Show detailed information about district and contract
| District | Hudson |
| Shared Contract District | |
| Org Code | 1410000 |
| Type of District | Municipal K12 |
| Union Affiliation | MTA |
| Most Recent Document | Contract |
| Expiring Year | 2011 |
| Expired Status | |
| Superintendency Union | |
| Regional HS Members | |
| Vocational HS Members | Assabet Valley RVTSD |
| County | Middlesex |
| ESE Region | Central |
| Urban | |
| Kind of Community | economically developed suburbs |
| Number of Schools | 6 |
| Enrollment | 3071 |
| Percent Low Income Students | 19 |
| Grade Start | PK or K |
| Grade End | 12 |
CONTRACT
between the
HUDSON SCHOOL
COMMITTEE
and the
HUDSON
EDUCATION ASSOCIATION
September 1, 2008
- August 31, 2011
ARTICLE 2
- NEGOTIATION PROCEDURE
ARTICLE 3
- GRIEVANCE PROCEDURE
ARTICLE 4
- SALARY INFORMATION
ARTICLE 5
- TEACHERS' HOURS AND TEACHING
LOAD
ARTICLE 6
- CLASS SIZE (Does not apply to
Nurses)
ARTICLE 7
- SUPPLEMENTAL SERVICES
ARTICLE 8
- NON-TEACHING DUTIES
ARTICLE 11
- TRANSFERS (Does not apply to Nurses)
ARTICLE 12
- REDUCTIONS IN STAFF
ARTICLE 13
- NOTICE OF VACANCIES
ARTICLE 14
- POSITIONS IN EVENING SCHOOL IN
FEDERALLY FUNDED SCHOOL PROGRAMS
ARTICLE 16
- TEACHER FACILITIES
ARTICLE 17
- USE OF SCHOOL FACILITIES
ARTICLE 20
- TEMPORARY LEAVES OF ABSENCE
ARTICLE 21
- EXTENDED LEAVES OF ABSENCE
ARTICLE 22
- PROFESSIONAL LEAVE
ARTICLE 23
- ORIENTATION, MENTORING AND
INDUCTION
ARTICLE 24
- IN-SERVICE WORKSHOP DAYS
ARTICLE 26-A
- PROFESSIONAL IMPROVEMENT
ARTICLE 27
- PERSONAL INJURY BENEFITS
ARTICLE 29
- INSURANCE AND ANNUITY PLAN
ARTICLE 31
- INSTRUCTIONAL SUPPLIES AND
EQUIPMENT
ARTICLE 32
- AGENCY SERVICE FEE
ARTICLE 33
- RETIREMENT INCENTIVE (FPPIE's excluded)
ARTICLE 35
- LICENSE REQUIREMENT
REIMBURSEMENT
ARTICLE 37
- EDUCATION REFORM ACT OF 1993
ARTICLE 38
- HEALTH AND SAFETY COMMITTEE
ARTICLE 39
- INCLUSION/INTEGRATION
Stipend - SPED Team Chairperson
APPENDIX B - SALARY SCHEDULE - SCHOOL NURSES
APPENDIX C - FPPIE's SALARY SCHEDULE
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.
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.
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.
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).
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.
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.
The
Committee and the Association agree that reductions in class size limitations
are desirable, and to the extent possible, such reductions will be made.
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.
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.
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.
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.
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.
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.
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.
(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.
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.
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.
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.
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.
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).
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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
_____________________________
_____________________________
_____________________________
_____________________________
____________________________
_____________________________
_____________________________
_____________________________
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.
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
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.
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.
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 |
|
|
|
|||
|
2 |
$6,367 |
$6,574 |
|
|||
|
3 |
|
|
|
|||
|
4 |
|
$7,816 |
|
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 |