Show detailed information about district and contract

Shared Contract District
Org Code1480000
Type of DistrictElementary
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2011
Expired Status
Superintendency UnionUnion 71 Lanesborough Williamstown
Regional HS MembersMount Greylock
Vocational HS Members
ESE RegionBerkshires
Kind of Communitysmall rural communities
Number of Schools1
Percent Low Income Students14
Grade StartPK or K
Grade End6
download pdf version of this document view accessible version of this document Lanesborough





















September 1, 2010 – August 31, 2011















2010-2011 CONTRACT



ARTICLE I                                                                                                               1

            RECOGNITION                                                                                          1

ARTICLE II                                                                                                              1

            RECOGNITION OF RESPONSIBILITIES                                            1

ARTICLE III                                                                                                                        4

            GRIEVANCE PROCEDURES                                                                  4

ARTICLE IV                                                                                                                        7

            WORK DAY/SCHOOL YEAR                                                                 7

            A.  Work Day                                                                                              7

            B.  Work Year                                                                                             7

ARTICLE V                                                                                                              7

            SALARY                                                                                                        7

            A.  Curriculum Development                                                                 7

            B.  Pay Day Schedules                                                                              8

            C.  Salary Advancement-Credit Requirements                              8

            D.  Longevity Payments                                                                          8

            E. Equalization Factors (n/a to school nurse)                               8

ARTICLE VI                                                                                                                        10

            INCREMENTAL BENEFIT                                                                     10

ARTICLE VII                                                                                                           11

            AFTER SCHOOL ACTIVITIES                                                                11

ARTICLE VIII                                                                                                         12

            LEAVES OF ABSENCE                                                                             12

            A.  Sick Leave                                                                                              12

            B.  Other Leaves of Absence With Pay                                                           12

            C.  Verification of Sick Leave                                                                14

            D.  Maternity/Paternity Leave                                                                        14

            E.  Extended Leaves of Absence Without Pay                                 15

ARTICLE IX                                                                                                             17

            SEVERANCE PAY                                                                                     17

ARTICLE X                                                                                                              17

            INSURANCE                                                                                               18

ARTICLE XI                                                                                                             20

            MARKING SYSTEM/CONSULTATION                                              20

ARTICLE XII                                                                                                           21

            WORKSHOPS/PROFESSIONAL DEVELOPMENT                         21

            TUITION REIMBURSEMENT/FACULTY MEETINGS                   21

            A.  Workshops                                                                                            21

            B.  Professional Development Days                                                    21

            C.  Faculty Meetings                                                                                 21

            D.  Tuition Reimbursement                                                                   21

ARTICLE XIII                                                                                                          22

            OVERNIGHT PROGRAMS                                                                      22

ARTICLE XIV                                                                                                          23

            REDUCTION IN FORCE                                                                          23

            Length of Service                                                                                      23

ARTICLE XV                                                                                                           24

            INJURY ON THE JOB                                                                                24

ARTICLE XVI                                                                                                          25

            ASSIGNMENTS/VACANCIES/PROMOTIONS                                 25

            A.  Assignments                                                                                          25

            B. Vacancies/ Promotions                                                                     25

ARTICLE XVII                                                                                                        26

            CLASS SIZE                                                                                                 26

ARTICLE XVIII                                                                                                       27

            TEACHER FACILITIES                                                                            27

ARTICLE XIX                                                                                                          27

            USE OF SCHOOL FACILITIES                                                                27

ARTICLE XX                                                                                                           27

            TEACHER EVALUATION                                                                       27

ARTICLE XXI                                                                                                          28

            SUBSTITUTING AND OTHER ASSIGNMENTS                                28

ARTICLE XXII                                                                                                        28

            TUITION WAIVER                                                                                                28

ARTICLE XXII                                                                                                        28

            TUITION WAIVER                                                                                                28

ARTICLE XXIII                                                                                                       29

            DUES AUTHORIZATION                                                                                    29

ARTICLE XXIV                                                                                                       29      

            DUES DEDUCTION                                                                                  29

ARTICLE XXV                                                                                                        30

            GENERAL                                                                                                    30

ARTICLE XXVI                                                                                                       31

            SEXUAL HARASSMENT                                                                         31

ARTICLE XXVII                                                                                                     32

            DRUG-FREE WORKPLACE POLICY                                                   32

ARTICLE XXVI                                                                                                       33

            MENTORING                                                                                              33

ARTICLE XXVII                                                                                                     33

            PARAPROFESSIONAL EVALUATION                                                            33

ARTICLE XXVIII                                                                                                    33

            MILEAGE REIMBURSEMENT                                                              33

ARTICLE XXIX                                                                                                       34

            CORI CHECKS                                                                                            34



ARTICLE XXXI                                                                                                       35



APPENDIX A-SALARY SCHEDULE 2010-2011                                       36

APPENDIX B                                                                                                         

            NURSE’S SALARY SCHEDULE 2010-2011                                     37

APPENDIX C                                                                                                         


APPENDIX D                                                                                                         

            LANESBOROUGH EVALUATION PROCEDURE                             39

            AND   PERFORMANCE STANDARDS                                                                       



            ACTING PRINCIPAL STIPEND – February, 2006                                    48



















The Committee recognizes the Association for the purpose of collective bargaining as the exclusive representative of a unit consisting of all professional teaching employees of the Lanesborough Public Schools and the school nurse excluding the principal and superintendent. Unless otherwise indicated, the employees in the above unit will be referred to as “teachers.”





A.                  Subject to the limitations contained in this Agreement and applicable statutes, the Committee retains the 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 assign and direct the staff, and to conduct its operation in an effective manner.


B.                  The Superintendent of Schools of Lanesborough (hereinafter referred to as the Superintendent and/or his designee) is responsible for carrying out all policies of the Lanesborough School and is the school’s chief education and administrative officer.


C.                  The Administrators and professional teachers of the Lanesborough Schools are responsible for teaching of the highest possible quality for each child in the Lanesborough School.


D.                 Dues Deduction/ Agency Service Fee:


Dues Deduction Section:


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


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


1.                  Effective thirty (30) days after execution of this agreement or the commencement, whichever comes first, each employee, in accordance with G.L.C. 150E, s. 12, shall be required to pay the service fee to the Association.  An employee who is a member of the Association on the execution of this agreement may cease membership in the Association and shall be required, in accordance with G.L.C. 150E, s. 12, to pay the service fee to the Association.

2.                  The Association will be solely responsible for enforcing the provisions of this section.  The Committee will not be responsible to enforce any provision of this section.

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

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

5.                  The service fee shall be calculated in accordance with the provisions of G.L.C. 150E, s. 12, and applicable state and federal constitutional law and shall not exceed the periodic dues required to be paid by employees to remain members in good standing with the Association.





A.      1.  Not later than October 15 of the calendar year preceding the calendar year in which this agreement expires, or ninety (90) days after negotiations have ended, whichever is the later date, the Committee agrees to enter into negotiations within ninety (90) days of being notified by the Association, over a successor agreement in accordance with the procedure set forth herein in a good faith effort to teach agreement concerning teachers’ wages, hours, and other conditions of their employment.  Such negotiations will include any matters covered by this agreement and any other matters which the parties mutually agree are negotiable or are held by law to be negotiable.

2.  During the negotiations, the Committee and the Association will present relevant date, exchange points of view, and make proposals and counterproposals.  Either party may, if it so desires, utilize the services of the outside consultants, and may call upon professional and/or lay representatives to assist in the negotiations.


B.     Before the Committee adopts a chance in policy which affects wages, hours, or any other condition of employment which is not covered by this agreement, the Committee will notify the Association in writing that it is considering such a change.  The Association will have the right to negotiate with the Committee provided it files such a request with the Committee within ten (10) school days after receipt of said notice, or said change if not submitted in writing.


C.   This agreement may not be modified in whole or in part by the parties except by instrument in writing duly executed by both parties “or the representative” instead of the Association.





A.                 Definitions:


1.      An “arbitrable grievance” is a claim based upon the interpretation, meaning or application of any of the provisions of the Agreement, or any subsequent Agreement, entered into pursuant to this Agreement.


2.      A “non-arbitrable grievance” is a claim based upon an event of condition which affects the welfare and/or conditions of employment of a teacher or group of teachers.  These grievances may be processed only through Step 4 of the Grievance Procedure.


B.           Purpose:


1.      The purpose of the procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems which may arise, from time to time, affecting the welfare or working conditions of employees covered by this Agreement.


2.      Nothing herein contained will be construed as limiting the right of any employee having a grievance to discuss the matter informally with any appropriate member of the administration and having the grievance adjusted without the intervention of the Lanesborough Education Association.


C.         Procedure:


            Since it is important that grievances be processed as rapidly as possible, the

            number of days indicated at each level should be made to expedite the

            process.  The time limits specified may, however, be extended by mutual



In the event of a grievance filed on or after June 1, which if left unresolved could result in irreparable harm, the Grievance Procedure will proceed in accordance with the provisions of the Agreement into the summer months or, with the mutual consent of both parties, will be suspended until the beginning of the following school year.


Step One:  An employee with a grievance will first discuss it with his/her Principal with the objective of resolving the matter informally.


Step Two:  If the aggrieved is not satisfied with the disposition of his grievance at Step One, or if no decision has been rendered within five (5) school days after presentation of the grievance, the grievant (and/or the representative on behalf of the grievant) will present the grievance in writing to the Principal.  Upon receipt of the grievance, the Principal will meet with the aggrieved within ten (10) school days for the purpose of resolving the grievance.  The grievant will be required to cite articles and sections that were in his or her opinion an infringement upon contract provisions.


Step Three:  If the aggrieved person is not satisfied with the disposition of this grievance at Step Two, or if no decision has been rendered within ten (10) school days after presentation of the grievance, the grievant may file the grievance in writing with the Superintendent.  Within ten (10) school days after receiving the written grievance, the Superintendent will meet with the aggrieved person and/or Association representative for the purpose of resolving the grievance.


Step Four:  If the aggrieved person (or the representative on behalf of the grievant) is not satisfied with the disposition of the grievance at Step Three, or if no decision has been reached within ten (10) school days after presentation of the grievance, the grievant (or the representative on behalf of the grievant) may file the grievance in writing with the School Committee.  Within twenty (20) school days after the receipt of the grievance by the School Committee, the parties will meet at a mutually agreeable time for the purpose of resolving the grievance.


Step Five:  If the aggrieved person is not satisfied with the disposition of the grievance at Step Four, or if the School Committee fails to give a written response within twenty (20) days of the meeting at Step Four, then the Association may submit this grievance to final and binding arbitration, by filing a written demand with the American Arbitration Association.  If the demand for arbitration is not filed with the American Arbitration Association within thirty (30) days of the date of the School Committee’s Step Four reply, then the grievance will be deemed withdrawn.  The procedures governing the arbitration process are set forth below:


1.      The arbitration proceeding will be conducted under the rules of the American Arbitration Association.  The arbitrator shall not have the authority to add to, subtract from, modify, change or alter any of the provisions of this Agreement.  The award shall be final and binding on the School Committee, the Association and the grievant.  The fees and expenses of the arbitrator shall be borne equally by the parties.

2.      Neither the School Committee nor the Association will be permitted to assert any grounds or evidence before the arbitrator which was not previously disclosed to the other party.

3.      The arbitrator shall have no power to alter the terms of this Agreement.  However, it is agreed that the arbitrator is empowered to include in any award such financial reimbursements as he judges to be proper.  The award and decision made shall be final and binding upon the School Committee, the Association, and the aggrieved employee.



D.        General Provisions:


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


1.      Provided the parties agree, Step One and/or Two of the Grievance Procedure may be bypassed and the grievance brought directly to the next step.


2.      No reprisals of any kind will be taken by the School Committee or the school administration against any teacher because of his/her participation in this Grievance Procedure.


3.      The School Committee and the administration will cooperate with the Association in its investigation of any grievance and, further, will furnish the Association with such information as required for the processing of any grievance.


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







A.         Work Day


The Workday for the teachers during the 2001-2004 school years shall be maintained for the life of this agreement, which is 8:25 a.m. to 3:05 p.m.


The Workday for the school nurse during the 2001-2004 school years shall be 8:15 a.m. to 3:15 p.m. for the life of this agreement.


Teachers at the various grade levels shall receive a minimum of the total number of minutes of individual preparation time in each full (5-day) week as described in the chart below.  Each teacher shall receive a minimum of one (1) individual preparation period per day.  Each individual preparation period will be an average of 40 minutes with no block less than 30 minutes in length.  For weeks that are less than full (5-day) or for part-time teachers, individual preparation time shall be appropriately prorated.


Grade Level

Total Minutes per Week


160 minutes


220 minutes


230 minutes


230 minutes


240 minutes


280 minutes


280 minutes



B.         Work Year


The school year of teachers will be for a maximum of 184 scheduled workdays.  Teachers will continue to be consulted for input into the calendar prior to its establishment by the Committee.  Said days will consist of one (1) orientation day, three (3) workshop/in-service days and one hundred and eighty (180) student contact days.







A.         Curriculum Development:


Compensation for teachers working curriculum development outside of the regular school day and/or school year shall be paid at the rate of thirty-five dollars ($35) for the life of this agreement.


B.         Pay Day Schedules:


It is agreed that all personnel covered by this Agreement will be paid in twenty-six (26) equal installments, starting the first or second Thursday in September, unless the school year commences in August, and continuing every second Thursday following until the full annual salary has been paid.  Teachers may also have the option of requesting a lump sum payment for July and August by requesting this is writing by June 1.


C.         Salary Advancement-Credit Requirements:


1.      Vertical progression from Step One to its maximum in each column is automatic.

2.      Upon presentation of appropriate transcripts or grade reports, salary changes will be made retroactive to the beginning of the school year if said documents are submitted on or before October 15th.  If documents are submitted after October 15th but on or before February 15th, the salary changes will be made in the next full pay period following the February 15th deadline.

3.      Credits will be granted only for courses successfully completed in accordance with the passing standards established by the sponsoring institution.

4.      In addition, informal credits may be granted by the Lanesborough School Committee for other courses which are equivalent in time required, effort expended, and of value to the Lanesborough School System.

5.      The salary schedule for teachers is set forth as Appendix A, B, and C.

6.      The salary schedule for the school nurse is set forth as Appendix D and will be paid at the rate of 85% of the salary schedule as set forth as Appendix A, B, and C.  One Step will be added to the nurse’s salary schedule in each year of this agreement.


D.        Longevity Payments:


   1) a.  For the school year beginning 2005-2006 and thereafter, teachers


                        who have completed Twelve (12) years of service in the

                        Lanesborough School System will annually receive in addition to their

                        base salary:


                        12-17 years   $600

                        18-21 years   $800

                        22-25 years   $1,000

                        26+ years       $1,200


   b.      For the school year beginning 2008-2009, teachers who have

            completed Ten (10) years of service in the Lanesborough School

            System will annually receive in addition to their base salary:



Longevity Schedule: 9/1/08

Longevity Schedule 9/1/09 (4%)

10-14 years$1,200

10-14 years$1,248

15-19 years$1,700

15-19 years$1,768

20-24 years - $2,200

20-24 years - $2,288

25-29 years$2,700

25-29 years$2,808

30+ years$3,500

30+ years$3,640


The longevity schedule is contingent on the elimination of both the incremental benefit and equalization factor as of 9/1/08 (for those teachers not specifically discussed in #2 below)


   2)     For those teachers who have already applied for the incremental benefit, (as of 8/1/07), they will be entitled to the entire benefit as stated in the previous agreement, or they can receive the benefit under the new longevity schedule (1b), but not both.  In the event the teacher chooses to receive the incremental benefit, the teacher will only be entitled to the longevity pay existing in the prior agreement (1a) between the parties.  After the incremental benefit has been used, the teacher will be eligible to receive the longevity payments in accordance with the new longevity schedule.  Teachers already receiving the equalization factor as of 9/1/08 will be frozen at that pay rate and in the future will only be entitled to the general across the salary scale increase.  (Example, the teacher is receiving equalization pay of $74,000.  A salary scale is given of 2.0%.  The teacher will receive $74,000 x 2.0%).


   3)     Funds will be dispersed in 26 equal payments as per section B, Article V.


E.         Equalization Factors (Not applicable to the school nurse)


1.            Teachers who have reached Step 17 maximum in a column will receive in addition to their base salary:

·         First year beyond a column maximum: 2% increase over base salary

·         Second year beyond a column maximum: 2% increase over previous year’s salary

·         Third year beyond a column maximum: 1% increase over previous year’s salary

·         Fourth year beyond a column maximum: 1% increase over each previous year’s salary.


2.            Such payments will be included in the teacher’s regular paycheck and will be distributed equally over 26 pay periods in a given year

3.            Equalization factor status for years one, two, three, or subsequent years will be maintained as a teacher moves horizontally from one column to another.

4.            Previous year’s salary will mean the total of a teacher’s base salary at Step 17 and the cumulative total of the equalization factors.





A teacher shall, once during his/her employment, receive an increment of $4,500 effective 2001-2002 and subsequent years, above his/her salary for three (3) consecutive years upon the teacher’s request provided:


1.            Such written request is made to the Superintendent by January 15 immediately preceding the fiscal year for which such increment is to be applied.

2.            That the teacher be at least 50 years of age with 10 years service at Lanesborough School at the commencement of the fiscal year when the first increment is to be paid.

3.            After the three (3) consecutive years of the implementation of Article VI, the employee’s salary will return to the appropriate placement on the salary schedule.





All teachers will be given adequate opportunity to make application for such positions, and the Committee agrees to give due weight to the professional background and attainments of all applicants and the length of time each has been engaged in teaching.  When all factors are substantially equal, preference in filling such vacancies will be given to qualified teachers already employed by the Committee, if recommended by the Superintendent of Schools.


A.                  The School Committee will have sole discretion in determining which after school activities are to be funded.

B.                  All hours to be worked and duties required will be reviewed annually by the School Committee.

C.                  Appointments to those positions will be made annually by the Principal.

D.                 Posting for after-school activities will be done simultaneously for both in-house and outside applicants in a timely and seasonable manner.  Preference will be given to qualified teachers presently employed in the employ of the School Committee.

E.                  Stipends paid for the programs listed below will remain as is for the length of this agreement.  The stipends listed below are for the full program(s) as previously provided.  Any deviation thereof will be paid in the appropriate pro-rated manner.  Initial stipends for any new programs will be determined by the School Committee with input from the Lanesborough School Principal.  Determination of the final stipend amount is subject to negotiation with the LEA.

F.                  The following is a list of those activities that will come under review by the Committee:


DRAMA ($2,000)

MUSIC ($1,000)

GYMNASTICS ($1,300) amount is for 16 one hour sessions.




The drama instructor will receive up to two (2) release days for preparation of drama events.


G.                  In the event that the Lanesborough Education Association (LEA) wishes to suggest adding to the collective bargaining agreement, as an addendum to the agreement, additional before and/or after school programs, said request(s) and the suggested pay for the program shall be submitted to the School Committee no later than January 15th for the following school year.  The School Committee shall render a decision on the request(s) no later than April 1st.  If the Association’s requested stipend is not acceptable, the School Committee shall negotiate the stipend of the position(s) in question with the LEA prior to the April 1st deadline.  In the event there is no agreement on this stipend amount, then the program will not be implemented the following school year.





A.         Sick Leave:


1.      Teachers will be allowed fifteen (15) days of sick leave at full pay each school year.

2.      Sick leave may be used as follows:

a.       Absence due to Personal Illness.

b.      Absence due to serious illness or death in the individual’s immediate family or household.  Exceptions to this may be made with approval of the Principal.

3.      Sick leave may be accumulated up to a maximum of one hundred eighty (180) days for the 2004-2005 and subsequent school years.

4.      When a teacher has exceeded his/her sick leave allowance due to a prolonged illness, the School Committee may or may not, upon the recommendation of the Superintendent of Schools, extend the sick leave allowance beyond the specified limits.

5.      When a prolonged illness extends over portions of two (2) school years, the Superintendent must be supplied with the best available information concerning the teacher’s plans to return to the school no later than August 15 preceding the opening of school.

6.      Teachers who must be absent will be responsible for calling the school at the earliest time possible of the day absent, unless prior arrangements have been made with the Principal.


B.     Other Leaves of Absence With Pay:


1.      Teachers may, upon the approval of the Principal, be allowed five (5) professional days per school year for the purpose of visiting other schools or attending conferences of any educational nature in the teacher’s field of involvement.

2.      The school nurse may, upon the approval of the Principal, be allowed four (4) professional days per school year for the purpose of visiting other schools or attending conferences of any educational nature in the teacher’s field of involvement.

3.      Up to two (2) Association representatives of the Massachusetts Teachers Association and/or National Education Association may take no more than two (2) days each to attend conferences and conventions of the above two (2) Associations.  This will be done with Administration approval one (1) month before the conference is to take place and the days taken will be counted as professional days.  The President of the Association will be granted ½ day of leave per month to conduct Association business with the Superintendent’s approval.

4.      There will be three (3) calendar days for personal leave in each academic year.

a.       Notification of such absence must be filed with the Principal by the teacher twenty-four (24) hours prior to the planned absence, except in the case of family or personal emergencies.

b.      Any personal business approved by the Principal that requires less than two (2) hours of time during the school day will not be deducted from personal business time.


5.      The principal will have jurisdiction over the number of staff taking personal days before or after a major vacation in the event that staffing problems develop.  These will be approved on a first-come/ first-serve basis.  The Principal may limit the number of these pre/post vacation days taken by an individual within a calendar year, if necessary.


These leaves of absence will not be deducted from available sick leave:


6.      Teachers who wish to absent themselves from school for a specified number of final days of the school year may request of the School Committee permission to leave early to attend classes which are of clear benefit to the teacher and the school

7.      Time will be provided for appearance at any legal proceeding connected with the teacher’s employment or with school system if the teacher is required by law to attend.  This leave will be granted with full pay and all benefits that a teacher is ordinarily entitled to, except in cases where a teacher has been suspended or cited for unbecoming conduct or other good cause and such charges have been substantiated.

8.      Up to thirty (30) days will be provided for appearance in other legal proceedings if the teacher is required by law to attend.  This leave will be granted with full pay and all benefits that a teacher is ordinarily entitled to, except in cases when a teacher has been cited for unbecoming conduct or other good cause and such charges have been substantiated.


C.      Verification of Sick Leave:


Teachers and the School Committee shall be notified in writing by October 15 of each year on the teacher’s sick leave record.  These records shall include the total for the previous year and the accumulated total.


D.     Maternity/Paternity Leave:


A teacher will be granted a temporary leave of absence without pay by the School Committee upon request properly filed in accordance with the Procedure hereinafter set forth for the purpose of rearing a child born to the teacher and his or her spouse, or for the purpose of legal adoption by the teacher or spouse.  Such temporary leave of absence will be granted to either mother or father during the three-year period immediately commencing with and following the date of birth of the child or the date of said child’s placement for adoption.


A request for such leave of absence shall set forth a) the anticipated date of birth of adoption of said child; b) the date said leave is to commence; c) the date that said leave is to end; and d) an assurance that the teacher will immediately be available to resume teaching with the system upon expiration of such leave, existing conditions permitting.  The duration of the leave shall not exceed twelve (12) calendar months or the end of the school year during which said notice was given, whichever occurs first, and in the event that both parents are employed by the system, shall not be taken at the same time not during any periods which would overlap while school is in session.


Written request for such leave of absence is to be submitted to the Principal and in his absence to the Superintendent, at least forty (40) days before the requested leave of absence is to begin.  Extenuating circumstances due to the adoption procedure (early arrival of the adopted child) may cause the Committee to waive the forty (40) day notification period.  Adopting parents should notify the Administration when they become qualified.


Said child bearing leave shall not affect the employee’s right to receive sick leave or benefits from plans or programs (exclusive of such plans or programs which call for monetary contributions on the part of the teacher) for which he/she was eligible by contract as of the date of commencement of his/her leave, with the further understanding that such leave shall not be included where applicable in the computation of such sick leave or benefits.  For the purpose of computing seniority, there will be no credit for the year during which the employee availed himself/herself of the childrearing leave.


Existing conditions permitting, as set forth above, refer specifically to, but not exclusively of, the lateness in the school year during which the teacher wishes to return in April, May, or June, keeping in mind the purpose and intent set forth in Article I, designated as Article XVI, designated as Assignments/ Vacancies/ Promotions of the Contract and availability of the position, meaning that the position is still in existence.  The interpretation and analysis of conditions shall be in the sole province of the School Committee which may act in its discretion either with or without the recommendation of the Administration.


E.      Extended Leaves of Absence Without Pay:


A Leave of Absence without pay or increment of up to one (1) year will be granted for the purpose of caring for a sick member of the teacher’s immediate family (parents, child, or spouse).  Additional leave may be granted at the discretion of the Committee.


1.                  After five (5) years of continuous employment in the Lanesborough School system, a teacher may be granted a leave of absence without pay for up to one (1) year for health reasons.  Requests for such leaves will be supported by appropriate medical evidence.

2.                  Should said illness extend beyond the granted leave, an extension for such time as is necessary for complete recovery may be granted at the discretion of the Administration and the School Committee.

3.                  A leave of absence without pay of up to two years will be granted to any teacher who joins the Peace Corps or serves as an exchange teacher or an overseas teacher and is a full-time participant in any such programs.  Upon return from such leave, a teacher will be placed on the salary schedule at the level he/she had attained at the time of said leave commenced.  A leave may not be taken under this section more than once every ten (10) years.  Applications for leaves of absence for any teacher who joins the Peace Corps or as an exchange of overseas teachers must be made in writing whenever practical by May 30th of the school year prior to the desired year’s leave of absence.

4.                  Any teacher (having achieved professional status) who requests a leave of absence for either one or two years for the purpose of exploring an alternative career or field of employment shall be granted a leave of absence at the discretion of the Committee.  Any such leave shall be subject to the following provisions:

a.       Alternative employment leave cannot be used for teaching in another public school system in Massachusetts.

b.      The teacher must notify the Principal in writing on or before June 1st immediately prior to the expiration of the leave whether or not he/she intends to return to work at the start of the next school year.   Should any teacher on alterative employment leave fail to provide such notification, the Superintendent shall inquire of him/her writing with a copy of the letter being sent to the Association, whether he/she intends to return to work at the expiration of the leave; if he/she fails to respond affirmatively to any such request with two (2) weeks after his/her receipt of said letter from the Superintendent, he/she shall be deemed to have terminated his/her employment.

c.       All rights and benefits, including accrued seniority acquired by a teacher prior to the leave will be restored to the teacher upon return from said leave.  A teacher will be placed on the salary schedule at the level he/she had attained at the time said leave commenced.  If performing in a professional capacity for the School Union 71, all vertical movement on the salary schedule will progress uninterrupted.


5.                  Upon return from a leave of absence taken pursuant to Sections D & E, a teacher will be assigned to the same position which the teacher held at the time said leave commenced, if available, or if not available, to a position that he/she is certified and/or qualified to fill.  Every reasonable effort will be made to place the teacher in a substantially equivalent position.

6.                  The parties further agree to incorporate by reference to the Family and Medical Leave Act of 1993 and all its inherent benefits.





A.         After five (5) years of continuous service, a teacher who becomes disabled and can no longer perform his/her duties, shall be entitled to be paid for all unused accumulated sick leave at the rate of forty dollars ($40) per day.  For the purpose of this Article, a disability is defined in the State Retirement Board Guidelines.  In the case of death of a teacher, such pay shall be paid to the estate.


            Payment shall be made within one (1) year of disability approval provided:


1.                  State Retirement Board Guidelines are met.

2.                  School Committee approves.


B.         Effective 2001-2002 and subsequent school years upon completion of the final year of employment with the Lanesborough School System, each qualified teacher shall be paid an amount equal to 55% of his/her full day’s pay for 30% of accumulated unused sick days.  Such payment will be added to the teacher’s final pay check, and shall constitute full payment of his/her salary for the year.


C.         Section B shall apply to those employees who meet the following criteria:


1.                  The teacher must have 20 years of service in the Lanesborough School System.

2.                  The teacher must be at least 50 years of age.

3.                  The teacher must give notification of retirement in writing by February 1st in the year preceding retirement.





A.         For the length of the agreement of Town of Lanesborough will pay eighty (80) percent of the cost of the following types of insurance coverage for employees:


1.                  A $10,000 term life insurance plan substantially equivalent to the type offered by Blue Cross/Blue Shield which is presently available to teachers.


B.         For the 2008-2009 school year and thereafter, the Town of Lanesborough will pay eighty (80) percent of the cost of a dental insurance plan substantially equivalent to the plan offered by Blue Cross/Blue Shield.


C.         Beginning 9/1/08 and thereafter, the Town of Lanesborough will pay the percentage listed below for employees:


1.                  Group hospitalization and surgical insurance plans substantially equivalent to the type offered by Blue Cross/ Blue Shield which is presently available to teachers:


-HMO Blue                  80%

-Blue Care Elect         78%

-Blue Choice               78%

-VIP 2000                   50%


In addition, effective 9/1/08, the employee co-pay amount will increase to $15/office visit, and $50/emergency room visit.


D.         For retirees the Town of Lanesborough shall maintain paying eighty-five (85) percent of the cost of the Health Insurance plans listed above, Dental Insurance and Life Insurance.  The Town of Lanesborough will also pay eighty-five (85) percent of the Medex Plan.


E.         1.  An employee who has been enrolled in one of the Town’s health insurance plans for at least one year and drops the plan and remains off the plan for three consecutive years will be paid $3,500 at the end of the three year period.  In order to be eligible for this incentive, the employee must provide proof of insurance elsewhere.  A member who is off the Town insurance can rejoin under the following conditions:


a)                 A catastrophic event that caused the unavoidable loss of insurance.

b)                 The member chooses to join the Town insurance plan during the annual enrollment period.


An employee who re-enrolls in one of the Town’s health insurance plans prior to the end of the three year period will not receive payment.


2.                  Any employee who has been receiving insurance for at least one year who elects to receive a less expensive insurance plan in the subsequent year will receive 50% of the savings realized by the Town for one year.  Notification will be made to the Town by the end of the open enrollment period.


F.                     The Town of Lanesborough agrees to form a committee to investigate the viability of the joining the GIC.  If viable, and the parties agree to join, negotiations shall reopen on the issues of health insurance and wages.




(Not applicable to the school nurse)


A.         Marking Period


            Lanesborough School’s marking system shall consist of three (3) marking periods per year.  Teachers will notify parents approximately six (6) weeks from the beginning of each trimester for those students in danger of failing (D or F) any given subject.  At the conclusion of the first trimester there will be three (3) parent-teacher conferences as follows: One (1) at 5:00-7:30 PM and two (2) at 1:00-3:30 PM.  Dismissal will be at 11:50 on these two (2) days.  At the conclusion of the second trimester there will be three (3) parent-teacher conferences as follows: One (1) at 3:30-6:00 PM and two (2) at 1:00-3:30 PM.  Dismissal will be at 11:50 AM on these two days.


There will be a full day in-service held on the day following the night (5:00-7:30) conferences.  There will be a half-day in-service on the day after the late afternoon (3:30-6:00) conferences.


B.         Marking Period Exceptions


            Exceptions: Art/Music, Physical Education, Computer, Kindergarten, and Pre-School will operate on two (2) marking periods.


C.         Progress Reports


At some point between the second and third marking periods, each teacher will send a general Progress Report home for each of their students.


D.         Class Summary


Each teacher will be responsible for writing up a general summary of their course(s) of study.  The summary will describe what has been done and what is upcoming.  The summary will be general and will not cover all areas and does not limit the teacher to change areas mentioned or to add areas that are not mentioned.  Suggested areas to be included are projects, plays, or special subjects to be covered in class.  This summary will be sent home between the first and second marking periods.


E.         Kindergarten Screening:

1.                  Each less than full-time teacher required to work additional hours until 3:00 PM will be paid their per diem for the extra hours.

2.                  Each teacher involved in the screening will be compensated $20 per child for completing the screening evaluation profile.





A.         Workshops:


There will be no workshop attendance required of Lanesborough Education Association members either before or after the normal school year other than the normal orientation day unless agreed to in advance by the Lanesborough Education Association and the School Administration.


B.         Professional Development Days:


There will be three (3) full in-service workshops and two (2) half -day workshops that will be held from 1:00 to 3:30 pm.  Students will be dismissed at 11:50 AM.  A complete agenda for these days will be mutually agreed upon by representatives of the Lanesborough Education Association and the principal.


C.         Faculty Meetings:


Faculty Meetings may be held from 3:00 PM to 4:00 PM ten (10) times during the school year, commencing in September.  There will be no Faculty Meetings on conference months, and no more than two (2) Faculty Meetings in any one (1) month.


D.        Tuition Reimbursement:


It is the philosophy of the Committee and the Association to encourage teachers to continue professional study.


This recommendation should not produce a hardship on teachers and is necessary because of changes in educational procedures, methods, and materials.


Members of the teaching profession must take the responsibility of keeping abreast of the times in educational matters, not only for their own professional improvement, but also for the best interest of the school system.


1.                  Effective September 1, 2001, a fund will be established for tuition/fees reimbursement.  An annual fund of $6,500 commencing in 2004-2005, $7,000 commencing in 2005-2006 and $8,000 commencing in 2006-2007 and subsequent years will be allocated.  Individual teachers will be allotted $750 per school year commencing in 2004-2005 for professional improvement, including tuition and fees, with the consent of the School Committee and a Teacher Committee made up of three (3) teachers appointed by the President of the Lanesborough Education Association.  (The remainder of this fund will be divided equally among those teachers exceeding their individual allotment no later than June 30.)

2.                  Any teacher may reapply for tuition reimbursement funds not covered in a prior year if there is money available.


E.         Following attendance at a conference or workshop, staff will complete an evaluation form developed by the Principle and representatives of the LEA.





Meals will be paid for by the Lanesborough School for teachers involved in overnight days on field trips.


Staff members involved in any overnight field trips with students will be paid at the rate of one-hundred dollars ($100) per night in addiction to their regular salary.





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

1.      A determination by the Committee that a reduction in force shall be made.

2.      The Committee shall be the sole judge of the numerical extent of the reduction.

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

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

a.       That teachers employed at the discretion of the Committee shall have the protection accorded them by the General Laws, when and if applicable; and

b.      Any professional employee whose position is eliminated shall:

1.      Be transferred to an open position for which he/she is certified or if this is not possible, then;

2.      Replace an employee with lower seniority teaching in any position for which the more senior employee is certified.

5.      Seniority is measured in terms of a teacher’s length of continuous service in years, months, and days from their last date of employment by the School Committee.  Teachers shall be credited for Seniority purposes with all time spent on any leave of absence provided for in this Agreement.

6.      Cases of identical seniority shall be resolved by granting preference to the teacher with the highest academic degree as of October 1st of the current academic year.

7.      The Superintendent will provide a seniority list of teachers, in writing, annually to the Association.  The list shall be made available to the Association within forty-five (45) days of the execution of the Agreement and updated annually thereafter.  Challenges to the list must be made, in writing, to the Superintendent within fifteen (15) days after the said list is received by the Association.  If there are no challenges, the list shall stand for the full school year and the next annual list is established.

8.      When layoff action occurs, the Association shall be notified, in writing, of all the teachers on layoff.

9.      The Association shall be notified, in writing, within ten (10) days, of all the open positions as they occur and of any recall action taken by the District.


In applying the criteria set forth in this article, the School Committee will not act in an arbitrary or capricious manner nor without sound basis in fact for their decision.


Teachers who are to be affected by a reduction in staff must be notified in writing.  Said notice shall include the reason for the layoff.  Teachers who have been laid off under the provision of this paragraph shall be entitled recall tights for a period of one and half (1.5) years or eighteen (18) months ending with January 1 of the second year.  During the recall period, teachers shall be notified by certified mail to their last address of record, and given preference for positions for which they are qualified and certified in which the position is to become available.  As positions develop, teachers will be hired back taking into consideration the qualifications of the teacher, past evaluations, and the needs of the school.  All benefits to which teacher was entitled at time of layoff shall be restored upon re-employment within the recall period.  During the recall period, teachers who have been laid off shall be given consideration substitute work for which they are qualified and certified at substitute pay, if they so desire.


Except for the method of layoffs of employees covered by this Article, nothing contained in the article shall in any way limit or restrict the School Committee in the exercise of its rights and responsibilities under Chapter 71 or any other applicable section of the General Laws of Massachusetts including but not limited to the right to dismiss, layoff, or otherwise terminate the services of a teacher serving or not serving at the discretion of the Committee in accordance with Chapter 71 or any other applicable statue of the General Laws.





A.             A teacher, who is disabled because of injury sustained in the course of and

arising out of a teacher’s employment and prevented from working by reason

of such injury sustained, who is eligible and receives benefits under the Worker’s Compensation Act of Massachusetts, shall receive each pay period his/her salary in full minus any compensation received under the Workman’s Compensation Act which may be due or become due to the teacher during the period in which the teacher may be incapacitated.  The total amount payable under this article because of any one injury shall not exceed an amount obtained by multiplying the number of such teacher’s accumulated sick leave days by such teacher’s per diem rate.  (Total amount payable = number of teacher’s accumulated sick days x teacher’s per diem rate.)

B.             If the illness or injury of a teacher comes within the purview of both this

article and Article VIII “Sick Leave,” it shall be deemed to come within the

purview of this article, and such teacher shall not be paid any benefits

pursuant to Article VIII for

       such illness or injury except as is provided in the preceding paragraph.




(Not applicable to the school nurse)


A.         Assignments


   Assignments will be made on the basis of school needs and teacher qualifications.


If grade level changes are to be made, the teacher will meet with the Principal prior to the beginning of the school year in order to discuss the grade level and subjects to be taught.




B.         Vacancies/ Promotions


1.            For purposes of the Article, “Professional” or “New Position” is defined as any position paying a salary differential and/or any position on the administrator-supervisor level.

2.            Whenever any vacancy in a professional position occurs, or a new position is created during the school year (September-June), it will be adequately publicized by the Superintendent by means of a notice placed in the faculty room as far in advance of the appointment as possible.  Written notice shall be given to the Association’s President.

3.            During the months of July and August, written notice of any such vacancy will be given to the Association and the local press.  In both situations, the qualifications for the position, its duties, and the rate of compensation will be clearly set forth.  The qualifications set forth for a particular position will not be changed arbitrarily, capriciously or without basis in fact when such vacancies occur in the future.  No vacancy will be filled, except on a temporary basis, within ten (10) school days during regular sessions and twenty (20) calendar days during the summer months from the date the notice is posted in the faculty room.

4.            All teachers will be given adequate opportunity to make application for such positions, and the Principal with approval of the Superintendent agrees to give due weight to the professional background and attainments of all applicants and the length of time each has been engaged in teaching.  When all factors are substantially equal, preference in filling such vacancies will be given to qualified teachers already employed by the Committee.




(Not applicable to the school nurse)


The School Committee and the Association recognize that Pupil-Teacher ratio is an important factor in quality education and the Committee, whenever possible, subject to space availability and other education considerations will insure that the Pupil-Teacher ratio is beneficial for Pupil and Teacher.  Class sizes will be made giving consideration to the physical size and facilities of the classroom, the special needs of the students involved, the availability of textbook and other materials, and the resource personnel and space available to accommodate them in the building.


In an effort to provide quality education at Lanesborough Elementary School, the L.E.A. and the School Committee will provide a class-size-review process.  The purpose of this process is to examine problems created by excessive class sizes and determine viable solutions, i.e., hiring staff, purchase of special materials, flexible ability groupings, creative use of professional staff, and/or planning and release time to teachers of larger classes.


The review process should consider:


·         Percentage of SPED students in large classes

·         MCAS scores

·         504’s in each class

·         male/female ratio

·         students level of independence/maturity

·         open-ended response writing skills

·         behavior

·         financial constraints


If the overall progress of a class is impaired by the elements listed above, then the initial review committee of the teachers involved and the administration will begin the class-size review process.  This informal class-size review process amongst staff personnel may begin upon request by a teacher or administrator.  Such review will seek remedies to address problems created by excessive class size.  If necessary, recommendations shall be forwarded to the School Committee who shall take action as it may deem appropriate.


In most instances, teachers and administrators will make accommodations that do not require school committee intervention.  Such accommodations may be done using existing staff and resources.


The participants in the Class Size Review Committee will be decided upon by the Principal and the L.E.A. by mutual agreement.





The School Committee will make every effort to provide the following facilities:


A.         A teacher work area(s) containing adequate equipment and supplies to aid in the preparation of instructional materials.  Said room and equipment are to be kept in neat, workable condition.


B.         An appropriately furnished room to be used exclusively by an employee of the Lanesborough School.  Said room will be in addition to the aforementioned teacher work area.


C.         A serviceable desk, chair, and file cabinet for each teach.


D.         There will be one bulletin board in the faculty lounge for the purpose of displaying notices, circulars, and other Association materials.


E.         An individual mailbox of each teacher



A.         The Association will have the right, as exclusive representative of the staff, to use the school building without cost at reasonable times for meetings.  The Principal will be notified in advance of the time and place of all such meetings.


B.         School keys will be available to all teachers.  These keys will allow teachers to have access to the school on weekends or vacations.  Teachers will make requests for these keys at the beginning of the school year.





A.         All observation of the work performance of a teacher will be conducted openly.  Teachers will have the right to discuss such reports with their superiors and will be shown a copy.  In the event of any adverse criticism or an unsatisfactory evaluation, a teacher at his/her option, shall have ample opportunities to demonstrate improved performance.


B.   1.   Teachers will have the right upon request, to review the contents of their personnel file.  A teacher will be entitled to have a representative of the Association accompany him/her during such a review.


      2.   No material derogatory to a teacher’s conduct service, character, or personality will be placed in his personnel file unless the teacher has had an 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 teacher will also have the right to submit a written answer to such material and his answer shall be reviewed with the Superintendent or his designee and attached to the file copy.


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


D.         The Association recognizes the authority and responsibility of the Principal and the Superintendent of Schools for disciplining or reprimanding a teacher

            for delinquency of professional performance.  If a teacher is to be disciplined or reprimanded by a member of the Administration above the level of the Principal, however, he will be entitled to have a representative of the Association present.


E.         No teacher will be disciplined or reprimanded without “just cause”.

F.                     The parties agree to abide by the Evaluation Procedures and Performance Standards appended to this Agreement as Appendix E.


G.         The school nurse will be evaluated yearly by the Lanesborough Elementary School Principal based on an evaluation tool developed by the Principal and a representative of the LEA.





1.         Teachers will not be required to substitute for other teachers or perform non-teaching assignments except in the case of an emergency which occurs during the course of a school day.


2.         The nurse will not be required to perform substitute teacher duties during the school day for the length of this agreement.





Should the current School Choice Law not apply for any reason or should the Lanesborough School opt not to participate in the School Choice Law, the following will become effective:


Staff members’ children will be allowed to attend Lanesborough Elementary School with a tuition waiver provided there is not an excessive burden placed on the school (based on class size).





Payroll Deduction Authorization Form

For The Members of the Lanesborough Education Association


In accordance with Chapter 17C of the Acts of 1962, I hereby authorize the Lanesborough Town Treasurer to deduct my professional dues annually, until further notice, for membership in the Lanesborough Education Association.


The deductions shall be made in twenty-six (26) equal installments beginning with the first payroll and continuing through the twenty sixth (26th) payroll of the school year and shall be remitted to the Treasurer of the Local Association who shall be bonded.


In accordance with Chapter 17C of the Acts of 1962, Chapter 180 of the General Laws, I agree that at least sixty (60) days prior to the first withdrawal period, notice, in writing, shall be given to the Superintendent in order to withdraw this authorization.


I hereby waive all right and claim for said monies so deducted and transmitted in accordance with this authorization and relieve the School Committee and all of its officers and the Town of Lanesborough officers from any liability whatsoever.


I agree that the total amount withheld shall be $_______________.


DATE: _____________________     SIGNED: ____________________________________


Copies to:

1.                  Member

2.                  Town Treasurer

3.                  Town Accountant

4.                  Superintendent

5.                  Secretary to Lanesborough Teachers Association





The Lanesborough School Committee hereby accepts the provisions of Chapter 17C of Chapter 130 of the General Laws of Massachusetts, and in accordance with the agreed upon Dues Deduction Form, the Lanesborough School Committee shall certify to the Treasurer of Lanesborough all payroll deductions for the payment of dues to the L.E.A. duly authorized by the professional teachers covered by this agreement, as shown on the payroll deduction authorization form attached hereto and made a part of hereof.


“The deductions shall be made in twenty-six (26) equal installments beginning with the first payroll and continuing through the twenty-sixth (26th) payroll of the school year and shall be remitted to the treasurer of the local association who shall be bonded.”


The Educators Association is authorized to request the Town Treasurer to deduct sums of money from the teachers’ salaries for the purpose of joining the M.T.A. Credit Union.  Once established, the deduction may not be changed during the school year.  The authorization form shall be drawn in such form and manner as is required by the Town Treasurer and/or the General Laws of the Commonwealth.  Upon establishing a form for the purpose and incorporating into this Agreement as a sub-section to Article 111-B, it shall be entitled “Credit Union Deduction Authorization.”




A.         There will be no reprisals of any kind taken against any teacher by reason of his/her membership in the Association or participation in its activities.


B.         Teachers will be entitled to full rights of citizenship, and no religious or political activities of any teacher or the lack thereof will be grounds for any discipline or discrimination with respect to the professional employment of such teacher.  Such activities will be consistent with the stated code of ethics of the teaching profession.


C.         A copy of this agreement shall be given to each teacher in the employ of the Lanesborough School System by the Superintendent at the time of employment.


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


E.         This Agreement constitutes Committee policy in respect to teacher’s wages, hours, and other conditions of their employment and the Committee will carry out the commitments contained herein and given them full force and effect as Committee policy.  The Committee will amend its Administrative Regulations and take such other actions as may be necessary in order to give full force and effect to the provisions of the Agreement.



A formal complaint may be filed by a student, employee, or administrator, and/or an applicant who believes that his/her rights as outlined in the sexual harassment policy have been violated.




A complaint shall be an accusation by an individual that there has been a violation of the sexual harassment policy.


A.         The individual should file a written statement of the complaint as soon as possible, but in any event within sixty (60) days of the alleged harassment.  The complaint should be filed with the principal/ program manager, or in the event that the principal/ program manager is the alleged harasser, with the superintendent of schools


B.         Once the principal/ program manager or superintendent receives the complaint and determines it is worthy of investigation, s(he) shall conduct an appropriate investigation.  At his/her discretion, the principal/ program manager or the superintendent may designate some other individual to conduct the investigation.  As part of an investigation, the alleged harasser shall be informed that s(he) is the subject of an investigation and shall be informed of who his/her accuser is.


C.         Such investigation may consist of, any or all of the following actions, as well as such other actions as the investigating official in his/her discretion deems appropriate.


1.                  Interview(s) with the individual filing the complaint.

2.                  Interview(s) with the person(s) alleged to be the harasser(s).


D.         All complaint proceedings will, to the greatest possible extent, be held in confidence by all persons directly or indirectly involved in them.



Penalties in Cases of Sexual Harassment


Remedial actions will depend on the severity of the incident(s) and are not to be considered as steps of progressive discipline.  An admission of guilt, an acknowledgement of a verbal warning, a promise not to commit such abuse again, and action taken to provide appropriate relief for the individual may be a sufficient solution.  If these resolutions are not adhered to or if the allegations involve conduct for which such resolutions are not appropriate, the principal/ program manager or the superintendent may deem it necessary to take appropriate action that can include formal letters of reprimand, suspension, discharge or other disciplinary action.  Such actions are subject to the provisions of negotiated agreements, Article XX, Section D exclusively.  Should the harasser not be an employee of the school system, school officials may consult with legal counsel and the police, regarding appropriate legal action.





The School Committee of the Lanesborough School, in compliance with the Drug-Free Schools and Communities Act and in particular, Part 86, agrees to provide a drug free workplace.  The following rules and regulations are in effect for all of its employees:


1.         All employees are prohibited from possessing, using, or distributing illicit drugs or alcohol on school premises or at any school-sponsored activity.  Illicit drugs are defined as controlled substances under M.G.L. Chapter 94C and include narcotics, cannabis, stimulants, depressants, and hallucinogens.  Alcohol is defined as alcoholic beverages containing beer, wine, or distilled spirits.


2.         Any employee found to be in possession of, under the influence of, or distributing drugs or alcohol, as defined in paragraph #1, will be subject to appropriate disciplinary action with sanctions ranging from; a warning/ oral reprimand, a letter to be included in the employee’s personnel file, suspension from work without pay, completion of an appropriate rehabilitation program approved for such purposes by a federal state, or local health, law enforcement, or other appropriate agency, up to and including termination of employment and referral for prosecution.


3.         The School System will make available to its employees, upon request, a current list of drug and alcohol counseling, rehabilitation or reentry programs available in the general area.


4.         A copy of this policy indicating mandatory compliance with the standards of conduct as listed in paragraph #1 will be provided to every employee of the district upon its adoption and thereafter will be given to each new employee with his/ her contractual agreement.


5.         Lanesborough Elementary School will conduct a biannual review of all aspects of its programs dealing with the Drug-Free Schools and Communities Act to determine its effectiveness, to implement change if needed, and to ensure that the disciplinary sanctions as described paragraph 92 are consistently enforced.





It is recognized that the mentoring of new teachers is a vital component in ensuring the continuity of excellence in education.  A mentor teacher, who will be matched to a new teacher by an administrator, will make him or herself available for weekly one hour meetings.  Mentoring will consist of open dialogue, reciprocal classroom obligations, and constructive feedback in a mutually supportive environment.  The mentor teacher will receive a stipend of $750 for the time commitment involved.





Teachers will give written input to the principal relative to the paraprofessional performance in their classrooms.  The specific instrument and process to be used will be mutually agreed upon by the Principal and the L.E.A.



Teachers shall be reimbursed for mileage incurred during the course of his or her duties and the prevailed LES rate.





The following applies to criminal offender record information (“CORI”) checks pursuant to Chapter 385 of the Acts of 2002, as from time to time amended:


1.      CORI checks will be conducted once every three (3) years for employees covered by this Agreement, or more often with reasonable cause or required by Law.

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

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

4.      The Superintendent or other administrator in his/her central office designated by the Superintendent will be the only persons authorized to request CORI checks.

5.      Failure of a teacher, after written request, to sign and return to the Superintendent’s office within fourteen (14) calendar days such forms as are necessary or advisable to comply with the CORI check, shall be deemed to be and will constitute just cause for discipline up to and including dismissal from employ of the School Committee under the Collective Bargaining Agreement and Massachusetts General Laws Chapter 71.  However, prior to implementation of any disciplinary procedures the Committee will provide a seven (7) day grace period to the individual(s) commencing when the Association receives written notice that said individual(s) have not complied with the CORI requirements.

6.      Any disciplinary action taken as a result of the information discovered through the CORI checks will be in accordance with the Collective Bargaining Agreement and/or the Law.







1.      The Nurse and School Adjustment Counselor shall be changed from 0.9 FTE to 1.0 FTE for the 2010 to 2011 school year.

2.      The Librarian’s 0.6 FTE will be changed to 0.7 FTE after ratification of this Settlement Agreement.  This increase in FTEs is not retroactive but will begin when the Librarian begins working 0.7 FTE.





This Agreement shall continue in full force and effect from September 1, 2010, through August 31, 2011.


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


For purposes of reference, that date of execution is September 1, 2010, and the expiration date is August 31, 2011.



FOR THE LANESBOROUGH                                      FOR THE LANESBOROUGH

EDUCATION ASSOCIATION                                      SCHOOL COMMITTEE



_________________________________________                       ________________________________________



_________________________________________                       ________________________________________



_________________________________________                       ________________________________________




Lanesborough Elementary School

Teacher Salary Schedule

2010-2011 Salary Schedule (.5% COLA)























































































































































































































































































































































































































APPENDIX C - Town of Lanesborough Insurance Study Group


Report of September 14, 1998


The #1 goal of this process was to evaluate insurance plan options, providing a cost savings to the Town, while ensuring the health care needs of the employees.


To achieve this goal, it was determined, after much investigation, that significant cost savings could only be achieved by moving away from the NAA indemnity plan.


After two years of work, a set of insurance plans have been chosen and a Memorandum of Understanding developed through the Study Group to make this change.  Therefore this report is presented to the Board of Selectman for its approval for the Town of Lanesborough insurance offering.


Highlights of Recommendation:


1.         Move from the NAA indemnity plan.


2.         Four health insurance plans are recommended in a mix:

            a.         VIP 2000

            b.         Blue Care Elect

            c.          Blue Choice

            d.         HMO Blue


(VIP 2000 and Blue Care Elect are recognized by the Massachusetts Insurance Board as qualifying as “indemnity” plans.)


3.         MIIA will be the plan administrator.


4.         Under the two indemnity plans, VIP 2000 and Blue Care Elect, the employee will pay for the deductible and 25% of the co-insurance cost out of pocket.


5.         First year anticipated savings are estimated at a minimum of $42,305 even with the return of 90/10 benefits to retirees.


6.         MIIA will guarantee a 6% rate cap for the second year.  This guarantee spans

            3 premium rate years.









Professional Growth and Evaluation Process


Philosophy Statement:


We believe that all children can learn.  Therefore, teaching is the most important aspect of our purpose to educate students to the maximum of their potential.  We recognize that teachers are learners also and need a collegial and supportive atmosphere in order to thrive.  We believe this dynamic and productive environment will result in successful and positive students.  The observation and evaluation process will promote professional growth and responsibility of the administration to conduct evaluations on a regular basis.


Purpose of Supervision and Evaluation:


The purpose of observation is: 1) to recognize and document the quality of instruction and services rendered over several cycles during the evaluation period for teachers on professional status, 2) to assist and promote professional growth, and 3) to provide date and assessments which may be used as a factor for personnel decisions regarding reduction in force.


The LEA and the Committee agree that this professional growth and evaluation process includes the requirements set forth in the state regulations of the Department of Education (503 CMR 35.00) entitled, Regulations on Evaluation of Teachers and Administrators, and that this process meets or exceeds the standards which have herein been set forth.


Professional Growth and Evaluation Cycle:


The evaluation process will consist of a seven-stage cycle.  By September 30, the Principal will either assign each teacher to the formal evaluation stage, or will collaborate with the teacher in selection one of the remaining six stages.  Optimally, all seven stages will be covered in a seven year period.  Unless otherwise needed, teachers will be formally evaluated based upon the least recent formal evaluation.  Nonprofessional status teaches will automatically be assigned to the formal evaluation stage until professional status is achieved.  The seven cycle evaluation stages are: Collaboration I, Collaboration II, Individualization, Reflective Appraisal, ReCycle, Goal Setting, and Formal Review.


On most occasions, the evaluator will be the building principal.  If an evaluator is any administrator other than the building principal for classroom teachers, or the director of pupil services for the special education staff, the teachers should be given clear and specific reasons in writing as to why the alternative evaluator was assigned to him/her.


All evaluators must be thoroughly trained in the principles of supervision and evaluation, and must have expertise in the area(s) (i.e., performance standards) to be evaluated.  No teacher shall be evaluated by an alternative evaluator more than once every four years.


Collaboration I



Collaboration I is a classroom professional growth experience with one other person for shared reactions during the year.


Criteria for Collaboration I


The indentified goal/focus should contribute to one’s professional knowledge and/or skill as a teacher.  This experience must take place in partnership with a colleague.  The teachers in this cycle stage will complete the initial Collaboration Form I (see attached Form B) and submit it to the principal on or about October 30.  The Summary Professional Growth Experience Form (Form A) will be completed on or about May 30.  These will be kept in the principal’s office for reference during the Formal Evaluation Stage.


Sample Activities for Collaboration I May Include


·         Working with consultant toward a common goal

·         Committee work related to discipline or instruction

·         Pilot a program or coordinate a school activity

·         Joint planning of lessons

·         Grade level or discipline project

·         Mentoring

·         Team teaching with colleague, principal, and so on

·         Other activities





Collaboration II



Collaboration II is a school related growth experience done with other teacher(s) in the building.


Criteria for Collaboration II


The identified goal/focus should contribute to one’s professional knowledge and/or skill as a teacher and in some way contribute to the school.  This experience must take place in a partnership with a colleague(s).  The teachers in this cycle stage will complete the Initial Collaboration Form II (see attached Form B) and submit to the principal on or about October 20.  The Summary of Professional Growth Experience Form (Form A) will be completed on or about May 30.  These will be kept in the principal’s office for reference during the Formal Evaluation Stage.


Sample Activities for Collaboration II May Include:

·         Study Groups

·         Working with consultant toward a common goal

·         Committee work related to discipline or instruction

·         Pilot a program or coordinate a school activity

·         Experimental project

·         Team teaching with colleague, principal, and so on

·         Other activities

Individualization Stage



In this year the teacher will select a project to work on independently.  The teacher will verbally inform the principal of the project being pursued, and if acceptable to the principal, verbal approval will be given.  The project should be underway by October 30.  A brief meeting will be held with the evaluator prior to the December holiday vacation.  On or about May 30 of the Individualization Cycle Stage, the teacher will complete the Summary of Professional Growth Experience Form (Form A).  This will be filed in the principal’s office and referenced during the Formal Evaluation Stage.


Criteria for Individualization


Activities should be substantial.


The goal or focus should contribute to one’s professional knowledge and/or skills as a teacher.


Sample Activities for Individualization May Include:


·         Course Work

·         Workshops/Seminars (as presenter or participant)

·         Integrating technology into the curriculum (software, calculators, etc)

·         Teacher exchange program

·         Independent or self-study

·         Experimentation of activities

·         Community service involvement

·         Submission of article for publication

·         Preparing and presenting a staff development lesson

·         Field based research

·         Other alternative activities


Reflective Appraisal Stage


A reflective year is one that enables the educator to indicate, refine, or complete work begun in other cycles.  No forms will be completed during this year.  However, it is understood that the teacher will use this time in continuing the cycle of professional growth. 


ReCycle Stage



During this stage the teacher may continue a previous cycle or revisit an activity that would enhance professional growth.

Criteria for ReCycle Stage


The focus should contribute to one’s professional knowledge and/or skill as a teacher revisits an identified area.  The Summary Professional Growth (Form A) will be completed on or about May 30.  These will be kept in the principal’s office for reference during the Formal Evaluation Stage.


Sample Activities for ReCycle May Include:


Revising, redoing, revisiting, refreshing, reforming units, curricula, workshop techniques, procedures, teaching techniques and methods, etc.


Goal Setting Stage



During this stage the teacher will suggest personal/professional goals that he/she will focus on throughout the school year.


Criteria for Goal Setting Stage


The indentified goal/focus should contribute to one’s professional knowledge and/or skill as a teacher and in some way contribute to improving instruction.  The teachers in this cycle stage will complete the Initial Goal Setting Form (see attached Form E) and submit it to the principal on or about October 30.  A brief mid-year status report should be completed prior to the December holiday vacation.  The Summary Professional Growth Experience Form office for reference during the Formal Evaluation Stage.


Sample Activities Include:


Discipline techniques, teaching respect and responsibility, refining cooperative learning techniques, promoting social development and tolerance, improving cultural diversity strategies, improving specific teaching techniques, etc.


Formal Review Stage


By September 30, the principal will review the formal evaluation process with each teacher in that stage.  This presentation must be completed before any observations/evaluations begin. The purpose of observation and evaluation is to provide for professional growth.  Its intent is to prove the quality of instruction at the Lanesborough Elementary School by encouraging positive, productive suggestions for improvement in a timely, responsive manner.







While formal classroom observation is an important source of information regarding the performance of a teacher, evaluators are expected to gather information in as many different ways as possible to produce the most complete and accurate picture of the teacher’s overall performance.  Date gathering is limited to professional activities.  Events that extend student activities beyond school hours are not within the purview of data collecting.  Furthermore, formal observations of a classroom teacher’s performance in the formal evaluation cycle stage will be conducted openly and with full knowledge of the teacher.


No material derogatory to a teacher’s conduct, service, character, or personality will be placed in his/her personnel file, unless the teacher has had an 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 teacher will also have the right to submit a written response to such material and his/her response shall be reviewed by the Superintendent and attached to the filed copy.  Teachers have the right to review the contents of their personnel files regularly, and may have a representative of the LEA or MTA present at this time, or at any time that disciplinary action may be realized.


Pre-Observation and Post-Observation Conference


A pre-observation conference must take place between the observer and the teacher and will be used to discuss the goals of a particular observation (Form D).  The length of the classroom observation should be mutually determined.  A post-observation conference will be held within a reasonable time (two school days) following the observation.  A signed copy of the final Observation Report (Form C) will be used by the administrator in the development of the summative evaluation document.  These written observation reports may include appropriate data collected during the formal review stage.  There will be a minimum of two formal observations (accompanied by a number of informal observations) prior to completing the summative staff evaluation report.


The evaluator may use the classroom Observation Report (Form C) to comment on observations recorded apart from the formal classroom observation visit.  In a conference following a formal classroom observation visit, the evaluator will share any notes taken.  Both formal and informal observations may be used in completing the summative staff evaluation report.  The first classroom observation should occur prior to November 30.  The second classroom observation should occur prior to May 15.


All written evaluations will be in narrative form and completed on the Summative Staff Evaluation Report (attached).  The teacher will be given a copy of any written evaluation personally by the evaluator, and will have an opportunity to respond in writing.  A post-evaluation conference must be held between the teacher and the evaluator.  During this conference, ideas, goals, and objectives will be discussed.  These should serve as a springboard of potential activities for teachers moving to another stage in the evaluation cycle.  In other words, these ideas should be considered by the teacher as he/she engages in a new cycle of professional growth experiences.


Teacher Assistance Plan


If there is a need for improvement in any area, a plan of assistance must be mutually established by the teacher and the evaluator.  This plan of assistance must include:


1.                  Specific area(s) that needs attention.

2.                  Suggestions and strategies for improvement in this area(s).

3.                  Timeline(s) for implementation of improvement(s).

4.                  Consequences for lack of compliance.

5.                  Establishment of measurable criteria to evaluate progress.


This Summative Staff Evaluation Report must be given to the teacher prior June 1.


The Summative Staff Evaluation Report will reflect information gathered from the six (6) stages of the Evaluation Cycle, or as many stages that have been completed by the teacher being evaluated, relative to the stage on which he/she was initially placed.


Common Language and Concepts


The foundation of all desirable outcomes for supervision and evaluation is having a common language and concept system for talking about teaching so professionals can communicate meaningfully about what takes place in classrooms and within the educational community.


All professions have a professional vocabulary that draws on a disciplined body of knowledge.  The language used in the book, The Skillful Teacher: Building Your Teaching Skills (Jon Saphier and Robert Gower) as explained in the courses “Understanding Teaching I and II” and “Observing and Analyzing Teaching I and II” is the language used in this evaluation process.  In addition, How to Make Supervision and Evaluation Really Work: Supervision and Evaluation in the Context of Strengthening School Culture, by Jon Saphier, Research for Better Teaching, Inc. 1993 is used.


Format for Observation Write-Up


The observation will be written in a narrative format with a structure that uses a series of Claims, Evidence, Interpretation, Judgment, and Suggestions.


Claims: a statement that a teacher performs a certain teaching skill or carries out a certain pattern in their instruction (thus, a generalization).


Evidence: a quote or literal description of something said or done.


Interpretation: a statement of what the behavior accomplished or intended to accomplish or what was significant about it—the effect on students.

Judgment: a sentence, phrase, or adjective that lets the reader know what the writer thought of the behavior.


Suggestions: suggestions may be to offer another good strategy a teacher may use, point out a missed opportunity, or identify area(s) for improvement.  The inclusion of suggestions does not imply less than satisfactory teaching.


These will be taken into consideration when the summative evaluation report is written.


Performance Standards: Principles of Effective Teaching

(The standards will be attached to the formal evaluation)


I. Currency in Curriculum


A.         The teacher is up to date regarding curriculum content.

            1.         Demonstrates knowledge of curricula for the area(s) taught.

2.         Participates in formal curriculum development programs per

contractual agreement.

            3.         Assesses and modifies classroom curriculum.

            4.         Attends mutually agreed upon workshops, in-service activities,

seminars or courses, and applies knowledge to classroom activities.



II.  Effective Planning and Assessment of Curriculum and Instruction


A.         The teacher plans instruction effectively.

            1.         Demonstrates consistency among the objectives, learning strategies

and assessment procedures included in the lesson.

            2.         Includes several cognitive skills, and addresses individual modes of


            3.         Produces lessons that have an intro, body, and conclusion.

            4.         Encourages students to become responsible for their learning.

            5.         Collaborates with colleagues to design curricula and plan instruction

to enhance the learning of each student.


B.         The teacher plans assessment of student learning effectively.

            1.         Uses variety of assessment tools that are consistent with objectives

being taught to monitor students’ progress and share results.


C.         The teacher monitors students’ understanding of the curriculum effectively

and adjusts instruction, materials, or assessments when appropriate.

1.                  Monitors students’ understanding of a lesson, adjusting teaching and

assessment as necessary.

D.         The teacher evaluates, tries innovative approaches, and refines instructional strategies, including the effective use of technologies, to increase student learning and confidence to learn.

1.         Assesses and modifies instructional strategies by comparing intended and actual learning outcomes.

2.         Provides opportunities for students to demonstrate competency using a variety of assessment techniques.


III.  Promotion of High Standards and Expectations for Student Achievement


A.             The teacher communicates learning goals and high standards and 

              expectations to students.

1.                  Shares learning goals, expectations and criteria for evaluation with



B.         The teacher promotes confidence and perseverance in students that stimulate increased personal student responsibility for achieving the goals of the curriculum.

            1.         Encourages all students to do their best.

            2.         Expresses to students that effort is at the center of high achievement

acknowledging the students’ inquiry, study, and work.


IV.  Promotion of Equity and the Appreciation of Diversity


A.         The teacher strives to ensure equitable opportunities for student learning.

1.         Attempts to provide a range of opportunities and experiences for all students to achieve learning goals.


B.         The teacher demonstrates appreciation for and sensitivity to the diversity among individuals.

1.         Allows for diversity in students’ learning styles to achieve the learning goals.


V.  Fulfillment of Professional Responsibility


A.         The teacher is constructive and cooperative in interactions with parents.

1.         Attends parent-teacher conferences and/or confers with parents on a scheduled or as needed basis.


B.         The teacher shares responsibilities for accomplishing the goals and priorities of his/her grade, team, building and school union.

1.         Works effectively with colleagues as professional circumstances allow, during the contracted school day, as well as staff, IEP and other meetings, in-service programs, and other mutually agreed upon activities.


C.         The teacher is a reflective and continuous learner.

1.         Demonstrates a commitment for growth by using available resources to enhance professional knowledge and skills; resources may include professional organizations, academic course work, school-based staff, administrative and community resources, and other colleagues.

2.         Relates professional growth experiences to improving teacher performance in the classroom.

3.         The Lanesborough School Staff supports and models the mission statement of the school which presently reads:


“Lanesborough School is a community of learners consisting of children, their families, and the entire school staff.  We believe the values of respect, responsibility and readiness are vital to the academic, social, emotional and physical well-being of our children and community.  Our mission is to nurture and practice these values together, thus providing the foundation for a meaningful and productive life.”


Evaluation may include, but is not restricted to the preceding descriptors.  If other new descriptors are to be used by the evaluator, the evaluator needs to be forthcoming with the teacher.  These new, added descriptors should be shared in writing, preferably before, but no later than the pre-conference.


The preceding standards reflect the Lanesborough core curriculum, the Research for Better Teaching Institute Standards, and the Regulations on Evaluation of Teachers: CMR 35.00.

{li lsb01. gif.Summative Staff Evaluation Form}

{li lsb02. gif.Effective Management of Classroom}

{li lsb03. gif.Promotion of High Standards}

{li lsb04. gif.Fulfillment of Professional Responsibilities}

{li lsb05. gif.Summary of Professional Growth}

{li lsb06. gif.Initial Collaboration Form}

{li lsb07. gif.Observation Report}

{li lsb08. gif.Pre Conference Form}

{li lsb09. gif.Goal Setting Form}



Addendum to the Collective Bargaining Agreement

Between the

Lanesborough School Committee

And the

Lanesborough Education Association