent permitted by law and all applicable rights under this Agreement. 

 

It is the intent of the Committee that staff members who are placed on involuntary leave of absence status shall be eligible for unemployment compensation to the extent permitted by law. 

 

2.         If any provision or application of this paragraph shall be found contrary to law, statute, or valid regulation, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications will continue in full force and effect, and the parties specifically further agree then to take all steps within their legal power to the maximum extent possible in a legally permissible manner the object(s) and purpose(s) of this paragraph as set forth below. 

 

a.         To provide tenure teachers who are laid off with tenure or tenure-like long-term job security protection during their recall period, and tenure status after any recall. 

 

b.         To permit tenure teachers to be covered by applicable collective bargaining agreement provisions during their recall period and;

 

c.         To effectuate a layoff process that will minimize, if not avoid, the uncertainty and resulting educational disruption to students of changing teachers during the school year and minimize, if not avoid, any back pay during a difficult financial year that might otherwise arise out of a court determination that the School Committee misinterpreted or misapplied any right or obligation or any other aspects of G.L. c. 71 Section 42 or any other tenure law provision.

 

H.        Any grievance filed by any staff member contesting a layoff pursuant to this Article, must be filed within seven (7) school days (or administrative office days during the summer recess) of the School Committee vote of that layoff, and must be filed directly with the School Committee.  The School Committee, the grievant and/or their respective representatives will immediately meet in an attempt to resolve any such grievances and agree to cooperate in an effort to obtain an expedited arbitration resolution of any such unresolved grievances before the August 1st following said vote. 

 

I.          In the event a teacher is laid off and subsequently transferred to a lower paying position in the bargaining unit, and an opening occurs during the school year, said employee may be recalled to any such opening they are qualified to fill, as they occur, or maintained in the lower rated paying position, the Committee agrees to make up the difference between the two salary schedules for the remainder of the school year.  Further, said employee will be recalled to the next open position if it exists at the beginning of the school year. 

 

J.         In the event a member of the bargaining unit is appointed to a non-unit administrative position, said person shall be allowed to maintain his/her seniority until the June 30th of the first full school year said person has been employed in that position.  For the purposes of this provision, a person is deemed to be employed in said position effective the first day he/she actually works in it.

 

K.        Notwithstanding anything to the contrary, nothing in this agreement shall add to or subtract from the rights, if any, a FPPIE has under the law to replace a regular teacher. 

 

L.         FPPIE's first employed as such by the Hudson Public Schools on or before September 1, 1986 shall have September 1, 1986 as their seniority date for all purposes involving the relationship between their seniority and that of regular teachers, but shall have their date of initial employment as their seniority date for all purposes involving the relationship between their seniority and that of other FPPIE's. 

 

 

ARTICLE 13  -  NOTICE OF VACANCIES

(Does not apply to Nurses)

 

A.        Whenever any vacancy in a position covered by the contract occurs, it will be publicized by the Superintendent of Schools or his/her designee by placing notices on all faculty bulletin boards and at the Superintendent's Office between September 1 and June 30 or by mailing notices to those staff members so requesting such notices be mailed between June 30th and August 31st.  The qualifications and job specifications for the position will be set forth.  Adequate time limits for receiving applications will be set.  The approximate date of the appointment to fill the vacancy will be announced.  If a change in qualifications is necessary to attract additional candidates or to meet changing needs, modifications in the announcement will be posted as outlined earlier in this section. 

 

B.        All qualified teachers will be given adequate time to apply.  The School Committee agrees to give weight to the length of time that applicants from the Hudson Public Schools have been in service in the Hudson schools and to the degree of success they have achieved.  A teacher who applied but was not chosen may request a written explanation from the Superintendent of Schools or his/her designee. 

 

C.        The provisions of this Article which give preference to incumbent employees do not apply to those positions which are supervisory in nature and/or those positions which are not part of the bargaining unit or paid a stipend.

 

ARTICLE 14  -  POSITIONS IN EVENING SCHOOL IN FEDERALLY FUNDED SCHOOL PROGRAMS

                                                         (Does not apply to Nurses) 

 

A.        All openings for evening school positions and for positions under Federal programs will be adequately publicized by the Superintendent or his/her designee in each school building as early as possible, and teachers who have applied for such positions will be notified of the action taken as soon as possible. 

 

B.        In filling such positions, consideration will be given to a teacher's area of competence, major or minor field of study, quality of teaching performance, attendance record, length of service in the Hudson school system, and in regard to evening school positions, previous Hudson evening school experience. 

 

 

ARTICLE 15  -   EVALUATION

 

A.        The Teacher Evaluation Procedure as set forth in Attachment 1 of this Agreement.

 

B.        1.         A staff member will have the right, upon request to the Superintendent or his/her designee, to review the contents of his/her personal file.  A staff member will be entitled to have a representative of the Association accompany him/her during such review. 

 

2.         No evaluation report or material derogatory to the staff members' conduct, service, character, or personality will be placed in his/her personal file unless the staff member has had the opportunity to review the material.  The staff member will acknowledge that he has had the opportunity to review such material by affixing his/her signature to the copy to be filed, with the express understanding that such signature in no way indicates agreement with the contents thereof.  The staff member will also have the right to submit a written answer to such material, and his/her answer shall be reviewed by the Superintendent and attached to the file copy. 

 

C.        Any written formal complaints regarding a staff member made to any member of the administration by any parent, student, or other person, will be promptly called to the attention of the staff member. 

 

D.        The Association recognizes the authority and responsibility of administrators for disciplining or reprimanding a staff member for delinquency of professional performance.  If the staff member is to be reprimanded by a member of the administration, he/she will be entitled to have a representative of the Association present. 

 

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

 

F.         The decision of the Superintendent as to the dismissal, or non-reappointment of a non-tenure teacher is not subject to the grievance and arbitration procedures of this contract. 

 

G.        All monitoring or observation of the work performance of a staff member will be conducted openly and with full knowledge of the staff member.  The use of public address or audio systems and similar surveillance devices, shall be strictly prohibited.  Staff members will be given a copy of all evaluation and observation reports.  In cases where a teacher wishes to respond to the report in writing, the teacher shall have the same amount of time that elapsed between the observation and the receipt of the report, with a minimum of five school days.

 

H.        After the parties have reached an agreement on a new evaluation procedure and instrument, which is subsequently approved by the Department of Education, said document will become effective on September 1, 1997.

 

The Committee agrees that two (2) members of the staff selected by the President of the Association shall be invited to attend any training sessions presented by outside consultants for administrators, at the Committee's expense.

 

 

 

The Committee further agrees that workshop training sessions will be set up to discuss and clarify the new evaluation procedures and the new performance standards for all members of the professional staff prior to the utilization of the new procedure.

 

(All changes in the Evaluation Procedure from October 7, 1996 to November 14, 1996 have been made without prejudice.)

 

I.          No member of the bargaining unit shall evaluate another member of the bargaining unit.

 

J.         Art Teachers, Music Teachers and World Language Teachers will be evaluated by the subject matter Coordinators in conjunction with the building principal.

 

Nurses' Evaluation

 

The evaluation procedure for nurses is set forth in Appendix D of this Agreement. 

 

Effective the 2005-2006 school year the Director of Health Services will be the evaluator of the nurses in collaboration with the building principal.  An evaluation instrument mutually agreed upon and reduced to writing and voted upon will be instituted effective the 2005-2006 school year.

 

ARTICLE 16  -  TEACHER FACILITIES

 

Each school will have the following facilities:

 

A.        Space in each classroom in which teachers may store instructional materials and supplies under lock and key. 

 

B.        A work area containing adequate equipment and supplies to aid in the preparation of instructional materials. 

 

C.        When space becomes available, and in planning new construction, the School Committee will provide an appropriately furnished room which will include a telephone (for incoming calls only), to be reserved for the exclusive use of the teachers as the faculty lounge.  This room will be in addition to the aforementioned teacher work area. 

 

D.                A serviceable desk and chair for the teacher in each classroom.

 

E.        A lavatory facility set aside for the exclusive use of staff members.

 

F.         At schools, which have parking lots, an adequate portion of the parking lot at each school will be reserved for staff parking. 

 

G.        There will be at least one bulletin board in each faculty lounge for the purpose of displaying notices, circulars, and other Association material. 

 

H.        If the Association notifies the Superintendent or his/her designee in writing of a condition which it deems to be unsafe or unhealthy in the workplace, the Superintendent or his/her designee will conduct an appropriate investigation and will advise the Association in writing of what action, if any, will be taken.

 

NURSES' FACILITIES

 

In each public school, space will be provided, when possible, for nurses to store health supplies, material, and records under lock and key. 

 

 

ARTICLE 17  -  USE OF SCHOOL FACILITIES

 

The Association will have the right to use school buildings, without cost, at reasonable times.  The Principal of the building will be notified in advance of the time and place of all such meetings.  The School Committee reservation procedure must be followed in order to avoid conflicts. 

 

 

ARTICLE 18  -  SICK LEAVE

 

A.        During the first full three school years of service, unit members will be entitled to twelve (12) sick leave days per year.  Beginning with the fourth full year of service, they will be entitled to thirteen (13) sick leave days per school year. 

 

Nurses will be entitled to twelve (12) sick leave days in each school year. 

 

After completing three years of service, nurses shall be entitled to thirteen (13) sick days each school year. 

 

FPPIE's may accumulate up to 50% of their unused sick leave at the end of each school year.  Sick leave days may be accumulated up two hundred (200) days as of the first scheduled workday of the school year and proportionately for those retiring or resigning during the school year.  The School Committee may grant additional sick leave beyond the above limit. 

 

B.        Staff members absent on sick leave more than five (5) consecutive school days may be required by the Superintendent of Schools or his/her designee to present a medical doctor's or dentist's statement regarding the cause of the absence.  Statements from chiropractors do not satisfy the requirements of this section unless accompanied by a physician's note.

Effective September 2003, if an employee is absent for more than twenty (20) consecutive school days or thirty (30) cumulative school days in one school year, and where there is reasonable suspicion that abuse of sick leave may be occurring, the Superintendent may, upon written notice, require the employee to be examined by a licensed physician. Upon submission of a list of three or more physicians designated by the Superintendent, at least one of which being of the same gender as the employee, the employee will have three days in which to make an appointment with one of the doctors on the list. Where the suspicion exists, the Superintendent shall inform the individual five days prior to requiring an employee to be examined. In such circumstances, the Committee will pay for the cost of said examination.

 

C.        All staff members who have fifteen (15) years of service or more as members of the bargaining unit, shall upon retirement no earlier than June 30th and no later than August 31st or death, receive a sick leave compensatory benefit of sixty dollars ($60) per day for all accumulated sick leave provided the individual gives written notification to the administration not later than November 1st of the school year in which s/he intends to be his/her last year of service in the Hudson Public Schools..

 

Effective 2008 – 2009 school year, the Committee shall not be obligated to expend more than $115,000.

 

Effective 2009 – 2010 school year, the Committee shall not be obligated to expend more than $115,000.

 

Effective 2010 – 2011 school year, the Committee shall not be obligated to expend more than $115,000.

 

In order to be eligible for the benefits of this section, an irrevocable letter of resignation for purposes of retirement must have been given to the Superintendent no later than November 1st of the school year in which he or she intends to be his/her last year of service in the Hudson Public Schools.

 

In the event that this amount is insufficient to satisfy the requests of all applicants for a given year, applicants shall be disqualified in order of inverse date of receipt of their letter of application until the amount is sufficient to pay the remaining applicants.  Ties will be broken by disqualifying applicants in inverse order of seniority. An individual so disqualified shall be freed from the restrictions imposed in his/her letter of resignation and may apply for the benefit pursuant to the terms of this article in another school year.

 

In the event of death, said situation shall take precedence over the above-mentioned procedure.  Further, said sick leave compensatory benefits shall be paid to the staff member's estate at the end of the fiscal year regardless of the staff member's length of service. 

 


The sick leave compensatory benefit shall be paid by the August 31st immediately following the completion of the school year, which is the applicant's last year of service in the Hudson Public Schools.

 

In the event that there are unexpended funds in Article 33 (Retirement Incentive), said unexpended funds will be used to fund obligations under Article 18C (Sick Leave Compensatory Benefit).

 

 

ARTICLE 19  -  SICK LEAVE BANK

 

A.        The Committee agrees to establish a sick leave bank for the use of eligible members of the bargaining unit as defined herein who have exhausted their accumulated and annual sick leave days through prolonged and serious illness. 

 

B.        Initial entrants to the bank must have accumulated a threshold figure of thirty (30) days of accumulated sick leave as of September 30th of the school year in which they intend to become members of the bank, and must notify the Superintendent of Schools or his/her designee by that date of said intention to become members of the bank. 

 

Initial entrants to the bank must have accumulated a threshold figure of thirty (30) days of accumulated sick leave as of September 30th of the school year in which they intend to become members of the bank.  Thereafter, members of the bargaining unit will have thirty (30) calendar days from the receipt of the information regarding accumulated sick leave to notify the Superintendent, in writing, that they are exercising their option to become members of the sick leave bank.

 

 

C.        A staff member notifying the Superintendent or his/her designee in accordance with Paragraph B above, shall donate one day of his/her annual sick leave in order to fund the bank. 

 

D.        1.         The total amount of sick leave in the sick leave bank shall not exceed two hundred and fifty (250) days at any one time. 

 

2.         In the event that the number of days in the sick leave bank falls below fifty (50) days during the school year, each member of the bank shall be assessed one (1) day of sick leave, above and beyond any initial contribution made under Paragraph C. 

 

3.         Any days remaining in the bank at the expiration of the term of this Agreement shall accumulate for a subsequent Agreement if the bank is renegotiated. 

 

 


E.        Those days set aside in the bank will be used to provide staff members of the bank extended sick leave at full pay upon exhaustion of their own individual sick leave, both annual and accumulated.  No days may be withdrawn from the Sick Leave Bank for use for any illness other than prolonged illness or accident of the member of the bank.  Days may not be withdrawn to permit an individual to stay at home to care for a member in his/her immediate family.  Sick days withdrawn from the bank will be actual workdays, in which school was in session, excluding weekends, holidays, school closings, and vacation periods. 

 

F.         The Sick Leave Bank shall be administered by the Sick Leave Bank Committee comprised of two (2) members designated by the Association and two (2) members designated by the School Committee, with an alternating chairman who votes only in case of ties, to be designated by the Association in the 2005-2006 school year and alternating between the Committee and Association annually thereafter. 

 

The Sick Leave Bank Committee shall determine, on a majority vote, the eligibility for members requesting leave from the bank and the amount of leave to be granted. Applications can be denied by the Sick Leave Bank Committee if, in its opinion, any of the following apply: 

 

1.         Prior use of personal sick leave. 

2.         Insufficient medical evidence of need. 

3.         Disability does not warrant absences from employment. 

4.         Lack of days in the bank. 

5.         Other factors as a majority of the Sick Leave Bank Committee may deem appropriate. 

 

Procedure:

1.         Application made to the Superintendent or his/her designee to be forwarded to the Committee. 

 

2.         Committee will meet within ten working days of application. 

 

3.         Notification, in writing, given to applicant by chairperson within three (3) working days. 

 

4.         Applicant must have used all their accumulated sick leave.  Application may be submitted prior to the exhaustion of sick leave. 

 

5.         Sick Leave Bank benefits shall be effective the day following the exhaustion of the applicant's accumulated sick leave, retroactively, if necessary. 

 


G.        The initial grant shall not exceed fifteen (15) days.  Upon completion of the initial fifteen (15) day period, the period of entitlement may be extended by majority vote of the Sick Leave Bank Committee up to a maximum of forty-five (45) days upon demonstration of need by the applicant.  Any sick leave granted under this section shall expire at the end of the applicable school year for the individual involved.  The decision of the Sick Leave Bank Committee with respect to eligibility and entitlement shall be final and binding, and not subject to the grievance and arbitration provisions of this Agreement. 

 


ARTICLE 20  -  TEMPORARY LEAVES OF ABSENCE

 

A.        Staff members will be entitled to the following temporary leaves of absence with pay each school year: 

 

1.         Two (2) days leave of absence for religious, personal, legal, business, household, or family matters which require absence during school hours.  Personal leave may not be used immediately before or after holidays or vacation periods for the purpose of extending the holiday or vacation period.  If, for some reason a member of the bargaining unit needs to take a personal day before or after a vacation period, he/she will meet with the Superintendent or his/her designee to discuss the reason.  Application for personal leave will be made at least 24 hours before taking such leave (except in cases of emergencies), and the applicant for such leave will not be required to state the reason for taking such leave other than that he/she is taking it under this section.  Unused personal leave will be converted to sick leave.

 

2.         Time necessary for elected Association representatives to attend Massachusetts Teachers' Association and National Education Association conferences and conventions. 

 

3.         Time necessary for appearance in legal proceedings connected with a staff member's employment in the school system and in other cases where the staff member has been cited as a material witness. 

 

4.         Up to five (5) days at any one time in the event of death of staff member's spouse, significant other, child, brother, sister, son-in-law, daughter-in-law, parent, father-in-law, mother-in-law, or immediate member of the household. 

 

Staff members will be granted up to two days at any one time in the event of the death of a staff member's grandfather, grandmother, brother-in-law and/or sister-in-law. Staff members will be granted up to one day at any one time in the event of the death of the staff member's uncle, aunt, niece, nephew, or close friend. 

 

Significant other shall be defined as one adult other than a “blood relative” or an in-law, whom the teacher identifies on a form provided by the employer with input from the Association President, as residing in the teacher’s household with whom the teacher has an emotional, physical and financial relationship similar to that of a married couple, but whom the teacher chooses not to marry or cannot legally marry. The two adults involved must share a mutual obligation of support for the basic necessities of life. This definition of significant other applies only to Section 20A.4.

 

5.         A maximum of ten (10) days per school year for persons called into temporary active duty or any unit of the U. S. Reserves or the state National Guard provided such obligations cannot be fulfilled on days when school is not in session.  Staff members will be paid the difference between their regular pay and the pay, which they receive from the State or Federal government. 

 

B.        Leaves taken pursuant to Section A will be in addition to any sick leave to which the staff member is entitled. 

 

C.        Seven school days' leave for illness in the immediate family, requiring the staff member's personal attention, may be charged against sick leave. 

 

D.        The Superintendent may in his/her sole discretion grant such additional time and/or temporary leave, as he deems appropriate. 

 

 

ARTICLE 21  -  EXTENDED LEAVES OF ABSENCE

 

A.        Effective September 1, 1996, time spent on any authorized leave of absence will not constitute a break in service and seniority will accumulate for only the first year of any such leave.

 

B.        The Committee agrees that up to three (3) staff members designated by the Association will, upon request, be granted a leave of absence for up to two (2) years, without pay, for the purpose of engaging in Association (local, state, or national) activities. 

 

C.        A leave of absence without pay of up to two years may be requested by any staff member to join the Peace Corps, Vista, or the National Teacher Corps, or to serve as an exchange teacher.  Upon return from such leave, a staff member will be placed on the salary schedule at the level he would have achieved if he had not been absent. 

 

D.        A leave of absence without pay or increment, of up to one year may be requested for the purpose of caring for a sick member of the staff member's immediate family.  Additional leave may be granted at the discretion of the Committee. 

 

E.        The Committee agrees to consider a leave of absence of not less than one year, nor more than four years, without pay or increment, for any staff member to campaign for or serve in a public office. 

 

F.         After five (5) years' continuous employment in the Hudson school system, a staff member may be granted a leave of absence without pay or increment, for up to one (1) year for health reasons.  Requests for such leave must be supported by appropriate medical evidence. 

 

G.        Any staff member whose sick leave extends beyond the period compensated may be granted a leave of absence without pay for such time as is necessary for complete recovery.  Appropriate medical evidence will be required to support requests for leave and for reinstatement. 

 

Effective September 2003, if an employee is absent for more than twenty (20) consecutive school days or thirty (30) cumulative school days in one school year, and where there is reasonable suspicion that abuse of sick leave may be occurring, the Superintendent may, upon written notice, require the employee to be examined by a licensed physician. Upon submission of a fist of three or more physicians designated by the Superintendent, at least one of which being of the same gender as the employee, the employee will have three days in which to make an appointment with one of the doctors on the list. Where the suspicion exists, the Superintendent shall inform the individual five days prior to requiring an employee to be examined. In such circumstances, the Committee will pay for the cost of said examination.

 

H.        Requests for other appropriate leaves of absence will be considered by the Committee. 

 

I.          All benefits to which a staff member was entitled at the time his/her leave of absence commenced, including unused accumulated sick leave, will be restored to him/her upon his/her return, and he/she will be assigned to a position similar to that which he/she held at the time his/her leave commenced. 

 

J.         All requests for extensions or renewals of leaves will be applied for in writing before February 1st, and will be answered in writing. 

 

K.        Maternity Leave. 

 

1.         A staff member who is pregnant shall be entitled to up to eight weeks leave of absence for purposes of childbearing and recovery therefrom.  During said childbearing leave the employee may use her accumulated sick leave for periods of actual disability as a result of the pregnancy.

 

2.         A tenured staff member who becomes a parent (natural or adopted) may take a leave of absence without pay for the remainder of the school year in which the child is born or adopted and for the following school year provided the teacher has requested said leave, except in cases of emergency, at least sixty (60) days prior to the date on which the leave is to begin.

 

3.         During periods of childbearing and childrearing leave employees may continue to participate in the health and life insurance programs offered by the Town of Hudson in accordance with the requirements of Chapter 32B of the Massachusetts General Laws.

 

4.         Upon return from childbearing and/or childrearing leave the employee shall be returned, subject to the provisions of Article 12 - Reductions in Force, to their previous or a similar position with the same status, pay length of service, credit and seniority as of the date their leave commenced.

 

L.         Statement of Intent.

 

A staff member on extended leave of absence shall submit to the Superintendent of Schools, in writing, a statement of intent for the following year.  The statement must be received not later than February 1st, and must be renewed each year.  The Superintendent may require a staff member to abide by the statement. 

 

M.        The Committee will recommend to the Town of Hudson that a staff member on extended leave of absence be allowed to continue being covered under any health or medical insurance applicable to employees, provided that said staff member pay the full cost thereof, and according to procedures established by the Town Treasurer. 

 

ARTICLE 22  -  PROFESSIONAL LEAVE

(Does not apply to FPPIE's )

 

A.        The Committee recognizes the value to the school system of providing ample opportunity to the staff for in-depth or extended pursuit of advanced education.  In recognition of this need, therefore, it is agreed that the following extended leave policy for advanced study shall be in effect. 

 

1.         Sabbatical Leave. 

 

a.         Any member of the professional staff who shall have seven years of consecutive service in Hudson will be eligible for extended leave of not less than one semester and no more than two for the purposes of extended or advanced study.  The minimum time requirement may be waived by the Committee for adequate reason, but in no case can such a waiver be granted if it causes the exclusion of other candidates eligible under the minimum requirements. 

 

b.         Application for extended leave must be submitted before December 15th to the Superintendent of Schools. 

 

c.         All successful applicants shall be notified prior to April 15th. 

 

d.         Awards will be granted on a merit basis. 

 

e.         Compensation shall be at half pay. 

 

f.          Successful applicants will be relieved of all normal responsibilities during the term of the leave. 

 

g.         Upon completion of the leave, successful applicants will return to the school system for a period of at least twice the duration of the leave. 

 

h.         Failure to satisfy the conditions of provision (g) will require that the candidate return to the Town of Hudson an amount equal to the proportion of his/her obligation not fulfilled. 

 

i.          The Committee may require a report of the candidate's experience while on leave and at a reasonable time following the termination of the leave. 

 

j.          The Committee will recommend to the Town of Hudson that a teacher on a sabbatical leave of absence be allowed to continue being covered under any health or medical insurance applicable to teaching employees, provided that said teacher pay the full cost thereof, and according to the procedures established by the Town Treasurer. 

 

2.         Leave of Absence for Professional Meetings.

 

a.         The School Committee encourages attendance of staff members at professional meetings.  In order to promote staff participation at such meetings, the School Committee will offer the following financial assistance: 

 

b.         Staff members who are delegated by the Superintendent of Schools to attend professional meetings will be fully compensated for expenses. 

 

c.         Staff members who are officers of a professional organization may attend a formal meeting of the organization and may request compensation if the organization does not compensate them for expenses.  Major participation is defined as reading a paper, delivering an address, or serving as a panel member at a national conference. 

 

d.         Staff members who are members of a learned society, who wish to attend a professional meeting of the society, may apply to the Superintendent of Schools for a leave of absence to attend, and for compensation of the expenses incurred.  It is expected that strict economy will be practiced in the choice of accommodations and in the mode of travel. 

 

e.         The cost of substitutes during leaves of absence to attend professional meetings will be borne by the School Committee. 

 

f.          The School Committee will look with favor on proposals to sponsor jointly with the Hudson Education Association delegates to national conferences.  It will match the contribution of the Hudson Education Association up to an amount equal to one-half the expenses incurred by the delegates. 

 

g.         The Superintendent of Schools or his/her designee is authorized to approve expenses up to $200.00.  Anticipated expenses in excess of $200.00 may  be submitted to the School Committee for approval prior to attending the conference. 

 

B.        The Committee encourages inter-school and intra-school visitation.  Staff members shall be entitled to not more than three (3) days for such purpose.  If more than 20 miles travel (round trip) is involved, the staff member shall be paid for mileage expenses at the usual rate.  In any case, a visit to another school system within the intent of this article shall be deemed school business, and the usual meal allowance shall be in effect. 

 

C.        Requests will be made to the Superintendent of Schools or his/her designee.  The availability of substitutes and the number of people out of the building shall be a factor in the decision to grant requests.  The Association and Committee agree that the Superintendent or his/her designee will administer the policy with flexibility regarding the number of teachers who will be allowed to attend such meetings. 

 

D.        Reports of conferences and school visits will be made to the Superintendent of Schools or his/her designee. 

 

 

ARTICLE 23  -  ORIENTATION, MENTORING AND INDUCTION

 

The School Committee and the Education Association recognize the need to properly orient new staff members to the unique requirements of the Hudson School System.  In recognition of this need, therefore, it is agreed that the Association will participate in the orientation of new staff at least to the following extent: 

 

A.        On the day prior to the opening day of school, the President of the Hudson Education Association, or his/her designee, will be provided time to address the assembly of the faculty. 

 

B.        In the formal program provided by the school system for the orientation of new staff, adequate participation of Association representatives will be provided. 

 

C.        The names of all new staff members and their building, grade, and assignments will be provided to the Association. 

 

D.        All teachers new to Hudson are required to participate in Hudson’s orientation, induction, and mentoring program during their first year.  Teachers new to Hudson will participate in up to 8 induction meetings to be held after the regular school day.  In their first year the induction meetings are mandatory.  In their second and third year the induction meetings are voluntary.

 

Teachers who serve as mentors will receive the following compensation:  For mentoring one new teacher $350, for each additional teacher $200.  Teachers eligible for Professional Development Points will receive PDP’s.

 

ARTICLE 24  -  IN-SERVICE WORKSHOP DAYS

 

A.        The School Committee agrees to the following procedure for in-service training. 

 

1.         The Superintendent shall schedule two full days mid-September through May, and five half days for in-service activities, one which will include the last day of school.  During the 08-09 school year, the Superintendent may schedule up to three (3) full days and up to nine (9) half days, September through June, one of which will be the last day of the school year for in-service activities. Per Article 5 B in no event will the work year for teachers exceed 183 days.  Half days may not be scheduled on Fridays unless it is the last day of the school year. The hours of work when full days are scheduled will be 8:30 a.m. to 3:00 p.m. and when half days are scheduled 12:00 noon to 3:30 p.m.

 

After the 2008-2009 school year, the Superintendent may schedule up to three (3) full days and up to twelve (12) half days, September through June, one of which will be the last day of the school year for in-service activities.  Half days may not be scheduled on Fridays unless it is the last day of the school year.

 

 

 

2.         The agenda for in-service days will be structured by the central administration, with consideration being given to the requests and suggestions of the HEA. 

 

3.         Although the in-service program will be planned to make maximum use of staff talents, outside consultants may be required.  In such a case, the Committee agrees to pay the reasonable costs of said consultants. 

 

4.         Before changing its published release time schedule for in-service training, the School Committee agrees to consult with the Association. 

 

5.         In the event that a workshop is held outside of the school district and attendance is mandatory for a substantial number of teachers, transportation to and from the site of the workshop will be provided.

 

B.        The Committee recognizes the need to provide individual staff members with adequate opportunity to develop curriculum or learning improvement programs or materials.  In recognition of this need, therefore, it is agreed that upon submission to the Superintendent of a specified meritorious plan, individual staff members (excluding FPPIE's) may be released from normal responsibilities for the purpose of research, grant writing, or development of improved curriculum materials.  The duration of release shall be appropriate to the need; and during the time of release, a substitute will be hired to replace the released staff member. 

 

 

ARTICLE 25  -  SCHOOL LIBRARIES

 

A.        The School Committee agrees to maintain libraries in each of the school buildings. 

 

B.        The Committee agrees to instruct the school administration to staff the libraries by whatever means are available to it in order to provide library service to all pupils. 

 

C.        The School Committee agrees to accept gifts of money, books, or library materials for the school libraries. 

 

 

ARTICLE 26  -  COMMUNICATION

 

The School Committee and the Education Association agree that free and open communication between the two organizations will benefit the Hudson Public Schools.  To further this end, it is agreed that: 

 

A.        Special meetings of the School Committee and the Education Association may be requested by either organization. 

 

B.        On a date each month set by mutual agreement at the beginning of the school year, the Superintendent of Schools or his/her designee will meet with an Advisory Council composed of representatives from each building, for the purpose of discussing school business. 

 

C.        The Committee will, upon request, provide the Association with any documents which will assist the Association in developing intelligent, accurate, informed, and constructive programs on behalf of the staff members and the students, together with any other available information which may be necessary for the Association to process grievances under this Agreement. 

 

D.        The Education Association will be provided, upon request, with the minutes of School Committee meetings. 

 

E.        The Education Association will be provided, upon request, with a copy of the report of the Superintendent of Schools and with a copy of the agenda, prior to each School Committee meeting. 

 

ARTICLE 26-A  -  PROFESSIONAL IMPROVEMENT

 

The Hudson School Committee, through its Recurrent Study Program, wishes to assist those staff members who are seeking to enrich and broaden their education.  Upon recommendation of the Superintendent of Schools, the School Committee does hereby approve a 50% subsidy for the cost of courses in advanced training, such subsidy not to exceed 50% of the cost of a University of Massachusetts, Amherst graduate level course, and such courses not to exceed three courses per year per teacher. 

 

A.        Application for subsidy must be made and approval from the Superintendent of Schools or his/her designee must be received before beginning the course. 

 

B.        The subsidy for approved courses will be payable only after evidence of successful completion of the course is presented to the Superintendent of Schools or his/her designee and the bill form submitted showing the out-of-pocket cost to the staff member. 

 

C.        Staff members will be reimbursed in full for courses which they are specifically requested to take by the Administration, exclusive of salary rates specified in Appendix A, B, or C. 

 

D.        Courses taken in order to achieve certification or renew certification, are not covered by this policy. 

 

E.        The School Committee agrees to maintain a central professional library for the use of the staff and administration at the high school, middle school, Farley School, Mulready School, and Forest Avenue School. 

 

 

ARTICLE 27  -  PERSONAL INJURY BENEFITS

 

A.        Whenever a staff member is absent from school as the result of an injury sustained in the course of his/her employment, said injury must be reported to his/her principal as soon as possible.  The employer shall initiate a Workers Compensation claim as soon as possible.  While the claim is being processed, the employee may use his/her accumulated sick leave provided that upon receipt of a Workers Compensation payment or lump sum settlement, the employee pays the Town the full amount of said payment or settlement attributable to the period during which the Town of Hudson provided sick leave benefits.  Thereafter, said sick leave will be restored to the teacher's account up to the maximum accumulation permitted by this Agreement.  Should an employee exhaust his/her accumulated sick leave while awaiting a determination of eligibility, the School Committee agrees to review the circumstances and needs presented by each case and may grant said teacher additional sick leave in accordance with the provisions of this Section. 

 

B.        The Committee will reimburse staff members for any clothing or other personal property damaged or destroyed in the course of his/her employment, except where the staff member's negligence was the cause of the loss, or where reimbursement is obtained from another source. 

 

C.        Student Transportation.  The Association and Committee agree that the Committee will write a policy letter indicating liability responsibilities concerning the transportation of students. 

ARTICLE 28  -  PROTECTION

 

Staff members will immediately report, in writing, to the building principal and the Superintendent of Schools, all cases of alleged assault and/or battery on staff members in which they are involved in connection with their employment in the Hudson Public Schools.  The Superintendent of Schools will forward the report to the School Committee.  Both the staff member and the School Committee will comply with any reasonable request for information relating to the incident. 

 

 

ARTICLE 29  -  INSURANCE AND ANNUITY PLAN

 

A.        The Committee will cooperate with the payment by the Town of the maximum percentage allowed by law, as authorized by the Town, of the cost of the following types of insurance coverage: 

 

1.         Term life insurance to the maximum amount authorized by the Town.

 

2.         Individual or family coverage, whichever applies in the particular case, for Blue Cross and Blue Shield, or the type presently available to staff members. 

 

3.         Other health insurance plans presented by the Association and approved by the Committee, which they may legally provide for staff members. 

 

4.         Disability Insurance: A salary deduction check off will be provided for a single disability insurance program to be identified in writing by the Association, contingent upon approval by the town.  Participation will be voluntary and the Committee will have no financial obligation associated with the cost of this benefit.

 

 

B.        Staff members will be eligible to participate in those "tax sheltered" annuity plans established pursuant to United States Public Law No. 87-370. 

 

 

ARTICLE 30  -  DUES DEDUCTIONS

 

The Committee hereby accepts the provisions of Section 17C of Chapter 180 of the General Laws and, in accordance therewith, shall certify to the Town Treasurer all payroll deductions for the payment of dues to the Association duly authorized by the staff members covered by this Contract. 

 

 

ARTICLE 31  -  INSTRUCTIONAL SUPPLIES AND EQUIPMENT

 

A.        The Committee recognizes the need for providing adequate supplies, equipment, and materials to teachers in order to assist them in the effective achievement of their responsibilities.  In recognition of this need, therefore, it is agreed that by November 15th October 15th of each year all staff members will be given an opportunity to express, in writing, their needs for supplies, equipment, and materials for the following year.  Their request will be given to the Principals and Department Coordinators, who will compile all of the requests and forward them intact to the Superintendent or his/her designee.  The Superintendent or his/her designee will compute the total cost of all requests and present the total request to the Committee not later than December 15th. 

 

B.        Any staff member who believes that his/her requests have not been given proper consideration, may request a conference with his/her immediate supervisor. 

 

 

ARTICLE 32  -  AGENCY SERVICE FEE

 

1.         Effective the thirtieth day following the ratification of this agreement, each member of the bargaining unit who is a member of the Association in good standing shall be required to maintain such membership in the Association or upon demand pay an Agency Service Fee not to exceed the maximum amount allowed by law. 

 

2.         Effective the thirtieth day following the ratification of this agreement, all new employees shall be required to become a member of the Association or upon demand pay an Agency Service Fee not to exceed the maximum amount allowed by law.

 

3.         Effective the thirtieth day following September 1, 1985, all present members of the bargaining unit who are not members of the Association shall be required to select one of the following options: 

 

a.         Become a member of the Association;

b.         Pay an Agency Service Fee as described in Paragraph #1 above or;

c.         Make a contribution of Two-Hundred Thirty Dollars ($230.00) to the Hudson High School Scholarship Fund. 

 

Once a teacher chose, as of September 1, 1985, to pay an agency fee or contribute toward the High School Scholarship Fund, that option would not change unless that teacher chose to become a member of the Association.

 

4.         All members of the bargaining unit who do not become members of the Association, pay the prescribed Agency Service Fee, or make the Scholarship contribution prior to April 1st of any given year shall, as a condition of employment, be suspended for three (3) work days without pay, on an annual basis. 

 

5.         The Association agrees to indemnify and save the School Committee harmless against any and all claims, demands, or suits or other forms of liability or costs, including reasonable attorneys' fees that may arise out of or by reason of any action taken by the Committee for the purpose of complying with the provisions of this Article. 

 

6.         The Association agrees to assume full responsibility for the disposition of the Agency Service Fee monies so deducted under Paragraphs 1, 2, and 3a and b above once they have been turned over to the Treasurer of the Association. 

 

7.         No action by the School Committee shall be considered against any member of the bargaining unit for failure to meet his/her Agency Service Fee obligation or Scholarship contribution, unless and until the Association certifies, in writing, to the School Committee that said member has not met the obligation imposed by this Article. 

 

8.         It is understood by the School Committee and the Association that deduction of the Agency Service Fee may be made by the Committee through its Treasurer, pursuant to G.L. c. 180, Sect. 17b. 

 

9.         Contributions to the Scholarship Fund shall be made directly to the Hudson High School Scholarship Fund.  If the Hudson High School Scholarship Fund Committee does not notify the Association's Treasurer upon receipt of such contributions, the contributors shall be responsible for verifying their contributions to the Association.

 

 

ARTICLE 33  -  RETIREMENT INCENTIVE  (FPPIE's excluded)

 

A.        Definitions.

 

1.         "Applicant." - An "applicant" is a person covered by this Agreement who has completed at least fifteen (15) years of service in the bargaining unit and is at least fifty-five (55) years of age as of the August 31st immediately following the completion of the school year which he/she intends to be his/her last year of service in the Hudson Public Schools, and sets a retirement date no earlier than June 30th and no later than August 31st. 

 

2.         "Retirement Incentive."  The lump sum amount of Five Thousand Dollars ($5,000), (less legally required tax withholding) shall be paid to the applicant under this plan, in recognition of his/her years of service to the Hudson Public Schools and the value to the educational system. 

 

B.        Procedure.

 

1.         An applicant shall declare his/her intention to participate in this plan by submitting his/her written intention to resign, via certified mail, to the Office of the Superintendent of Schools by November 1st of the school year in which he/she intends to be his/her last year of service in the Hudson Public Schools. 

 

2.         The Hudson School Committee shall thereafter vote its acceptance of said resignation.  Once said resignation is so accepted, the applicant may not revoke his/her resignation or withdraw from this plan unless the School Committee votes to consent to a written request for such revocation or withdrawal. 

 

3.                  The retirement incentive shall be paid by the August 31st immediately following the completion of the school year, which is the applicant's last year of service in the Hudson Public Schools.  However, teachers who retire in accordance with this provision shall have the option of receiving the retirement incentive on January 1st following their retirement. 

 

C.        Limitation.

 

Effective 2008 – 2009 school year, the Committee shall not be obligated to expend more than $105,000.

 

Effective 2009 – 2010 school year, the Committee shall not be obligated to expend more than $100,000.

 

Effective 2010 - 2011, the Committee shall not be obligated to expend more than $100,000.

 

 

In the event that there are unexpended funds in Article 33 (Retirement Incentive), said unexpended funds will be used to fully fund obligations under Article 18C (Sick Leave Compensatory Benefit).

 

In the event that this amount is insufficient to satisfy the requests of all applicants for a given year, applicants shall be disqualified in order of inverse date of receipt of their letter of application until the amount is sufficient to pay the remaining applicants.  Ties will be broken by disqualifying applicants in inverse order of seniority.  An applicant so disqualified shall be freed from the restrictions imposed by his/her letter of resignation, and free to reapply for a retirement incentive pursuant to the terms of this article. 

 

D.                Notwithstanding the provisions of this Article, the Committee may offer such additional retirement incentives as it may from time to time deem to be appropriate pursuant to the following conditions:

 

1.                  A written announcement of the retirement incentive will be sent to the President of the Association and to all members of the bargaining unit who will be completing twenty (20) or more years of service in Hudson at the end of the school year in which the announcement is made. 

 

2.         Eligible personnel will be given at least forty-five (45) calendar days from the date of the announcement in which to submit an irrevocable written resignation to be effective without any further action by the Committee upon the close of the school year. 

 

3.         No later than July 31st of the calendar year in which the resignation is effective, the Committee will pay each teacher who submits a resignation the amount of money set forth in the announcement as a retirement incentive. 

 

 

ARTICLE 34  -  JURY DUTY PAY

 

In the event that any staff member covered by this Agreement is required to perform, and does perform jury service, the staff member shall be compensated the difference between compensation received from performance of jury duty service and the staff member's regular salary, provided the staff member furnishes appropriate evidence from the court of such service and has made every effort to schedule such service during a school vacation. 

 

Regular salary includes coaching, advisory, department head, head teacher, and athletic director stipends, provided that the performance of jury duty service interferes in fact with the performance of these duties. 

 

 

ARTICLE 35  -  LICENSE REQUIREMENT REIMBURSEMENT

 

The Committee will pay the initial cost and renewal fees for all those individuals required to have a license by the State, as follows:  (1) Speech Pathologists; (2) Audiologists; (3) Registered Nurses; (4) Social Worker. 

 

The Committee agrees that when any member of the bargaining unit is required to earn educational credits as a condition of maintaining a license, said staff member shall receive one (1) in-service credit for every fifteen (15) contact hours of continuing education provided the Superintendent or his/her designee has been informed in writing of said continuing education before it begins.

 

ARTICLE 36  -  GENERAL

 

A.        Copies of this Agreement will be printed and a copy given to each staff member.  Both the Association and Committee shall share the cost of such printing. 

 

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

 

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

 

D.        This Agreement constitutes Hudson Education Association policy for the term of the said Agreement and the Hudson Education Association will carry out the commitments herein and give them full force and effect as Education Association policy.  The Association will amend its constitution and bylaws and take such other action as may be necessary in order to give full force and effect to the provisions of this Agreement. 

 

 

ARTICLE 37  -  EDUCATION REFORM ACT OF 1993

 

The Committee and the Association hereby agree that they will reopen for negotiations any provision of this Agreement which is impacted by the Education Reform Act of 1993.  Any Agreements reached will be reduced to writing and if ratified by the parties will become part of and incorporated into this Agreement. 

 

 

ARTICLE 38  -  HEALTH AND SAFETY COMMITTEE

 

A.        A Health and Safety Committee will be established consisting of two (2) representatives appointed by the School Committee and two (2) representatives appointed by the Association.  The Health and Safety Committee will be responsible for advising the Superintendent on issues involving a healthy and safe environment.

 

B.        Individual concerns regarding matters of health and safety shall, where applicable, be brought to the immediate attention of the building principal.

 

C.        In addition, the Health and Safety Committee is encouraged to create health and safety information programs.

 

ARTICLE 39  -  INCLUSION/INTEGRATION

 

Consistent with Student Records Regulations 603 CMR 23.00, teachers may review the record of students assigned to them to assist in the development of educationally appropriate programs, supervisory and teaching methods.

 


ARTICLE 40  -  DURATION

 

This Agreement will be effective as of September 1, 2008, and will remain in full force and effect until August 31, 2011.  Paid leave items shall not be construed as non-salaried items.  Notification to reopen must be made prior to December 1, 2010. 

 

Subject only to the limitations contained in this Agreement, the Committee retains the exclusive right to manage its business including (but not limited to) the right to determine the methods and means by which its operations are to be carried on, to hire, assign, and direct staff, and to conduct its operations in an effective manner. 

 

 

IN WITNESS THEREOF, the parties hereunto set their hands and seal this            day of

                      2008. 

 

HUDSON EDUCATION ASSOCIATION                            HUDSON SCHOOL COMMITTEE

 

                                                                                                _____________________________

 

                                                                                                _____________________________

                                                                                         

                                                                                                _____________________________

 

                                                                                                _____________________________

 

                                                                                                ____________________________

 

                                                                                                _____________________________

 

                                                                                                _____________________________

 

                                                                                                _____________________________

 


Letter of Understandings

 

1.                  The Hudson School Committee and the Hudson Education Association agree that during the 1999-2000 school year they will continue discussion relative to the inclusion of special education students into regular classroom settings.  In the event that any agreements are reached which require an amendment to the Collective Bargaining Agreement, they will be subject to ratification by the School Committee and the Association. 

 

2.                  In consideration of the Hudson Education Association having withdrawn proposals relative to Article 5 (numbers 6 and 7), it is agreed that participation in workshops and/or other professional development activities during non-school hours, weekends, or summers, is strictly voluntary on the part of members of the HEA bargaining unit and said participation or lack thereof shall not be incorporated into any individual's evaluation.  However, as indicated in Category I of the evaluation procedure teachers are expected to be up-to-date regarding curriculum content and methodology. 

 

3.      If field days are scheduled, the administration will arrange for coverage so that teachers do not lose preparation time as a result on the field days. 

 

 

 

SIDE LETTER of AGREEMENT:

 

            The Committee and the Association agree to establish an adhoc committee to discuss and make suggestions to the Superintendent for in-service training activities relative to the implementation of iPass during the 08-09 school year. The Committee and the Association shall each appoint up to 4 members to the adhoc committee.  One of the Committee’s appointees will be a member of the School Committee.

 


Appendix A

            Appendix A will be constructed as follows:

·        Starting with the salary schedule in effect during the 07-08 school year, Step 10 will become step 11 and a new step 10 will be created mid-way between the old step 9 and the new step 11. 

·        Steps 0 thru 11 will be increased by two percent (2.0%).  A new step 12 will be created by taking the original step 10 and increasing it by three (3.0%). Individuals on step 10 during the 2007-2008 school year will be placed on step 12 for the 2008-2009 school year.  Individuals on step 9 during the 2007-2008 school year will be placed on step 11 for the 2008-2009 school year.

·        All employees on Appendix A during the 07-08 school year will by-pass step 10 and advance from step 9 to step 11 as they move through the salary schedule.

·        During the 09-10 school year, steps 0 thru 11 will be increased by two and three quarters percent (2.75%); step 12 will be increased by three percent (3.0%).

·        During the 10-11 school year, all steps will be increased by three percent (3.0%).

 

 

APPENDIX B – Nurses

            The Nurses salary schedule as amended in December, 2006 will be increased as follows:

·        Effective September 1, 2008, steps 1-10 will be increased by two percent (2.0%) and step 11 will be increased by three percent (3.0%).

·        Effective September 1, 2009, steps 1-10  will be increased by two and three-quarters percent  (2.75%) and step 11 will be increased by three percent (3.0%).

·        Effective September 1, 2010, all steps will be increased by three percent (3.0%).

 

APPENDIX C – FPPIEs

            The FPPIE’s salary schedule will be increased as follows:

·        Effective September 1, 2008, steps 1-9 will be increased by two percent (2.0%) and step 10 will be increased by three percent (3.0%).

·        Effective September 1, 2009, steps 1-9 will be increased by two and three-quarters percent (2.75%) and step 10 will be increased by three percent (3.0%).

·        Effective September 1, 2010, all steps will be increased by three percent (3.0%).

 

Coaches and Advisors Stipend Schedules

            A sub-committee of four people, two appointed by the Committee and two appointed by the Association will be convened to recommend changes to the positions listed to insure that all activities that have been operating with the approval of the Committee have been listed with the stipends paid.

            All stipends listed in the schedules for Coaches and Advisors will be increased as follows:

                        Effective September 1, 2008, plus 1.5%.

                        Effective September 1, 2009 and additional 2.0%.

                        Effective September 1, 2010 and additional 2.5%.

 


 

2008-09

Steps 0-11 + 2%

Step 12 + 3%

BA

BA+15

MA

MA+15

M+30

ADV

Step 0

40488

42401

44347

46294

48227

50185

Step 1

42895

44770

46740

48700

50662

52636

Step 2

44770*

46740*

48700*

50662

52636

54596

Step 3

47185

49159

50921

53127

55116

57105

Step 4

49310

51294

53263

55267

57244

60138

Step 5

51428*

53414*

55399*

57389

59364

61349

Step 6

53698

55685

57657

59642

61630

63616

Step 7

55953*

57949*

59929

62333

63896

65888

Step 8

58373

60355

62339

64322

66302

68853

Step 9

60778*

62764*

64750

66741

68714

71268

Step 10

(New step between old 9 & new 11) (+2%)

62927

64931

67261

69266

71259

74164

Step 11

(Original 10) (+2)

65077

67099

69773

71791

73803

77060

Step 12

(07-08 – Step 10) (+3%)

65715

67756

70457

72494

74527

77815

Appendix A (* Three (3) credit hours needed to gain next step.)

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Appendix A (* Three (3) credit hours needed to gain next step.)

 

 

 

 

2009-10

Steps 0-11 + 2.75%

Step 12 + 3%

BA

BA+15

MA

MA+15

M+30

ADV

Step 0

41601

43567

45566

47567

49553

51565

Step 1

44075

46001

48026

50039

52056

54084

Step 2

46001*

48026*

50039*

52056

54084

56097

Step 3

48483

50511

52322

54588

56631

58675

Step 4

50666

52704

54728

56786

58819

61792

Step 5

52843*

54883*

56923*

58967

60997

63036

Step 6

55175

57216

59242

61283

63325

65366

Step 7

57492*

59543*

61577

64047

65653

67700

Step 8

59978

62015

64054

66091

68125

70747

Step 9

62449*

64490*

66530

68576

70604

73228

Step 10

64658

66717

69111

71170

73218

76204

Step 11

66867

68944

71692

73765

75833

79179

Step 12

67686

69789

72571

74669

76762

80150

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Appendix A (* Three (3) credit hours needed to gain next step.)

 

2010-2011

Steps 0-12 +3%

BA

BA+15

MA

MA+15

M+30

ADV

Step 0

42849

44874

46933

48994

51039

53112

Step 1

45397

47381

49467

51540

53617

55706

Step 2

47381*

49467*

51540*

53617

55706

57780

Step 3

49937

52026

53891

56225

58330

60435

Step 4

52186

54285

56370

58490

60583

63646

Step 5

54428*

56530*

58630*

60737

62826

64927

Step 6

56830

58933

61019

63121

65225

67327

Step 7

59217*

61329*

63424

65969

67623

69731

Step 8

61777

63876

65975

68074

70169

72869

Step 9

64323*

66424*

68526

70633

72722

75425

Step 10

66598

68718

71184

73306

75415

78490

Step 11

68873

71012

73843

75978

78108

81555

Step 12

69717

71883

74748

76909

79065

82554


 

PREPARATION SCALE PROGRESSION

 

1.     When fifteen approved graduate credits have been earned, progression to the Bachelor's +15 scale at the appropriate step will be authorized. 

 

2.     Upon the acquisition of an earned Master's degree, progression to the Master's scale at the appropriate step will be authorized. 

 

3.     When an additional fifteen approved graduate credits have been earned following receipt of the Master's degree, progression to the Master's +15 scale at the appropriate step will be authorized. 

 

4.     When a total of thirty approved graduate credits have been earned following receipt of the Master's degree, progression to the Master's +30 scale at the appropriate step will be authorized. 

 

5.     Upon the accumulation of a second earned Master's degree, forty-five earned graduate hours beyond the Master's degree, an earned CAGS, or an earned Doctorate, subject to the conditions outlined below, progression to the Advanced Study scale at the appropriate step will be authorized. 

 

A.      A second Master's degree approved by the Superintendent of Schools or his/her designee in a subject matter discipline would fully qualify a person for this salary level.

B.      Advanced Graduate Study. 

 

(1)       The individual must possess an earned Master's degree. 

 

(2)       The course work must meet the following criteria: 

 

(a)       All semester hours must be earned in an accredited graduate school. 

 

(b)       Repetition of courses or correspondence courses will not be permitted.

 

(c)        A minimum of forty-five hours must be obtained as follows: 

 

1A.            Thirty-three semester hours must be concentrated in a specific area of study, such as (but not limited to):  language arts, social science, science, child development, foreign languages, TESOL, computer science. 

 

1B.            Twelve additional semester hours in areas, which are related to the teacher's field of instruction. 

 

(d)       All grades must meet the particular graduate school's requirement for graduate credit. 

 

C.      The Certificate of advanced Graduate Study (CAGS) and/or the Doctoral Degree must be earned from a fully accredited graduate institution. 

 

6.     Those teachers employed prior to September 1, 1984 by the Hudson Public Schools who have successfully completed graduate level courses in education or courses related to their subject area prior to their receipt of a Master's degree, shall receive credit for these courses toward their position on the Master's +15 or the Master's +30 scales.  All other courses shall be reviewed by the School Committee. 

 

LONGEVITY

 

Time                                             Amount

10 years                                       $200

More than 12 years                     $400

More than 16 years                     $800

Twenty years                                $1225

 

Longevity is paid for years of service in Hudson to those who have reached maximum in a preparation scale.  It does not require recurrent study. 

 

INCREMENTS

 

Increments shall be routinely approved and recommended by the Superintendent of Schools, except in instances when the Superintendent of Schools is unwilling to recommend an increment.  If the School Committee accepts the Superintendent's recommendation and withholds an increment, the teacher shall be given a written explanation of the reasons for such action. 

 

RESTRICTIONS

 

1.     If a teacher expects to qualify to move to a new preparation scale in the Salary Schedule the following September, preliminary written notification must be given to the Superintendent of Schools on or before November 1st of the school year preceding the expected movement. 

 

2.     In order to move to a new preparation scale in the Salary Schedule, a written request for adjustment must be presented to the Superintendent of Schools by August 15th. 

 

3.     All recurrent study requirements must have been satisfactorily completed by August 31st or increments will be withheld for that school year.

 

 

A sub-committee will work on the development of the process for seeking course approval, reimbursements and movement across the columns of the Appendix A schedule.  The sub-committee will have up to 8 members, four appointed by the Committee and four appointed by the Association will report its recommendations to the Committee and the Association for review and ratification.

 

Stipend - SPED Team Chairperson

 

The stipend will vary depending on the amount of release time provided to carry out the responsibilities of the position.  The stipends for 2005-2006 will be $2,500 for those whose job responsibilities provide time within the school day and $4,000 for those for whom this is an additional assignment.  In cases where the responsibilities are completely built into the regular work assignment there will be no stipend.  The position of Team Chairperson is a year-to-year position; however, it will only be posted when a vacancy occurs.

 

 

 


I.  ATHLETIC DEPARTMENT STIPENDS

 

A.      Athletic Director

 

Step

2005-06

(2%)

2006-07

(3.25%)

2007-08

(3.25%)

1

$6,009

$6,204

$6,406

2

$6,367

$6,574

$6,787

3

$6,893

$7,117

$7,348

4

$7,570

$7,816

$8,071

 

1.       The salary of the Athletic Director will be increased by $1,000 retroactive to 9/1/88.

 

2.       The Athletic Director's teaching schedule will be limited to four (4) periods per day effective 9/1/89.

 

3.       Whenever a new team completes a season, an additional $150.00 will be added to the Athletic Director's stipend.  Furthermore, as teams are reduced, a corresponding decrease of $150.00 will occur down to the base salary listed in the HEA/HSC contract.

 

 

 

 

 


Coaches

2008 - 2009 - 1.5% Increase

 

 

 

 

 

Step 1

Step 2

Step 3

Baseball

8th Grade Coach

$1,914

$2,486

$3,121

Baseball

Freshman Head Coach

$1,914

$2,486

$3,121

Baseball

Junior Varsity Assistant Coach

$2,774

$3,347

$3,997

Baseball

Junior Varsity Head Coach

$2,774

$3,347

$3,997

Baseball

Varsity Assistant Coach

$2,774

$3,347

$3,997

Baseball

Varsity Assistant Coach

$2,774

$3,347

$3,997

Baseball

Varsity Head Coach

$3,825

$4,399

$5,069

Baseball

JFK

$1,914

$2,486

$3,121

Baseball

Intramural - JFK

$1,053

$1,367

$1,716

Basketball

Boys 8th Grade Head Coach-Team 2

$1,914

$2,486

$3,121

Basketball

Boys 8th Grade Head Coach

$1,914

$2,486

$3,121

Basketball

Boys Freshman Coach

$2,486

$3,059

$3,705

Basketball

Boys Junior Varsity Head Coach

$2,774

$3,347

$3,997

Basketball

Boys Varsity Head Coach

$3,825

$4,399

$5,069

Basketball

Girls 8th Grade Head Coach

$1,914

$2,486

$3,121

Basketball

Girls Freshman Head Coach

$2,486

$3,059

$3,705

Basketball

Girls Junior Varsity Head Coach

$2,774

$3,347

$3,997

Basketball

Girls Varsity Head Coach

$3,825

$4,399

$5,069

Basketball

Boys Assistant

$2,774

$3,347

$3,997

Basketball

Girls Assistant

$2,774

$3,347

$3,997

Basketball

JFK - Boys

$1,914

$2,486

$3,121

Basketball

JFK - Girls

$1,914

$2,486

$3,121

Basketball

JFK - Boys - Assistant

$1,339

$1,914

$2,534

Basketball

JFK - Girls - Assistant

$1,339

$1,914

$2,534

Basketball

Intramural - JFK - B/G

$1,053

$1,367

$1,716

Cheerleading

 Varsity Head Coach (Fall)

$2,677

$3,251

$3,900

Cheerleading

Junior Varsity Head Coach (Fall)

$1,914

$2,486

$3,121

Cheerleading

Varsity Head Coach (Winter)

$2,677

$3,251

$3,900

Cheerleading

Junior Varsity Head Coach (Winter)

$1,914

$2,486

$3,121

Cross Country

Girls Head Coach

$2,677

$3,251

$3,900

Cross Country

Boys Head Coach

$2,677

$3,251

$3,900

Field Hockey

8th Grade Coach

$1,914

$2,486

$3,121

Field Hockey

Junior Varsity Head Coach

$2,297

$2,866

$3,314

Field Hockey

Varsity Head Coach

$3,059

$3,634

$4,290

Football

 9th Grade Head Coach

$2,677

$3,251

$3,900

Football

 Varsity Assistant Coach (Asst. 2)

$3,251

$3,825

$4,485

Football

 Varsity Assistant Coach (Asst. 1)

$3,825

$4,399

$5,069

Football

8th Grade Assistant Coach

$1,914

$2,486

$3,121

Football

8th Grade Coach

$2,677

$3,251

$3,900

Football

Junior Varsity Head Coach

$3,059

$3,634

$4,290

Football

Varsity Head Coach

$6,889

$7,457

$8,192

Football

Assistant - JV

$2,677

$3,251

$3,900

 Developmental Golf

Head Coach

$1053

$1367

$1716

Golf

Head Coach

$2,677

$3,251

$3,900

Gymnastics

Assistant Coach

$2,297

$2,866

$3,314

Gymnastics

Varsity Head Coach

$3,059

$3,634

$4,290

Hockey

Assistant Varsity  Coach

$2,774

$3,347

$3,997

Hockey

Varsity Head Coach

$3,825

$4,399

$5,069

Hockey

Junior Varsity Head Coach

$2,486

$3,059

$3,705

Hockey

Junior Varsity Head Coach Team 2

$2,486

$3,059

$3,705

Hockey

Freshman

$2,486

$3,059

$3,705

Indoor Track

Boys Varsity Head Coach

$2,677

$3,251

$3,900

Indoor Track

Girls Varsity Head Coach

$2,677

$3,251

$3,900

Majorette

Coach

$1,914

$2,486

$3,121

Soccer

Boys Freshman Coach

$1,914

$2,486

$3,121

Soccer

Boys Junior Varsity Head Coach

$2,297

$2,866

$3,314

Soccer

Boys Varsity Head Coach

$3,059

$3,634

$4,290

Soccer

Girls Freshman Coach

$1,914

$2,486

$3,121

Soccer

Girls Junior Varsity Head Coach

$2,297

$2,866

$3,314

Soccer

Girls Varsity Head Coach

$3,059

$3,634

$4,290

Soccer

Boys - Assistant

$2,297

$2,866

$3,314

Soccer

Girls - Assistant

$2,297

$2,866

$3,314

Soccer

Intramural - JFK - B/G

$1,053

$1,367

$1,716

Soccer

JFK - Boys

$1,914

$2,486

$3,121

Soccer

JFK - Girls

$1,914

$2,486

$3,121

Softball

8th Grade Coach

$1,053

$1,367

$1,716

Softball

Freshman Head Coach

$1,914

$2,486

$3,121

Softball

Junior Varsity Head Coach

$2,774

$3,347

$3,997

Softball

Varsity Assistant Coach

$2,774

$3,347

$3,997

Softball

Varsity Head Coach

$3,825

$4,399

$5,069

Softball

JFK

$1,914

$2,486

$3,121

Softball

Intramural - JFK

$1,053

$1,367

$1,716

Tennis

Boys Junior Varsity Head Coach

$2,297

$2,866

$3,314

Tennis

Boys Varsity Head Coach

$2,677

$3,251

$3,900

Tennis

Girls Varsity Head Coach

$2,677

$3,251

$3,900

Tennis

Girls Junior Varsity Head Coach

$2,297

$2,866

$3,314

Track

Girls Varsity Head Coach

$3,059

$3,634

$4,290

Track

Girls Varsity Assistant Coach

$2,201

$2,774

$3,221

Track

Girls/Boys Varsity Assistant Coach

$2,201

$2,774

$3,221

Track

Boys Varsity Head Coach

$3,059

$3,634

$4,290

Track

Boys Assistant Varsity Coach

$2,201

$2,774

$3,221

Volleyball

 Junior Varsity Head Coach

$2,297

$2,866

$3,314

Volleyball

Head Varsity Coach

$2,677

$3,251

$3,900

Volleyball

Freshman Coach

$1,914

$2,486

$3,121

Wrestling

Varsity Head Coach

$3,060

$3,634

$4,289

Wrestling

Varsity Assistant Coach

$1,914

$2,486

$3,121

Intramural

JFK Coordinator

$1,053

$1,367

$1,716

Intramural

Winter JFK

$1,053

$1,367

$1,716

Intramural

Spring JFK

$1,053

$1,367

$1,716

Lacrosse

Varsity Head

$3,825

$4,399

$5,069

Lacrosse

Varsity Assistant

$2,774

$3,347

$3,997

Lacrosse

Boys Junior Varsity

$2,774

$3,347

$3,997

Lacrosse

Girls Junior Varsity

$2,774

$3,347

$3,997

Lacrosse

Freshman Boys

$1,914

$2,486

$3,121

Lacrosse

Freshman Girls

$1,914

$2,486

$3,121

 

 

 

 

 

Stipends will be paid at the close of the coaching season or activity following the principal's determination that the duties associated with the position have been completed.


 

Coaches

2009 - 20010 - 2.0% Increase

 

 

 

 

 

Step 1

Step 2

Step 3

Baseball

8th Grade Coach

$1,953

$2,535

$3,184

Baseball

Freshman Head Coach

$1,953

$2,535

$3,184

Baseball

Junior Varsity Assistant Coach

$2,829

$3,414

$4,077

Baseball

Junior Varsity Head Coach

$2,829

$3,414

$4,077

Baseball

Varsity Assistant Coach

$2,829

$3,414

$4,077

Baseball

Varsity Assistant Coach

$2,829

$3,414

$4,077

Baseball

Varsity Head Coach

$3,901

$4,487

$5,170

Baseball

JFK

$1,953

$2,535

$3,184

Baseball

Intramural - JFK

$1,074

$1,395

$1,751

Basketball

Boys 8th Grade Head Coach-Team 2

$1,953

$2,535

$3,184

Basketball

Boys 8th Grade Head Coach

$1,953

$2,535

$3,184

Basketball

Boys Freshman Coach

$2,535

$3,120

$3,779

Basketball

Boys Junior Varsity Head Coach

$2,829

$3,414

$4,077

Basketball

Boys Varsity Head Coach

$3,901

$4,487

$5,170

Basketball

Girls 8th Grade Head Coach

$1,953

$2,535

$3,184

Basketball

Girls Freshman Head Coach

$2,535

$3,120

$3,779

Basketball

Girls Junior Varsity Head Coach

$2,829

$3,414

$4,077

Basketball

Girls Varsity Head Coach

$3,901

$4,487

$5,170

Basketball

Boys Assistant

$2,829

$3,414

$4,077

Basketball

Girls Assistant

$2,829

$3,414

$4,077

Basketball

JFK - Boys

$1,953

$2,535

$3,184

Basketball

JFK - Girls

$1,953

$2,535

$3,184

Basketball

JFK - Boys - Assistant

$1,366

$1,953

$2,585

Basketball

JFK - Girls - Assistant

$1,366

$1,953

$2,585

Basketball

Intramural - JFK - B/G

$1,074

$1,395

$1,751

Cheerleading

 Varsity Head Coach (Fall)

$2,730

$3,316

$3,978

Cheerleading

Junior Varsity Head Coach (Fall)

$1,953

$2,535

$3,184

Cheerleading

Varsity Head Coach (Winter)

$2,730

$3,316

$3,978

Cheerleading

Junior Varsity Head Coach (Winter)

$1,953

$2,535

$3,184

Cross Country

Girls Head Coach

$2,730

$3,316

$3,978

Cross Country

Boys Head Coach

$2,730

$3,316

$3,978

Field Hockey

8th Grade Coach

$1,953

$2,535

$3,184

Field Hockey

Junior Varsity Head Coach

$2,343

$2,924

$3,380

Field Hockey

Varsity Head Coach

$3,120

$3,706

$4,376

Football

 9th Grade Head Coach

$2,730

$3,316

$3,978

Football

 Varsity Assistant Coach (Asst. 2)

$3,316

$3,901

$4,575

Football

 Varsity Assistant Coach (Asst. 1)

$3,901

$4,487

$5,170

Football

8th Grade Assistant Coach

$1,953

$2,535

$3,184

Football

8th Grade Coach

$2,730

$3,316

$3,978

Football

Junior Varsity Head Coach

$3,120

$3,706

$4,376

Football

Varsity Head Coach

$7,027

$7,606

$8,356

Football

Assistant - JV

$2,730

$3,316

$3,978

 Developmental Golf

Head Coach

$1074

$1395

$1751

Golf

Head Coach

$2,730

$3,316

$3,978

Gymnastics

Assistant Coach

$2,343

$2,924

$3,380

Gymnastics

Varsity Head Coach

$3,120

$3,706

$4,376

Hockey

Assistant Varsity  Coach

$2,829

$3,414

$4,077

Hockey

Varsity Head Coach

$3,901

$4,487

$5,170

Hockey

Junior Varsity Head Coach

$2,535

$3,120

$3,779

Hockey

Junior Varsity Head Coach Team 2

$2,535

$3,120

$3,779

Hockey

Freshman

$2,535

$3,120

$3,779

Indoor Track

Boys Varsity Head Coach

$2,730

$3,316

$3,978

Indoor Track

Girls Varsity Head Coach

$2,730

$3,316

$3,978

Majorette

Coach

$1,953

$2,535

$3,184

Soccer

Boys Freshman Coach

$1,953

$2,535

$3,184

Soccer

Boys Junior Varsity Head Coach

$2,343

$2,924

$3,380

Soccer

Boys Varsity Head Coach

$3,120

$3,706

$4,376

Soccer

Girls Freshman Coach

$1,953

$2,535

$3,184

Soccer

Girls Junior Varsity Head Coach

$2,343

$2,924

$3,380

Soccer

Girls Varsity Head Coach

$3,120

$3,706

$4,376

Soccer

Boys - Assistant

$2,343

$2,924

$3,380

Soccer

Girls - Assistant

$2,343